Behavioral Health Services Supervisor - HHOPE program - County of Riverside
Indio, CA 92201
About the Job
Behavioral Health Services Supervisor
Homeless, Housing, Opportunities, Partnership, and Education program (HHOPE)
Indio, CA
Must have a valid license to practice as a Licensed Clinical Social Worker,LicensedProfessional Clinical Counselor, orLicensedMarriage and Family Therapist issued by the California State Board of Behavioral Science.
The Riverside University Health System's (RUHS), Behavioral Health department's (BH), Homeless Housing Opportunities, Partnership, and Education (HHOPE) program, provides housing and homeless services to our department and the community at large. HHOPE provides a full continuum of housing and homeless services. HHOPE manages, coordinates, and monitors all programs providing housing support services. The program provides case management and the objective is to stably house individuals and families suffering from mental illness and/or substance use disorders. This position will recruit and oversee all program staff including Office Assistants, Community Services Assistants, Behavioral Health Specialist, Peer Specialist and Clinical Therapists. This position will supervise a multi-disciplinary staff of housing and healthcare professionals and provide trainings to staff. This position will work a 9/80 schedule and a California Drivers License is required.
We are looking for candidates who
- Are Licensed professionals (LCSW, LMFT, LPCC)
- Have a minimum of two years post-licensure experience
- Have strong computer and organizational skills
- Have supervisory/lead experience
The certification list generated from this recruitment may be used to fill other future Behavioral Health Service Supervisor vacancies within Behavioral Health that may occur in the coming weeks.
Meet the Team!
RUHS-Behavioral Health
EXAMPLES OF ESSENTIAL DUTIES
1. Team Leadership and Supervision
- Oversee five ECM teams, including:
- Four teams serving the justice-involved population, participating in California's reentry plans.
- One adult ECM team specializing in homelessness, Severe Mental Illness (SMI), and Substance Use Disorder (SUD) challenges.
- Ensure teams maintain consistent caseloads of 250 clients per team and meet program goals.
- Split time between Western and Desert regions to provide consistent, face-to-face supervision, mentoring, and support for all staff.
2. Metrics Tracking and Performance Monitoring
- Track ECM metrics to measure team performance, ensure adherence to program standards, and report results to leadership.
- Use data insights to identify trends, address performance gaps, and recommend improvements.
3. Staff Training and Development
- Develop and deliver training programs to equip staff with knowledge and tools for effective service delivery.
- Shadow staff in the field, providing real-time training and guidance on working with justice-involved, homeless, and high-needs populations.
- Foster professional development through mentorship, skill-building, and growth opportunities.
4. Resource Collaboration and Community Outreach
- Collaborate with other departments to share resources, align services, and educate staff on referral processes.
- Conduct outreach to community organizations to build partnerships, ensuring consistent client referrals to ECM services.
5. Client-Centered Oversight
- Oversee reentry plans for justice-involved populations to ensure alignment with California's reentry strategies.
- Address barriers faced by clients, including housing stability, medical needs, and behavioral health support, emphasizing empowerment and self-sufficiency.
6. Crisis Management and Escalation
- Serve as the escalation point for high-risk or complex cases, ensuring timely and effective resolution.
- Provide direct support to staff handling critical situations involving client safety, housing, or health needs.
7. Quality Assurance and Compliance
- Conduct regular quality assurance reviews to ensure compliance with ECM policies, procedures, and documentation standards.
- Stay informed of regulatory changes and adjust team workflows to maintain compliance.
8. Stakeholder Engagement and Advocacy
- Act as a liaison between ECM teams, external stakeholders, and government agencies to enhance program visibility and access to resources.
- Advocate for ECM clients' needs during multi-agency meetings or case conferences.
9. Innovation and Process Improvement
- Identify opportunities for innovation to improve service delivery, such as leveraging technology or refining workflows.
- Adapt team strategies to meet evolving client needs and community demands effectively.
10. Resource Allocation and Budget Awareness
- Ensure efficient allocation of resources, such as staff, tools, and training materials, to optimize team performance.
- Collaborate with leadership to maximize the impact of funding and resources for ECM programs.
11. Cultural Competency and Diversity
- Promote diversity, equity, and inclusion in service delivery and team operations.
- Ensure staff are trained in cultural competency to address the unique needs of justice-involved populations and clients experiencing homelessness, SMI, or SUD.
Examples of Essential Duties (may also include but not limited to)
• Plan, assign, direct, supervise, and coordinate the work of multidisciplinary staff providing behavioral health treatment services, social and rehabilitation services, consultation and education services to consumers, public and private agencies and the community.
• Evaluate overall activities of a unit or program, including methods and procedures for effectiveness and consistency with program goals and objectives; recommend and implement changes in program, policies and procedures as necessary.
• Evaluate performance of personnel and take or recommend appropriate course of action; interview, select and recommend on the hiring of new staff members.
• Provide guidance to subordinates on departmental philosophy, goals and objectives, policies and procedures through casework conferences, staff meetings, and work review; assist and participate in the development and coordination of in-service training and staff development programs.
• Make or review decisions on difficult consumer assessment and casework matters.
• Work with other public, private and community organizations providing health and human services to mentally and emotionally disabled individuals to gain and ensure cooperation in achieving program goals; participate in behavioral health conferences and local area committees; may participate in regional or Countywide community needs assessment and program planning, development and evaluation activities.
• Assist in preparing annual budget requirements for unit and monitor expenditures to ensure unit is within funding provisions; prepare reports and correspondence regarding workload statistics, casework and unit methods, and procedures.
• Facilitate and coordinate community-planning process that informs the Department on community behavioral health needs.
• Identify priority populations in need of specialized behavioral health services.
• Design and develop programs and effective strategies that demonstrate positive outcomes for various populations, including those who have been underserved or inappropriately served as a result of their ethnicity, gender, sexual orientation, age, or other factors.
MINIMUM QUALIFICATIONS
Experience: Two years of post-license professional experience in a psychiatric or behavioral health setting providing direct client services which must have included: client assessment and evaluation, development and implementation of appropriate treatment plans, providing psychotherapy or behavioral health counseling, and providing indirect services involving information, consultation, and educational services to staff and community.
License: Possession of a valid license to practice as a Licensed Clinical Social Worker, Licensed Professional Clinical Counselor, or Licensed Marriage and Family Therapist issued by the California State Board of Behavioral Science Examiners.
Candidates recruited from out-of-state must possess an out-of-state license to practice in one of the above stated options. Individuals hired under this option shall obtain their license to practice issued by the California Board of Behavioral Sciences within three years of date of hire. During the interim three years, the incumbent shall be eligible for a Mental Health Professional Licensing Waiver Request approved by the State of California Health and Human Services Agency.
Candidates qualifying with the Licensed Professional Clinical Counselor option must have completed additional education and training as defined below:
1) Six semester units or nine quarter units specifically focused on the theory and application of marriage and family therapy, OR a named specialization or emphasis area on the qualifying degree in marriage and family therapy, marital and family therapy, marriage, family, and child counseling, or couple and family therapy;
2) No less than 500 hours of documented supervised experience working directly with couples, families, or children; and
3) A minimum of six hours of continuing education specific to marriage and family therapy, completed in each license renewal cycle.
SUPPLEMENTAL INFORMATION
License: Possession of a valid California Driver's License is required.
For questions regarding this recruitment contact the recruiter, Jeremy Holforty:
jholfort@rivco.org / 951-955-5558.
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APPLICATION INFORMATION
Veteran's Preference
The County has a Veterans Preference Policy applicable to new hires. To qualify, upload a copy of your (or your spouse's) Member-4 Form DD-214 indicating dates of service, and a copy of your spouse's letter of disability (if applicable) with your application. For privacy reasons, it is recommended that you remove your social security information from the document(s). A Human Resources Representative will review the materials and determine if you qualify for veterans' preference.The Veterans Preference Policy, C-3 is available here: https://rivcocob.org/board-policies
Reasonable Accommodations
The County of Riverside is committed to providing reasonable accommodation to applicants as required by the Americans with Disabilities Act (ADA) and Fair Employment and Housing Act (FEHA). Qualified individuals with disabilities who need a reasonable accommodation during the application or selection process should contact the recruiter for the position noted above. For additional information and/or to obtain the appropriate form for requesting a reasonable accommodation, please visit the Disability Access Office web page located at: https://rc-hr.com/disability
Proof of Education
If using education to qualify or when requested by the recruiter, upload a copy of any license(s), official/unofficial transcript(s), degrees, and/or related employment documents to your NeoGov account at the time of application and before the closing date. Official or unofficial transcripts will be accepted.
If your education was completed outside of the United States, you will need to provide a copy of your Foreign Education Equivalency evaluation from a member of the National Association of Credential Evaluation Services ( NACES ) or Association of International Credential Evaluators, Inc. ( AICE ).
Equal Opportunity Employer
The County of Riverside is an Equal Opportunity Employer. It is the policy of the County of Riverside to provide equal employment opportunities for all qualified persons. All applicants will be considered without regard to race, color, religion, sex, national origin, age, disability, sexual orientation, gender, gender identity, gender expression, marital status, ancestry, medical condition (cancer and genetic characteristics), genetic information, or denial of medical and family care leave, or any other non-job-related factors.
Pre-Employment
All employment offers are contingent upon successful completion of pre-employment requirements including a criminal background investigation, which involves fingerprinting. (A felony or misdemeanor conviction may disqualify the applicant from County employment). A pre-employment physical examination and background check may be required.
Probationary Period
As an Approved Local Merit System, all County of Riverside employees, except those serving "At Will," are subject to the probationary period provisions as specified in the applicable Memorandum of Understanding, County Resolution, or Salary Ordinance. Temporary and Per Diem employees serve at the pleasure of the agency/department head.
General Information
Current County of Riverside and/or current employees of the hiring department may receive priority consideration. Qualified candidates may be considered for future County vacancies.
Job postings may close without notice based on application volume. Submit your complete application by the recruitment close date; no late applications are accepted. Ensure all relevant experience/education is reflected on your application/resume, as a failure to demonstrate position requirements may disqualify applicants. A description of job duties directly copied from the job classification or job posting will not be considered.
Please read and follow any special application instructions on this posting. Click the 'Apply' link located on this page to submit your application. For additional instructions on the application process, examinations, Veteran's preference, pre-employment accommodation or other employment questions, please refer to our web site, www.rc-hr.com .
If you are experiencing technical problems, you may contact the governmentjobs.com applicant support desk Monday through Friday, 6 am to 5 pm Pacific Time at support@governmentjobs.com or toll-free 1-855-524-5627.
MEDICAL/DENTAL/VISION INSURANCE: A choice of different medical, dental and visions plan are available to elect. The County provides a Flexible Benefit Credit contribution as governed by the applicable SEIU Memorandum of Understanding to contribute towards the cost of these plans.
Note: Employees on assignment through the Temporary Assignment Program (TAP) receive different benefits. See the list here .
MISCELLANEOUS RETIREMENT: County of Riverside has three retirement Tiers through the California Public Employees' Retirement System (CalPERS).
- Tier I (Classic Member - Formula 3% @ 60): Applicable to current and former County of Riverside local miscellaneous employees hired prior to 08/24/2012 and did not withdraw CalPERS contributions. The employee contribution is eight (8%) percent.
- Tier II (Classic Member - Formula 2% @ 60): Applicable to local miscellaneous employees 1) hired after 08/23/2012 through 12/31/2012; 2) Previously employed with another CalPERS contracting public agency or a reciprocal retirement system, with a break in service of less than six months between the separation date with the previous employer and the appointment date with the County of Riverside. The employee contribution is seven (7%) percent.
- Tier III (PEPRA New Member - Formula 2% @ 62): Applicable to CalPERS local miscellaneous new members hired on or after the implementation of the Public Employees' Pension Reform Act of 2013 (PEPRA) which took effect January 1, 2013. Effective July 1, 2023 employee contributions are 7.25% and will increase to 7.75% effective July 1, 2024.
A new member is defined as any of the following:
CalPERS refers to all members that do not fit within the definition of a new member as "classic members".
Contribution rates are subject to change based on the County of Riverside annual actuarial valuation.
Note:
This summary is for general information purposes only. Additional questions regarding retirement formulas can be sent to retirement@rivco.org or by calling the Benefits Information Line at (951) 955-4981,
Option 2.
If you have prior service credit with another CalPERS agency or within agencies, please contact CalPERS at (888) 225-7377 to determine which retirement tier would be applicable to you. CalPERS is governed by the Public Employees' Retirement Law. The Retirement Law is complex and subject to change. If there's any conflict between this summary and the law, the law will prevail over this summary.
DEFERRED COMPENSATION: Voluntary employee contribution with a choice between two 457 deferred compensation plan options.
VACATION ACCRUAL (Bi-Weekly Accrual):
0< 3 year = 80 Hours (10 Days)
4< 9 years = 120 Hours (15 Days)
10 or more years = 160 Hours (20 Days)
Maximum Vacation leave accumulation is 480 hours.
SICK LEAVE: Four (4) hours Sick Leave accrual per pay period with unlimited accrual.
HOLIDAYS: Normally 12 paid holidays per year.
BEREAVEMENT LEAVE: Allowed 5 days (3 days are County paid; 2 additional days can be taken from accrued Sick Leave balance).
BASIC LIFE INSURANCE: Equal to one times annual base salary not to exceed $50,000 of term life coverage. Premiums are paid by the County. Additional Supplemental Life plan is available for employee purchase.
DISABILITY - LONG-TERM DISABILITY (LTD): Benefit pays 66.67% of earnings to a maximum of $10,000 per month; 30-day waiting period; pays to age 65. Benefit can be coordinated with other available leave balances to provide up to 100% of pay.
POST RETIREMENT MEDICAL CONTRIBUTION: A monthly contribution is made by the County towards retiree health insurance offered through the County as governed by the applicable SEIU Memorandum of Understanding.
OTHER: There may be other benefit provisions as specified in the applicable Memorandum of Understanding. Please contact the recruiter listed on the job posting directly for more information.