We’re hiring an Assistant Program Director at PASO Home Study/Post Release Services Program in Phoenix, Arizona, an affiliate of Rite of Passage. Our employees help people seeking safety from persecution in their home countries and reunite families torn apart by conflict. Combined with our residential programs we resettle and protect vulnerable children who arrive unaccompanied in the United States. We advocate for compassion and justice for all migrants. Joining our team is more than just a job, it’s an opportunity to create a meaningful career with a company driven by its powerful mission to make a difference.
Major Responsibilities:
- The HS/PRS Assistant Program Director is responsible for assisting the Program Director in the development, operational implementation, managerial and administrative duties related to the program which includes delivery, and supervision of all aspects of the HS (Home Study) and PRS (Post Release Services) program in a culturally and linguistically appropriate manner in their region(s)
- All aspects of supervising the workforce providing home study (HS) and post release services (PRS), leading, managing, and overseeing the home studies and post-release services for children
- They will work closely with supervisors, HS/PRS caseworkers and case managers, families, and other stakeholders to ensure the successful transition of children into their new homes
- Assists program administration with the planning, implementing, and monitoring of the goals, objectives, and expected outcomes of the program
- Gathers and continuously reports the progress of expected outcomes and implement improvement strategies
- Coordinates both programmatic and financial elements for services provided through the HS/PRS program
- Collects and maintains data, and submits monthly, quarterly, and annual reports to the Program Director and ORR
- Assists in developing and facilitating curriculum and program training guidelines for employee training
- Acts as a point of contact or liaison for supervisors and regional staff, and between ORR and external agencies
- Provides overall supervision and management of program personnel, to include recruitment, hiring and training
- Collaborates with Program Director on financial needs prior to annual budget negotiations
Job Requirements:
- A Master of Social Work (MSW) or an equivalent degree in psychology, sociology, or other behavioral science or social service field and 2 years of progressive experience; or a bachelor’s in one of the aforementioned fields, plus 5 years of progressive employment experience that demonstrates supervisory and case management experience
- Bilingual in English/Spanish (written and verbal)
- Excellent judgment and leadership ability; must be able to make independent decisions which ensure that outstanding services are being provided within required timeframes, and that the team and team members are complying with all required ORR HS and PRS policies and procedures
- Knowledge of family preservation, trauma informed practices, child welfare policies and procedures, and relevant state and federal laws and regulations
- Experience in conducting Home Studies, providing Post Release Services, and working with immigrant populations
- Have a deep understanding of ORR policies and procedures regarding HS/PRS services and of child welfare policies and be able to navigate complex system
- Self-motivated and dedicated person who is excited and passionate about helping infants, toddlers, and families grow in development and in education
Required
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5 year(s): Supervisory and Case Management
- 3 year(s): Child Welfare
Required
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Masters or better in Social Work or related field
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)