Development Coordinator jobs in Connecticut

The Housing Coordinator is a professional who actively supports the philosophy and mission statement of CHD/Adult Mental Health. The Housing Coordinator reviews, analyzes and processes housing financial assistance program grant and referral applications, contracts and revisions to insure accuracy and conformity with federal, state and departmental requirements. The Housing Coordinator will work with PILOTS program(s) to ensure ongoing HUD compliance. The Housing Coordinator is accountable to the Assistant Program Director, who provides supervision and training.

Responsibilities

• Serve as liaison with case managers, agency administrative staff, property managers, landlords, and other service providers on housing matters including W9 compliance, abatements, etc.
• Conduct bi-weekly housing update meetings with program managers and staff to get updates from team on any housing related issues/concerns, etc. as well as provide any updates that include recertification’s, documents needed, required signatures, scheduled inspections, etc. Inform staff of landlord outreach performed and of any new landlords
• Be a liaison between tenant, landlords, and other service providers
• Responsible for outreach to and building relationships with both new and existing landlords
• Processes housing applications and completes briefings
• Responsible for relaying any landlord’s calls, complaints, rent arrearage issues, evictions, termination, appeals and/or concerns to the assigned case manager and program manager

Requirements

• Associates degree preferred and/or 5 years’ experience working in a similar setting
• Two year’s experience working with dually diagnosed individuals in a community setting preferred
• Must have Valid Drivers License and vehicle that can be used for work purposes

Salary

$22.00 an hour

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)