Here's what you have to do:

• Provide a combination of skills training and case management services for an identified caseload of children and youth and their families.
• Design and implement recovery plans.
• Conduct regular assessments.
• Provide services in a variety of settings, including the community, homes, and schools of the children and youth on your caseload.
• Collaborate with others in the community.

What's in it for you:

• Option to work a flexible schedule
• Work 4 10-hour days (Friday's off!)
• Go to school while you work or simply get a head start for the weekend!
• Valuable experience
• Great experience for aspiring mental health professionals!
• Awesome Benefits for you and your family
• Medical, Dental, Vision, Short-Term Disability, Company-paid Life and Disability insurance, HSA/FSA
• Retirement Options with Company Match!
• Mental health and wellness support from our Employee Assistance Program
• Financial Wellbeing
• Annual Year-End Commission Incentive
• Say goodbye to those pesky loans- we're a Federal Student Loan Forgiveness qualified employer!
• Weekly Pay deposited directly into your account (get paid every Friday!)
• Mileage Reimbursement
• Work-Life Balance
• Live in Conroe/The Woodlands/Magnolia/Tomball (beautiful growing areas with very low commuter traffic)!
• 9 Paid Company Holidays PLUS 2 Personal Holidays (VIP Days)
• Paid Time Off begins accruing on your first day!
• Casual Dress Code (Wear jeans every day!)
• Meaningful work in the mental health and intellectual disabilities community

This is what you'll need:

• Bachelor's Degree in Behavioral Science Field.
• Must qualify as Qualified Mental Health Professional (QMHP)* as defined by Department of State Health Services (DSHS).
• Valid driver's license and be insurable through Tri-County.
• Bilingual (Spanish/English Fluency) required

Effective January 1, 2016, all Tri-County Behavioral Healthcare campuses are smoke free.

Payscale:

$52,728/Yr**

*Not sure if you qualify as a QMHP? Send your unofficial/official transcripts tojobs@tcbhc.org and we'll check for you!

NOTICE TO PROSPECTIVE EMPLOYEES

Tri-County is an Equal Opportunity Employer and complies with all Federal and State laws pertaining to employment. Tri-County is committed to Affirmative Action and has an Affirmative Action Plan.

The Texas Health and Safety Code, Section 533.007, allows Tri-County to check conviction records on applicants. Tri-County completes background checks in accordance with Texas State Health and Safety Code, Chapters 250-253: Criminal history check through the Texas Department of Public Safety (TXDPS), Employee Misconduct Registry (EMR), Nurse Aide Registry and for Medicaid and Medicare fraud. Tri-County will check the CARE System to determine if an applicant has a confirmed allegation of abuse, neglect or exploitation and will not hire any individual with a confirmed allegation.

The Texas Administrative Code, Title 25, Chapter 414, Subsection K, has established the following list of offenses that are an absolute bar to employment: criminal homicide, kidnapping and unlawful restraint, indecency with a child, continued sexual abuse of young child or children, sexual assault, aggravated assault, injury to a child, elderly individual, or disabled individual, abandoning or endangering a child, aiding suicide, agreement to abduct from custody, sale or purchase of a child, arson; robbery, aggravated robbery, conviction under the laws of another state, federal law, or the Uniform Code of Military Justice for an offense containing elements that are substantially similar to the elements of an offense listed above, felony conviction for theft which occurred in the previous five (5) years, indecent exposure, improper relationship between educator and student, improper photography or visual reporting, deadly conduct, aggravated sexual assault, terroristic threat; online solicitation of a minor, money laundering, Medicaid fraud, Medicare fraud, cruelty to animals, false identification as a peace officer, disorderly conduct, and discharges of a firearm in a public place other than a public road or a sport shooting range, as defined by Section 250.001, Local Government Code. Offenses that are not an absolute bar to employment but may be considered a contraindication will also be considered during the pre-employment process. Tri-County will also complete a driver's license check. All applicants, employees, contractors and volunteers will be checked prior to hire and monthly through the Texas Health and Human Services Commission Office of the Inspector General (OIG) List of Excluded Individuals. All applicants are required to successfully complete a drug screening and a physical agility test prior to new hire orientation.

Applicants who are selected for a position in the Criminal Justice/Jail Diversion Department, TCOOMMI, and those who provide services to TCOOMMI, i.e., psychiatrists, nurses, etc., must have a Federal background check by fingerprinting through the FBI upon initial hire and annually thereafter.

Applicants who have lived out of state for two or more years from the date of submission of this application must have a Federal background check by fingerprinting through the FBI if they are selected for a position.

TRI-COUNTY'S POLICY OF DISPUTE RESOLUTION

Each Applicant must agree to arbitrate and to waive class and collective action participation and each Employee, without exception, must sign and agree to the terms of the Arbitration Agreement as a condition of employment with Tri-County.

Please click here to review the Notice of Arbitration and Single Employee Resolution Policy - https://content.datis.com/e3Ap...

*Please print this page for a copy of this policy.

POLICY ACKNOWLEDGEMENT

I understand that, as a condition of my request that Tri-County consider my application and possibly hire me, I must agree to Tri-County's Policy of Dispute Resolution, which I understand requires that all disputes between applicants or employees and Tri-County, its constituent member entities, and/or its officials and/or employees must be resolved solely by arbitration, in accordance with Tri-County's Dispute Resolution Policy, a copy of which I have been provided with in this application and that such policy further requires I waive any right to participate in any class or collective action, either as representative or member and that, instead, I must resolve any dispute, as an applicant or employee, through a single-party arbitration under the specific terms and conditions set forth in Tri-County's Dispute Resolution Policy. I hereby acknowledge receipt of that Policy and agree to be bound by all of its terms in connection with the consideration of my application for employment and throughout my employment, including termination thereof, if I am hired.