Job Summary: The Case Manager (CM) specializes in Post-Release services for justice involved individuals and their family members. The CM will provide risk-based case management services to clients and make appropriate referrals for other client needs through additional community resources. The CM is responsible for documenting all client services provided. As required, the CM will organize and facilitate classes, groups, and special programs. Service area: Fairfax County
Job Summary: The Case Manager (CM) for the Virginia Serious and Violent Offender Reentry (VASAVOR) program is responsible for managing a case load with returning clients. The CM provides comprehensive case management services to offenders with serious and violent offenses. Case management services are designed to provide transitional services, long-term intensive assistance, direct assistance, and crisis intervention. Services for clients are coordinated with VASAVOR transition team partners. The CM is responsible for documentation of all client services provided with VASAVOR resources and tracking data required for program outcomes. The CM will be responsible for ordering, tracking, and maintaining resources and valuables required for the program. The VASAVOR CM (30 hours) will report directly to the VASAVOR Program Manager.
Thank you for your interest in employment with OAR. OAR is looking to build our team with talented individuals with a passion for serving the community. To view the full job description and position requirements of an open position at OAR please click the appropriate link below.
Positions are open until filled
Applicants meeting the minimum position requirements will be contacted to discuss employment opportunities in greater detail. If you are contacted and an interview is scheduled please bring a completed employment application to the interview.
OAR Provides Equal Employment Opportunities
OAR provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, OAR complies with applicable state and local laws governing nondiscrimination in employment. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. OAR is committed to the well being of our employees, to the safety of the workplace, and the provision of high quality services to our clients. For all these reasons, OAR does not tolerate the unlawful possession, use, manufacture, distribution or dispensation of controlled substances in or out of the workplace or during work time, inclusive of scheduled lunch and other breaks. Moreover, employees must come to work free from the influence of alcohol, illegal drugs, and unlawfully used prescription medications. Where there is reasonable suspicion that an employee has come to work under such influence, the employee may be required to undergo drug testing. Individuals suffering from a substance abuse problem who wish to seek help should call a local substance abuse service provider or seek the advice of their physician. Arrangements for receiving treatment can be made in accordance with the OAR sick leave policy. Employees who violate this policy will be subject to disciplinary action, up to and including termination. Under federal law, any employee who is convicted of a criminal drug statute violation occurring in the workplace must notify his/her employer within 5 days. OAR is in turn required to notify any federal organization that provides grant money to the organization.