Center Manager

Apply Now and complete an official UMOS application to be considered at UMOS.org.

Resumes alone are not accepted.

Center Manager Essential Duties and Responsibilities:
1. Participate in the hiring, orientation, and training of staff, completion, and submittal of the required hiring paperwork in accordance with UMOS policies and procedures. This includes developing and maintaining employee work schedules, submit overtime requests including justification and review, and approve timesheets.
2. Plan and coordinate new employee orientation and trainings for new hires and volunteers.
3. Provides direct supervision to coordinating staff such as the Child Development Coordinator, Bus Driver, Bus monitor, Family Service Advocate, Health Service worker and Food Services Manager- that includes providing training and technical assistance, conducting performance appraisals.
4. Will develop, maintain, and secure Administrative and Personnel Records that includes Health Records and I-9 Forms in accordance with UMOS HR policy and procedures, and implement the employee accident/prevention program and workers’ compensation claims, as necessary.
5. Will work with Family Service Advocate & Family Services Managers to review and verify eligibility of children including documentation review, and signature of the certificate of Eligibility Form.
6. Will ensure physical environments conform to federal, state, and local regulations, including compliance with ADA, Head Start Performance Standards, state licensing requirements and OSHA regulations by performing and/or assisting in completing the following: the ADA compliance checklist, Facilities walk through initial inspection, licensing inspection of facility, renewals of facilities license, and all related paperwork for state quality rating and improve systems.
7. Monitor CACFP/SFSP in accordance with USDA regulations which includes compliance with approved menus, scheduling of meals, special diets, reviewing and completion of necessary documents, monitor necessary food substitutions and monitoring food safety and sanitation procedures of food service personnel.
8. Responsible for the collection and completion of assigned nonfederal share (In-kind) through planning and coordination of activities that generate in-kind.
9. Implement UMOS Purchasing procedures through submittal of requisitions/ purchase requests and maintain inventory of supplies and equipment in DIRTS Inventory and/or other inventory control system.
10. Plan and coordinate mandatory case reviews, in-house staffing meetings, weekly core team meetings, workshops, monthly staff meetings and CLASS Reviews, and attend meetings, seminars, workshops, open houses, parent activities and fatherhood activities.
11. Assist in development of Center Budget and monitor expenditures for compliance with budgetary allotments based on enrollment and nonfederal share collections.
12. Implement and monitor procedures/methods for office and classroom files access, health emergencies, child abuse prevention and reporting, injury/accident prevention and reporting, transitions, sanitation, food handling, and maintaining confidentiality.
13. Coordinate the timely submittal of weekly, biweekly, and monthly assignments as directed by the Regional Director, assist and/or coordinate all home visits conducted by the core team and teaching staff to maximize efficiency.
14. Responsible for data entry in The Family and Child Data Base System, and DIRTS and/or other data base systems for program area assignments such as fiscal, transportation, facilities, and food services, and participate in data collection for community assessment.
15. Will report suspected child abuse & neglect per state law and UMOS policies and procedures.
16. Implement and monitor ongoing recruitment plan activities, including recruitment of children with disabilities.
17. Assist in building and fostering partnerships and trust with families, center staff and the general community.
18. Perform other duties as assigned.

Work Environment, Physical, and Sensory Demands:
An employee must meet these work demands to successfully perform the essential functions of this job. Reasonable accommodations will be considered to enable individuals with disabilities to perform the essential functions.
Physical Demands:
1. employee is frequently required to stand, walk, sit, bend
2. occasionally required to lift and /or move up to 20 lbs.
3. frequently required to drive
4. frequently exposed to moderate temperature generally encountered in a controlled or uncontrolled temperature environment.

Additional Eligibility Requirements:
Employment with UMOS is contingent upon successful completion of the following:
1. A criminal background check prior to employment.
2. A physical exam and TB screening test showing absence of tuberculosis within 30 days of employment.
3. SIDS & Shaken Baby Training prior to working with children.
4. Fire Extinguisher Training (Training is offered at the Center)
5. Proof of Certification of Infant/Child CPR and First Aid within 30 days or sooner if required by local/state regulation.
6. Must complete the CLASS testing modules for reliability within 30 days of training.
7. Register in the state Child Care Registry.

Apply Now and complete an official UMOS application to be considered at UMOS.org.

Resumes alone are not accepted.

UMOS is an equal opportunity Affirmative Action employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.

Education

• Associates or better in Early Childhood Education
• High School or better

• Bachelors or better in Early Childhood Education

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)