Central City Concern is an innovative nonprofit agency providing comprehensive services to single adults and families in the Portland metro area who are impacted by homelessness, poverty and addictions. We hire people that are skilled and passionate to meet our mission to end homelessness through outcome-based strategies which support personal and community transformation. The Associate Director of Supportive Housing is responsible for the oversight of several programs in CCC's Supportive Housing Portfolio.The position provides direct supervision to managers/supervisors/leads within the department, oversees development of new programs, and serves as liaison to funders and community partners. Minimum Qualifications:
- Bachelor's degree in relevant field and 6 years of experience in supportive housing; OR Associate's degree and 7 years of experience in supportive housing; OR 8 years of experience in supportive housing.
- Three years of supervisory and/or managerial experience in relevant area required.
- Experience working with people in recovery from chemical dependency, homelessness and mental illness required.
- Computer literacy.
- Ability to adhere to Central City Concern's drug-free workplace which encourages a safe, healthy, and productive work environment and strictly complies with the Drug-Free Work
- Place Act of 1988. An employee shall not, in the workplace, unlawfully manufacture, distribute, dispense, possess or use a controlled substance or alcohol.
- Physical ability to bend, stoop, kneel, squat, twist, reach, pull and lift heavy objects; climb stairs several times a day.
- Must pass a pre-employment drug screen, TB Test, and DHS background check.
- May be required to carry an agency cell phone for work use. Cell phone will be provided by Central City Concern.
- Ability to perform considerable intra-city travel.
- Must possess a current driver's license, pass a DMV background check and be designated an acceptable driver as outlined in Central City Concern's Fleet Safety policy. Must pass an initial driver's training and then pass annual Recertification training.
- Must adhere to agency's non-discrimination policies.
- Ability to effectively interact with co-workers and clients with diverse ethnic backgrounds, religious views, political affiliations, cultural backgrounds, life-styles, and sexual orientations and treat each individual with respect and dignity.
Essential duties and responsibilities
- Provide leadership, oversight, and supervision to staff and program managers/supervisors in assigned programs.
- Participate in the Operational Leadership Team.
- Collaborate with all City, County, State and Federal agencies to improve programs funded by these agencies in collaboration with community partners.
- Monitor all contractual reporting for designated programs
- Monitor program discharges, financial obligations, and disciplinary actions.
- Assist in Annual Budgeting ensure programs are working within those budgets.
- Ensure that the Supportive Housing program under assigned purview meet contractual requirements and support client housing, income, health, and recovery goals.
- Monitor documentation for accuracy and timeliness
- Monitor, and assist as appropriate, with innovative strategies for engagement and retention of program participants.
- Monitor, and assist as appropriate, staff efforts to connect residents to appropriate community-based resources.
- Work across the agency to ensure the best treatment options and community resources are provided based on client choice.
- Maintain tracking of individuals with HMIS (Homeless Management Information System) and help with training in new Case Management Software system.
- In partnership with the Director of Supportive Housing, assist in creating and implementing programming designed to meet strategic goals and desired outcomes, based on best practices; ensure timely and accurate outcome reporting.
- Work closely with Quality Management Team.
- 15. Work with CCC's Senior Leadership and Executive Teams to ensure all parts of the agency, along with partners and the community at large, understand the programming, policies and procedures within Re-Entry Housing programs.
- Be available to problem solve and assist in resolving resident and program participant issues when needed by management staff.
- Create and maintain partner relationships with all internal and external programs that support the program participants.
- Represent CCC Supportive Housing in the greater community.
- Identify and coordinate staff training needs.
- Attend all mandatory CCC trainings in a timely manner.
- Adhere to all state and federal privacy and security regulations applicable to the program, and to CCC policies and agreements regarding confidentiality, privacy, and security.
Skills & Abilities:
- Ability to work as a team member and to establish priorities and meet deadlines.
- Ability to communicate clearly and concisely both within the team setting and in large stakeholder meetings. This could be orally or written.
- Ability to display a non-judgmental attitude, and a willingness to learn new skills.
- Ability to think strategically and manage large projects.
- Demonstrated ability to work without supervision.
- Demonstrated knowledge of community and social agencies, and self-help groups.
- Knowledge of how to deal with a combative tenants/clients.
- Ability to work in an environment where people may be verbally hostile.
- Ability to understand and follow verbal and written instructions.
- Ability to work courteously with the general public, residents, and co-workers.
- Detailed oriented; ability to maintain accurate records and necessary paperwork.
- Knowledge of de-escalation methods or ability to be trained in de-escalation methods.
- Ability to effectively communicate with clients, co-workers, corrections personnel, police, merchants, the public at large and supervisor.
- Ability to provide leadership, hire, schedule, train, develop, supervise and evaluate staff.
- Ability to provide advocacy, as appropriate.
- Professional maintenance of appropriate boundaries.
Benefits at Central City Concern offered to our employees! Central City Concern offers incredible benefits to our employees. We offer an extensive total rewards package to include base wages, medical, dental, vision, and voluntary plans. Central City Concern also takes employees' financial wellness into consideration and provides a rich retirement match.
- Generous paid time off plan beginning at 4 weeks of PTO accrual per year!Accrual amount/rate increases with longevity.
- Amazing 403(b) Retirement Savings plan with an employer match of 4.25% in your 1st year, 6% in the 2nd year, and 8% in your 3rd year!
- 11 paid Holidays + 2 Personal Holidays to be used at the employee's discretion.
- Comprehensive Medical, Vision, and Dental insurance coverage.
- Employer Paid Life, Short-Term Disability, AND Long-Term Disability Insurance!
This description is intended to provide a snapshot of the work performed and is not designed to contain a comprehensive inventory of all duties, responsibilities, and qualifications required for the position. As an agency deeply rooted in recovery, part of our policy and commitment to a drug and alcohol-free workplace includes post-offer, and pre-employment drug screens. Please note we follow Federal Guidelines regarding prohibited substances, even for those legal at the state level. CCC values and celebrates diversity in race, heritage, ethnicity, gender identity and expression, sexual orientation, religion, age, and disability. We are an Equal Opportunity Employer and we prioritize active inclusion of diverse staff. Central City Concern is a second-chance employer and complies with applicable laws regarding the consideration of criminal background for employment purposes. Government regulations, contractual requirements, or the duties of this particular job may require CCC to conduct a background check and take appropriate action to address prior criminal convictions. 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)