Comprehensive Community Services - Human Services Professional I

Salary: $29.35 - $31.91 Hourly
Location : Dr. Daniel Hale Williams Resource Center, 1717 Center Avenue, Janesville, WI 53546, WI
Job Type: Full Time
Job Number: RC-0805197
Department: HSD-B Comprehensive Community Services
Opening Date: 05/06/2026
Closing Date: Continuous


Position Summary and Job Duties


Under the direction of the CCS Program Manager and CCS Supervisor, work involves providing comprehensive, person-centered, team based, community treatment to youth and families living with mental illness, substance abuse or co-occurring disorders receiving services through the Comprehensive Community Services Program. Work includes the provision of: service facilitation, symptom management, psychosocial rehab, vocational related supports and assisting clients with skill development according to individualized recovery plans. Provides a variety of psychosocial rehab interventions for individuals across the lifespan and in particular youth and families with mental illness and/or co-occurring disorders based on clinical assessments. In conjunction with service provision, responsibilities include the development and maintenance of client case records, benefits, plans and reports in accordance with DHS 36, Social Security and Medicaid/Medicare requirements. Work in collaboration with a treatment team, other HSD employees, families and collateral agencies. Supports and promotes the vision, mission, and guiding principles of the Human Services Department. Performs in a manner consistent with the HSD Professional Standards and "Commitment to My Co-Workers.

65%- Provide psychosocial rehab services in the form of clinical case management that are person-centered, trauma informed, team oriented, and community based in accordance with DHS 36 (and other relevant program codes). These activities are to be completed in collaboration with a treatment team, other HSD employees, families and collateral agencies.

1. Complete functional screens, Reaching Recovery tools, comprehensive assessments, recovery plans, and discharge documents within appropriate time frames. Complete other state reporting requirements.

2. Coordinate and monitor clinically relevant treatment plans and teams ensuring that services are culturally competent, recovery oriented and involve consumer participation. Testify at any civil commitment hearings if required.


3. Advocate for, develop, and support community resources to keep people in the most natural and least restrictive living environment.


4. Respond to team emergencies as requested and needed. Support and cover for team members as appropriate.


5. Regularly assess and communicate consumer mental status, areas of functioning, suicide and homicide risk, safety concerns, achievement towards goals, and symptom patterns. Maintain prompt communication with family members, team members, Crisis, and collateral agencies.


10% - Provide direct psychosocial rehabilitation services, as detailed in the recovery plan. Interventions may include but are not limited to: psychoeducation, skill development, and recovery support services. These services may be provided on an individual and group level including supportive services and education to consumers and/or their families. Provide team and individual direction on clinical strategy and intervention when consultation is needed.


10% - Complete administrative tasks in accordance with DHS 36, Social Security and Medicaid, other codes, and policy and procedure requirements.


1. Using the appropriate format, accurately document all consumer contacts in the designated database, provide detail in each note as required to both communicate important clinical information and provide justification for billing.


2. Document 100% of your time in Avatar and complete timesheets as required.

10% - Attend in-services, trainings, division/department meetings, committee meetings and trainings as requested or approved by your supervisor.

5% - Perform other duties as assigned.

Success Factors (KSA's)


- Knowledge of assessment and treatment of persons across the lifespan whom have mental illness or substance abuse disorders including co-occurring disorders.
- Knowledge of assessment techniques and the ability to make sound assessments and form solid clinical plans based on the assessment information.
- Ability to embrace and nurture a person centered, trauma informed, recovery oriented framework and culture for service delivery.
- Knowledge of therapeutic and psychosocial rehabilitation interventions for children, youth, adults, and families with complex needs.
- Knowledge of the laws, regulations and practices pertaining to DHS 36, DHS 75, 48, 51, and 55.
- Knowledge of psychotropic medications, their effect, side effects and abuse potential.
- Knowledge of community resources and how to effectively utilize them.
- Ability to plan and organize work effectively.
- Ability and skill to maintain accurate current records and prepare clear and concise reports.
- Ability to establish and maintain effective working relationships with agency staff, community members, families, and collateral agencies.
- Knowledge of various cultures and diverse populations and ways in which cultural values impact individuals, families, and the community.
- Ability to make assessments and provide or refer for appropriate treatment.
-Ability to manage one's time and emotions in an environment of rapidly changing priorities.
-Ability and comfort in assessing risk and safety planning.
-Ability to accept feedback and apply feedback given.

Job Requirements, Education, Training & Experience


Bachelor's degree required in a relevant area of education or human services from an accredited college or university (DHS 36.10(2)(g)15) Psychology and social work degrees preferred.
Must possess and maintain a current unrestricted (not due to corrective lenses) driver's license and auto insurance pursuant to the Rock County Administrative Policy and Procedure Policy 5.02 and 5.27.
Must complete 20-40 hours of training specific to CCS and DHS 36 within three months of hire date.

Essential Job Functions (physical elements, equipment and working conditions)


Physical elements:
- Ability to stand, walk and sit. Physical movement occurs a majority of the day.
-Ability to enter client homes without assistance, including the ability to navigate stairs.
- Inside and outside work with exposure to weather conditions.
- Potential for contact with unpredictable and aggressive persons.
- Potential for interactions with animals including but not limited to household pets and horses.
- Must be willing to transport consumers in your personal vehicle and be exposed to challenging and unpredictable environments.
- Participate in disaster evacuations and fire drills when circumstances warrant. Maintain safety procedures.
-Lifting and carrying up to 25lbs. on occasion.

Equipment use:
- Ability to use a computer and keyboard.
-Must become efficient at using a computerized documentation within 2 months of hire including the use of Microsoft Office products, an electronic medical record system, and other web-based systems.
-Ability to use a copy and fax machine as well as a cellphone.

Working conditions:
- Able to work in multiple locations including the office, consumer's homes, and a variety of community locations.
- Available to work a flexible schedule including working evenings when needed to meet client needs (coordinate consumer emergencies, care and recovery plan services).
- Potential exposure to physically or verbally abusive persons.
-Potential exposure to unsanitary homes and high stress environments.
Rock County Employee
Facts and Benefits Highlights

• Rock County historic and cultural attractions: Rock County is in south Central Wisconsin along the Illinois border. The County has a population of 161,188 making it the ninth largest County in Wisconsin. Janesville, Wisconsin (pop. 64,009) is the county seat. Janesville is located on the I39/90 corridor, forty miles south of Madison, seventy-six miles west of Milwaukee and about two hours from Chicago.

Rock County's many historic and cultural attractions include the City of Evansville historic district, Beloit College (an acclaimed liberal arts institution located in the City of Beloit) and the City of Janesville's Rotary Botanical Gardens and Tallman House (an exceptional example of Italian villa style architecture from the mid 1850's).
The Cities of Janesville and Beloit have a combined symphony orchestra, as well as individual performing arts centers. The Rock County Fair and Riverfest are regional cultural celebrations held every summer in the Cities of Janesville and Beloit respectively. These Cities both have extensive park and open space networks, including portions of the Ice Age National Scenic Trail, a Statewide trail commemorating the State's geologic history. Additionally, the Rock River runs through these Cities, offering many recreational opportunities.

• Salary:

Rock County has updated their pay grid in 2023 and it has 14 steps for every classification. Below is the link to locate the compensation grid and see each of the classifications that Rock County has to offer.
Employees are paid every two weeks on Friday (26 checks in a year). Paychecks are directly deposited in the employee's bank account. There is a two-week delay between the pay period worked and the payday. New employees generally wait four weeks before they receive their first check, which is a live paper check. Direct deposit is a requirement of employment.

• Holidays (Ordinance 18.501):

The following holidays are observed by the County and shall be granted to regular employees with pay and to temporary employees without pay, unless such employees are required to be on scheduled work:
(a) New Year's Day
(b) Martin Luther King Jr. Day
(c) Spring Holiday to be observed the Friday immediately preceding Easter
(d) Memorial Day
(f) July 4th
(g) Labor Day
(h) Thanksgiving Day
(i) Friday following Thanksgiving
(j) Day before Christmas
(k) Christmas Day
(l) One Floating Holiday
(m) Any additional holiday granted by the County Board.
(n) The County Administrator may designate additional holidays in unusual circumstances with the approval of the County Board Chair and/or Vice Chair.
For employees working the standard work schedule, when a holiday falls on Saturday, it shall be observed on the preceding Friday. When a holiday falls on a Sunday, the following Monday shall be observed.

For employees not working the standard work schedule see the HR Policies and Procedures.

• Vacation (Policy & Procedure Manual 5.47):

Employees (.4 FTE or greater) hired on or after April 10, 2023, shall earn vacation according to the following schedule:

• Health Insurance including our Wellness component:

Rock County offers a dual choice point of service plan. Employees will have a choice to elect coverage with either Dean Health Care or Mercy Health Care. Employees can enroll within the first 30 days of employment, after that there is an annual open enrollment period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made. The County will pay 90% of the premium for health insurance and the Employee may earn the remaining 10% of the premium, based on the terms of participation of the Healthy Employee Incentive Program.

• Sick Leave (Policy 5.39):

Sick leave pay shall commence on the first day of any period of illness due to accident, injury, or disease.


All full-time employees shall earn one sick leave day per month of continuous employment. All part-time employees whose regular workweek is sixteen hours or more shall earn one sick leave day on a prorated basis directly in relation to the normal full time employment period. All part-time employees, who work less than sixteen hours per week, shall not earn sick leave. Temporary and seasonal employees are not eligible for sick leave. Sick leave shall accrue to a maximum of one hundred thirty days.

• Dental Plan:

The County offers a dental plan through Delta Dental and will pay 60% of the applicable
premium for the lowest cost plan. Employees can enroll within the first 30 days of
employment, after that there is an annual open enrollment period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made. Newly enrolled employees will likely see a double deduction on their first paycheck; premiums are paid one month in advance.

• Vision Plan:

The County offers a vision plan which employees can enroll in at their own cost. Employees
can enroll within the first 30 days of employment, after that there is an annual open enrollment
period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made.
Newly enrolled employees will likely see a double deduction on their first paycheck; premiums are paid one month in advance.

• Life Insurance:

The County provides term life insurance through the State of Wisconsin Plan. Employees can purchase insurance in increments based on their salary, up to five times their salary. The County will contribute 20% of the cost for the first increment only - one times the employee's salary. Employees can also purchase coverage for their spouse and/or children.
*Eligibility for this benefit is tied to whether the employee is eligible for retirement benefits. (You must be expected to work for at least 12 months and 1200 hours, or have previously qualified for the WRS)

• Voluntary Benefits:

The County offers voluntary benefits which employees can enroll in at their own cost. Employees
can enroll within the first 30 days of employment, after that there is an annual open enrollment
period in the fall. Voluntary benefits may include: Disability, Hospital indemnity, Supplemental Life, Critical Illness, and Accident Insurance. Employees are responsible for 100% of the premiums for any voluntary benefits elected. Deductions are taken post tax. Please visit the Human Resources intranet page for more information.

• Deferred Compensation:

Employees can participate in one of the identified deferred compensation plans (Nationwide, Wisconsin Deferred Comp, and Security Benefits) at their own cost.

• Flexible Spending Account (Medical and Dependent Care):

Employees can elect to put an annually IRS established amount into a flexible spending account through (EBC) to pay for their own non-reimbursed medical care expenses. Employees can also put in up to $5,000 for dependent care accounts.
If you leave County employment, you have ninety (90) days to submit expenses incurred prior to your last day.

• Retirement:

Rock County participates in the Wisconsin Retirement System (WRS). Eligible employees are required to participate. What an employee receives at retirement is dependent upon several factors - age, length of service, salary.


Rock County and the employee make equal contributions to the Wisconsin Retirement System on behalf of the employer. The contribution rate is addressed in the employment letter.

Employees in protective status have the percentage contributions defined in their respective collective bargaining units.

Employees who have questions about their retirement benefits should contact WRS.

• Bereavement Leave (Policy 5.04):

In the event of a death an employee may be excused from work without loss of pay for up to a maximum of thirty-two (32) hours annually for the purpose of attending a person's wake, visitation, memorial service, funeral, or make necessary arrangements regarding the person's death, within a reasonable time after the occurrence. Reasonable time after the occurrence is defined as within six (6) months from the date of death.

No more than (32) hours can be used for the same decedent.


If additional time is required beyond the thirty-two (32) hours annually, an employee may request to use accumulated vacation, holiday, or comp-time. Sick leave can be used for a parent, spouse, or child only.


Bereavement leave cannot be accrued from one year to the next.
Bereavement leave can be used in increments of quarter hours.

A second or third shift employee may be excused from work the scheduled shift before or after the event, provided the shift begins or ends on the same calendar date of the event.
All leaves under this section shall be prorated based upon the employee's FTE.

• EAP:

The County provides an Employee Assistance Program (EAP) for employees to use for all kinds of personal and professional assistance. In the case of counseling, professional counselors are available 24 hours a day, 7 days a week. An employee can establish a relationship with a counselor over the phone or set up an in-person appointment with a counselor in the area. As of March 1, 2022, the EAP program will pay for up to six visits.

• Parking:

The County provides free parking at all its facilities.

• Workplace Attire (Policy & Procedures 5.53):

All Rock County employees are expected to present a professional, businesslike image to clients, visitors, customers, and the public. Acceptable personal appearance, like proper maintenance of work areas, is an ongoing requirement of employment with the County. Supervisors should communicate any department-specific workplace attire and grooming guidelines to staff members during new-hire orientation and evaluation periods. Any questions about the department's guidelines for attire should be discussed with the immediate supervisor.

• Employee Identification Badge (Policy & Procedure 5.08)

All Rock County employees shall have and display, an identification badge while conducting official County business. Minimal exceptions, for safety reasons, may be approved by Department Heads.

• Smoking:

All County buildings are smoke free. By County Ordinance anyone visiting or working in any County building is prohibited from smoking closer than 30 feet from any building entrance. The Ordinance also makes the entire Rock Haven Nursing Home a smoke free "campus."
Prior to new hire orientation, please access policy documents here:

Active Employees: For full policy documents, please visit the Human Resources Intranet page, "Personnel Ordinance" and "Policy & Procedure Manual".

Please note, you may also be subject to department specific work rules.

Still have questions? Call us! Human Resources: View phone number on click.appcast.io