Program Supervisor coordinates and monitors the scheduling, pricing, and technical performance of company programs. Responsible for aiding in the negotiation of contracts and contractual changes and coordinating preparations of proposals, plans, specifications, and financial conditions of contracts. Being a Program Supervisor develops new business and expands product line. Ensures adherence to master plans and schedules and develops solutions to program problems. Additionally, Program Supervisor recommends changes to improve process efficiency and alleviate process inaccuracy and duplication. Requires a bachelor's degree. Typically reports to a manager. The Program Supervisor contributes to moderately complex aspects of a project. Work is generally independent and collaborative in nature. To be a Program Supervisor typically requires 4 to 7 years of related experience. (Copyright 2024 Salary.com)
The Program Supervisor assists the PM/APM with the oversight of their assigned group home. The program supervisor assists in the completion of these processes and ensures that the maximum integration of CHD services are being carried out efficiently and effectively. The Program Supervisor works within the Agency's team model, establishing open communication, support and accountability among program staff. They assist in the overall functioning of the program to meet the needs of the youth and their families. They will provide supervision to the staff ensuring that the policies and procedures of the program are being followed and that the staff receive information, training, and guidance that promotes their growth and development. In the absence of the PM/APM, the Program Supervisor will assume the roles and responsibilities of the PM/APM.
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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