Manager of Training and Implementation

Are you passionate about fostering a supportive and inclusive workplace? We are seeking a dedicated Manager of Training and Implementation to join our growing team! At Children’s Hope Alliance, we believe that our employees are our greatest asset, and we prioritize their well-being. Why Join Us?

• Family-Friendly Perks: We offer generous parental leave to support you during those special family moments.
• Compassionate Support: Our bereavement leave ensures you have the time you need to grieve and heal.
• Military Reserve Pay: We honor those who serve by providing military reserve pay to our employees.
• Work-Life Balance: Enjoy a healthy balance with flexible working arrangements that fit your lifestyle.
• Birthday PTO: Celebrate your special day with an extra day off—on us!

Summary

The Manager of Training and Implementation is responsible for effecting the application of the Teaching Family Model and other critical initiatives as requested in agency programs. The Manager is accountable for implementing integrated systems in programs to ensure best practice and continuous quality improvement. As a key member of the Implementation Team establishing sustainable Professional Development Pathways across the agency including curriculum development, methodology to implement new initiatives across the agency, and working with the Management Team and Executive Leadership Team to support and move the agency strategic vision forward.

Principal Duties and Responsibilities

Administrative

• Responsible for developing and overseeing pre-service and in-service training for identified programs.
• Serve as a project manager for Teaching Family Model implementation plans.
• Under the direction of the Implementation Director, design project plans for critical implementation initiatives.
• Meet Department strategic growth goals and implementation of KPI. Set and achieve measureable objectives. Lead and participate in a data-driven agency culture.
• Achieves operational objectives by contributing information and recommendations to strategic plans; preparing and completing action plans; implementing service delivery schedules, production, productivity, quality, and customer-service standards; resolving problems; identifying trends; determining system improvements; implementing change.
• Serve as a key member of the Evaluation Review Committee.
• Enhances department and organization reputation by accepting ownership for accomplishing key performance indicators and exploring opportunities to add value to job accomplishments.
• Serve as a liaison to the Teaching-Family Association for the agency.
• Demonstrates the ability to establish rapport, openness and trust, facilitating effective interactions with staff and clients.
• Ability to maintain a flexible schedule to respond pleasantly and appropriately to client, staff, and agency needs.
• Assist in monitoring operations to identify, develop, and refine broad-based strategies to improve the overall operational effectiveness and efficiency of implementation plans.
• Other duties as assigned by supervisor.

Implementation

• Conduct and lead program assessments. Develop program assessment criteria. Use program assessment results to shape professional development pathways.
• Responsible for defining the processes for implementing systems, goals, and elements of the TFM.
• Collaborate with program leadership in the development of individual employee staff development plans, ensuring the opportunity for staff to work towards mastery of the Teaching Family Model.
• Participate in requested staff coaching sessions, at all levels of the organization.
• Evaluate, critique, and revise agency pre-service, and in-service training curriculum according to the standards of the Teaching Family Model.
• Serve as primary trainer, participation in pre-service/in-service training, present sections of pre-service training and/or in-service training topics. Develop co-trainers and conduct training observations.
• Faciliate ad-hoc consultation meetings. Conduct formal meeting observations to ensure agency best practice standards are being executed.
• Provides consultation development services to program staff in accordance with agency policies, Teaching Family Association standards, other initiatives, and individual staff supervision plans.
• Collaborate with Program Manager consultation schedules for programs, to include frequency of written conceptual feedback for practitioners, and consultants. Define consultation documentation.
• As requested, responsible for debriefing critical incidents and disruptions in programs.
• Accountable for ensuring agency screening and assessment tools are implemented in the program and incorporated into the application of the Teaching Family Model.
• Consult and assist staff in Behavior Support Planning on an ad-hoc basis with the aim of establishing competency within the individual programs.

Supervision responsibilities:

None

Core Competency: Cultural Competency

• Position Specific Competency: Understand the impact of his/her personal belief system on delivery of services and appropriately adjust personal performance to ensure cultural sensitivity in interactions with others.
• Measurement: Completion of agency Cultural Competency training with an evaluation score of 80% or better at end of preservice and annually.

All employees have the following expectations:

• Mission: Contribute to and enhance company mission
• Organization: Prioritize and plan work responsibilities appropriately
• Professional Development: Attend and/or successfully complete all required trainings and meetings
• Timeliness and Accuracy: Perform quality work within given deadlines and expectations with or without direct supervision
• Professionalism: Comply with all applicable policies, practices, and procedures; report all out-of-compliance and unsafe activities to supervisor; interact professionally with other employees, volunteers, families, children, and the community
• Teamwork: Serve effectively as a team contributor on all assignments
• Communication: Utilize effective communication skills both verbally and in writing; provide effective feedback and is receptive to feedback
• Leadership: Work independently while understanding the necessity for communicating and coordinating work efforts with other appropriate individuals
• Cultural Competence: Is sensitive to the cultural, ethnic and religious views of the children and families served, and in community and public contact.

Children’s Hope Alliance is an Equal Opportunity Employer

Education and Experience Requirements

• Masters Degree from accredited college or university in Psychology, Social Work, Education, or related field is preferred or commensurate experience and expertise. Bachelors Degree required.
• 5 yrs. of Teaching-Family Model experience and/or supervisory experience in a human services setting required.
• Qualified Professional (QP) child specific certification is required
• Experience implementing and developing programs in the Teaching-Family Model with a track record of successful accredidation of programs.

Physical Requirements

• The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• While performing the duties of this job, the employee is regularly required to sit, use hands and fingers, handle or feel objects, tools, or controls, talk, and hear. The employee is frequently required to reach with hands or arms, stand, walk, climb or balance, stoop, kneel, crouch, or crawl.
• The employee must occasionally lift and/or move up to 30 pounds.
• Specifics vision abilities required by this position include close, distance, color, and peripheral vision, depth perception, and the ability to adjust focus.
• Physical functions which are considered essential to the satisfactory performance of the job include the following: reading, typing, writing, speaking, and using the telephone and prolonged sitting at a desk and working on a computer.
• Employee must be able to operate a vehicle for job duties, and keep a valid NC drivers license with insurance.
• The work environment will contain slight to moderate office-related noises. The employee is not exposed to extreme weather conditions, toxic fumes, or airborne particles.
• The employee must occasionally travel to different locations in the course of work.