OWI Treatment Court Therapist- Human Services Professional III

Salary: $34.69 - $38.36 Hourly
Location : Dr. Daniel Hale Williams Resource Center, 1717 Center Avenue, Janesville, WI 53546, WI
Job Type: Full Time
Job Number: RC-0805166
Department: HSD-B Outpatient Services
Opening Date: 04/27/2026
Closing Date: Continuous


Position Summary and Job Duties


Will be responsible for providing outpatient co-occurring therapy and case management services for clients enrolled in the Rock County OWI Treatment Court Program. This position is a part of a multidisciplinary team, and will be responsible for providing regular treatment progress updates to the court. Will assess clients referred for the program utilizing the ASAM and DSM-5 diagnostic criteria, and determine eligibility. Will complete a biopsychosocial assessment, including mental health and SUD diagnoses, to all clients upon entrance into the program. Will work with clients using intentional motivational skills linked to the stage of change they are currently in. Provides individual therapy sessions and group therapy sessions utilizing evidence-based curriculum. Monitors compliance with IDP expectations and submit documentation within appropriate time frames per DOT and DHS 62. Attends ongoing training required by DSPS, RCHSD, and treatment court. Work is performed under the direction and general supervision of the treatment court supervisor. Supports and promotes the Mission, Vision, and Guiding Principles of the Human Services Department. Performs in a manner consistent with the HSD Professional Standards and "Commitment to My Co-Workers".


10%- Provides screening and assessment to treatment court clients:
1. Provide initial screening to determine if criteria is met for acceptance of client into the OWI Treatment Court Program and make recommendation to treatment court team.
2. Use DSM-5 criteria to determine SUD diagnosis for referred clients.
3. Determine level of care recommendations using the American Society of Addiction Medicine (ASAM) screening criteria.
4. Complete co-occurring assessment and diagnosis using GAIN-I comprehensive biopsychosocial assessment tool.
5. Use stage of change model to assess readiness to change and current stage of motivation.
6. Make determinations regarding treatment needs and discuss recommendations with client and multidisciplinary court team.


55%- Provide co-occurring treatment and case management services:
1. Meet with clients to develop a collaborative treatment plan for services, review progress at regular intervals per DHS 75, and make updates to treatment plan as indicated.
2. Provide individual therapy sessions to address needs identified in treatment plan.
3. Provide group therapy utilizing evidence-based curriculum.
4. Provide referrals to ancillary services as indicated through the biopsychosocial assessment and treatment plan.
5. Regularly update the ASAM and make recommendations/referrals accordingly.
6. Assess clients' motivation and progress, and make recommendations to court team.
7. Monitor client drug testing results.
8. Participate in decision-making with court team as treatment representative and SUD expert.
9. Provide case management services to clients, which may include: providing transportation as needed/appropriate, assisting in obtaining housing resources, linking clients with medical treatment and insurance, attending ancillary appointment with clients as appropriate.
10. Participate in discharge planning with the clients prior to the completion of their programming to link them with aftercare treatment services.
11. Monitor compliance with IDP expectations and submit documentation within appropriate time frames per DOT and DHS 62.
12. Ensure medication compliance by completing medication counts and observed dosing and documentation.


10%- Collaborate with OWI team and other providers:
1. Attend OWI court staffings and report client progress.
2. Attend court and document rewards and sanctions.
3. Provide treatment updates and recommendations, including weekly court reports.
4. Attend weekly OWI group supervision.
5. Attend weekly case review staffings with program psychiatrist.
6. Compile drug testing results.
7. Collaborate with community treatment providers, as well as PCP's, as indicated on treatment plan.
7. Participate in data collection as required for treatment court programming.

20%- Ensure Chart Compliance
1. Complete all paperwork in determined time frame.
2. Follow DHS 75 requirements for documentation of assessment, treatment plans, reviews, transfers, progress notes, and discharges.

5%- Other duties as assigned.

Success Factors (KSA's)


- Knowledge of current best practices related to substance abuse and co-occurring disorders both in the areas of treatment protocols and service delivery models.
- Knowledge and application of best practices in cultural competency, person centered care, and Trauma Informed Care.
- Knowledge of and/or experience working with the criminal justice population.
- Ability to work collaboratively with internal and external partners.
- Knowledge of laws and administrative codes related to substance abuse programs.
- Ability to communicate effectively orally and in writing.
- Skills in welcoming and engaging difficult to reach clients with complex needs.
- Knowledge of best practices and standards in treatment courts.

Job Requirements, Education, Training & Experience


- Masters degree from an accredited university in human services field.
- Current Wisconsin LPC, LCSW, or LMFT, or in-training credential will be considered.
- Experience providing Substance Use Disorder treatment preferred.
- Ability to work flexible hours including evenings and Saturdays.

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, camera, and computer keyboard
- Telecommunication using Zoom, Duo, Microsoft Teams, or other telehealth options
- Cellular phone
- Copier, scanner, and fax
- Company car or van


Working conditions:
- Will be divided between office work, with some flexibility for remote work, community and home based visits
- A valid driver's license is required
- 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