Shelter Monitor – Harriet Tubman Women's Shelter, Full Time, On-Site, 3pm-11pm

ORGANIZATION OVERVIEW: At Catholic Charities of the Archdiocese of Washington, your knowledge and service in areas such as immigrants and refugees, mental health, social work, employment and adult education, legal and financial services, health care, food assistance, shelter and housing, developmental disabilities and prison outreach can make a profound difference in the lives of many. Through more than 50 programs across the district and five surrounding counties, Catholic Charities is opening doors to help and hope. At CCADW, we continue to build an inclusive culture that celebrates a diverse workforce. We offer so much more than just a job. We offer careers. We take pride in our “promote from within” culture. We offer professional development, a comprehensive benefits package, a hybrid work model with both remote and in-office work, and a passion for building and motivating world class, high performing teams. Explore your career opportunity with Catholic Charities. Join us in Inspiring Hope and Building Futures.

Compensation Package:

• Medical, prescriptions, dental and vision insurance
• Retirement savings plan with company match
• Company-paid and supplemental life insurance
• Flexible spending accounts
• Paid vacation, sick and personal leave
• 11 paid holidays
• Professional development and training
• Tuition reimbursement
• Employee referral bonus program

JOB SUMMARY: The Shelter Monitor provides primary support of female clients in residential facility in support of program goals and objectives. Female residents have access to the shelter 24 hours a day due to low barrier shelter and day program services being provided at this location. Female residents require access to the bathroom facilities during the same times that shelter staff is maintaining cleanliness and safety of the bathrooms, dormitories and overall facility. Oversees daily shelter activities; enforces program rules and regulations; performs intake process and log entries; Provide a safe and orderly environment; addresses client behavior issues; and assist with maintaining cleanliness of the facility.

ESSENTIAL DUTIES and RESPONSIBILITIES:

• Ability to work collaboratively within a team made up of workers who have a variety of job responsibilities (e.g. administration, case management and security personnel).

• Performs the intake process for all clients and reports client behavior issues to the program manager or case management team.

• Provides direction and crisis intervention to clients at the facility on an as needed basis.
• Assists in maintaining safety of clients and staff (CPI de-escalation, contacting 911, incident reporting, etc.). Responsibilities vary based on availability of security at location.
• Enforces established rules and regulations, and mediate and resolve conflicts among residents.
• Makes log entries for assigned shift.
• Informs Supervisor and all appropriate staff of all potential or existing program concerns relating to client and facility safety / security. Documents information in logbook or other designated record. Provides urgent reports via phone when necessary.

EDUCATION and EXPERIENCE:

• High School diploma or GED required.

• Six months experience in the human service or customer service field, preferably with persons who are homeless.

• Basic computer skills in MS Office Software, web browsing, and navigation of MS Windows platform; or a willingness to be trained on developing computer skills.

SKILLS and COMPETENCIES:

• Knowledge of principles and processes for providing customer service.

• Ability to establish and maintain cooperative working relationships. Ability to motivate and engage clients residing in the facility.

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)