ORGANIZATION OVERVIEW: At Catholic Charities of the Archdiocese of Washington, your knowledge and service in areas such as immigrants and refugees, mental health, social work, employment and adult education, legal and financial services, health care, food assistance, shelter and housing, developmental disabilities and prison outreach can make a profound difference in the lives of many. Through more than 50 programs across the district and five surrounding counties, Catholic Charities is opening doors to help and hope. At CCADW, we continue to build an inclusive culture that celebrates a diverse workforce. We offer so much more than just a job. We offer careers. We take pride in our “promote from within” culture. We offer professional development, a comprehensive benefits package, a hybrid work model with both remote and in-office work, and a passion for building and motivating world class, high performing teams. Explore your career opportunity with Catholic Charities. Join us in Inspiring Hope and Building Futures.
Compensation Package:
- Medical, prescriptions, dental and vision insurance
- Retirement savings plan with company match
- Company-paid and supplemental life insurance
- Flexible spending accounts
- Paid vacation, sick and personal leave
- 11 paid holidays
- Professional development and training
- Tuition reimbursement
- Employee referral bonus program
- Flexible work arrangements
- Clinical supervision for licensed social workers and counselors
JOB SUMMARY: The Program Supervisor supervises direct care staff and volunteers, and administration of the program facility by coordinating and monitoring residential coverage ensuring that program and services are in accord with best practice standards, contract/grant requirements, and agency practices and procedures.
SUPERVISORY RESPONSIBILITIES: Provides administrative supervision of 10 FTEs and up to 4 PTE.
ESSENTIAL DUTIES and RESPONSIBILITIES:
- Supervises a team of Program Assistants, Administrative staff and Maintenance Workers, as needed as well as agency and community volunteers in support of overall program goals and objectives.
- Recruits, hires, conducts performance evaluation, and provide for staff professional development.
- Develops and implements processes to control and minimize overtime.
- Conducts regular staff meetings.
- Facilitates team dynamics.
- Coordinates facility activities to ensure objectives are accomplished in a timely and cost-effective manner.
- Develops plans in coordination with department managers.
- Establishes and monitor overall facility performance based on agreed upon performance measures.
- Manages the maintenance of facilities and equipment in accordance with health, fire and safety codes, and COA standards.
- Oversees and maintain quality program practices, ensuring compliance with best practice standards, contract grant requirements, and agency practices and procedures.
- Implements Corrective Action Plan to address deficiencies identified through the agency CQI process.
- Updates the program’s practices and procedures, and program manual as needed.
- Enables staff participation in quality improvement.
- Performs liaison activities with community partners.
- Coordinates the preparation and timely submission of all external and internal program reports. Ensure prompt and accurate submission of incident reports.
- Performs other job-related duties as assigned
EDUCATION and EXPERIENCE:
- 2 years of direct service experience working with the adult homeless or other vulnerable population.
- 3 years’ administrative supervisory experience.
SKILLS and COMPETENCIES:
- Ability to determine and meet program and client needs.
- Knowledge of methods used to determine and provide customer service.
- Skill to operate job-related equipment including the use of computer systems (MS Office products), including Excel, Outlook, Credible and remote access.
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)
