TRDI is a corporation with a mission servicing the Department of Defense (DoD), Department of Homeland Security (DHS), General Services Administration (GSA), and various major corporations. As a 501(c)(3) non-profit, TRDI offers a deep portfolio of Facility and Food Management Services . Our mission is “to create and enhance life opportunities for people with barriers and disabilities,” including our veterans.
Our portfolio of services is backed by reliable employees trained and committed to excel in a broad range of careers spanning dozens of industries. TRDI employees are the quality of workers every employer seeks - individuals of character and integrity, with an emphasis on discipline, and a strong desire to succeed.
Job Summary
TRDI is committed in finding a dedicated qualified vocational rehabilitation counselor who will evaluate and assist employees in developing skills to overcome psychological and physical barriers and disabilities to excel in their employment opportunities. In this role, your duty is to qualify individuals for the AbilityOne Program and provide rehabilitation services, to achieve employment goals and further progress into a transitional placement program. This position is an on-site (non-remote) position in San Antonio, TX.
Duties
· Knowledge of procedures for assessing achievement, limitations, intellectual, emotional, and behavioral functioning.
· Complete and maintain records and reports to meet required timelines; verify employee's information as it pertains to AbilityOne requirements.
· Maintain complete file documentation to include, but not limited to, medical documentation, and individual employee assessment reports, in accordance with requirements of the AbilityOne program.
· Demonstrate knowledge of data-collection, data-interpretation, and communication with stakeholders for the development and submission of corporate, government, and other regulatory reporting requirements.
· Calculate and analyze data for the purpose of maintaining ratio requirements, identifying trends, develop training modules, and to provide guidance for all involved stakeholders.
· Provide training to assist with identification and understanding of individuals with disabilities
· Network with appropriate local, state, and federal agencies to ensure a successful placement program.
· Develop and reinforce recruitment strategies to ensure that vacancies are filled to ensure compliance with ratio requirements.
Skills/Abilities Required
· Ability to communicate orally and in writing in a clear and concise manner
· Ability to maintain confidentiality of information
· Ability to manage time effectively
· Ability to make decisions and solve problems while working under pressure
· Detail oriented with strong organizational skills
· Intermediate to advanced knowledge of Microsoft Office Package (i.e. Excel, PowerPoint, Word, etc.)
Travel Requirements
Occasional travel to contract sites in 9 states.
Qualifications
Education
· Masters Degree in Social Work, Special Education, Psychology, Counseling, or other related field, required.
· CCM Certification, or working towards certification.
Experience
· Proficient in MS Office.
· Knowledge of disabilities, impact of disability on functional limitations, and the individuals ability to obtain and maintain employment.
· Bilingual in Spanish, preferred.
· Federal Contracting/Service Contract Act (SCA) Experience preferred.
· U.S. AbilityOne Commission Experience preferred.
Benefits
· Employer paid Health, Dental, Vision, Life, and AD&D Insurance
· Employer paid Long-term and short-term disability insurance
· Paid time off
· Paid Holidays
· 401K Plan
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities 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.
41 CFR 60-1.35(c) Administration
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
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)