Refugee Employment Program Manager

Program/Department:  Refugee Employment Services / Workforce Development Department

Reports to:                  Director of Workforce Development

Supervises:                 Program Staff

Status:                         Salary / Exempt

.

The following statements are intended to describe the general nature and level of work being performed by personnel assigned to this position. They are not intended to be an exhaustive list of all responsibilities, duties and skills required of personnel. This document does not constitute an employment contract, implied or otherwise.  The employment relationship remains “at-will.”  The job requirements are subject to change to reasonably accommodate qualified disabled individuals.  Jewish Vocational Service reserves the right to change any or all of the contents of this job description at any time.                                 

Overview and Purpose                                                                

Manage and provide direction to employment services program that serves a wide range of clients. The program manager will oversee a team of employment specialists, contacting and reporting to referral sources, developing employer resources and database for placement, and monitoring compliance issues. Provide monthly dashboard report prior to monthly board meeting, and complete paperwork and documentation necessary for billing. Manager will also engage in direct client services. Develop and maintain relationships with local employers. Provide supervision to program staff. Manage and collect data for reporting purposes. Implement best practices in the field of employment. Provide opportunities for staff and self for training in the field to maintain best practices.

Key Responsibilities/Duties                                                                   

Supervision – Be available for support and advocacy and act as a resource for assigned staff. Fill in for staff in department as needed. Be knowledgeable and compliant of CARF policies, procedures and standards. Be knowledgeable and complaint with MO-ORA standards, regulations, policies, and procedures.  Provide bi-weekly supervision of direct reports. Review caseloads to ensure staff is working at capacity. Develop and maintain relationships with referral sources and community employers. Market the program to the community and referral sources. Data collection required for internal reporting and reporting to funders. Stay up to date on employment models used in Kansas City and throughout the country to incorporate best practices. Perform other duties as assigned. Demonstrate commitment to diversity, equity, and inclusion. Implement culturally responsive techniques to support employment, education, and entrepreneur programming within Refugee Employment Pr4ogram and Workforce Development Department. 

Community Involvement – Build relationships with employers, referral sources and funders, and other community entities to aid in providing employment opportunities for individuals in services. Compile data for reporting, for both internal and external purposes. Maintain communication with other JVS department managers to ensure consistency and quality service provision throughout the organization.

Job Development – Become familiar with job market trends and community employment opportunities, sharing information with persons served and other staff members as needed. Market individual program participants and JVS programs to employers throughout the community using JVS materials and on-site personal interviews with employers. Educate and/or train prospective employers about the various populations served by JVS, including job accommodations and JVS services. Provide on-site job analysis, consultation and recommendations for work site and job modifications when appropriate.  Assist employers to identify, modify and/or eliminate barriers to the employment and advancement of persons served.

Retention Services – Interview program participants with an intake survey to develop an Individual Employment Plan. Provide classroom and/or individual job seeking skills training including teaching of skills and developing strategies for obtaining a job with each program participant. Provide participants with individualized job leads and develop job readiness skills including developing resumes, writing cover letters and establishing e-mail addresses; develop interview skills. Assist participants in filling out necessary paperwork.

Job Development – Determine the appropriate retention services that will be used with participants to obtain a positive employment outcome and retention of employment for a minimum of 90 days. Instruct participant in job duties and expectations, demonstrating how to do the job, retraining and coaching as needed.  Be attentive to the physical and mental welfare of persons served while in agency facility or while meeting with the person in the community.

Communication – Maintain accurate documentation by using the electronic case management system on a regular basis to ensure accurate and timely data entry and program outcome reports. Communicate with referral sources regularly regarding the program of each participant. Refer participants to other community agencies or services when deemed necessary. Represent the agency and its consumers to the community, to the public and to private agencies by serving on committees, attending community events, advising agencies on how they can interrelate with JVS. Maintain professional rapport with a broad range of persons served, guests, co-workers, other agencies and organizations. Mediate and resolve cultural, religious, and disability issues affecting employment. Compile data to ensure accurate completion of monthly dashboard reports and billing. Prepare billing reports in a timely manner, ensuring accuracy of information.

Accountability – Monitor and implement program compliance with CARF standards and other governing/funding sources. Participate in program reviews to meet CARF regulations. Follow agency health and safety procedures. Participate in agency-wide projects or as a team member on various teams/task forces as needed. Increase professional growth through educational and training endeavors in related areas. Uphold confidentiality standards as outlined in JVS’s personnel policies manual. Perform additional duties as assigned by supervisor.

Minimum Qualifications

BA required in relevant field. (Experience in the field may be substituted for degree.)

Experience in providing employment services, job development, and vocational planning or experience in related field.

Experience working with people with barriers to employment; i.e. those with disabilities, lack of employment history, those changing career fields, and refugees with language barriers and inability to verify previous work history and/or credentials.

Excellent written and verbal communication skills.

Excellent grammar, spelling, punctuation and proofreading skills and sufficient computer skills for data entry and word processing.

Strong organizational skills and time management skills.

Supervisory experience preferred.

Knowledge of occupations, job skills and labor trends.

Able to operate a motor vehicle. Must possess a valid driver’s license and have valid and acceptable auto insurance. Willing to transport persons served when necessary.

Working Conditions                                                                     

Much of the work is typically performed in an interior temperature controlled office work environment. Some work may be performed at community sites such as other agency offices, schools, libraries and other public meeting places. Time will be spent at community employers; locations, which could include warehouse, housekeeping, food service, or any variety of work environments. May experience exposure to temperature extremes when in training situations, in car, and while traveling to contacts outside of agency facility.

Work environment is usually busy with occasional periods of moderate stress. Addressing participant’s personal problems may increase stress in confrontational situations.

May require occasional evening or weekend hours to meet needs of the clients and organization activities.

Physical Effort – Light, exerting of up to 30 pounds of force occasionally / frequent exerting of up to 10 pounds of force.  May require carrying up to 30 pounds (laptop computer, printer, case files) while working in the community.  Requires standing and walking to a considerable degree

Performance factors                                                                

Competence – Delivers competent level of services and best practices to clients and team for the desired result of clients securing

employment in a reasonable amount of time.. Able to highly perform administrative duties.

Integrity/Dependability – Communicates intentions, ideas and feelings to the work involved, openly, directly and with tact. 

Welcomes openness and honesty, even in difficult situations.  Admits mistakes and speaks honestly.  Maintains confidentiality

and behaves ethically in all situations.  Meets commitments, works independently, accepts accountability, stays focused and

productive under pressure, and meets attendance requirements.

Decision-Making & Problem Solving – Analyzes situations to get to the root causes of problems.  Develops and

implements step-by-step solutions to problems, understands the business context in which problem solving occurs, and develops

pragmatic solutions.  Is open to and develops new and creative solutions to solve problems quickly and effectively.  Is receptive

to new ideas from co-workers and supervisors.

Flexibility – Adapts and works effectively within a variety of situations, and with various individuals or groups.  Understands

and appreciates different and opposing perspectives on an issue without defensiveness, adapts one’s approach as the requirements

of a situation change, and easily accepts changes in one’s own organization or job requirements.  Copes well with the unexpected,

tolerates risk, and accepts and accommodates shifting priorities.

g or talking about what should be done.  Recognizes and acts upon

present opportunities, acts quickly and decisively.  Pursues improvement opportunities without prompting. Sets and demonstrates

high work standards, takes on additional responsibilities as either requested or as personally identified as needed.

Cooperation – Works cooperatively with others, desires to be part of a work group rather than working separately or

competitively.  Actively contributes to program/agency goals by sharing information, ideas and suggestions.  Collaborates ideas

and opinions in meetings and with others.  Helps prevent and resolve conflicts. Works effectively with other programs/

departments as appropriate.  Develops positive working relationships and supports decisions made by the work group/program

and/or leader/supervisor.  Keeps others appropriately informed and acts respectfully of others and their duties to contribute to

program/department/agency success and cohesiveness.

*Consumer Satisfaction – Demonstrates an awareness of and sensitivity to client needs.  Takes personal

responsibility for following through on inquiries and requests.  Anticipates client needs, maintains clear communications with

clients, and monitors client satisfaction.  Corrects problems promptly and un-defensively.  Expresses positive views of

cients and acts consistently to meet clients needs. 

*Consumer refers to program participants, customers, referrals, partners, funders, Board members, guests and volunteers.