Coach - Inclusion - AZ STEPS

2 weeks ago

Phoenix, United States Southwest Human Development Full time
A positive future for every child

Southwest Human Development is Arizona's largest nonprofit dedicated to early childhood development. The first five years of life are the most critical in a child's development. At Southwest Human Development, our services improve lives and help families by supporting young children and their caregivers during this important time. We offer over 40 programs and services to more than 140,000 children.

Your skills, experience, and passion are needed at one of the nation's largest nonprofits dedicated to early childhood development. Join our team and experience a long-term career that brings joy and satisfaction in knowing you make a difference.

Why choose us?

  • You will be rewarded with benefits, including day one zero contribution health plan options, wellness programming, and generous paid time off.
  • You will benefit from high-quality paid training to promote professional growth and development.
  • You will enjoy a supportive and collaborative work environment.
Job Title: Inclusion Coach - AZ STEPS

The Inclusion Coach provides direct services to the DES-contracted childcare providers. The primary goal of these services is to support providers in building strong early childhood educational practices that promote an inclusive classroom environment and prevent suspensions and expulsions. They provide onsite and virtual consultation to programs serving children 0 - 12 years within Maricopa County. Coaches partner with childcare center administrators and teachers to develop quality improvement goals and support best practices in early childhood education inclusion and suspension and expulsion prevention.

Duties Include:
  • Build relationships with early childcare programs within assigned caseload.
  • Provide coaching at least 2 times per month to programs within the assigned caseload.
  • Coaching activities include:
    • Assessing inclusive practices.
    • Developing and helping with the completion of quality improvement plans.
    • Providing inclusive practices training and best practices on implementation.
    • Aid in identifying children in need of further evaluation.
    • Provide best practices to collaborate with IFSP/IEP teams and incorporate their recommended early child educational goals.
Qualifications
  • Bachelor's degree in early childhood education, child development, or a related field is required.
  • A master's degree in early childhood education, child development, or a related field is preferred.
  • At least 2 years experience in early intervention or early childhood special education.
  • Experience in or knowledge of:
    • Children with disabilities or special health care needs.
    • Training, coaching, or mentoring position with individuals or groups in applying knowledge/practice in early care and education settings.
  • Must have reliable transportation
  • A valid driver's license and current car insurance
  • A valid Arizona Fingerprint Clearance Card OR must qualify for a valid Arizona Level One Fingerprint Clearance Card is required.
  • Experience in or knowledge of:
    • Children with disabilities or special health care needs.
    • Training, coaching, or mentoring position with individuals or groups in applying knowledge/practice in early care and education settings
    • Child development and family dynamics
    • Early childhood education
    • Classroom Management in early care and education settings
    • ADHS child care licensure
    • Accreditation standards and systems
    • Quality early care and education indicators
    • Curriculum and assessment in early childhood
    • Early Learning Standards
    • Adult learning principles
    • Community resources
    • Processes of change
    • Trauma Informed Care
  • Bilingual (English/Spanish) preferred.


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)

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