Program Aide - STPHH Program

OVERVIEW:

Employee, under the supervision of the Shelter Director and the STPHH Program Coordinator, will be responsible for providing shelter services to STPHH clients and to help maintain cleanliness and order of Shelter building and grounds.

DUTIES AND RESPONSIBILITIES:

CLIENT SERVICES

• Establish and maintain a safe and secure environment with an emphasis on non-violent communication and intervention
• Secure program participants’ personal property at intake and at various times throughout the day in designated storage areas
• Direct program participants in cleaning and caring for the program’s areas for sleeping
• Assisting with program participants’ intakes and appointments with staff, providing trauma-informed care for guests
• Monitor and assist program participants in laundry and day room areas, de-escalate when necessary

JANITORIAL DUTIES

• Clean and sanitize all office, bathrooms, kitchen, and sleeping areas

• Maintain, clean, and organize the program’s sleeping areas, dining areas, office areas, and surrounding
• Responsible for the cleaning and general maintenance of the day room, laundry room, storage room, bathrooms, office spaces, classrooms, utility storage and mop room areas. Assist Kitchen / Shelter Staff / Property Supervisor as needed
• Other related duties as required

EDUCATION AND EXPERIENCE:

• High school diploma or equivalent (required)
• Education and /or experience in social services/substance abuse (preferred)
• Experience with disadvantaged populations (preferred)
• Experience in janitorial or maintenance (preferred)

SKILLS AND ABILITIES:

• Ability to coordinate and manage multiple duties
• Ability to prioritize work and multi-task simultaneous projects
• Ability to communicate effectively and accurately
• Ability to de-escalation
• Bilingual in Spanish (preferred)

PHYSICAL REQUIREMENTS:

• Ability to lift up to 50 lbs.

EQUIPMENT USED:

• Modern Office Equipment and Relevant Software
• Relevant janitorial and maintenance equipment

ADA Statement:

Qualified individuals must be able to perform the essential duties of the position with or without accommodation. A qualified person with a disability may request a modification or adjustment to the job or work environment in order to meet the physical requirements of the position. The Salvation Army will attempt to satisfy requests if the accommodation needed is reasonable and no undue hardship would result.

Acknowledgment of Religious Purposes of The Salvation Army:

Please note that The Salvation Army has a religious purpose and status as a church. We ask our employees that they do nothing to their relationship with The Salvation Army to undermine its religious mission. Employees must agree and understand that their services are a necessary part of The Army’s religious purposes and their work-related conduct must not conflict with, interfere with, or undermine such religious programs or The Army’s religious purposes.

At-Will:

Any employment relationship with this organization is of an “at-will” nature, which means that an Employee may resign at any time and the Employer may discharge an Employee at any time with or without cause. It is further understood that this “at will” employment relationship may not be changed by any written document or by conduct unless such change is specifically acknowledged in writing by an authorized executive of this organization.

Experience

• • Experience with disadvantaged populations (preferred)
  • Experience in janitorial or maintenance (preferred)

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)