What are the responsibilities and job description for the Division Manager position at The Chimes Inc?
Join Chimes – and go further to help others go far! Chimes is a not-for-profit organization that assists people with intellectual and behavioral challenges to achieve their fullest potential.
Our vast array of services — educational, employment, vocational, residential, habilitative and behavioral health — are delivered through a network of national and international affiliates. This allows us to take a comprehensive, holistic approach to improving the lives of every person we serve — those who receive and those who reap the benefits of our innovative, responsive solutions.
PRIMARY JOB FUNCTION(S) :
- Supports Individuals Served in order to Achieve their Desired Goals and Objectives
- Supervises the day-to-day operation of the homes in a manner that complies with regulations and Agency standards.
- Conducts scheduled and unscheduled site visits on a weekly basis to review environment, documentation, staff and person served activities / interactions to ensure compliance with Agency and regulatory standards. Visits should rotate to different shifts over the month; completes weekly audit forms to document visits.
- Coordinates the Individual Plan (IP) planning process within prescribed time frames; including the assembly of a team that is both optimal for the process as well as preferred by the individual.
- Serves as the primary point person for the individual served, providing updates, responses and follow-up on a timely and regular basis to all concerned parties.
- Develops the IP for presentation at the IP meeting, reviews the draft IP and submits corrections to the Service Coordinator in compliance with regulatory requirements / timelines.
- Ensures that profile data is current in Client Profile System (CPS) and that current IP’s and reviews are uploaded in CPS. Approves attendance monthly.
- Facilitates the scheduling of interim meetings as needed and follows up on agreed upon actions discussed at the meeting.
- Reviews family and person served surveys and provides follow-up as needed.
- Assists with developing, implementing, and following up on plans of corrections to address problems noted during visits from Agency personnel, funding and regulatory agencies, and results of quality assurance reports.
- Participates in the admission / transfer process of persons served.
- Monitors implementation of individual programs, including behavioral programs, programs documentation, directing feedback to the team and ensuring that the necessary materials, etc. are present to carry out the specific programs.
- Assumes on call responsibilities established by the Director of Operations.
- Assumes other duties, responsibilities, and projects as assigned.
Ensures Fiscal Sustainability
Ensures the Health and Safety of Persons Supported and Staff
Ensures a competent and well-trained workforce is in each residence.
REQUIREMENTS :
EDUCATION : Bachelor of Arts or Science degree from an accredited college or university with an emphasis in the areas of education, human services, psychology, social sciences or related field is strongly preferred.
EXPERIENCE : Two years of experience managing the daily operations of multiple residential sites. Two years supervisory experience. Two years of experience working with persons with intellectual disabilities. Must have a car and an acceptable driving record as determined by criteria established by the Agency’s insurance carrier and Agency policy.
NOTE : At the discretion of the Personnel Officer, additional related experience and / or education may be substituted in lieu of the requirements specified above under Education and Experience.
What’s in it for you?
Total Rewards (For Full-Time Employees = >
30 hours / week) :
Want to learn more?
To learn more about Chimes, and how you can achieve personal and professional growth within a purpose-driven organization, visit us at : https : / / chimes.org / Careers.
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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)
