DescriptionBASIC PURPOSEThe Shelter Program Manager is responsible for the management and oversight all programs and personnel at the Depot Family Crisis Center, Hope Vista and 14 Forward.ESSENTIAL DUTIES AND RESPONSIBILITIES
Provide direct supervision of shelter program staff including by not limited to recruiting, interviewing, hiring scheduling, evaluating employees
Manage internship recruitment, registration, onboarding, placement and supervision
Manage employee and internship program trainings and maintain records
Manage the weekly staffing and internship schedules
Monitor and ensure programs fully comply internal policies and contractual terms
Ensure program utilizes harm reduction and housing first principles
Coordinate with other departments to ensure best case plans for shelter participants
Plan and facilitate weekly Program Participant meetings
Plan and facilitate weekly Case Conference meetings
Maintain accurate participant records in various information management systems; and generate reports as requested
Manage all program reports and statistics; and submit to appropriate internal department and/or external organizations
Assist in the development of the annual operating budget for the shelters
Assist in identifying and researching funding opportunities for program needs
Submit accounts payable and account receivable Finance & Contracts Manager
Conduct routine facility inspections for cleanliness, safety and security
Participate in program and agency trainings as assigned
Schedule and coordinate routine maintenance and repairs
Monitor and observe participants for safety, housing and program policy compliance
Manage program logs (shift logs, write-ups, overnights, etc.)
Transport shelter participants, if needed
Maintain and execute confidential information according to HIPPA standards
Coordinate on-site recreational activities and maintain good relationships with participants
Establish and maintain collaborative relationships with community agencies, government agencies and professionals
Check and respond to emails and voicemails on a regular basis
Adhere to confidentiality standards
Other duties as assigned
KNOWLEDGE, SKILLS, ABILITIES AND OTHER QUALIFICATIONS REQUIREMENTS
Ability to speak and write the English language at a high and professional level
High degree of confidentiality
Computer literate in Microsoft Office applications Word, Excel and Outlook preferred
Excellent communication skills, both written and verbal.
Excellent and professional telephone etiquette and presence
High degree of organizational skills
Approach problem solving creatively
Strong ability to utilize a high level of time management and handling multiple tasks
CERTIFICATES, LICENSES, REGISTRATIONS
Bachelor’s degree in Social Work, Business Administration, Human Services, Management or minimum of 4 year’s experience in social work, homeless service management, human resource management, healthcare management/administration or related field
Must possess a valid California Class C Driver License, and ability to drive a Salvation Army vehicle
Must be 21 years or older
Complete The Salvation Army vehicle course training
PHYSICAL REQUIREMENTS:
Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or sometimes continuous basis
Ability to grasp, push, and/or pull objects
Ability to reach overhead
Ability to operate telephone
Ability to lift up to 25-40 lbs.
Ability to operate a computer
Ability to process written, visual, and/or verbal information
Ability to operate basic office equipment and tools PC, Fax Machine, Telephone, Calculator, Copier, Printer.
QualificationsEducationPreferred
Bachelors or better in Human Services
Licenses & CertificationsRequired
Driver's License
Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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)