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Description

Job Title: Victim Advocate

Summary – This is a contingent Opportunity and would begin work upon the contract award

Zeiders Enterprises, Inc. is seeking candidates for a Victim Advocate to support the US Army IMCOM Family Advocacy Support Services contract. This is a non-exempt and a union represented position.

Essential Duties and Responsibilities

• Identify and report suspected child abuse and neglect, domestic abuse and PSB-CY

• Conduct crisis intervention and coordination of referrals for services as needed

• Educate personnel on effective responses for child abuse, neglect, domestic violence, and PSB-CY

• Assess developmental milestones and refer for indicators of special needs or developmental delays

• Asses parental capacity for problem-solving, building and sustaining trusting relationships, and seeking help when necessary

• Promote developmentally appropriate parenting skills and disciplinary techniques, and parent and child communication skills

• Facilitate informal and formal community networks to build positive relationships and reduce social isolation.

• Engage and support the service member’s role in childrearing especially during separations due to deployment and other military operations

• Apply methods for screening for, assessing, and addressing protective and risk factors associated with child abuse and neglect using a strengths-based Family-centered developmental approach

• Operate within established guidelines of the FAP and the DAVAP.

• Recommend improvements to correct deficiencies

• Participate in and support meetings, conferences, and forums to promote customer and other external activities

• Other duties as assigned

Required Education and/or Experience Qualifications

• Bachelor’s Degree from an accredited school in social work, psychology, marriage, Family, and child counseling, counseling or behavioral science, education, community health or public health

• Relevant Certification by the National Advocate Credentialing Program at the time of hire. Qualified applicants licensed at the provisional level will be given one year to obtain the basic level credential

• Minimum of two years of experience in working with a military or civilian social service agency serving military Families

• Thorough knowledge of Family violence dynamics, trauma-informed advocacy services, environmental stressors, safety planning, risk assessments, local community resources, and federal and state laws on domestic abuse, Family law, and the Victim Rights Bill

• Ability to effectively communicate with victims, develop trusting helping relationships

• Ability to work effectively with individuals and families from diverse racial, ethnic, and socioeconomic backgrounds

• Ability to work independently to assess risk, develop, implement, and evaluate safety and intervention plans to meet victim needs, and work cooperatively with military and civilian medical, social service, law enforcement, and legal personnel on behalf of victims

• Ability to conduct briefings to small and large groups of civilians, Soldiers, and Commanders

• Valid, unrestricted motor vehicle license and have transportation

• Proficiency in MS Office Suite and business automation equipment

• Understanding of military culture and lifestyle

• Ability to travel 10% of the time

• Valid US Passport

• Must pass a pre-employment background check and Government Security Check

Preferred Qualifications

• 2 years’ experience supporting DoD/Army programs

Other Skills and Abilities

This position requires access to U.S. Government facilities and systems. U.S. Citizenship, a valid driver's license, transportation, and auto insurance are required.

The employee must be physically and mentally able to perform all contractual duties, which may include transporting, lifting and setting up displays, and standing and walking during activities that involve domestic abuse, child abuse and neglect, and PSB-CY prevention and response activities.

Competencies

To perform the job successfully, an individual should demonstrate the following competencies :

• Ability to work both independently and as part of a team

• Problem Solving - Identifies and resolves problems promptly; Gathers and analyzes information skillfully; Develops alternative solutions; Works well in group problem-solving situations; Uses reason even when dealing with emotional topics.

• Judgment - Displays willingness to make decisions; Exhibits sound and accurate judgment; Supports and explains reasoning for decisions; Includes appropriate people in decision-making process; Makes timely decisions.

Physical Demands: Works in office areas. Sits, stands, bends, lifts, and moves intermittently during working hours. The VA uses a personal computer, telephones, copiers, printers, and other office equipment. The employee must occasionally lift and/or move up to 10 pounds.

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Zeiders Enterprises, Inc. is an Equal Opportunity Employer

Pay Range: $63,000.00 - $73,000.00

This position is included in a collective bargaining unit. Compensation is specified in the applicable Collective Bargaining Agreement.

PLEASE NOTE: The Zeiders pay range for this job level is a general guideline only and not a guarantee of compensation or salary. Additional factors considered in extending an offer include (but are not limited to) responsibilities of the job, education, experience, knowledge, skills, and abilities, as well as internal equity, alignment with market data, applicable bargaining agreement (if any), or other law.

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)