GAP Licensing Specialist

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Job Summary: The GAP Licensing Specialist will license, train, and support Level I foster homes. This position reports to the GAP Licensing Manager.

Position Title: GAP Licensing Specialist

FLSA Designation: Non-Exempt

EEO Category: Professional

Hiring Range: $34,000 – $39,000

Location: Gainesville

Mission: To enhance the community’s ability to protect and nurture children by building, maintaining and constantly improving a network of family support services.

Vision: To be a recognized leader in protecting children and strengthening families through innovative evidenced-based practices and highly effective, engaged employees and community partners.

Core Principle: To provide a safe environment for all children and make prevention of child abuse and neglect a priority.

Competency: Knowledge of policies and procedures as they pertain to licensing and relicensing foster homes. Ability to be proactive, decisive and employ crisis intervention principles appropriately. Ability to network with, educate and involve community stakeholders.

Core Functions:

  • License Level I foster care homes (within 60 days of assignment) in accordance with PSF and DCF regulations and requirements.
  • Display an understanding of and sensitivity to service population’s cultural and socioeconomic characteristics.
  • Ensure that potential level I foster homes have immediate access to required pre-service Training.
  • Assist in crisis intervention to Level I foster care parents, as necessary.
  • Maintain ongoing contact with Case Management staff regarding foster care referrals for assigned Level I foster homes.
  • Participate in Permanency staffings and Court hearings that involve assigned Level I foster homes.
  • Maintain contact with eligibility/finance regarding Guardianship Assistance Program progress.
  • Ensure that all necessary documents are completed and in place prior to case closure (to include but not limited to the Guardianship Assistance Agreement).
  • Provide ongoing support and guidance to assigned Level I foster homes, until the inception of the Guardianship Assistance Payments.

Core Principles: To individualize services to meet the needs of children and families. To respect the inherent dignity of children and families with permanency in mind. To respect the diversity of all children and families in the community.

Competencies: Commitment to using a strength based, child-centered, family focused practice with the ability to identify strengths and needs. Ability to perceive and communicate with sensitivity without judgment while respecting each person’s potential. Command of the principles of permanency for children.

Core Functions:

  • Compose comprehensive foster home studies based on the strengths and needs of the prospective level I foster homes which will encompass relatives and/or fictive kin.
  • Display understanding of and sensitivity to service population’s cultural and socioeconomic characteristics.
  • Uses a variety of questioning techniques to elicit information needed in order to form conclusions or make decisions.
  • Fits pieces of information into a coherent whole or summary.
  • Understands different views, expertise and experience of others; understands the perspectives and limitations of other individuals and systems.

Core Principle: To commit to accountability using outcomes to measure performance and improve practice.

Competency: Commitment to ensuring accountability and a-results based orientation.

Core Functions:

  • Enters each home-study with an understanding of what must be accomplished to reach objective.
  • Prepares in advance for situations (i.e. home-visits, PRIDE training class, rehearses presentations).
  • Thoroughly documents issues, questions or concerns directly related to licensing and re-licensing of Level I foster homes.

This list of essential functions is not intended to be exhaustive. Partnership for Strong Families reserves the right to revise this job description as needed to comply with actual job requirements.

Minimum Qualifications:

REQUIRED:

  • Bachelor’s Degree from an accredited college or university with major coursework in Psychology, Social Work or related field.
  • Possession of a Florida Driver’s License, maintain an acceptable driving record, and accessibility to reliable transportation.
  • Must obtain certification as a Child Welfare Professional and Licensing certification within 12 months of appointment to this position.
  • Must obtain certification as a PRIDE instructor within 12 months of appointment to this position.

PREFERRED:

  • Two years of professionally related child welfare experience.
  • Experience training or supervising foster parents.
  • PRIDE certification.
  • Experience or knowledge of special needs children.

Knowledge, Skills, and Abilities:

  • Strong verbal and written communication skills.
  • Strong organizational skills.
  • Strong interpersonal and communication skills.
  • Strong leadership skills.
  • Ability to problem solve, make decisions, and implement plans.
  • Ability to conduct home visits.
  • Ability to work flexible hours.
  • Ability to work in a teamwork atmosphere as well as independently.

Physical Requirements:

Sitting – 40%

Standing – 30%

Mobility (moving between internal offices) – 10%

Kneeling/Bending/Stooping – 10%

Reaching, overhead – 10%

Speaking – Yes

Hearing – Yes

Reading Comprehension – Yes

Ability to Lift and carry up to 40 pounds.

Travel

Same Day – Frequent

Overnight – Infrequent

Weekend and Nights – Occasional

Infrequent (2 to 3 times year)

Occasional (2 to 3 times Month)

Frequent (2 to 3 times Week)

PFSF is an Equal Opportunity/Affirmative Action/ Drug Free Work Place and does not tolerate discrimination or violence in the workplace.  Applicants requiring a reasonable accommodation as defined by the Americans with Disabilities Act, must notify the Human Resource Department at 1-352-244-1527.  Notification to the Human Resource office must be made in advance to allow sufficient time to provide the accommodation.

Drug Free Workplace: PSF maintains and enforces a Drug-Free Workplace program.  New employees are required to be drug tested prior to employment.  In appropriate circumstances, current employees may also be required to submit to drug and/or alcohol testing.  Information on the Drug-Free Workplace Policy is contained in the Employee Handbook and set forth in the Drug-Free Workplace Policy, both of which are available through the organization’s inter/intranet.

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