School Behavioral Health Clinical Liaison

The School Behavioral Health Clinical Liaison will collaborate with local schools to provide mental health interventions and supports to reduce risk of deterioration and utilization of crisis services for children and youth. This position's duties will include the following:

  • Serve as a point of contact for local schools to make recommendations for care, provide assessments, and interventions to address intensive behavioral health needs of children and youth.
  • Provide evidence-based interventions to address the needs of the child/youth and promote recovery in the least restrictive environment.
  • Improve the coordination of family-driven care for children and youth with intensive mental health challenges.
  • Facilitate connection to routine outpatient treatment for children and youth identified by the school as having a high need by communicating with parents and families and completing required assessments for admission to outpatient treatment.
  • Provide Motivational Interviewing with the caregiver or youth to engage in treatment and assist in exploring and resolving their ambivalence about seeking services.
  • Participate in educational meetings with the schools to raise awareness of mental health and allow for coordination of services.
  • Participate in Community Resource Coordination Groups (CRCGs) to build collaborative relationships with schools and community providers.
  • Services are provided in the schools, community, or home. 
  • In region travel is required

Position Requirements:

  • Masters Degree in a Human Sciences related field 
  • Licensure in the State of Texas as LPC, LCSW, or LMFT
  • Will accept LPC-Associate or LMFT-Associate at a lower rate
  • Bilingual in English and Spanish preferred at a higher rate

Effective January 1, 2017 all Tri-County Behavioral Healthcare campuses are smoke free

Payscale:

LPC - $60,377/yr

LPCA - $54,060/yr


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

Consistent with the laws of the State of Texas, and notwithstanding any provision in an Arbitration Agreement, Tri-County's personnel rules, or any other writing that does not expressly purport to modify this specific Employee's employment at-will status, Employee's employment with Tri-County, regardless of specific job assignment, is, and shall remain, employment at-will.  Accordingly, Employee has, and will have, the right to resign from Center's employment at any time, with or without notice, and with or without cause.  Similarly, Tri-County may terminate Employee's employment at any time, with or without notice, and with or without cause.

An Arbitration Agreement is not intended to, and does not alter Employee's at-will employment status with Tri-County.  Employee's at-will employment with Tri-County may only be modified by a separate written agreement that specifically states intent to make that specific change and is signed by Employee and Tri-County's Chief Executive Officer. 

Any controversy or dispute between Employee and Tri-County or any of its constituent members, employees, officers, agents, affiliates, or benefit plans, arising from or in any way related to Employee's employment by Tri-County, or the termination thereof, including but not limited to the construction or application of this Agreement, shall be resolved exclusively by final and binding single-person arbitration administered by the American Arbitration ("AAA") under its Employment Rules then applicable to the dispute as modified to limit any arbitration to 120 days and to limit discovery to two depositions per side, each no longer than three hours, and to preclude any written discovery beyond fifteen requests for production.  Class and/or collective actions are waived and not permitted.

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 print this page for a copy of this policy.

Please also acknowledge below that you have read and received/printed 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.