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County contracts for CLTS case management as wait list stays long; state data response due
Summary
Washington County said it contracted for two additional Children’s Long‑Term Support (CLTS) case managers as staff tried to reduce a growing wait list; the county must respond to state data and later submit a corrective action plan.
Washington County staff told the Human Services Committee they are contracting for two additional case managers for the Children’s Long‑Term Support (CLTS) program because hired county staff have not yet closed the program’s growing wait list.
Julie said the county previously added two county case managers and an assistant supervisor but that the wait list has risen roughly in step with the number enrolled: "the wait list grows almost equal to the number of kids that we pull off," she said. To accelerate hiring and deployment, the county contracted with a provider used for the county’s Youth Comprehensive Community Services program to hire two additional case managers; the vendor was already hiring, Julie said.
Funding for the contract comes from CLTS waiver reimbursements — case management productivity is billed to the waiver and staff said they expect the positions to be revenue‑neutral as the county draws down federal/state waiver reimbursement. Julie said the county intends to analyze the number of case managers needed over the next six months and, once the appropriate staffing level is established, to propose county position(s) in the 2026–27 budget cycle.
The county also said it received a notice from the state that it must respond to data within 10 days; after that response the county will submit a corrective action plan. Julie said the forthcoming corrective action plan will largely mirror the data and steps already presented to the committee, and she expressed confidence in the county’s current approach while noting the administrative timelines.
Supervisors asked whether continued contracting makes sense if the program stabilizes. Julie said contracting has advantages — speed of hiring and flexibility to scale down if caseloads fall — but also downsides such as pay/benefit inequities between county and vendor staff; the county will reassess staffing once data over the next year clarify needs.
No formal vote was taken; staff said the program will be monitored and budgeted once the county can project sustainable staffing requirements.
