Director of Implementation & Staff Engagement - Children's Hope Alliance
Our Parent Company Mission
Hope, Health, and Healing for Generations.
Summary
The ideal Director of Implementation and Staff Engagement should have managerial and/or leadership experience -or- previous director level experience. This position is responsible for effecting the application of the Teaching Family Model in agency programs and overseeing efforts that ensure staff and volunteers experience a sense of belonging and connectedness to the agency Mission, Vision, and Core Values. The position will ensure continuous monitoring of organizational culture and develop mechanisms to grow internal feedback and enhance organizational culture. The director is accountable for implementing facilitative administration, training, consultation, and evaluation systems in the organization to ensure best practice and continuous quality improvement.
Principal Duties and Responsibilities
Administrative
• Manages implementation of organizational culture education, awareness, and training for employees at all levels within Children’s Hope Alliance.
• Serves as the lead project manager for Teaching Family Model implementation plans.
• Serves as liaison to the Teaching-Family Association for the agency.
• Ensures the development, implementation, and growth of internal feedback and measurement systems to constantly assess organizational culture and growth areas.
• Achieves operational objectives by contributing information and recommendations to strategic plans; preparing and completing action plans; implementing service delivery schedules, quality and customer-service standards; resolving problems; identifying trends; determining system improvements; implementing change.
• Coordinates and manages the evaluation system of practitioners in the Teaching-Family Model.
• Enhances department and organization reputation by accepting ownership for accomplishing key performance indicators and exploring opportunities to add value to job accomplishments.
• Demonstrates the ability to establish rapport, openness, and trust, facilitating effective interactions with staff and clients.
• Exhibits superior coaching skills by consistently reinforcing and motivating staff and the clients they serve.
• Ability to maintain a flexible schedule to respond pleasantly and appropriately to client, staff, and agency needs.
• Exhibits emotional control, patience, and persistence in supporting staff through stressful situations.
• Serves as a role model for adults and children, exhibiting genuine commitment to the agency mission and the population served.
• Assists in monitoring operations to identify, develop, and refine broad-based strategies to improve the overall operational effectiveness and efficiency of implementation plans.
• Ability to manage group dynamics when providing professional consultation to staff.
• Demonstrates cultural and age specific competency.
o At hire supervisor will observe staff interactions and document in the 90-day review compliance with cultural competencies.
o At a minimum annually, the supervisor will attend staff meetings to assess staff skill level in these areas.
Implementation
• Responsible for defining the processes for implementing systems, goals, and elements of the Teaching Family Association.
• Collaborate with program leadership in the development of individual employee staff development plans, ensuring the opportunity for staff to work towards mastery of the Teaching Family Model.
• Participate in staff coaching sessions.
• Evaluates, assesses, and revises agency pre-service, and in-service training curriculum according to the standards of the Teaching Family Model and other best practice principles.
• Assists with training as requested up to and including participation in pre-service/in-service training, present sections of pre-service training and/or in-service training topics.
• Faciliates consultation meetings. Conducts formal meeting observations to ensure agency best practice standards are being executed.
• Provides consultation services to program staff in accordance with agency policies, Teaching Family Association standards, and individual staff supervision plans.
• Develops consultation schedule for programs, to include frequency of written conceptual feedback for practitioners, and consultants. Defines consultation documentation.
• Responsible for debriefing critical incidents and disruptions in programs, as requested.
• Accountable for ensuring agency screening and assessment tools are implemented in the program and incorporated into the application of the Teaching Family Model.
• Consults and assists staff in Behavior Support Planning
• Defines evaluation standards, forms, and processes for programs. Makes recommendations to executive leadership concerning resources necessary to construct a robust implementation system for program utilization of the Teaching Family Model.
• Leads the implementation process for agency programs seeking accreditation with the Teaching Family Association.
Supervision responsibilities:
• Supervises staff in the Implementation and Staff Engagement Department
• The Supervisor will complete 100% of the direct report’s evaluations on time (within 30 days of the effective date of evaluation) and will have no evaluations outstanding. Supervisors that supervise second level reports will also need to have 85% of any indirect reports completed on time to meet expectations.
All employees have the following expectations:
• Mission: Contribute to and enhance company mission
• Organization: Prioritize and plan work responsibilities appropriately
• Professional Development: Attend and/or successfully complete all required trainings and meetings
• Timeliness and Accuracy: Perform quality work within given deadlines and expectations with or without direct supervision
• Professionalism: Comply with all applicable policies, practices, and procedures; report all out-of-compliance and unsafe activities to supervisor; interact professionally with other employees, volunteers, families, children, and the community
• Teamwork: Serve effectively as a team contributor on all assignments
• Communication: Utilize effective communication skills both verbally and in writing; provide effective feedback and is receptive to feedback
• Leadership: Work independently while understanding the necessity for communicating and coordinating work efforts with other appropriate individuals
• Cultural Competence: Is sensitive to the cultural, ethnic, and religious views of the children and families served, and in community and public contact.
Education and Experience Requirements
• 5+ years of Teaching Family Model experience and/or supervisory experience in a human services setting required.
• Qualified Professional (QP) child specific certification is required.
• Experience implementing and developing programs in the Teaching Family Model with a track record of successful accreditation of programs.
• A minimum of 5 years senior and/or significant leadership experience required.
• Masters Degree from accredited college or university in Psychology, social work, or related field is preferred
Physical Requirements
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The salary range is $60,000 to $90,000 based upon experience. It is a statewide position, so there is flexibility in where in NC someone could reside.
Interested Individuals Please reach out to me directly at Tash Vale Hill – tvhill@childrenshopealliance.com
Or visit our career site at: https://www.childrenshopealliance.org/careers/