Description

　　POSITION SUMMARY:

　　The La Esperanza Program Manager works in conjunction with the Sycamore Canyon Academy Program Director as a member of the Management Team. The Program Manager is responsible for the day-to-day operations including program development and fidelity, administration, appropriate referral and recommendations to the court and DES, and staff development and training. This position reports to the Sycamore Canyon Academy Program Director.

　　ESSENTIAL FUNCTIONS:

　　Develops, implements, manages and modifies the Rite of Passage program to align with Program needs.

　　Responsible for:

　　Program operations, policies and procedures. Maintains licensing standards.

　　Safety, health and welfare of staff and students.

　　Oversees the overall implementation of the daily schedule, POC, health & wellness, and evidence based programming, and other ORR program elements. Actively participates in all ORR activities and events.

　　Responsible for staff oversight.

　　Responsible for the coordination and oversight of behavioral management.

　　Oversight of the coordination of wrap-around services for students who require it.

　　Manages all weekend activities. Assists with scheduling and supervising these events.

　　Ensures program facilities are safe, clean and well maintained.

　　Maintains contact and open communication with Case Management and Medical in regards to staffing and student athletes.

　　Adheres to the facility budget by controlling costs relating to staffing, overtime and supplies.

　　Completes required reports and documentation in a timely manner, provides management with required reports and advises of any problematic situations. Submits the necessary data for the monthly Key Performance Indicator reports.

　　Attends and participates in all required meetings.

　　MINIMUM QUALIFICATIONS:

　　High School Diploma or Equivalent. Bachelor’s degree in a related field preferred. Without degree, must be enrolled and actively taking classes towards a BA/BS in a related field.

　　At least six years of supervisory/management experience.

　　At least one year experience working with youth.

　　Must meet the requirements to be an eligible driver. Must possess a current State Driver’s License and

　　have an acceptable driving record for the past three (3) years.

　　Strong knowledge of overall company operations and policies and procedures.

　　Ability to pass a criminal background clearance check, drug screen, physical and TB test.

　　Ability to perform work with little or no supervision.

　　Ability to utilize resources available to complete assigned projects.

　　Rite of Passage is a leading national provider of programs and opportunities for troubled and at-risk youth from social services, welfare agencies and juvenile courts. For 35 years, we have developed and operated a continuum of programs based on the needs of youth and our placing agencies. With an emphasis on evidence-based practices and positive skill development, combined with our supportive and therapeutic approach, our organization is respected by industry experts as a highly effective solution for our youth. Since 1984, over 25,000 youths have entered and completed our programs. Rite of Passage has built its reputation on running life-changing educational treatment programs that positively contribute to the community.

　　Our employees are dedicated, passionate individuals that are committed to inspiring positive change in the lives of youth. Becoming a member of the Rite of Passage team is more than just a job, it’s an opportunity to create a meaningful career with a company driven by its powerful mission to make a difference.

　　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)