Shelter Shift Leader
: Job Details :

Description

OVERVIEW:

Please double check you have the right level of experience and qualifications by reading the full overview of this opportunity below.

Under the supervision of the Shelter Deputy Director, the Shelter Shift Leader will ensure that the day-to-day functions of the shelters are met. Responsible to maintain cleanliness and order of Shelter building and grounds during the shift.

DUTIES AND RESPONSIBILITIES:

CLIENT SERVICES:

Responsible for overall supervision of the other shelter aides on his/her shift.

Ensures that:

adequate and appropriate intakes/screening are performed.

guests have an individual space.

meals are served and cleaned up.

lights out are timely and respected.

laundry and showers are working and available during assigned hours.

outside service providers are facilitated in their meetings with guests.

Responsible for all documentation on that shift, including population statistics, incident reports, and staff log.

Responsible for coordination of shelter aides and orientation of new shelter aides on that shift.

Responsible for the cleaning and sanitizing of all dorms, bathrooms, kitchens, and sleeping areas.

JANITORIAL DUTIES:

Supervise and/or participate in the cleaning and sanitation of all office, bathroom, kitchen, and sleeping areas.

Supervise and/or participate in the cleaning and general maintenance of the day room, laundry room, storage room, bathrooms, office spaces, classrooms, utility storage, and mop room areas during the shift.

Assist Kitchen or Property Supervisor as needed.

Other related duties as required.

EDUCATION AND EXPERIENCE:

High school diploma or equivalent (required).

CA driver's license (preferred).

Education and/or experience in social services/substance abuse (preferred).

Experience in informal mental health/substance abuse evaluation.

Experience with disadvantaged populations (preferred).

Experience in leading a team (preferred).

SKILLS AND ABILITIES:

Ability to lead.

Ability to coordinate and manage multiple duties.

Ability to prioritize work.

Ability to de-escalate.

Ability to communicate effectively and accurately.

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.

QualificationsEducationRequired

High School or Equivalent or better.

ExperiencePreferred

Experience in informal mental health/substance abuse evaluation.

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)

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