What are the responsibilities and job description for the Program Director position at Youth Consultation Service?
Great management opportunity working at the highest level of clinical care in the state’s Children's System of Care! Work within a strong interdisciplinary team to ensure the best quality of care to the youth we serve. Flexible hours can be accommodated to meet your needs.
As a Program Director you will oversee the clinical and operational aspects of our program Vineland PCH.
You will supervise the clinical team as well as residential staff and be able to build and maintain and effective team that can rely on and support one another.
Job Duties:
- Lead the interdisciplinary team; assessing treatment needs; coordinating treatment activities and input and or developing of treatment plans
- When necessary, assist with meeting contractual requirements by providing individual and group therapy to residents
- Create program schedule to ensure service deliverables are met and youth have a balance between treatment and enjoyment.
- Make recommendations in hiring, disciplinary action, promotion, and termination
- Develop yearly program goals and objectives geared at program enhancement.
- Responsible for staff development by ensuring coordination and completion of providing in-service training, training required by licensing agency and Core Competency training.
- Ensure compliance with applicable State departments and prepare for inspections and audits
Job Requirements:
- 3 years of experience working with adolescent population, specifically psychiatric population
- 1 year supervisory experience
- Master’s Degree-( clinically-based)
- A team player with great communication skills
- Excellent time management and organization skills
- Familiar with Nurtured Heart Approach a plus
YCS is An Equal Opportunity/Affirmative Action Employer
Education
Required- Masters or better
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)
