Human Services Professional I - EMP Coordinator/Intensive

Position Summary And Job Duties

This position is responsible for coordinating and monitoring youth placed on electronic monitoring through the Juvenile Court system. The employee ensures accurate data entry into applicable case management and monitoring systems, installs and retrieves electronic monitoring equipment, maintains program equipment, and actively monitors youth compliance.

The employee utilizes effective communication strategies to engage youth and families as active and cooperative participants in the Electronic Monitoring Program (EMP). The position requires ongoing communication with primary caseworkers and relevant stakeholders to report concerns, address compliance issues, and support court-ordered conditions.

This role also includes intensive case management responsibilities for up to five high-risk youth involved in the Intensive Supervision Program. The employee conducts assessments, develops and implements case plans, coordinates services, and evaluates progress using evidence-based tools and interventions. Duties include preparing court reports, legal documentation, and providing testimony when required.

The position requires close collaboration with county departments, community-based providers, and multidisciplinary teams to ensure appropriate services are delivered to youth and families. The employee attends team meetings as requested and maintains strong coordination to balance rehabilitative needs with public safety considerations. The employee is expected to adapt to evolving technologies and service delivery systems and to remain current with program updates and best practices.

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% - Equipment and Tracking System Maintenance

• Maintains all electronic monitoring equipment in proper working order to ensure the effective operation of the Electronic Monitoring Program (EMP).
• Ensures adequate inventory levels of equipment and replacement parts to maintain program readiness and availability for court and departmental needs.
• Coordinates with the contracted service provider to ensure electronic monitoring technology, software, and tracking systems remain current and operational.
• Responds promptly to equipment malfunctions or failures, troubleshoots issues, and completes necessary repairs or follow-up to minimize service disruptions.
  
  

40% - Monitoring, Supervision, Intake Duties/Court Responsibilities

• Prepares written reports, documentation, and verbal updates to the Juvenile Court, Juvenile Justice Specialists (JJS), and/or Intensive Case Management (ICM) staff as required.
• Keeps supervisory staff informed regarding program operations, including equipment availability, compliance concerns, and emerging issues.
• Consults and collaborates with schools, community-based agencies, and internal county departments, including the District Attorney's Office and Victim/Witness Services, as appropriate.
• Maintains regular communication and coordination with Juvenile Justice Specialists and ICM staff regarding youth participating in the EMP.
• Maintains accurate, timely, and compliant case records in eWisacwis, AVATAR, and youth files in accordance with the Juvenile Justice Code (Chapter 938) and departmental policies.
• Refers youth and families to appropriate services, programs, and resources in collaboration with the Juvenile Justice Specialist or ICM worker.
• Collects and delivers intake and custody-related documentation to the court as required; notifies supervisory staff when alternate arrangements are necessary.
• Attends court proceedings as required to facilitate timely placement of youth on electronic monitoring and ensure continuity of supervision.
  
  

40% - Intensive Case Management

• Provides assessment, planning, coordination, evaluation, and advocacy services for youth and families involved in the Intensive Supervision Program, including contact up to five (5) days per week as appropriate.
• Utilizes evidence-based assessment tools, including the Youth Assessment and Screening Instrument (YASI), to identify risk and protective factors, inform case planning, and measure youth progress.
• Implements evidence-based interventions, including the Functional Family Case Management (FFCM) model, to engage and motivate youth using a family-centered, strength-based, trauma-informed, and culturally responsive approach.
• Facilitates family meetings and service coordination activities, primarily in the home setting, while collaborating with community providers to support youth success
• Monitors youth compliance with court-ordered conditions, addresses barriers to success, and adjusts supervision strategies as needed to reduce risk and enhance protective factors.
• Communicates and collaborates with the Youth Services Center to coordinate custody intake holds, sanctions, and to support youth participating in the ACTIONS program.
• Establishes and facilitates supportive, multidisciplinary teams with youth and families to promote safety, permanence, and long-term stability
• Prepares comprehensive court reports and legal documentation and provides testimony when required to support informed court decision-making.
• Maintains accurate, timely case records in eWisacwis.
• Organizes, prioritizes, and manages work products involving multiple tasks and deadlines while ensuring accuracy and timeliness.
• Provides transportation for youth and families when necessary to support court obligations, service engagement, and program participation.
• Participates in multidisciplinary meetings, consultations, supervision, and case reviews to support service coordination and adherence to evidence-based and best-practice standards.
  
  

5% - Professional Growth & Involvement

• Attends all required staff meetings, briefings, and supervisory meetings as scheduled.
• Participates in trainings, professional development activities, and continuing education opportunities as approved by the supervisor to maintain and enhance job-related competencies.
• Serves on workgroups, committees, or task forces as assigned, representing Youth Justice and contributing to program development, policy review, and best-practices initiatives.
  
  

5% - Perform other duties as assigned.

Success Factors (KSA's)

• Ability to communicate effectively and professionally, both orally and in writing.
• Ability to work independently with minimal supervision and exercise sound judgment in complex, time-sensitive situations.
• Ability to engage and work effectively with individuals from diverse backgrounds in a respectful, nonjudgmental, and culturally responsive manner.
• Ability to establish, maintain, and coordinate effective working relationships with internal staff, state and local officials, schools, and community partners.
• Ability to organize, prioritize, and manage multiple responsibilities and deadlines while maintaining accuracy and attention to detail.
• Knowledge of social work principles, case management practices, and evidence-based interventions within the youth justice system.
• Knowledge of adolescent development, trauma-informed care. and behavioral, psychological, and psychiatric conditions impacting youth and families .
• Knowledge of Wisconsin Statutes related to youth justice, including Chapter 938, and applicable administrative codes and policies.
• Knowledge of community-based services, treatment providers, and resources available to support youth and families.
• Knowledge and application of evidence-based practices and family-centered interventions in youth justice settings.
• Knowledge of eWisacwis and YASI
• Knowledge of confidentiality requirements, ethical standards, and documentation practices within human services and youth justice.
  
  

Job Requirements, Education, Training & Experience

• Graduation from an accredited four-year college or university with major coursework in social work, criminal justice, or a closely related field.
• Social worker licensure or certification is preferred.
• A minimum of one (1) year of experience working in the youth justice field or a related human services setting.
• Training or experience in computer applications.
• Successful completion of Juvenile Court Intake Training within the first six (6) months of employment.
• Successful completion of Children and Adolescent Needs and Strengths (CANS) certification within the first six (6) months of employment.
• 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.
  
  

Physical Elements

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

• General mobility, including occasional use of stairs
• Occasional bending, kneeling and reaching
• Lifting and carrying approximately 20 pounds
• Sitting, driving or standing for long periods of time
  
  

Equipment Use

• Telephone--frequently
• Computer---PC & keyboard at desk or portable laptop in the field for case documentation entry
  
  

Working Conditions

• Indoor--often
• Outdoor--rarely; primarily as a result of travel requirements to & from the office, client homes, schools, and other meeting sites in the community
• Cold temperatures---rarely; see above reference to travel
• Extreme heat--rarely; see above reference to travel
• Potential for contact with unpredictable and/or violent 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.

https://www.co.rock.wi.us/departments/human-resources/compens

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):
  
  

Required

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:

• New Year's Day
• Martin Luther King Jr. Day
• Spring Holiday to be observed the Friday immediately preceding Easter
• Memorial Day
• July 4th
• Labor Day
• Thanksgiving Day
• Friday following Thanksgiving
• Day before Christmas
• Christmas Day
• One Floating Holiday
• Any additional holiday granted by the County Board.
• 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: https://www.co.rock.wi.us/hr

Active Employees: For full policy documents, please visit the Human Resources Intranet page, “Personnel Ordinance” and “Policy & Procedure Manual”. https://www.co.rock.wi.us/rchr/

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

Still have questions? Call us! Human Resources: 608-757-5520