Description

　　OVERVIEW:

　　The After-School Program Associate is responsible in assisting the Education Manager in the smooth operations of the After School and literacy programs.

　　DUTIES AND RESPONSIBILITIES:

　　Assist with homework completion with integrity and encourage students to develop independent problem-solving and editing skills

　　Lead a specific component of daily and monthly operations and programming for the Education Department

　　Provide opportunities for children to succeed, develop, and strengthen academic, physical, and social skills

　　Actively seek professional development and resources to further support youth and families

　　Report possible cases of child abuse, neglect, or endangerment to the proper authorities

　　Escort After School children from the pick-up locations to the building

　　Ensure Child Safety Policies are practiced constantly

　　Design, plan, and implement weekly lessons and activities

　　Build a positive rapport with all children and their families

　　Other related duties as required

　　EDUCATION AND EXPERIENCE:

　　High school diploma or equivalent (required)

　　Currently studying education, child development, human services, or related field (Preferred)

　　Experience in teaching and leading youth in academic or creative settings

　　Experience working with diverse backgrounds and ages, (K – 5th preferred)

　　Experience with researching resources or tools for students and families

　　SKILLS AND ABILITIES:

　　Knowledge of the effects of trauma on students

　　Effectively communicate with parents/families

　　Comfortable with enforcing program rules and policies

　　Ability to handle emotionally charged situations

　　EQUIPMENT USED:

　　Modern Office Equipment and Relevant Software

　　PHYSICAL REQUIREMENTS:

　　Ability to lift up to 25 lbs. (usually file boxes)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.

　　Qualifications

　　Behaviors

　　Preferred

　　Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done wellMotivations

　　Preferred

　　Flexibility: Inspired to perform well when granted the ability to set your own schedule and goalsEducation

　　Required

　　High School or Equivalent or betterExperience

　　Preferred

　　Experience working with diverse background and ages, (K – 5th 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)