What are the responsibilities and job description for the Program Supervisor position at Center for Human Development, Inc.?
The Program Supervisor assists the Program Manager with the oversight of their assigned group home. In this case, the position is at the latency age Intensive Treatment Residence service youth 5-13 years old. The youths we service are referred by the Department of Children and Families (DCF). The youth referred to the program will have complex mental health, medical, cognitive and behavioral challenges.
RESPONSIBILITIES:
- Supervises all full or part-time staff to ensure appropriate service delivery.
- Assists in the completion of accurate assessment that are developed in partnership with the youth, his/her family, DCF, and any other service providers and/or supports involved with the youth.
- Advocating for individuals within various community settings.
- Develop professional and supportive relationships with clients and provide informal counseling and guidance with a person-centered focus.
- Provides thorough orientation of all new staff.
- He/She is accountable to the Program Manager and receives supervision from his/her immediate supervisor.
REQUIREMENTS:
Minimum two years’ experience with the population as well supervisory experience. Must have current MAP certification, CPR and First Aid. Must have excellent oral and written communication and must be proficient in use of computers. Bachelor’s Degree in related field preferred. Reliable automobile and valid driver’s license required.
Behaviors
Preferred- Team Player: Works well as a member of a group
- Dedicated: Devoted to a task or purpose with loyalty or integrity
Motivations
Preferred- Growth Opportunities: Inspired to perform well by the chance to take on more responsibility
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)