CCS Manager

Salary: $51.52 - $57.07 Hourly
Location : Dr. Daniel Hale Williams Resource Center, 1717 Center Avenue, Janesville, WI 53546, WI
Job Type: Full Time
Job Number: RC-0805208
Department: HSD-B Comprehensive Community Services
Opening Date: 06/03/2026
Closing Date: 6/21/2026 5:00 PM Central


Position Summary and Job Duties


Oversees the implementation, operations, and outcomes of the Comprehensive Community Services (CCS) program. Collaborates closely with other leaders to ensure welcoming, effective engagement for clients with complex needs. Fulfills the role of CCS Administrator, maintaining overall responsibility for compliance with DHS 36 and all relevant state and federal regulations, including the development and implementation of program policies and procedures. Provides oversight of service quality and access to care. Leads quality assurance activities to achieve defined outcomes and partners with key community stakeholders to strengthen service array. Directly supervises a team of CCS supervisors. Coaches, supports, directs and develops staff according to their needs. Serves as part of the Integrated Management Team, responsible for system-wide integrated services and overall department leadership. Upholds and promotes the Mission, Vision, and Guiding Principles of the Human Services Department and models the HSD Leadership Charter, Professional Standards, and "Commitment to My Co-Workers."


35% Ensure Effective Implementation and Compliance of Comprehensive Community Services (CCS)Activities:

• Oversee daily operations of CCS to ensure adherence to DHS 36 and all applicable state and federal regulations.
• Develop, update, and implement program policies and procedures to maintain compliance and improve operational efficiency.
• Monitor documentation, service delivery processes, and staff performance to ensure regulatory and audit readiness.
• Ensure efficient access to care for eligible clients and provide direction and guidance to supervisors and staff regarding service quality and standards.
• Collaborate with Regional Partners to administer a shared services CCS model.

35% Provide Strong Leadership, Staff Development, and Stakeholder Engagement

• Participate in and lead all elements of hiring, development, evaluation, performance improvement, and disciplinary action for CCS Staff.
• Directly supervise CCS supervisors, fostering professional growth through coaching, performance feedback, and consistent check-ins.
• Identify training needs and support staff development tailored to individual strengths and program needs.
• Promote collaborative problem-solving and team cohesion across CCS units.
• Create reports, organize data, and present information to convey trends and needs in the CCS program.
• Model and reinforce the department's Mission, Vision, Guiding Principles, Leadership Charter, Professional Standards, and "Commitment to My Co-Workers."

25% Promote Integrated, Client-Centered Engagement Across Human Services

• Collaborate closely with other managers to ensure welcoming, coordinated services for clients with complex needs.
• Contribute to department-wide initiatives that support integrated behavioral health and human services delivery.
• Participate actively in the supervisory and managerial leadership team to support system-wide alignment.
• Build and maintain strong relationships with internal and external partners to improve access, continuity, and client experience.

5% Other Duties as Assigned
- Responds as directed in the event of a public emergency.

Success Factors (KSA's)

• Knowledge of clinical assessment, diagnosis, planning and intervention skills / standards for individuals with mental illness, substance use disorders, and co-occurring diagnoses, and specialized training and/or skill in the area of assertive engagement for individuals living with complex behavioral health needs, psychosocial rehabilitation interventions, and person centered care.
• Knowledge of clinical risk assessment techniques and standards related to suicide, homicide and self injury for children, adolescents and adults.
• Knowledge of best practices standards in the areas of mental health/substance use practice and service delivery
• Knowledge of principles of trauma informed care, family centered practice, and ability to assess systemic alignment with these standards
• Knowledge of applicable administrative codes and statutes including DHS 36, 92, 94 and Chapter 51 among others
• Ability to communicate effectively orally and in writing
• Ability to establish and maintain effective working relationships with physicians, clients, administrative superiors, co-workers, the general public and community partners in a manner that supports collaboration.
• Ability to collect, organize and utilize data for program improvement purposes
• Skills in clinical supervision and supportive management of staff.

Job Requirements, Education, Training & Experience

• Masters degree, from accredited university, in psychology, social work, counseling or related field
• Wisconsin LPC, LCSW or LMFT license or ability to immediately obtain prior to hire date
• Two or more years supervisory experience
• Five or more years experience working with individuals with significant mental health/AODA problems preferred
• Valid Driver's License

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

Physical Elements

• Ability to stand, walk and sit.
• Ability to exert up to 20 lbs of force occasionally or up to 10 lbs of force frequently

Equipment Use

• Ability to use computer and computer keyboard.

Working Conditions

• Ability to work non traditional hours and be on call after hours
• Almost all indoor work but may be required to accompany staff to community and home based visits
• A valid driver's license to get between various county buildings and attend meetings is required

Note: Potential exposure to physically or verbally abusive clients.
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