Job Information
Thresholds Crisis Worker, Stroger Hospital in Chicago, Illinois
Description
The crisis worker connects clients in crisis with the appropriate level of mental health care. The crisis worker performs a risk assessment in an emergency room setting and makes recommendations for appropriate treatment.
ESSENTIAL DUTIES & RESPONSIBILITIES
Performs risk assessment in an emergency room setting in effort to determine appropriate disposition. Formulate a working diagnosis and make recommendations for treatment.
Use clinical judgment to make quick decisions in high-stress situations with large volume of patients.
Complete appropriate documentation in effort to facilitate patient transfer to inpatient facility, including USARF and Petition.
Collaborate with medical professionals including Emergency Room Physicians, nurses, technicians, and psychiatry staff.
Use de-escalation skills to assist in crisis interventions.
Provide psychoeducation and bedside interventions to patients in the Emergency Department.
Assist inpatient psychiatry team on medical floors with assessments and linkage to inpatient care.
Assist in linkage by contacting appropriate resources, hospitals and agencies to link the patient to additional care.
Gathers collateral information to assess the need for service, makes recommendations for treatment, identifies and investigates existing natural resources and supports.
May be required to communicate significant information regarding members to other staff or leadership. Provides accurate and timely information to your supervisor on all topics and issues related to the operation of the agency and the well-being of members.
Meets required billing targets and completes all documentation within assigned time frames in both SmartCare and Cerner.
Participate in collaborative case discussions.
Other duties as assigned.
Shift Schedule: Tuesday - Saturday 2:45PM - 11:15PM
EDUCATION
Master’s degree in counseling, social work, or closely related field required
Licensed Professional in the Healing Arts (LPHA), such as Licensed Clinical Social Worker (LCSW) or Licensed Clinical Professional Counselor (LCPC) are preferred.
EXPERIENCE
Experience working with persons diagnosed with mental illness preferred.
Knowledge of medical terms and ability to communicate with medical staff is strongly preferred.
Ability to work as an effective team player.
REQUIREMENTS
- COVID-19 Note: The Cook County Bureau of Human Resources (“BHR”) has adopted a mandatory vaccination policy requiring COVID-19 vaccinations for all County employees. This includes Thresholds employee's working in their facilities.
WHAT WE OFFER
Competitive pay - Base Salary: $58,400 annually
Subject to go up with applicable experience
Generous PTO (9 federal holidays, 8 days of sick leave, 15-22 days personal and vacation)
Dental insurance, vision insurance, 4 medical insurance plans
403(b) retirement plan with 3% employer match
Robust employee assistance program (EAP)
Mileage reimbursement
Public service loan forgiveness
Cell phone reimbursement (up to $50/month)
Supervision for clinical licensure at no cost (LSW, LCSW, LPC, LCPC)
Reimbursement for professional licensure and license renewal
Thresholds is a mission-driven agency with a deep commitment to diversity, equity, and inclusion. We foster an environment where all feel valued and respected, a place where every employee can be themselves, thrive, and support the agency’s mission. Click here to learn more (https://www.thresholds.org/about) .
One of the oldest and largest community mental health organizations in Illinois, we pride ourselves in being a Chicago Tribune Top Workplace and one of Chicago’s 101 Best & Brightest Companies to Work For, several years in a row.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)