Frequently Asked Questions
Updated May 2012
1. What changes are being made to Prevention?
2. Why are we making this change?
3. Why were several of the positions on the management team of CRC of Johnson County were not open recruitments?
4. How will funding and staff be distributed to the communities?
5. What will be used in determining staffing levels? Why do certain counties get more than one program manager?
6. What will be the role of Community Coalitions?
7. What about office supplies, resources, computers, office space, etc?
8. Will Program Managers remain as independent contractors or will they be employees of CRC of Johnson County?
9. What are the details for the Program Manager positions (i.e. salary, benefits, duties, hours, etc.)?
10. How will the hiring of Program Managers be handled?
11. Application deadline is 5/18/12.
12. How do I apply?
13. Will the role of the Program Manager change within the coalition/community?
1. What changes are being made to Prevention?
The Community Resource Center of Johnson County (CRC) has been selected, through the state’s competitive bidding process (RFP 0078-V), as the Prevention Management Organization (PMO) that will serve as the single fiscal agent responsible for managing community-based prevention efforts. Their administrative funding contract has been signed and they are creating the operational systems needed to support prevention activities across the state.
Beginning in Fiscal Year 2013 (July 2012), prevention funding, including staffing and strategic funding for coalition activities (currently Core, Suicide and Tobacco Free Wyoming Communities dollars) will flow from the state to the PMO. The PMO will distribute prevention funding across the state based on a data-driven funding/staffing plan approved by the Department leadership.
2. Why are we making this change?
We believe this approach will help maximize prevention dollars in the face of decreased funding and will improve overall programmatic efficiencies and effectiveness across the state system. Current practices entail 52 separate contracts, each bearing administrative costs of 8 percent to 11 percent. By combining these numerous contracts for separate fiscal agents into one contract with CRC, we will save an estimated 30 percent on administrative costs, which translates into about $339,000.
Another compelling reason for the change is the opportunity to increase the focus on evidence-based strategies. A single fiscal agent knowledgeable in prevention science that employs local prevention personnel should lead to greater accountability and better results.
3. Why were several of the positions on the management team of CRC of Johnson County were not open recruitments?
In its capacity as administrator and steward of state funds, the Wyoming Department of Health has undertaken revisions to its fiscal and business policies through the establishment of a Prevention Management Organization (PMO), which serves as the single fiscal agent for state and federal prevention dollars for which WDH has oversight. As the agency selected to serve as the PMO, the Community Resource Center of Johnson County will be required to satisfy a set of contract deliverables designed to achieve prevention outcomes. One of these deliverables is to hire, develop and maintain a workforce of prevention professionals in Wyoming communities, according to a mutually agreed upon staffing plan. Wyoming corporations operate according to their corporate by-laws, and thus the WDH does not direct internal, management-level operational decisions of the agencies with which it contracts, nor would it be appropriate for it to do so here. Accordingly, all decisions regarding the constituency of CRC’s senior management team is for CRC to decide.
4. How will funding and staff be distributed to the communities?
In recent years, prevention funding has not been allocated on actual population numbers and local severity of prevention-related problems. To provide a data-driven basis for funding and outcome accomplishment, beginning July 1, 2012, we intend to allocate staff and funding to counties to meet the following objectives: (1) Funding should be sufficient to ensure that there is a substance abuse prevention program and dedicated program manager in every Wyoming County; and (2) additional resources should be allocated in a manner that reflects and is proportionate to the actual incidence of substance abuse in Wyoming; ie., the number of persons across the state engaged in harmful behaviors that we are trying to reduce/prevent. At this point, we anticipate that the specific behaviors that will be used to determine the incidence of substance abuse in Wyoming are the following:
× Adult binge drinking episodes.
× Youth binge drinking.
× High school 30 day alcohol use.
× Middle school 30 day alcohol use.
× Adult heavy drinking.
× Alcohol related motor vehicle fatalities per 100,000.
× Adult cigarette use.
× Youth 30 day tobacco use.
× Adult male current smokeless tobacco use.
× Youth marijuana 30 day use.
× Youth prescription drug 30 day use.
5. What will be used in determining staffing levels? Why do certain counties get more than one program manager?
Factors that were considered in determining the most appropriate base funding model included a review of which geographic areas are the most populous and which areas have the highest incidences or rates of substance misuse, as well as considerations of how to best serve the needs of areas that may have lower problem rates and lower harmful consequences but may need assistance from time to time.
6. What will be the role of Community Coalitions?
Community coalition partners will continue to serve a central role in helping to determine the scope of local substance abuse problems in communities and to assist in the selection and implementation of evidence-based prevention strategies and environmental policy changes for the betterment of their communities and counties. Input and feedback from coalition members on all aspects of prevention is both desirable and necessary, and should be ongoing.
7. What about office supplies, resources, computers, office space, etc?
In many cases, the current fiscal agents have committed to keep the records needed to meet their contractual obligations and then to pass along equipment and materials and files that have been a part of ongoing prevention operations. Other fiscal agents have obligations due to their by-laws or governing body policies, to retain this equipment and materials for other program purposes. These issues may need to be discussed as the transition moves forward on a case by case basis. Likewise, there will be opportunities for savings in establishing workspaces in some cases and not in others and should be discussed as the implementation moves forward.
8. Will Program Managers remain as independent contractors or will they be employees of CRC of Johnson County?
As discsused above, as part of the Prevention Management Organization that will become operational on July 1, 2012, community prevention program managers will be employees of CRC.
9. What are the details for the Program Manager positions (i.e. salary, benefits, duties, hours, etc.)?
Minimum starting salary: $40,000 + benefits (Support Staff)
$50,000+ benefits (Community Prevention Professional)
$55,000+benefits (Community Prevention Professional in
large county)
Benefits are defined as vacation, sick leave, holiday pay and health insurance*.
CRC employees are eligible for health insurance and holiday pay immediately upon hire. Vacation may be taken after six (6) months of employment and sick leave is accrued on an eight-hour per month of employment basis.
Healthcare Insurance Package
Assurant Health
CRC pays full premium amount for employee.
(Employee may pay full premium (pre-tax) for spouse and/or family.)
Healthcare Benefit
$1000.00 deductible per calendar year
$ 3500.00 maximum out-of-pocket per year
Thereafter - 80% paid by Assurant - 20% by employee thereafter
Wellness Benefit: $800.00 benefit (not subject to deductible) for wellness checks and the like
Prescription Benefit
Generic Medication - $15.00 copay
Preferred Medication Co-Pay - $45.00 copay
Non-Preferred Medication Co-Pay- $60.00 copay
Deductible - None
Life & AD&D: $20,000.00 Life insurance policy
Paid holidays: January 1st; Martin Luther King, Jr. Day; Memorial Day; July 4th; Labor Day; Columbus Day; Veteran’s Day; Thanksgiving Day and the day after Thanksgiving; Christmas Day
Vacation for Regular, Full-time Employees Vacation leave accrual base rates shall be determined by the amount of completed continuous service as follows:
0 through 48 months - 8 hours per month
49 through 108 months - 10 hours per month
109 through 168 months - 12 hours per month
169 through 228 months - 14 hours per month
229 or more months - 16 hours per month
*The health insurance package above is presently being offered to CRC employees.
We hope to be able to offer a better package when all new employees are on board.
Community Prevention Professional Job Description:
The community prevention professional will mobilize his/her community to build and sustain vital wellness and prevention initiatives utilizing a vibrant coalition. The prevention professional will be responsible for the implementation of evidence-based strategies. The local coalition will identify these strategies in order to achieve the goals provided by the statewide Wyoming Prevention Consortium as they pertain to tobacco, alcohol, other drugs and suicide prevention.
The prevention professional must be able to successfully educate key local stakeholders about prevention and recruit them to be a part of a community coalition. The job requires that the prevention professional be able to facilitate and assist in leading a coalition to identify and achieve prevention goals. The prevention professional will assist the coalition in developing and implementing a data-driven strategic plan. These duties will be completed under the guidance of the Community Resource Center of Johnson County (CRC).
This position is an exempt, salaried position. It meets the tests for exemption in the following ways: 1. The employee must be paid at least $455 weekly; 2. The employee is paid a predetermined amount of compensation (not hourly); 3. The employee is performing specialized work; 4. The employee executes special assignments and his/her primary duties consist of office or non-manual work; 5. The employee’s primary duty includes the exercise of discretion and independent judgment with respect to matters of significance. (Employment Law, Your A to Z guide to HR Compliance. J.J. Keller & Associates, Inc., Neenah, WI., 2011)
The Community Prevention Professional, as an exempt employee, is not subject to a 40-hour work week, but to a work ethic that prescribes to getting the job done. Therefore, he/she is not eligible for overtime pay.
10. How will the hiring of Program Managers be handled?
Ads have been placed in newspapers throughout the state for the position of Community Prevention Professional. The closing date for applications was posted as 5/18/12. On 5/22/12, all applications will be gathered and put through a resume rubric to weigh each application and decide upon whom to invite for interviews. The first round of interviews is set for 5/31 & 6/1 in Cheyenne, the second on 6/5 & 6/6 in Lander, the third in Rock Springs on 6/7 and the last in Buffalo on 6/11 & 6/12. It is our hope that all Community Prevention Professionals will be hired by 6/30/12.
11. Application deadline is 5/18/12.
CRC intends to begin the interview process on 5/31/12 in Cheyenne and will move to other locations around the state. CRC intends to fill positions by 6/30/12.
12. How do I apply?
To apply go to www.johnsoncountycrc.org . Click on “Click here for employment opportunities.” You can fill out the application online and e-mail it to haley@johnsoncountycrc.org; OR you can print the application and send it by mail.
13. Will the role of the Program Manager change within the coalition/community?
To some degree, the answer to this question will vary among funded communities. Our expectation for at least the last three years has been that the most important function of the local program manager is to serve as a community prevention leader, and as such to be a change agent to facilitate community-level systems change. In some communities, program managers accomplish this goal exceedingly well; in other communities, there is room for growth and learning. CRC will work with individual staff to ensure that there is continuous forward progress in helping the program managers meet the professional expectations and requirements established for their position.