PRIMARY JOB FUNCTION(S):

• Manages the implementation of Individual Plans and other needed services.
• Takes necessary action in emergency situations in accordance with established policies.
• In accordance with Agency policy and procedures, participates in the evaluation of staff performance, and compiles and transmits completed evaluations.
• Provides on-going staff development of both individual and group nature.
• Makes final selection of employees for Vocational Services in cooperation with other staff and the Human Resource Department, subject to the review of the Personnel Officer.
• Develops and maintains program, policy and procedure manuals in conjunction with other staff.
• Evaluates staff performance periodically, but at least annually.
• In accordance with Agency policies and procedures, approves expenditures and purchase of program supplies and equipment so as to ensure that supplies are obtained which facilitate the achievement of program objectives.
• Establishes and maintains appropriate observational and evaluative procedures for programs.
• Relates to parents and/or family members, as appropriate, regarding individual programs.
• Arranges for and supervises regular staff meetings.
• Coordinates the assignment and supervision of volunteers.
• Submits periodic reports to the President.
• Provides program input to other staff regarding individuals served information necessary for intra- and inter- facility coordination.
• Responsible for DOL, licensing, and external accreditations.
• Follows instructions.
• Attends and participates in inservice training, staff meetings and other activities to facilitate professional development.
• Attends work regularly according to assigned work schedule and in accordance with Agency policy.
• Uses technology for the completion of specified job duties and assists staff in learning to use the technology.
• Works cooperatively with others including all staff, supervisors, administrators, co-workers, individuals served, community professionals, customers, vendors and the public.
• Is a positive role model for individuals served and Agency staff.
• Contributes to a work atmosphere in a manner which is positive, enthusiastic, respectful, and courteous.
• Assumes other duties, responsibilities and special projects as needed.

SECONDARY FUNCTION(S):

• Ensures that appropriate staff worker ratios are maintained to achieve individual program objectives.
• Assists in obtaining new or additional support services as needed for the development and further growth of program participants.
• Works cooperatively and effectively with Agency volunteers maximizing the volunteers= experience while meeting the needs of individuals served and the programs.

REQUIREMENTS:

EDUCATION/EXPERIENCE: An undergraduate or graduate degree from an accredited college or university with emphasis in the area of vocational rehabilitation, education, psychology, social science or a related field, plus at least two years of experience working directly with individuals who are developmentally disabled in group and individual situations. Three years of increasingly responsible administrative experience in the agency providing supervision and training for adults with development disabilities. Proven ability to work with and motivate staff members. Proven ability to develop and implement policy in the human services. Must have a car and an acceptable driving record as determined by criteria established by the Agency=s insurance carrier and by Agency policy.

NOTE: At the discretion of the Personnel Officer, additional related experience and/or education may be substituted in lieu of the requirements specified above under Education and Experience.

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)