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Center Director
2 months ago
Position Title: Center Director Employee Type: Full-Time Regular Supervisor Title: Program Director Division: United States Programs Summary The position is responsible for the general and day-to-day operations of a Head Start/Early Head Start center or cluster of outlying centers. The Center Director is responsible for providing coverage to multiple classrooms, assuring regulatory and legal compliance with federal, state, and local regulations, communicating with parents and the community, supervising and monitoring all staff assigned to the center(s). The Center Director may be reassigned to various centers as deemed necessary for program operations. As a front-line representative of Save the Children, the Center Director is required to ensure the safety and security of children and families that he/she comes in contact with, adhering to the agency’s values of Accountability, Ambition, Collaboration, Creativity, and Integrity. As a Save the Children employee who will come into contact with children on a routine basis, the position is expected to prevent child abuse in every situation by striving, through mental awareness, good practice, and training to minimize risk to children. The position must take positive steps to protect children who may be a subject of concern and report, respond to any instance of child abuse, and promote training and awareness around all child-safeguarding obligations. Essential Duties Program Administration and Coordination Record Keeping and Fiscal Supervision and Training Responsibilities and Impact Supervise and coach staff; facilitate resolution of conflicts; encourage and support professional development opportunities; develop and monitor center and staff schedules. Conduct regular staff meetings, support staff training, and monitor/provide ongoing feedback for performance improvement and appraisals. Work with all center staff to ensure quality teaching and learning environments and work managers/specialists/coordinators to ensure content implementation in all areas. Track and monitor staff attendance, including verification of timesheets as well as employee on-site record keeping. Assist in the identification, purchase, and annual inventory of center supplies and equipment. Arrange for family and staff workdays for center improvement, fairs, and other events. Work with Family Service Coordinators, center staff, and families to plan and implement all center parent meetings. Work with the managers/specialists/coordinators to ensure that all tracking and data entry related to ERSEA (Eligibility, Recruitment, Selection, Enrollment, and Attendance), health, education, mental health, disabilities, and child and family needs is maintained as well as full attendance with a 72-hour turnaround to fill vacancies. Perform systems evaluation and development and ensure adequate systems are in place to maintain the highest quality of service to children and families in compliance with Head Start Performance Standards and state licensing requirements and ensure consistency in service delivery across programs. Work with the Family Support Coordinator to ensure that all family goal setting, services, and supports are developed, supported, and delivered as necessary. Responsible for monthly reports, safety checks, annual safety inspections, and completion of licensing requirements. Ensure the reporting of all child, staff, family, and other center-related incidents. Maintain up-to-date CPR and First Aid certifications. Monitor and support child, family, providers, and vendor interactions on the facility premise. Perform other related duties as assigned. Required Background and Experience, Skills and Behaviors Minimum education must be in accordance with state licensing requirements or an associate degree or higher. Preferred baccalaureate degree in early childhood education, child development, a human service degree or related field, and experience in working with children. Two years of work experience in a position that directly relates to the implementation and monitoring of program operations. Previous Head Start/Early Head Start experience preferred. Knowledge of program planning and practices in infant/toddler and preschool center-based programs through knowledge of Head Start Program Performance Standards and best practices related to early childhood education. Knowledge of general business practices including supervision, inventory control, and risk management. Ability to establish and maintain effective working relationships with agency staff, children, and outside agencies. Ability to oversee and operate the day-to-day program in compliance with all local, state, and federal regulations. Ability to communicate effectively with staff and families. Good time management, organizational, and problem-solving skills. Ability to perform medium to heavy physical work exerting up to 50 pounds of force occasionally, up to 20 pounds frequently, and up to 5-10 pounds constantly, performing such activities as sitting, crawling, stooping, kneeling, crouching, reaching, standing, walking, pushing, pulling, lifting, grasping. This also includes some duties that require repetitive action and motion skills, keyboarding, and computer use. Clear criminal records check (including child abuse registry check if required by state regulations) and pass all state and local health requirements required post job offer and prior to employment. To drive agency vehicles (if applicable), must have a valid driver’s license and be insurable by the Save the Children Head Start insurance carrier and have a Motor Vehicle Record acceptable to Save the Children Head Start. Current and former Head Start/Early Head Start parents will receive preference for employment vacancies for which they are qualified. Save the Children invests in childhood – every day, in times of crisis and for our future. In the United States and around the world, we are dedicated to ensuring every child has the best chance for success. Our pioneering programs give children a healthy start, the opportunity to learn and protection from harm. Our advocacy efforts provide a voice for children who cannot speak for themselves. As the leading expert on children, we inspire and achieve lasting impact for millions of the world's most vulnerable girls and boys. By transforming children's lives now, we change the course of their future and ours. Save the Children is committed to conducting its programs and operations in a manner that is safe for the children it serves and helping protect the children with whom Save the Children is in contact. All Save the Children Representatives are explicitly prohibited from engaging in any activity that may result in any kind of Child Abuse. In addition, it is Save the Children’s policy to create and proactively maintain an environment that aims to prevent and deter any actions and omissions, whether deliberate or inadvertent, that place children at the risk of any kind of Child Abuse. All Save the Children Representatives are expected to conduct themselves in a manner consistent with this commitment and obligation. Any violations of this policy will be treated as a serious issue. Save the Children provides an attractive benefits package including competitive salaries, a matching retirement plan, health and welfare benefits, life insurance, an employee assistance program, generous time off, and much more. We provide equal employment opportunities (EEO) to all employees and qualified applicants for employment without regard to race, color, religion, gender, ancestry, sexual orientation, national origin, age, handicap, disability, marital status, or status as a veteran. Save the Children complies with all applicable laws. 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) #J-18808-Ljbffr
