Job Details

MISSION STATEMENT

The Salvation Army, an international movement, is an evangelical part of the universal Christian Church. Its message is based on the Bible. Its ministry is motivated by the love of God. Its mission is to preach the gospel of Jesus Christ to meet human needs in His name without discrimination.

SCOPE OF POSITION:

Provide supervision for visits at The Salvation Army between children and their parents. Ensure a safe, friendly, secure environment.

EDUCATION AND WORK EXPERIENCE:

• 12 Months of experience caring for or supervising children. This may include volunteer or internship time. (With additional education, this amount of time my vary).
• Have a high school diploma or GED

KNOWLEDGE, SKILLS AND ABILITIES REQUIRED:

• Detail oriented and attention to detail
• Self-starter & Team Player
• Ability to work in a fast-paced environment and maintain poise under pressure
• Ability and willingness to keep information confidential
• Be at least 21 years of age.
• Able to successfully pass a DCYF and Salvation Army criminal background check.
• Possess a valid driver's license.
• Knowledgeable in the areas of client safety assessment and planning, problem-solving and crisis intervention.
• Capable of obtaining within 30 days of employment: CPR/First Aid, blood borne pathogens, HIV/Aids, Mandated Reporter, Fleet driver training, and Child Safety training.
• Able to produce a recent negative TB test.
• Capable of visual and auditory supervision of children and adults.
• Have excellent written and verbal communication skills.
• Willing to complete 20 hours of documented training in the areas designated by DCYF for visitation staff.

SOFTWARE-RELATED SKILLS:

• Multi-Purpose copy machine
• Multi-Line Phones
• Desk-top and or Laptop
• Working knowledge of integrated database applications and ability to use new software programs with basic training.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Supervise or monitor visitation services at The Salvation Army between DCFS referred children and their parents/relatives or siblings and private/civil cases.
• Monitor for appropriate interactions and intervene when necessary.
• Be capable of deescalating situations with visitors who are or become disgruntled or aggressive.
• Carefully document each visitation using the required forms (Database) and communication with all parties.
• Process all paperwork in the required time frames.
• Be capable of performing basic clerical duties including filing, typing, copying, faxing, and making phone calls.
• Communicate effectively with department staff, agency staff, and outside agencies as needed.
• Drive or ride-a-long to transport children to and from visitations.
• Report any and all safety concerns.
• Function as a team member.
• Provide direct care to children as needed and required including toileting, diaper changing, feeding, redirection, etc.
• Responsible for set up and upkeep of visitation spaces as needed.
• Maintain positive interactions with clients.
• Attend required trainings and staff meetings.
• Maintain a safe and secure environment for children and families.
• Maintain strict confidentiality.
• Follow all policies and procedures.

PHYSICAL REQUIREMENTS:

• Sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous basis
• Grasp/push/pull files, file cabinet drawers, automobile doors, and reach overhead
• Operate a telephone.
• Operate a desktop/laptop computer.
• Access and produce information from a computer.
• Understand written information.
• Lift/carry 25-40 pounds regularly (moving infant/child car seats in/out of vehicle, etc.)

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 meet the physical requirements of the position. The Salvation Army will attempt to satisfy requests as long as the accommodation needed is a reasonable and no undue hardship would result.

A generous benefits package is included with full-time positions: paid holidays, vacation time, sick time, and medical, vision, and dental insurance.

Health Insurance: Low bi-weekly premiums for employee-only coverage, Kaiser HMO for those residing in a Kaiser service area, Anthem EPO/PPO is available for those residing outside a Kaiser service area. Voluntary +1 and +family coverage at additional cost. Delta Dental DHMO and DPPO dental insurance are offered.

Life and Voluntary Options. An employer-paid life insurance policy covers employees. Voluntary supplemental life, short-term and long-term disability plans are available.

Retirement Plans: Employer-funded Money Purchase Pension Plan (Defined Contribution Plan) 50% vested at five years eligible service time. Plus, an employee-funded voluntary 403(b) option.

Parental Leave: The benefit is 40 hours of Paid Leave for qualifying events.

Sick Leave: 12 days of Sick Leave annually accruing from day one, eligible for use after three months' service time.

Paid Vacation:

• Two weeks annually, accruing from day one, for non-exempt positions.
• Four weeks annually, accruing from day one, for exempt positions.
• Accrued vacation is eligible for use after six months' service time.

Paid Holidays: 13 designated holidays + 1 floating holiday per year

The Salvation Army will comply with all governmental orders and any contractual obligations relative to COVID-19 safety measures, including mandatory vaccination of staff, if required. The Salvation Army will consider requests for exemptions from any such requirements on either religious or medical grounds.

Equal Employment Opportunity Employer. Minorities/Women/Veterans/People with Disabilities.

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)