What are the responsibilities and job description for the Project Director - Good Medicine position at Mashantucket Pequot Tribal Nation?
Under the direction of the Chief Medical Officer, the incumbent is responsible for the administrative and operational oversight of projects. Works with project evaluators to ensure grant goals and expectations are met. Coordinates the program schedule, supervision, and mentoring the Project Coordinator. Works with the Tribal Community and providers to facilitate program objectives. Serves as the data manager and coordinator for project evaluation and reporting. The ideal candidate will be a member of the MPTN Community that has experience with SA/Si, Harm Reduction practices, and community resources. Associates degree in Human Services or related field is a plus. Must have experience and knowledge of the complexity of cultural competence and have strong leadership and organizational skills, as well as inter-personal skills to build partnerships and get buy-in. Strategic planning experience. Must have a vast knowledge of Tribal traditions. Training in developing culturally competent programs is a plus. Excellent oral and written communications skills. Knowledge and understanding of children's mental health issues. Ability to research and identify evidence based practices, trainings and policies for project implementation. Must demonstrate complex data gathering and research initiatives. Must demonstrate a knowledge and skills of presentation in person and virtually, engage the community, and communicate with use of word processing (excel and word) and spread sheet applications as needed. Native American is a plus.
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)
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)
