Program Coordinator

Job Summary/Function: 

The Program Coordinator is responsible for ensuring SSVF Guidelines are being followed, supervision of OMAP staff and quality of services provided by assigned Case Managers, Outreach Specialist, Intake Specialist, Health Care Navigator, and Housing Specialist, and Volunteers. This position ensures adherence to the mission, vision, and values of JFCS, as well as compliance with SSVF policies and procedures. The role works closely with the Director of OMAP to ensure veterans receive the highest quality of services.

Duties and Responsibilities: Within the limits of the Agency’s programs, policies, and procedures, the OMAP Program Coordinator is responsible for and has commensurate authority to perform the duties and responsibilities listed below. Performance of these duties requires regular supervision.

• Direct supervision of Case Managers, Intake Specialist, Health Care Navigators, Housing Specialists and Outreach and Diversion Specialist.
• Coordination and delivery of staff training.
• Assurance of staff productivity in line with JFCS, CARF and SSVF program standards.
• Assurance that client records maintained internally and in HMIS systems are current and maintained in accordance with SSVF and CARF standards through supervisory review.
• Coordination of case review activities and reporting for OMAP staff within the service area.
• Timely submission of required HMIS data and temporary financial assistance.
• Timely submission of required data for JFCS and VA reports within the service area.
• Implementation and ongoing utilization of the internal electronic records management system.
• Assurance of staff compliance with JFCS policies and procedures regarding confidentiality and the release of Protected Health Information (PHI) as required by the Health Insurance
• Portability and Accountability Act of 1996 (HIPAA).
• Assistance with the recruitment, training and coordination of volunteers and mentors for the OMAP Program within the service area.
• Coordination of special projects, such as annual Veteran Stand Downs.
• Networking, public relations and coordination with federal, state and community organizations serving veterans and homeless people within the service area
• Case management as needed based on Case Manager’s caseload

Qualifications:

• A Bachelor’s degree from an accredited school of higher education preferred (not required) or equivalent experience, preferably in a human services-related program
• Veteran preferred (not required)
• At least two years of experience working directly with low-income individuals/families, preferably with people who are homeless and/or who are veterans
• At least two years of experience as a supervisor or administrator, preferably in a human services-related program

Knowledge, Skills, & Abilities:

• Experience in managing and developing staff members.
• Capacity to understand agency functions, programs, and services and make appropriate client referrals.
• Professional and positive demeanor.
• Commitment to ongoing professional development, especially in high-risk areas such as domestic violence, trauma, substance abuse, and exploitation of vulnerable populations
• Cultural sensitivity and competency in speaking to diverse populations.
• Excellent oral and written communication skills.
• Ability to establish and maintain professional relationships with colleagues, both within and outside the agency.
• Strong time management skills and ability to meet deadlines.
• Self-motivation, independence, and persistent in achieving goals.
• Proficiency in Microsoft Office and the ability to learn and utilize the agency’s EHR system.
• Ability to maintain HIPAA compliance and confidentiality.

Physical and Other Requirements of Position

• Ability to perform a broad range of activities, including manual and digital dexterity and hand-eye coordination.
• Vision, speech, and hearing capacity are corrected to normal range or with reasonable accommodation.
• Ability to work while sitting at a desk and using a computer for extended periods.
• Ability to lift up to 30 pounds.
• Occasional work under stressful conditions and during irregular hours.
• Ability to drive and regular access to a reliable vehicle.

Training Expectations and Opportunities

Within the first three months of hire, all new employees will receive orientation to:

• The organization’s mission, philosophy, goals, and services.
• The organization’s role within the community.
• The organization’s personnel manual.
• The lines of accountability and authority within the organization.
• The cultural and socioeconomic characteristics of the population their program serves.
• Applicable COA standards.

All staff who regularly have direct contact with clients will receive training on legal issues, including:

• Mandatory reporting and the identification of clinical indicators of suspected abuse and neglect.
• Reportable criminal behavior, including criminal, acquaintance, and statutory rape.
• Issues and responsibilities related to the “duty-to-warn”.
• The organization’s policies and procedures on confidentiality and disclosure of service recipient information, and the penalties for violations of these policies and procedures.
• The legal rights of service recipients.

All staff who handle client case records will receive training on proper documentation techniques and the maintenance and security of case records.

All staff who regularly have direct contact with clients will receive training on the following topics, as needed, to be determined by the employee and their supervisor:

• Establishing rapport and responsive behaviors with service recipients.
• Identifying the needs of individuals and families in crisis, including special service needs of victims of violence, abuse, and/or neglect, and the needs of their family members.
• Identifying the basic health and medical needs of the service population.
• Procedures for working with foreign language speakers and persons with communication impairments.
• Public assistance and government subsidies.
• How to advocate on behalf of clients and their families and how to empower service recipients and their families to advocate on their own behalf.

Understanding differences within the organization’s service populations, including:

• Interventions that address cultural and socioeconomic factors in service delivery;
• the role which cultural identity plays in motivating human behavior
• bias and discrimination; and the need for normalizing experiences and social inclusion.