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 Operations Manager oversees the daily operations of the 801 East Collaborative Facility, including administration, cleanliness, safety, and security, to provide a safe environment for the shelter guests, staff, volunteers and visitors. The position carries significant leadership responsibilities and is responsible for Catholic Charities operations staffing and drives continuous quality improvement initiatives to achieve program goals.
SUPERVISORY RESPONSIBILITIES: Provides supervision of up to seven (7) FTE Program Supervisors.
ESSENTIAL DUTIES and RESPONSIBILITIES:
- Staff Supervision
- Directly manages a team of Program Supervisors who oversee teams of Shelter monitors. This includes monitoring staffing levels, performance evaluation, coaching, training, and employee discipline; setting standards for customer service; conducting regular staff meetings; communicating policies and procedures; and facilitating team dynamics.
- Maintains communication with direct reports (Program Supervisors) and assists with daily challenges to ensure Shelter Monitors are performing their jobs in keeping the facility clean and safe and documenting all activities in the logbook.
- Manages the monthly shift schedule and is responsible for ensuring the facility has 24/7 coverage. Monitors shelter monitors payroll timecards to minimize overtime and callouts.
- Manage shelter operations functions:
- Oversee and manage shelter emergency management systems including but not limited to the following: program FERC binder, conducting safety inspections, safety related trainings for staff, building inspections, etc.
- Maintains security of the shelter by closely monitoring the facility and following shelter procedures; monitoring logbook; ensuring the shelter is staffed properly.
- Perform other job-related duties as assigned.
EDUCATION and EXPERIENCE:
- Bachelor’s degree with a minimum of 4 years’ experience managing a team in homeless services programs.
- In lieu of educational requirements applicant must have 7 years of experience managing teams in a homeless services program.
SKILLS and COMPETENCIES:
- Ability to communicate effectively in written and oral form. Microsoft Office skills to include MS360, Word, Excel, Outlook, and Teams.
- Ability to use good problem-solving techniques. Ability to work effectively with clients in a diverse community.
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)
