Meet Our Team

CRITICAL INSTRUCTIONS: TO APPLY FOR A JOB AT SHOREHAVEN

Note: We are almost always looking for clinicians and interns!

However, our need to fill support positions (Billing Specialist, Clinic Support Specialist, Referral Coordinator) varies. Openings for those jobs are less frequent. We may not have openings at any one particular time. Nonetheless, we keep resumes on file for several months and your application will be examined.

SUBMITING APPLICATION

We prefer email applications.  The email instructions are below.  If you prefer to mail your cover letter and resume, send it to Lynn Godec, Executive Director, Shorehaven Behavioral Health, 3900 W Brown Deer, Suite 200, Brown Deer, WI 53209.

COVER LETTER

All applicants must include a cover letter. Let us know key details about yourself, experiences which make you eligible for the position, your goals, important training you have received, any certifications you attained, software you know how to use proficiently, connections you may have to Shorehaven, connections you may have to referral sources in the community or other mental health facilities, and any other information which helps you to stand out from amongst the many applications we receive.

IMPORTANT: 

• Attach a cover letter and resume to your email.
• If you have a professional license(s), please tell us the name and number of your license.
• If you have an In-training license pending a supervisor's affida please include the name and application number.
• If you are an inquiring intern or practicum student, please include cover letter and resume.
• If you do not have a Wisconsin license to practice therapy, please explain your Wisconsin licensure plans or status.
• If you do not live in the geographic area in which we have clientele (eastern Wisconsin), please explain your relocations plans, such as the specific area you plan to which you plan to move, and when.

SUBJECT LINE

We get so many emails every day and we don't want to miss your application. Therefore, the subject line should include the name of the job and your name. For example: "Billing Specialist - Jane Roe" or "In Home Lead - Bill Doe" or “Outpatient Therapist – Sally Jones.”

FILE NAMES

Remember that we receive several resumes every day. In order to process your application, we ask you to take a moment to title your resume properly. We get so many that are just titled "resume.doc" and so you can see why your resume will not stand out unless you follow the following requirements.

• Your resume and cover letter file names should include your name and the month and year and job.
• For example: Jane Doe Resume – Outpatient Psychotherapist November 2017""Jane Doe Cover Letter – November 2017"

So, remember, "First Name, Last Name, Document Title, Job Title, Month, Year"

WHERE TO EMAIL YOUR APPLICATION:

• Outpatient Psychotherapist, Intern, or Dual Disorders Therapist: drosenberg@shorehavenbhi.com
• Customer Support Specialist: kcathey@shorehavenbhi.com
• In-Home Case Manager or Second Therapist, In-Home Lead Therapist: ctrout@shorehavenbhi.com
• Executive Director & Clinic Administrator: lgodec@shorehavenbhi.com

Company Description

Shorehaven Behavioral Health, Inc., an innovative, rapidly growing company, has served the southeastern area of Wisconsin — the north shore and south side of metropolitan Milwaukee, and Racine — since the 1980s. Shorehaven is organized as a DHS35- licensed, private mental health clinic. In addition to our Outpatient offices around metro Milwaukee and Racine, our In-Home program serves communities throughout the southeastern part of the state.

Vision

We serve a larger purpose, to impact lives and improve community well-being through ethical, effective, mental health and substance use disorders treatment and a culture of lifelong staff learning. All persons deserve the same high level of care.

We ask our staff if this is a vision which resonates with each member, if each is prepared to serve this vision and be part of this unique organization.

Mission

1. Be accessible. Our philosophy is to make treatment highly accessible and offered by highly trained professionals, who have access to top quality consultation and supervision. To that end, we have a Clinical Supervisory Team whose members have decades of experience and training in supervision.  In order to continuously improve the quality of supervision, the team meets regularly.
2. Innovate and serve. We provide services to hundreds of clients and families who might not otherwise have access to the intensive, professional, evidence-informed, supervised care provided by Shorehaven.
3. Celebrate and respect diversity. We serve a culturally and economically diverse population. Every person deserves the same high quality of care.  We do not discriminate based upon the status of the client.
4. Train and maintain high standards. In order to maintain long-term career relationships with our staff members, we support the independence, flexibility, productivity, autonomy, and success of our professional staff of counselors, social workers, marriage and family therapists, substance abuse counselors, and psychologists. We provide training and supervision far in excess of general state requirements. We also provide licensure training to new professionals.
5. Offer complete benefits. We pay on production. We pay above-market rates of 53% to 57%, in a market where 45% commissions are increasingly common. We are one of the few private clinics offering health and dental insurance, profit-sharing, flexible-spending accounts, group life insurance, short-term and long-term disability, and 401K plans. We have a uniquely valuable benefit providing free online learning for your biennial CEU requirement and in-house seminars. New clinicians may choose an hourly Training Wage during the first 90 days of service.  These benefits raise the compensation to 72% to 74%
6. Be ethical and informed. Another hallmark of our approach is to provide services which are guided by the highest ethical and legal standards and informed by evidence-based clinical wisdom.
7. Provide equal opportunity. Shorehaven is an equal opportunity employer functioning under an affirmative action plan.

Programs

We have one of the largest child and adolescent treatment services in the region, and a robust in-home psychotherapy service. New clinicians will join a treatment staff of over fifty professionals. We have two clinical departments:

Outpatient in Brown Deer, Greenfield, and Racine, and In-Home Treatment throughout southeastern Wisconsin.

Management

Stable management is the hallmark of a well-functioning, effective organization. We are fortunate to have a long-serving team dedicated to our principles.

Lynn Godec, MSW, the Clinic Administrator and Executive Director, has been managing the practice since 1998, during which we have grown by 600%.
Don Rosenberg, MS, Licensed Psychologist, LMFT, LCSW, CSAC, CICS, CEAP, has been in practice since 1973 and has been President and CEO of Shorehaven since 1996.
Carol Trout, MSW, LCSW, has been the Director of In-Home Services since 2006.
Kathy Schwengel, BA has been the Billing Manager since 2015
Kelly Cathy, MBA, has been the Clinic Support Manager since 2010

Our main office is located in an attractive 15,000 square foot office suite on Brown Deer Road.
May we count you in our team of hard-working, ethical, skilled professionals?

Benefits

We are one of the only private clinics offering benefits and we offer full, competitive benefits. On average, benefits equal about 1/3 more on top of wages. In other words. a clinician receiving 55% for production, is also receiving about 18% in benefits, for a total compenstion of 70-74%.

Do you understand the advantages of employee status compared with independent contractor status? If you are considering Independent Contractor [IC] status at another clinic, please read the panel comparing IC status to Shorehaven employment.

• W-2 EMPLOYEE Status — so we pay 1/2 of the Social Security and Medicare taxes. At other clinics, Independent Contactors pay 15.3% self-employment tax and quarterly withholding tax, but at Shorehaven you only pay the normal FICA and Medicare taxes (roughly 7% total).
• Unemployment Compensation taxes of about 1% of wages are paid so, if something unexpected happens to the company, you have financial support while looking for employment. Independent Contractors to not have this safety net.
• Workers Compensation Insurance of about 2.5% of wages is paid so, if you are injured in the course of the job, you may be entitled to have your medical expenses and some wages paid.
• Malpractice Liability Insurance of about 1% is paid by the company so, rather than pay this amount yourself in post-tax dollars ($230-1000 depending upon your license), we pay for it.
• Medical Insurance, partly company paid. We pay 1/2 of the premium for the employee.
• Dental Insurance at group rates, paid by the employee.
• Vision Insurance at group rates, paid by the employee.
• Life Insurance of $50,000 paid by the company. The policy includes an extra purchase option of additional life insurance.
• Short-Term Disability Insurance is paid by the company.
• Long Term Disability Insurance is paid by the company.
• In House CEUs, a program of company-paid post-graduate clinical seminars which qualify for CEU requirements for LCSW, LMFT, LPC, and SAC/CSAC.
• Relias Learning Online CEUs, company paid access to hundreds of courses in the Relias catalogue which qualify for the CEU requirements for LCSW, LMFT, LPC, and SAC/CSAC.
• Flexible Spending Account which allows employees to use pre-tax dollars for medical and/or child care expenses, saving up to $1700 per year in taxes.
• 401K Retirement Account, with a panel of mutual fund choices, chosen for relatively low expenses, into which employees can put a significant percentage of earnings into a tax deferred account and can receive investment advice from our 401K manager.
• 1.5% 401K Match is paid by the company on the first 6% put into the account by the employee.
• Roth 401K Option in the retirement account, so some retirement funds can come out at retirement tax free.
• Profit Sharing Account in which Shorehaven contributes when we have profits into a tax deferred account for employees, with a 5-yeaer vesting schedule.
• National Health Service Corp, at our Brown Deer office, a mental health shortage area, so that clinicians who meet NHSC requirements can potentially earn $50,000- $75,000 in student loan debt forgiveness. The NHSC determines eligibility for any given staff member.
• Supervision for licensure is paid by the company. Licensed staff have access to on-going supervision as well. All staff have a team of Directors and Clinical Supervisors with which to consult on any challenges, difficulties, or ethical/legal matters in practice.
• Initial Training Wage is a set amount a clinician can choose to receive during the first 90 days while building a clinical practice.

Look at our 2023-2024 Benefits Guide for more detailed information on curent benifits provided. 

Independent Contractors Status in a Clinical Practice vs. Employee Status at Shorehaven

The Wisconsin Department of Workforce Development and the Internal Revenue Service have strict guidelines for when a person can be an Independent Contractor. Workforce Development enforces the proper classification of workers. If a person cannot meet the 20-question test for an Independent Contractor, he or she is considered misclassified. Workforce Development can then assess the employer for penalties and interest.

At Shorehaven, all of our clinicians are employees. An employee receives a W-2 form at the end of the year. An Independent Contractor (IC) receives a 1099 form.  An employer deducts withholding taxes, ½ of Social Security, and ½ Medicare taxes from wages. The employer pays ½ of Social Security and ½ of Medicare taxes.  An Independent Contractor must send in withholding and 100% of Social Security and 100% of Medicare taxes paid in four quarterly installments.

The IC must face other tax requirements.

The IC pays 15.3% Self-Employment Tax. This covers the Social Security and Medicare payments, half of which are normally covered by the employer. The IC can deduct half of that amount as an expense, dropping the tax to about 13.5%.

The IC has to cover his or her own benefits - health insurance, disability insurance, malpractice insurance, life insurance.

The IC has to pay for all continuing education personally.

The IC has some advantages. One is the IC can have a SEP-IRA plan which is like a personal 401K, except there is no one to contribute a matching amount. The match guarantees a generous rate of return right from the start. The IC can deduct expenses on taxes to a greater extent than can an employee.

We compared a 55% rate at Shorehaven, with all the benefits, to IC rates. We excluded health insurance from this comparison as the rate varies considerably based upon circumstances. But we included 401K, 401K match,  malpractice, disability, CEUs, and FSA savings. On the IC side, we factored in Self-Employment Tax.

The IC must earn a rate of about 72% to equal a 55% rate as an employee with benefits.

IRS 20-point checklist for independent contractors

Mis- classifying an employee as an independent contractor can result in fines and penalties. The IRS uses 20 factors - as a guide -- to determine whether a company has enough control over a worker to be an employer.

If you answer “Yes” to all of the first four questions, the person is probably an independent contractor. “Yes” to any of questions 5 through 20 means the worker is probably an employee and should be so classified.

1. Profit or loss. Can the worker make a profit or suffer a loss as a result of the work, aside from the money earned from the project? (This should involve real economic risk - not just the risk of not getting paid.) If the company loses money, and the clinician is not at risk to cover the loss, as one might in a co-op or group practice in which each clinician has ownership, or if the company makes a profit, and the clinician does not benefit, this test may not be met.
2. Investment. Does the worker have an investment in the equipment and facilities used to do the work? (The greater the investment, the more likely this is independent contractor status.) If the employer supplies the furniture and computer and software without assessing rent, the clinician appears not to have an investment in the equipment.
3. Works for more than one firm. Does the person work for more than one company at a time? (This tends to indicate independent contractor status, but isn't conclusive since employees can also work for more than one employer.)
4. Services offered to the general public. Does the worker offer services to the general public?
5. Instructions. Does the employer have the right to give the worker instructions about when, where, and how to work? (This shows control over the worker.)
6. Training. Does the employer train the worker to do the job in a particular way? (Independent contractors are already trained.)
7. Integration. Are the worker's services so important to the business that they have become a necessary part of the business? (This may show that the worker is subject to employer control.)
8. Services rendered personally. Must the worker provide the services personally, as opposed to delegating tasks to someone else? (This indicates that the employer is interested in the methods employed by that one hire, and not just the results.)
9. Hiring assistants. Does the employer hire, supervise, and pay the worker's assistants or support personnel? (Independent contractors hire and pay their own staff.)
10. Continuing relationship. Is there an ongoing relationship between the worker and the employer? (An independent contractor more likely completes tasks or assignments or projects and is not in an ongoing continuous relationship.)
11. Work hours. Does the employer set the worker's hours? (Independent contractors are masters of their own time.)
12. Full-time work. Must the worker spend all of his or her time on the job? (Independent contractors choose when and where they will work.)
13. Work done on premises. Must the individual work on the employer's premises, or, alternatively, does the employer control the route or location where the work must be performed? (Answering no doesn't by itself mean independent contractor status.)
14. Sequence. Does the employer have the right to determine the order in which services are performed? (This shows control over the worker)
15. Reports. Must the worker give reports accounting for his or her actions? (This may show lack of independence)
16. Pay Schedules. Does the employer pay the worker by hour, week, or month? (Independent contractors are generally paid by the job or commission, although by industry practice, some are paid by the hour.)
17. Expenses. Does the employer pay the worker's business or travel costs? (This tends to show control.)
18. Tools and materials. Does the employer provide the worker with equipment, tools, or materials? (Independent contractors generally supply the materials for the job and use their own tools and equipment.)
19. Right to fire. Can the employer fire the worker? (An independent contractor can't be fired without subjecting one to the risk of breach of contract lawsuit.)
20. Worker's right to quit. Can the worker quit at any time, without incurring liability? (An independent contractor has a legal obligation to complete the contract.)

Employment Position FAQs

Other than the jobs on our Leadership Team, Shorehaven has four major job categories.

• Outpatient Psychotherapist or Dual Disorders Therapist
• In-Home [Lead or Second] Therapist
• Clinic Support Specialist, which includes our Receptionists, Credentialing Specialist, and other office positions
• Mental Health Billing Specialist
   

Internships:
We also have Practicums and Internships for those clinicians who are working on their degrees.  See our link for Pre-Masters Internships. 

In-Home Leads are fully licensed (LCSW, LMFT, LPC] while In-Home Second Therapists have a training license [APSW, LMFT-IT, LPC-IT].

Therapist positions are open to recent graduates working under a training license or who have applied for the training license.

For more information, please read the Job Descriptions on our Job Opportunities page.

We have a full list of benefits.  To learn more, click the Benefits link above.

For clinicians, all of our therapists are W-2 employees.  For a private mental health practice such as ours, this has major advantages over 1099 Independent Contractor status.  To learn more about, click the link above “Independent Contractors vs. Employee.

JOBS:
Shorehaven is a Wisconsin licensed mental health clinic. Most of our employees are Licensed Mental Health Professionals (Licensed Psychologists, Psychiatrists, LCSW, LMFT, LPC)  or Qualified Treatment Trainees (APSW, LMFT-IT, LPC-IT). We have a limited number of Management positions as well as a number of employees in roles which support the work of the clinic, namely, Clinic Support Specialists, Billing Specialists, and Referral Specialists.

Even though we may not have an opening posted at a given time, you may apply for a job at Shorehaven. We are always looking to add clinicians! 

Send your resume as an email attachment to the President of the company, drosenberg@shorehavenbhi.com. Your resume will be forwarded to the appropriate department for consideration

Practicum or Pre-Masters Internship in Counseling, Social Work, or MFT

Since 1998, Shorehaven has provided selected graduate students from over 15 universities an experience of about 700–900 hours of training over 9–16 months.  This program is for students in Marriage & Family Therapy, Professional Counseling, and Social Work.

Most of our students have reported having an excellent internship year that offered more clinical knowledge and experience than many of the fellow students received and very meaningful skill development.  Our environment is always described as A-1 for student support and a welcoming atmosphere.

Schools may call this field work, practicum, or internship.  We use the term internship.  Most of the schools expect the first semester to be a practicum, that is, a less intensive period to prepare for the more demanding internship semesters.

We include access to about 18-30 hours of didactic seminars, 30–60 hours of individual supervision, and 50–100 hours of group supervision.

We also have a Mentor for interns and consultation teams for Child & Adolescent Therapy, Marriage & Family Therapy, and Substance Abuse.

The student will have an experience that prepares one for employment in an outpatient setting.  Students do diagnostic assessments, determine DSM-5 diagnoses, write treatment goals and plans, and provide psychotherapy and family therapy.  Students work with diverse clients with a range of problems.  
  
We do not offer one semester internships. The shortest experience we accept is 9 months.  There is so much to accomplish during an internship that we want to have sufficient time to help you learn clinical skills.

Historically, we hire about half of our interns to be trainees after graduation.

For students interested in substance abuse care, we can provide that training.

We accept students from many graduate programs, and we meet the standards of the most rigorous programs. Please read the brochure: Brochure for Practicum
Read an article about How to Flourish in Your Internship
Address your questions to Don Rosenberg

Post Degree Training for Masters and PhD/PsyD Trainees

We hope you will join us!

Since 1998, Shorehaven has offered selected post-graduates a long-term job which begins with the training needed to attain licensing as an LCSW, MFT, or LPC.

Trainees in Wisconsin are called Qualified Treatment Trainees.  They have an APSW, LPC-IT (in training), or MFT-IT (in training).

We encourage new graduates to apply two to four months before graduation.  

We accept trainees from many programs and a variety of backgrounds.

Most of our trainees tell us their 3000 hours experience is excellent preparation for their long-term outpatient career at Shorehaven. We help develop the ‘therapeutic instrument’ of the clinician with broad and deep clinical knowledge and experience and very meaningful skill development. Our environment is always described as A-1 for clinician support and a welcoming atmosphere.

Trainees will have a rich experience. Trainees do diagnostic assessments, determine DSM-5 diagnoses, write treatment goals and plans, and provide psychotherapy and family therapy. Trainees work with diverse clients with a range of problems.  

Wages are on a production basis with benefits.

Please read the brochure thoroughly: Post Degree Training Brochure
Address your questions to Don Rosenberg