What are the responsibilities and job description for the Program Supervisor position at Center for Human Development, Inc.?
The Program Supervisor assists the PM with the oversight of their assigned group home. The youths we service are referred by the Department of Children and Families (DCF). The youth referred to the program will have complex mental health, medical, cognitive and behavioral challenges. Youth referred will receive comprehensive services including assessment, placement planning, and care coordination. Stabilization begins with a through and accurate assessment that is developed in partnership with the youth, his/her family, DCF, and any other service providers and/or supports involved with the youth. The program supervisor assists in the completion of these processes and ensures that the maximum integration of CHD services is being carried out efficiently and effectively. The Program Supervisor works within the Agency's team model, establishing open communication, support and accountability among program staff. They assist in the overall functioning of the program to meet the needs of the youth and their families. They will provide supervision to the staff ensuring that the policies and procedures of the program are being followed and that the staff receive information, training, and guidance that promotes their growth and development. In the absence of the PM, the Program Supervisor will assume the roles and responsibilities of the PM. He/She is accountable to the Program Manager or designee.
Behaviors
Preferred- Team Player: Works well as a member of a group
- Dedicated: Devoted to a task or purpose with loyalty or integrity
Motivations
Preferred- Self-Starter: Inspired to perform without outside help
- Ability to Make an Impact: Inspired to perform well by the ability to contribute to the success of a project or the organization
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)
