Address
Form of workSalary: $21.41 Hourly
Location : WI 53546, WI
Job Type: Full Time
Job Number: RC-0804496
Department: HSD-C Juvenile Justice Services
Opening Date: 04/09/2024
Closing Date: 4/23/2024 5:00 PM Central
Position Summary and Job Duties
This position serves in a paraprofessional capacity as part of the Youth & Family Development Services (YFDS) Unit. This position is responsible for group facilitation, as well as working in a 1:1 mentoring/skill building capacity with youth involved in the Youth & Family Development Programs. Work duties also include but are not limited to managing a community service caseload, transporting youth to and from group, the planning/facilitation of summer programming, attending court hearings, IEP meetings, expulsion hearings, and team/family meetings with youth.
Supports and promotes the Mission, Vision and Guiding Principles of the Human Services Department. Performs in a manner consistent with the HSD Professional Standards and "Commitment to My Co-Workers."
60% - Coordinate and administer skill building programming that utilize evidence-based curricula wherever practicable.
5% - Perform other duties as assigned.
Success Factors (KSA's)
Job Requirements, Education, Training & Experience
Essential Job Functions (physical elements, equipment and working conditions)
Equipment Use:
Working Conditions:
Physical Elements:
Rock County Employee
Facts and Benefits Highlights
The Cities of Janesville and Beloit have a combined symphony orchestra, as well as individual performing arts centers. The Rock County Fair and Riverfest are regional cultural celebrations held every summer in the Cities of Janesville and Beloit respectively. These Cities both have extensive park and open space networks, including portions of the Ice Age National Scenic Trail, a Statewide trail commemorating the State's geologic history. Additionally, the Rock River runs through these Cities, offering many recreational opportunities.
Employees are paid every two weeks on Friday (26 checks in a year). Paychecks are directly deposited in the employee's bank account. There is a two-week delay between the pay period worked and the payday. New employees generally wait four weeks before they receive their first check, which is a live paper check. Direct deposit is a requirement of employment.
The following holidays are observed by the County and shall be granted to regular employees with pay and to temporary employees without pay, unless such employees are required to be on scheduled work:
(a) New Year's Day
(b) Martin Luther King Jr. Day
(c) Spring Holiday to be observed the Friday immediately preceding Easter
(d) Memorial Day
(f) July 4th
(g) Labor Day
(h) Thanksgiving Day
(i) Friday following Thanksgiving
(j) Day before Christmas
(k) Christmas Day
(l) One Floating Holiday
(m) Any additional holiday granted by the County Board.
(n) The County Administrator may designate additional holidays in unusual circumstances with the approval of the County Board Chair and/or Vice Chair.
For employees working the standard work schedule, when a holiday falls on Saturday, it shall be observed on the preceding Friday. When a holiday falls on a Sunday, the following Monday shall be observed.
For employees not working the standard work schedule see the HR Policies and Procedures.
Employees (.4 FTE or greater) hired on or after April 10, 2023, shall earn vacation according to the following schedule:
Rock County offers a dual choice point of service plan. Employees will have a choice to elect coverage with either Dean Health Care or Mercy Health Care. Employees can enroll within the first 30 days of employment, after that there is an annual open enrollment period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made. The County will pay 90% of the premium for health insurance and the Employee may earn the remaining 10% of the premium, based on the terms of participation of the Healthy Employee Incentive Program.
Sick leave pay shall commence on the first day of any period of illness due to accident, injury, or disease.
All full-time employees shall earn one sick leave day per month of continuous employment. All part-time employees whose regular workweek is sixteen hours or more shall earn one sick leave day on a prorated basis directly in relation to the normal full time employment period. All part-time employees, who work less than sixteen hours per week, shall not earn sick leave. Temporary and seasonal employees are not eligible for sick leave. Sick leave shall accrue to a maximum of one hundred thirty days.
The County offers a dental plan through Delta Dental and will pay 60% of the applicable
premium for the lowest cost plan. Employees can enroll within the first 30 days of
employment, after that there is an annual open enrollment period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made. Newly enrolled employees will likely see a double deduction on their first paycheck; premiums are paid one month in advance.
The County offers a vision plan which employees can enroll in at their own cost. Employees
can enroll within the first 30 days of employment, after that there is an annual open enrollment
period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made.
Newly enrolled employees will likely see a double deduction on their first paycheck; premiums are paid one month in advance.
The County provides term life insurance through the State of Wisconsin Plan. Employees can purchase insurance in increments based on their salary, up to five times their salary. The County will contribute 20% of the cost for the first increment only - one times the employee's salary. Employees can also purchase coverage for their spouse and/or children.
*Eligibility for this benefit is tied to whether the employee is eligible for retirement benefits. (You must be expected to work for at least 12 months and 1200 hours, or have previously qualified for the WRS)
The County offers voluntary benefits which employees can enroll in at their own cost. Employees
can enroll within the first 30 days of employment, after that there is an annual open enrollment
period in the fall. Voluntary benefits may include: Disability, Hospital indemnity, Supplemental Life, Critical Illness, and Accident Insurance. Employees are responsible for 100% of the premiums for any voluntary benefits elected. Deductions are taken post tax. Please visit the Human Resources intranet page for more information.
Employees can participate in one of the identified deferred compensation plans (Nationwide, Wisconsin Deferred Comp, and Security Benefits) at their own cost.
Employees can elect to put an annually IRS established amount into a flexible spending account through (EBC) to pay for their own non-reimbursed medical care expenses. Employees can also put in up to $5,000 for dependent care accounts.
If you leave County employment, you have ninety (90) days to submit expenses incurred prior to your last day.
Rock County participates in the Wisconsin Retirement System (WRS). Eligible employees are required to participate. What an employee receives at retirement is dependent upon several factors - age, length of service, salary.
Rock County and the employee make equal contributions to the Wisconsin Retirement System on behalf of the employer. The contribution rate is addressed in the employment letter.
Employees in protective status have the percentage contributions defined in their respective collective bargaining units.
Employees who have questions about their retirement benefits should contact WRS.
In the event of a death an employee may be excused from work without loss of pay for up to a maximum of thirty-two (32) hours annually for the purpose of attending a person's wake, visitation, memorial service, funeral, or make necessary arrangements regarding the person's death, within a reasonable time after the occurrence. Reasonable time after the occurrence is defined as within six (6) months from the date of death.
No more than (32) hours can be used for the same decedent.
If additional time is required beyond the thirty-two (32) hours annually, an employee may request to use accumulated vacation, holiday, or comp-time. Sick leave can be used for a parent, spouse, or child only.
Bereavement leave cannot be accrued from one year to the next.
Bereavement leave can be used in increm...
Location : WI 53546, WI
Job Type: Full Time
Job Number: RC-0804496
Department: HSD-C Juvenile Justice Services
Opening Date: 04/09/2024
Closing Date: 4/23/2024 5:00 PM Central
Position Summary and Job Duties
This position serves in a paraprofessional capacity as part of the Youth & Family Development Services (YFDS) Unit. This position is responsible for group facilitation, as well as working in a 1:1 mentoring/skill building capacity with youth involved in the Youth & Family Development Programs. Work duties also include but are not limited to managing a community service caseload, transporting youth to and from group, the planning/facilitation of summer programming, attending court hearings, IEP meetings, expulsion hearings, and team/family meetings with youth.
Supports and promotes the Mission, Vision and Guiding Principles of the Human Services Department. Performs in a manner consistent with the HSD Professional Standards and "Commitment to My Co-Workers."
60% - Coordinate and administer skill building programming that utilize evidence-based curricula wherever practicable.
- Coordinate appropriate interventions with the assigned Juvenile Justice Specialist; based on the Youth Assessment Screening Instrument (YASI), prior YFDS group work and involvement, established goals cited in the case plan, and any other collateral information combined to make an appropriate referral for YFDS.
- Facilitate Evidenced Based Groups.
- Work with youth on Carey Guides, Power Source, and Aggression Replacement Training (ART) to enhance their skills and reduce their criminogenic risk level.
- Communicate progress on a weekly basis with the assigned Juvenile Justice Specialist, Crisis, CLTS, CCS, and CPS Worker.
- Document all case notes in e-Wisacwis database within 7 business days.
- Attend regular Youth Justice quarterly meetings and monthly YFDS team meetings.
- Coordinate, manage, and develop new and existing community service sites throughout Rock County.
- Assign youth to an appropriate community site and communicate progress with the assigned Juvenile Justice Specialist.
- Manage client contact details, and tracking information in an Excel document.
- Coordinate events and activities for youth to attend with and/or without site supervision with Youth & Family Development staff.
- Attend community service meetings.
- Prepare and maintain timely, accurate, and detailed group notes in e-Wisacwis.
- Attend joint staff meetings with Juvenile Justice Specialists and CPS Case Managers when applicable.
5% - Perform other duties as assigned.
Success Factors (KSA's)
- Ability to communicate effectively and professionally both orally and in writing
- Ability to work and make decisions independently
- Ability to engage high risk youth and their families
- Ability to work in a fast-paced, ever changing environment
- Ability to prioritize work duties and successfully meet deadlines as assigned
- Ability to travel throughout the county on a daily basis-at times with personal vehicle
- Knowledge of county-wide resources for at risk youth and families
- Knowledge of proper methods of de-escalating clients and the ability to apply the knowledge
- Knowledge of evidence-based practices with youth
Job Requirements, Education, Training & Experience
- 60 College/College transferable credits
- Emphasis in counseling, social work, psychology, Human Services, criminal justice, behavior disorders, or a combination of training and experience
- Must possess and maintain a current unrestricted (not due to corrective lenses) driver's license and auto insurance pursuant to the Rock County Administrative Policy and Procedure Policy 5.02 and 5.27.
Essential Job Functions (physical elements, equipment and working conditions)
Equipment Use:
- Ability to use a computer and computer keyboard
- Ability to type notes on a daily basis and utilize computer programs such as Microsoft Word and Excel
- Ability to use copy machine and fax machine
Working Conditions:
- Ability to work in multiple office locations in both the Northern and Southern parts of Rock County
- Valid Driver's License in order to navigate between site locations, attend meetings, and transport youth
- Majority of work takes place at the Diversion Programs community sites
- Office space is provided in multiple locations in Janesville and Beloit
- Hours for this position are 8:00 AM-5:00 PM Monday - Friday with a one hour lunch break. Flexibility to work evening and weekend hours are expected when needed.
Physical Elements:
- Ability to walk, stand, sit
Rock County Employee
Facts and Benefits Highlights
- Rock County historic and cultural attractions:Rock County is in south Central Wisconsin along the Illinois border. The County has a population of 161,188 making it the ninth largest County in Wisconsin. Janesville, Wisconsin (pop. 64,009) is the county seat. Janesville is located on the I39/90 corridor, forty miles south of Madison, seventy-six miles west of Milwaukee and about two hours from Chicago.
The Cities of Janesville and Beloit have a combined symphony orchestra, as well as individual performing arts centers. The Rock County Fair and Riverfest are regional cultural celebrations held every summer in the Cities of Janesville and Beloit respectively. These Cities both have extensive park and open space networks, including portions of the Ice Age National Scenic Trail, a Statewide trail commemorating the State's geologic history. Additionally, the Rock River runs through these Cities, offering many recreational opportunities.
- Salary:
Employees are paid every two weeks on Friday (26 checks in a year). Paychecks are directly deposited in the employee's bank account. There is a two-week delay between the pay period worked and the payday. New employees generally wait four weeks before they receive their first check, which is a live paper check. Direct deposit is a requirement of employment.
- Holidays (Ordinance 18.501):
The following holidays are observed by the County and shall be granted to regular employees with pay and to temporary employees without pay, unless such employees are required to be on scheduled work:
(a) New Year's Day
(b) Martin Luther King Jr. Day
(c) Spring Holiday to be observed the Friday immediately preceding Easter
(d) Memorial Day
(f) July 4th
(g) Labor Day
(h) Thanksgiving Day
(i) Friday following Thanksgiving
(j) Day before Christmas
(k) Christmas Day
(l) One Floating Holiday
(m) Any additional holiday granted by the County Board.
(n) The County Administrator may designate additional holidays in unusual circumstances with the approval of the County Board Chair and/or Vice Chair.
For employees working the standard work schedule, when a holiday falls on Saturday, it shall be observed on the preceding Friday. When a holiday falls on a Sunday, the following Monday shall be observed.
For employees not working the standard work schedule see the HR Policies and Procedures.
- Vacation (Policy & Procedure Manual 5.47):
Employees (.4 FTE or greater) hired on or after April 10, 2023, shall earn vacation according to the following schedule:
- Health Insurance including our Wellness component:
Rock County offers a dual choice point of service plan. Employees will have a choice to elect coverage with either Dean Health Care or Mercy Health Care. Employees can enroll within the first 30 days of employment, after that there is an annual open enrollment period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made. The County will pay 90% of the premium for health insurance and the Employee may earn the remaining 10% of the premium, based on the terms of participation of the Healthy Employee Incentive Program.
- Sick Leave (Policy 5.39):
Sick leave pay shall commence on the first day of any period of illness due to accident, injury, or disease.
All full-time employees shall earn one sick leave day per month of continuous employment. All part-time employees whose regular workweek is sixteen hours or more shall earn one sick leave day on a prorated basis directly in relation to the normal full time employment period. All part-time employees, who work less than sixteen hours per week, shall not earn sick leave. Temporary and seasonal employees are not eligible for sick leave. Sick leave shall accrue to a maximum of one hundred thirty days.
- Dental Plan:
The County offers a dental plan through Delta Dental and will pay 60% of the applicable
premium for the lowest cost plan. Employees can enroll within the first 30 days of
employment, after that there is an annual open enrollment period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made. Newly enrolled employees will likely see a double deduction on their first paycheck; premiums are paid one month in advance.
- Vision Plan:
The County offers a vision plan which employees can enroll in at their own cost. Employees
can enroll within the first 30 days of employment, after that there is an annual open enrollment
period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made.
Newly enrolled employees will likely see a double deduction on their first paycheck; premiums are paid one month in advance.
- Life Insurance:
The County provides term life insurance through the State of Wisconsin Plan. Employees can purchase insurance in increments based on their salary, up to five times their salary. The County will contribute 20% of the cost for the first increment only - one times the employee's salary. Employees can also purchase coverage for their spouse and/or children.
*Eligibility for this benefit is tied to whether the employee is eligible for retirement benefits. (You must be expected to work for at least 12 months and 1200 hours, or have previously qualified for the WRS)
- Voluntary Benefits:
The County offers voluntary benefits which employees can enroll in at their own cost. Employees
can enroll within the first 30 days of employment, after that there is an annual open enrollment
period in the fall. Voluntary benefits may include: Disability, Hospital indemnity, Supplemental Life, Critical Illness, and Accident Insurance. Employees are responsible for 100% of the premiums for any voluntary benefits elected. Deductions are taken post tax. Please visit the Human Resources intranet page for more information.
- Deferred Compensation:
Employees can participate in one of the identified deferred compensation plans (Nationwide, Wisconsin Deferred Comp, and Security Benefits) at their own cost.
- Flexible Spending Account (Medical and Dependent Care):
Employees can elect to put an annually IRS established amount into a flexible spending account through (EBC) to pay for their own non-reimbursed medical care expenses. Employees can also put in up to $5,000 for dependent care accounts.
If you leave County employment, you have ninety (90) days to submit expenses incurred prior to your last day.
- Retirement:
Rock County participates in the Wisconsin Retirement System (WRS). Eligible employees are required to participate. What an employee receives at retirement is dependent upon several factors - age, length of service, salary.
Rock County and the employee make equal contributions to the Wisconsin Retirement System on behalf of the employer. The contribution rate is addressed in the employment letter.
Employees in protective status have the percentage contributions defined in their respective collective bargaining units.
Employees who have questions about their retirement benefits should contact WRS.
- Bereavement Leave (Policy 5.04):
In the event of a death an employee may be excused from work without loss of pay for up to a maximum of thirty-two (32) hours annually for the purpose of attending a person's wake, visitation, memorial service, funeral, or make necessary arrangements regarding the person's death, within a reasonable time after the occurrence. Reasonable time after the occurrence is defined as within six (6) months from the date of death.
No more than (32) hours can be used for the same decedent.
If additional time is required beyond the thirty-two (32) hours annually, an employee may request to use accumulated vacation, holiday, or comp-time. Sick leave can be used for a parent, spouse, or child only.
Bereavement leave cannot be accrued from one year to the next.
Bereavement leave can be used in increm...
