Employee Support and Wellness Strategist (part time) - job 2 of 2

As the Employee Support and Wellness Strategist at the Office of Chief Medical Examiner (OCME), your main responsibilities will include conducting risk assessments for mental health concerns among employees, interviewing staff to identify wellness issues, and developing training programs focused on mental health and suicide prevention. You'll also provide casework and counseling services, connect employees with relevant healthcare resources, and respond to emergencies as part of the crisis team.

To qualify for the Employee Support and Wellness Strategist position at OCME, candidates must possess a master's degree from an accredited graduate school of social work, along with four years of experience in public health, medical or psychiatric social work, including at least two years in a supervisory or consultative role. Additionally, candidates will need to obtain a Certified Social Worker (CSW) certificate within 18 months of appointment.

The Employee Support and Wellness Strategist plays a crucial role in fostering a supportive environment at OCME by assessing mental health risks, providing counseling, and implementing training programs that emphasize well-being. This position is pivotal in forming connections between employees and essential resources, ensuring staff has access to the support systems they need to thrive.

The Employee Support and Wellness Strategist at OCME will develop and deliver various training programs focusing on mental health wellness, suicide prevention, and employee well-being. These programs aim to educate staff on recognizing mental health issues and promoting a culture of understanding and support within the agency.

During the interview process for the Employee Support and Wellness Strategist position at OCME, expect to discuss your qualifications, past experiences in social work, and approaches to employee mental health. Additionally, you may be asked about specific scenarios related to crisis intervention and your experience with developing mental health training programs.

In a mental health crisis situation, it’s important to remain calm and assess the individual's immediate needs. Use de-escalation techniques and active listening to help the person feel understood and safe. Be prepared to connect them with appropriate resources for further support.

My approach to developing training programs involves assessing the specific needs of the employees, integrating evidence-based practices, and creating interactive and engaging content. This ensures that participants feel connected to the material and can apply what they've learned in real-life situations.

I have extensive experience conducting risk assessments through interviews and evaluations that help identify employees at risk for mental health concerns. This involves gathering information on symptoms, stressors, and overall wellbeing to tailor appropriate interventions.

I prioritize confidentiality by establishing clear boundaries and protocols for discussing mental health concerns. Additionally, I ensure any shared information is done on a need-to-know basis while adhering to all legal and ethical guidelines related to privacy.

Effective strategies for promoting employee wellness include implementing regular wellness check-ins, creating a supportive environment through training sessions, and providing accessible resources for mental health and well-being. Open communication and encouragement of peer support also play critical roles.

I stay updated on best practices in mental health support by participating in continuing education, attending relevant workshops, and networking with other professionals in the field. I also read current research and subscribe to reputable mental health journals.

I once assisted an employee experiencing severe burnout by providing immediate counseling support and connecting them to an Employee Assistance Program (EAP). Through continuous follow-ups and proactive engagement, they were able to return to work more resilient and focused.

Communication is key in mental health initiatives; it fosters trust and encourages individuals to seek help without stigma. Open dialogue can reduce misunderstandings and create an atmosphere where employees feel valued and supported.

I would assess the effectiveness of wellness programs through employee feedback, participation rates, and wellness outcome metrics. Surveys and follow-ups can provide valuable insights into what’s working and what needs adjustment.

To manage stress, I employ techniques such as mindfulness practices, regular breaks, time management strategies, and seeking support from colleagues when needed. It’s essential to model good self-care to encourage employees to do the same.