What are the responsibilities and job description for the Director - Abil IT position at Melwood?
Project manage all grants associated with the abilIT program. Ensures the program complies with all regulatory requirements related to stakeholder funding. Serves as the point of contact for requests both for internal and external.
Provides leadership to assigned program staff, program guidance, and resources to staff. Works closely with Funds Development to create new opportunities for abilIT.
Completes, monitors, reviews, and analyzes participant documentation of program information in Melwood's case management system to ensure outcomes are being achieved for all external stakeholders.
Analyzes job placement and retention services, ensuring benchmarks are being met. Tracks short- and long-term progress of certifications/credentials and job placement. Discusses and implements programmatic changes as necessary with supervisor approval.
Develops and monitors program budget. Collaborates with grants management and provides input for reporting of all grants as outlined in each grant requirement section
Represent Melwood and advocates its community interests and develop a network of community resources for the program locally, statewide, and internationally.
Develops relationships with employers, Federal and State entities, and businesses interested in learning how to see their workforce
Adheres to and furthers the mission of Melwood by creating a supportive environment for participants and staff. Actively participates in internal and external meetings as required.
Behaviors
Preferred- Leader: Inspires teammates to follow them
- Innovative: Consistently introduces new ideas and demonstrates original thinking
- Dedicated: Devoted to a task or purpose with loyalty or integrity
Motivations
Preferred- 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)
