Job Details

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Title Employee Assistance Program Coordinator
City Kaiserslautern, Germany
Description The EAPC shall provide support for all Reserve Soldiers, Retired Reserve Soldiers, Civilians and Family Members. The EAPC shall be the key point of contact for the implementation of the Employee Assistance Program across the United States Army Reserve Command.

• Conduct an initial interview and assess the nature of the employees’ problem(s) and subsequently refers them to state certified counselors for the appropriate treatment and/or rehabilitative program, ensure each employee’s recommended treatment is entered into Drug and Alcohol Management Information System (DAMIS)
• Conduct research with respect to the local community’s available certified treatment and rehabilitation programs within a 30 miles radius
• Create, safeguard, and maintain confidential client records for the Army Center for Substance Abuse Programs (ACSAP) Employee Assistance Program (EAP) Guidebook
• Through unit periodicals (newspapers, posters, and unit fliers) the EAPC shall publicize the EAP services, this will be achieved through coordinating with units, ensuring supervisors and employees receive training on how to access and use EAP services
• Preparing and coordinating the local plan of action for initiating EAP (PC, inclusive) marketing campaigns designed to educate the targeted civilian audience on substance abuse prevention treatment and rehabilitation services
• Provide the recommended training curriculum updates for civilian and military supervisors
• Maintain liaison with civilian and military law enforcement agencies, magistrate courts, and other courts to provide access to programs that fulfill the special conditions of probation for DWI/DUI offenders




Requirements Education Requirement:
• Bachelor's degree in behavioral or social science (e.g., sociology, psychology, counseling, social work), or be a Certified Employee Assistance Professional (CEAP) or demonstrating progress toward completion of the certification within 12 months of employment

Experience Level:
• Minimum of five (5) years of relevant experience or affiliation with U.S. Army Reserve with a minimum of two (2) years of relevant experience

Required Qualifications:
• Major duties demanded of the EAPC require skills in vastly divergent disciplines such as marketing, program administration/management, training, and direct client services (screening interviews, assessment, counseling, short-term intervention, making referrals and follow-up)

Additional qualifications are:
• Expert knowledge of substance abuse effects and symptoms and their impact on the lives of substance abusers and their families
• Knowledge of behavioral science principles which facilitate the resolution of behavioral, health, and productivity issues that may adversely affect client well-being or job performance
• Comprehensive knowledge of effective substance abuse prevention methodologies, program design, and product delivery
• Knowledge of military command structure, missions, programs and organizational relationships, ideally that of the Army Reserve
• Knowledge about local, state and national, community-based resources and agencies that afford counseling, treatment and follow-up for Reserve Component Soldiers and Department of Defense Civilians
• Expert skill in oral and written interpersonal communication

Special Certifications:
• Employee shall obtain CEAP status through the Employee Assistance Certification Commission established by the Employee Assistance Professionals Association and certified prevention professional status through the ACSAP within 12 months of employment.

General Office Demands:
• Must accurately record your daily timesheet per AFSC’s Timekeeping Policy

• Must be able to operate general office equipment including but not limited to: computer, phones and related media and information devices on most or all workdays

• ability to communicate and interact with others, both in person and/or by telephone to conduct business

• Working under time pressure

• Working rapidly for long periods to meet deadlines

• Must be able to travel as needed and adhere to AFSC travel policies and procedures.

• Must be able to enter private homes that may or may not provide easy access for those with physical disabilities or those recovering from physical rehabilitation or post-recovery mobility.

• Position requires ability to transport self from office locations to private homes, other offices and facilities where training and other program activities occur.

• Physical requirements can typically be characterized as active: Lifting, bending, sitting on the floor, climbing may be required in the position. Requires lifting or moving various pieces of equipment, maximum 40 lbs. Position may require work on hands and knees to conduct program activities.

Major Job activities and mental requirements:
• Multiple concurrent tasks

• Ability to perform under stress

• Reading and comprehension

• Writing

• Problem solving

• Confidentiality

• Customer contact

Our Equal Employment Opportunity Policy:
Armed Forces Services Corporation (AFSC) is an equal opportunity employer. We recruit, employ, train, compensate, and promote without regard to race, religion, creed, color, national origin, age, gender, sexual orientation, marital status, disability, veteran status, or any other basis protected by applicable federal, state or local law.
  • Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
  • Please view Equal Employment Opportunity Posters provided by OFCCP here.
  • The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
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