Bilingual Child and Youth School Based Therapist -Cleveland

The Child & Youth School Based Therapist will provide individual and family therapy as well as case management to children, youth, and their families who meet the criteria for services.  Therapy services are primarily provided at the school based clinics, however community and home based care is provided as needed and when school is not in session.  This position will also conduct pre-intake assessments, comprehensive intake assessments, LPHA diagnostic reviews, and clinical review of recovery plans as needed.  This position will be a point of contact for their assigned campuses and responsible for attending and participating in team and school meetings as well as consulting and coordinating care with the campuses. This position's duties will include the following:

  • Develop strengths-based, person-centered recovery plans that promote a recovery mindset.
  • Provide direct care services in the community tailored to individual needs.
  • Provide care coordination to support connection to needed care, complete follow-up with the individual and providers, as well as maintain appropriate communication with providers to minimize duplication of services and increase integration of care. 
  • Administer assessments and collect data at appropriate intervals to determine treatment outcomes in compliance with all grant requirements.
  • In and out of region travel required

Position Requirements:

  • Master's Degree in a Human Sciences related filed
  • Licensure in the State of Texas as a LPC, LCSW, or LMFT
  • Will consider LPC-A, LMFT-A or LMSW at lower rate
  • Bilingual in English and Spanish required
  • Valid driver's license and insurable through Tri-County

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


LPC rate - $71,909/yr

LPC-A rate - $65,039/yr


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.


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 –

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


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.