INTERMITTENT CASE MONITOR JUVENILE OFFENDER

Code: 09028 Local Non-Competitive

Official job specification

The text below is the official specification published by the New Jersey Civil Service Commission. The plain-language summary and analysis above are derived from it by NJ Civil Service Navigator. Source: the official specification page at NJ CSC.

Definition

Under direction performs predisposition investigations and reports; provides access to social services to assist in rehabilitating offenders; provides recommendations and rehabilitative plans/treatment of offenders including conditional release, substance abuse treatment, education, and employment stipulations; does other related duties.

Examples of work

• Interviews juveniles.
• Explains judiciary policies/procedures to juveniles.
• Explains conditions of participation in the Home Detention Program.
• Investigates juvenile's personal or criminal history.
• Reviews juvenile's probation or community service violations.
• Checks written reports for completeness/accuracy.
• Identifies juvenile's problem areas.
• Analyzes cases in accord with existing laws, regulations, or professional practices.
• Recommends treatment programs for juveniles.
• Recommends therapeutic or rehabilitative placements.
• Conducts home visits.
• Identifies juvenile's case management needs.
• Recommends social service agencies or community organizations to juveniles.
• Responds to complaints regarding juveniles.
• Prepares financial, review, or evaluation reports.
• Consults with juvenile's treatment team.
• Interprets accounting or financial data.
• Assigns cases to appropriate tracks.
• Recommends alternative living arrangements for juveniles.
• Coordinates attorney's availability or readiness for court events.
• Coordinates activities between or among agencies or other government or enforcement units.
• Answers questions posed by public, clients, customers, complainants, subordinates, or supervisors.
• Provides information to judges, attorneys, or community organizations.
• Schedules meetings, appointments, or interviews.
• Informs juveniles of their rights, entitlements, or available services.
• Analyzes case histories.
• Prioritizes cases.
• Monitors case flow or outcomes.
• Monitors juvenile's treatment progress.
• Calms distraught individuals.
• Drafts correspondence, reports, or proposals.
• Arranges for juvenile's admission or discharge into/from facilities.
• Establishes working relationships with social service agencies or other outside organizations.
• Participates in team/work unit meetings.
• Advises complainants on procedures or potential outcomes of filing a complaint.
• Confers with members of a case management team for program or case management.
• Refers complainants, juveniles to appropriate federal, state, county, or local agencies.
• Arranges psychological testing of juveniles.
• Arranges for juvenile's enrollment into training/educational programs.
• Coordinates report collection activities.
• Recommends procedures to ensure compliance with court orders.
• Applies statutes, court rules, case law, or policies for cases related to juveniles.
• Enforces federal, state, county, or local laws.
• Determines juvenile's treatment objectives.
• Counsels juveniles.
• Determines existence of crisis situation requiring professional intervention.
• Develops treatment (including drug treatment) plans for juveniles through community contacts.
• Counsels juvenile clients.
• Counsels juveniles on substance abuse.
• Develops rehabilitation or treatment plans for juveniles.
• Counsels families or guardians of juveniles.
• Provides testimony as an expert witness.
• Conducts crisis intervention counseling.
• Will be required to learn to utilize various types of electronic and/or manual recording and information systems used by the agency, office, or related units.

Education

Graduation from an accredited college or university with a Bachelor's degree in the social or behavioral sciences.

License

Appointees will be required to possess a driver's license valid in New Jersey only if the operation of a vehicle, rather than employee mobility, is necessary to perform essential duties of the position.

Knowledge, skills and abilities

• Knowledge of laws/procedures relating to probation work.
• Knowledge of family budgeting and financial planning.
• Knowledge of techniques of correctional rehabilitation.
• Knowledge of court, civil, and criminal procedures and laws governing administration of justice.
• Knowledge of causes/factors tending to social maladjustment leading to crime/delinquency.
• Knowledge of contemporary sentencing practices for adult/juvenile matters.
• Knowledge of the preparation of clear, sound, accurate, and informative reports containing findings, conclusions, and recommendations.
• Knowledge of community resources available for utilization by courts and probation to provide assistance to juveniles with personal/social problems.
• Ability to analyze/interpret laws, regulations, standards, and apply them to specific cases.
• Ability to collect, analyze, and interpret extensive data.
• Ability to apply correctional rehabilitation techniques.
• Ability to prepare clear, sound, accurate, and informative reports containing findings, conclusions, and recommendations.
• Ability to keep records and files.
• Ability to utilize various types of electronic and/or manual recording and information systems used by the agency, office, or related units.
• Ability to read, write, speak, understand, and communicate in English sufficiently to perform duties of this position. American Sign Language or Braille may also be considered as acceptable forms of communication.
• Persons with mental or physical disabilities are eligible as long as they can perform essential functions of the job after reasonable accommodation is made to their known limitations. If the accommodation cannot be made because it would cause the employer undue hardship, such persons may not be eligible.
• <b>SPECIAL NOTE</b>
• The intermittent designation shall be utilized only where the work responsibilities are characterized by unpredictable work schedules that do not meet normal criteria of regular, year- round full-time or part-time assignments. Such category is not to displace or be used in place of regular full-time or part-time employees.
• <b>Assignment of Work</b>
• Assignment of work hours to intermittent employees shall be based on managerial needs and shall be limited to work that is appropriate to the class title.
• <b>Furlough and Recall</b>
• Whenever it is necessary to furlough intermittent employees, furloughing will be done in the inverse order of seniority based on official records at the end of the last pay period. A furlough means that an intermittent employee cannot be scheduled for work within the next week. Reasonable advance written notice of furlough action shall be given to the employee. A furlough will not be considered a layoff and will not require the issuance of the forty-five (45) day notices. The seniority organization unit for purposes of furlough selection will be employees currently working in a designated work unit, prior to use by the appointing authority, designated work units must be submitted to and approved by the NJ Department of Personnel. Seniority shall be determined by the number of regular hours worked by the intermittent employee. Recall from furlough will be made in seniority order from the most senior to the least senior employee from among furloughed employees who are assigned within a designated work unit that may be the local office and/or satellite office. In cases of equal seniority, the tie will be broken by determining the number of hours the employees were in pay status under special service during the last two-(2) years immediately preceding their conversion to an intermittent title. Recall of employees may be extended on a regional or statewide basis if the recall list for the work unit has been exhausted.
• When the recall procedure is extended beyond the work unit, or when the recall is for less than four hours of work, the termination actions listed below will not apply when the intermittent employees cannot be contacted or refuses an offer of recall. However, when an offer of recall is accepted to a work unit other than the one from which the employee was furloughed, the new work unit will become the employee's seniority organization unit for future furlough and recall actions.
• Recall actions shall be initiated during the first two-(2) hours or the last two (2) hours of the workday. If the department is unable to contact the employee during these times, the next employee on the recall list will be called until a sufficient number has been secured. If a department is unable to contact an employee on two (2) consecutive occasions, the employee shall be notified in writing of the specific dates and times the contacts were made. Employees will be given five (5) calendar days from date of receipt to advise of their current availability for future scheduling. Failure to respond as directed shall be considered a resignation. If on the next occasion the same employee is unavailable, this also shall be considered a resignation.
• Intermittent employees who are contacted and refuse an offer of recall for reasons other than verified illness, disability, or approved leave may be resigned.

Note

The examples of work for this title are for illustrative purposes only. A particular position using this title may not perform all duties listed in this job specification. Conversely, all duties performed on the job may not be listed.

A Bachelor's degree in any area which includes or is supplemented by twenty- four (24) semester hour credits in the social or behavioral sciences may be substituted for the above education requirement.