Residential Treatment House Manager
: Job Details :

Salary Range: $68,174 - $93,735Why Victor?

• Learning Organization: Victor provides the best training for new grads and clinicians looking to begin their career!
• Leadership Development: Victor provides employees leadership training and promotes within! Many of our executive leadership team have been promoted from entry-level positions!
• Reimbursements: Victor provides reimbursements for license registration fees, CEUs for clinical staff.
• Loan Forgiveness: Victor employees can apply for Public Service Loan Forgiveness!
• Internships: Looking for practicum or internship hours? Apply to our internship program found on the careers page!

Benefits:

• Low cost Medical, Dental and Vision
• 4 weeks PTO and Sick pay
• Retirement Plan (403b) + 4% Employer Matching
• Employee Assistance Program
• Employee Referral Bonus Program
• Verizon Wireless Discount
• Working Advantage Discount Program
• Tuition Assistance

Job Summary:Under the direct supervision of the Assistant Executive Director/Executive Director, the Residential Services Supervisor (RSS) is responsible for the management of a residential facility for the care and supervision of severely emotionally disturbed children in accordance with the mandates of public law, state regulations and Agency operating plans. The RSS may act as the STRTP Administrator.Essential Functions:

Ensures the safety of youth through direct supervision.

Trains, leads, and directs the work of residential staff.

Manages the day to day operations of the Short-Term Residential Therapeutic Program (STRTP).

Oversees the implementation of trauma informed interventions with all youth and can effectively manage crisis.

Responsible for responding to crisis and ensuring all required reporting is completed.

Oversees facility documentation such as Special Incident Reports, Shift Summaries, Restraint Logs, Staff Schedules, Team Meeting Notes, Safety Reports, and Communication Notes.

Manages the budget and expenditures.

Minimum Required Education and Experience:

Must have a Master's degree in a behavioral science and two years' experience as a social worker in an agency serving children

OR a Bachelor's degree and three years' of supervisory/administrative experience over social work, direct care and/or support staff providing direct services to children

OR two years of college and five years of supervisory/administrative experience over social work, direct care and/or support staff providing direct services to children

OR be a qualified and certified group home administrator prior to January 1, 2017 or a qualified and certified STRTP administrator.

Position/Program Requirements:

Must possess a valid California driver's license, personal automobile insurance and clean driving record.

Must be physically and mentally fit. Must be willing to complete a Tuberculosis (TB) and drug screening test.

Must be willing to complete a personal background investigation conducted by the State of California.

Requires the ability to think and act quickly in emergencies; effectively deal with personal danger; maintain mental capacity, exercise sound judgment and rational thinking. Must be able to work safely and respectfully with seriously emotionally disturbed children who may become violent, and physically and verbally offensive.

Physical Requirements:

Must be able to work in an office or outdoor environment including standing, walking, and running, sitting for extended periods of time, bending, twisting, reaching, balancing, occasional carrying and lifting up to 50 pounds.

Must be physically able to perform Pro-Act Restraint Techniques, CPR and First Aid as trained.

Requires the ability to operate a motor vehicle.

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)