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Shelter Programs Manager

2 months ago

Marysville, United States The Salvation Army USA Western Territory Full time

Description

BASIC PURPOSE

The Shelter Program Manager is responsible for the management and oversight all programs and personnel at the Depot Family Crisis Center, Hope Vista and 14 Forward.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Provide direct supervision of shelter program staff including by not limited to recruiting, interviewing, hiring scheduling, evaluating employees

Manage internship recruitment, registration, onboarding, placement and supervision

Manage employee and internship program trainings and maintain records

Manage the weekly staffing and internship schedules

Monitor and ensure programs fully comply internal policies and contractual terms

Ensure program utilizes harm reduction and housing first principles

Coordinate with other departments to ensure best case plans for shelter participants

Plan and facilitate weekly Program Participant meetings

Plan and facilitate weekly Case Conference meetings

Maintain accurate participant records in various information management systems; and generate reports as requested

Manage all program reports and statistics; and submit to appropriate internal department and/or external organizations

Assist in the development of the annual operating budget for the shelters

Assist in identifying and researching funding opportunities for program needs

Submit accounts payable and account receivable Finance & Contracts Manager

Conduct routine facility inspections for cleanliness, safety and security

Participate in program and agency trainings as assigned

Schedule and coordinate routine maintenance and repairs

Monitor and observe participants for safety, housing and program policy compliance

Manage program logs (shift logs, write-ups, overnights, etc.)

Transport shelter participants, if needed

Maintain and execute confidential information according to HIPPA standards

Coordinate on-site recreational activities and maintain good relationships with participants

Establish and maintain collaborative relationships with community agencies, government agencies and professionals

Check and respond to emails and voicemails on a regular basis

Adhere to confidentiality standards

Other duties as assigned

KNOWLEDGE, SKILLS, ABILITIES AND OTHER QUALIFICATIONS REQUIREMENTS

Ability to speak and write the English language at a high and professional level

High degree of confidentiality

Computer literate in Microsoft Office applications Word, Excel and Outlook preferred

Excellent communication skills, both written and verbal.

Excellent and professional telephone etiquette and presence

High degree of organizational skills

Approach problem solving creatively

Strong ability to utilize a high level of time management and handling multiple tasks

CERTIFICATES, LICENSES, REGISTRATIONS

Bachelor's degree in Social Work, Business Administration, Human Services, Management

or

minimum of 4 year's experience in social work, homeless service management, human resource management, healthcare management/administration or related field

Must possess a valid California Class C Driver License, and ability to drive a Salvation Army vehicle

Must be 21 years or older

Complete The Salvation Army vehicle course training

PHYSICAL REQUIREMENTS:

Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or sometimes continuous basis

Ability to grasp, push, and/or pull objects

Ability to reach overhead

Ability to operate telephone

Ability to lift up to 25-40 lbs.

Ability to operate a computer

Ability to process written, visual, and/or verbal information

Ability to operate basic office equipment and tools PC, Fax Machine, Telephone, Calculator, Copier, Printer.

Qualifications Education

Bachelors of Human Services (preferred) Licenses & Certifications

Driver's License (required)

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