field_job_employment_type

field_job_occupational_field_parents_all

job_organization_name

<h3>Job Description</h3>
POSITION NUMBER: 200150 
POSITION LOCATION: Burlington, CO
EMPLOYMENT SPECIFICS: Full-Time (Exempt Professional/Technical, 260 days), 1.0FTE

PURPOSE/SUMMARY OF JOB: 
This position is responsible for assisting with the delivery of credit and non-credit programs to residents of the communities served by the Regional Center. The position has responsibility for coordinating the day-to-day operations of the Center under the direction of the Director. This includes assisting with recruiting, testing, advising, and registering students. The position shall serve as a liaison with the Fort Morgan Campus, providing students with information on procedures regarding financial aid and billing. Coordinates purchase of supplies and materials for office and instructional courses. Coordinates course delivery needs with college technology and other agency staff. Along with the Director, maintains working relationships with schools, agencies and institutions within the regional area. Travels to area high schools to support proctoring, testing, advising and registration as needed. May supervise hourly staff or work study students. Work hours include daytime hours as the primary schedule, with the need to flex schedule to evenings and very rarely weekends on occasion. 
The coordinator shall perform all duties while promoting opportunities for inclusion, expressing the valuing of differences, and regularly demonstrating the college's commitment to the Guiding Principles.
For information about MCC, see the college web site: <a href="http://www.morgancc.edu" target="_blank">www.morgancc.edu</a>

REQUIRED QUALIFICATIONS:
<ul>
<li>Bachelor's degree from a regionally accredited institution. A combination of higher education and experience equivalent to a bachelor's degree may substitute. </li>
<li>Effective oral and written communication skills. </li>
<li>Excellent interpersonal and organizational skills. </li>
<li>Demonstrated analytical and problem-solving skills. </li>
<li>Proficient in MS Office. </li>
<li>Ability to travel to area high schools, Ft. Morgan, and other regional centers.</li>
<li>Ability to work occasional evening and weekend hours as necessitated by special projects, compliance with deadlines, committee service, and registration periods. </li>
</ul>
PREFERRED QUALIFICATIONS:
<ul>
<li>Work experience in higher education. </li>
<li>Knowledge of technology/equipment utilized for distance delivery of instruction. </li>
</ul>

Anticipated Start Date: July 2024

Salary and Benefits: 
$45,700 to $52,555 based on education, skills and experience. Candidates with an additional degree may receive an extra base increase. Benefits include health, life, dental insurance, LTD &amp; benefit package including tuition reimbursement in accordance with Colorado Community College and Occupational Education System policies. No relocation assistance is provided.

Application Procedures: 
Review of applications is ongoing. For maximum consideration, application packet must be received by June 5, 2024. All applicants must use the following link to apply: <a href="https://morgancc.applicantpro.com/" target="_blank">https://morgancc.applicantpro.com/</a>. All required documents shall be uploaded using this link. 
Complete application packets include:
<ul>
<li>Cover Letter responding to the position description and required qualifications</li>
<li>Complete and current resume</li>
<li>MCC Employment Application: <a href="https://morgancc.applicantpro.com/" target="_blank">https://morgancc.applicantpro.com/</a></li>
<li>Academic Transcripts (unofficial copies acceptable during the application process)</li>
<li>Names and contact information of three recent job-related references who can address your expertise and background for this position</li>
</ul>
Incomplete application packets may not be considered.

Selection Procedure: 
Candidates will be evaluated based on their qualifications related to the duties and responsibilities of the position. Final candidates will be invited to travel to the College, at their own expense, to interview with the Screening Committee and college officials.

About Morgan Community College (MCC):
MCC is one of 13 colleges comprising the Colorado Community College System (CCCS). The college has been named a Great College to Work For by the Chronicle of Higher Education in the past decade. 
MCC is located on I-76, 80 miles northeast of Denver and approximately 100 miles east of Rocky Mountain National Park. MCC provides high quality transferable courses and career &amp; technical education culminating in a variety of certificate, associate, and baccalaureate degree programs through traditional, innovative, and non-traditional delivery methods in an 11,500 square mile regional area of eastern Colorado. 
The College serves this vast, rural, agricultural area from its main campus in Fort Morgan and through four regional locations in Bennett, Limon, Burlington and Wray. These locations are 75 to 150 miles from the campus in Fort Morgan. 
The College is seeking dynamic, creative individuals who are committed to the community college philosophy, student success, and public service. MCC seeks individuals looking for a rural or small community lifestyle, with excellent conditions for families; proximity to major metropolitan areas; year-round recreation and natural beauty; and a dynamic, forward-looking workplace.

Guiding Principles:
MCC utilizes four guiding principles that are intended to guide its work, both internally and externally. The guiding principles include (1) integrity, (2) respect, (3) open and honest communication, and (4) collaboration. These guiding principles are a daily part of MCC's work, and candidates should be prepared to work by and contribute to the organization through these four guiding principles. 

Our Diverse Community:
MCC exists in and serves one of the most diverse communities in Colorado. How the college serves the diverse community is an important reflection of MCC. As an institution, MCC is dedicated to continually improving its respect of and service to the diverse community and is of the utmost importance to promoting educational opportunities for underrepresented students. Applicants, if hired, should be prepared to participate in a workplace that promotes the equitable advancement of educational, social, financial, and other realms of our diverse communities and constituents. 

Immigration Reform and Control Act of 1986:
Morgan Community College complies with the federal Immigration Reform and Control Act of1986. Individuals hired will be required to provide documents to show identity and authorization to work. The law applies to all persons hired.

Former Employees:
Former employees of Colorado Community College System or one of its 13 colleges who were disciplinarily terminated or resigned in lieu of termination, must disclose this information on the employment application.

Affirmative Action:
For information regarding civil rights compliance or grievance procedures contact:
Affirmative Action/Equal Opportunity Officer, Title IX Coordinator: Director of Human Resources 920 Barlow Road Fort Morgan, CO 80701 (970) 542-3130 <a href="mailto:Human.resources@morgancc.edu" target="_blank">Human.resources@morgancc.edu</a>
Deputy Title IX Coordinator: Gary Dukes Vice President of Student Services 920 Barlow Road Fort Morgan, CO 80701 (970) 542-3111 <a href="mailto:Gary.Dukes@morgancc.edu" target="_blank">Gary.Dukes@morgancc.edu</a>
Qualified protected class Individuals are encouraged to apply.

Discrimination and Harassment: 
Morgan Community College prohibits all forms of discrimination and harassment including those that violate federal and state law, or the State Board for Community Colleges and Occupational Education Board Policies 3-120. The College does not discriminate on the basis of sex/gender, race, color, age, creed, national or ethnic origin, physical or mental disability, veteran status, pregnancy status, religion, genetic information, gender identity, or sexual orientation, or any other protected category under applicable local, state, or federal law, in its employment practices or educational programs and activities. Morgan Community College will take appropriate steps to ensure that the lack of English language skills will not be a barrier to admission and participation in educational programs.

Crime Statistics / Clery Act: 
Morgan Community College publishes its Annual Campus Security Report in its entirety on the MCC website: <a href="http://www.morgancc.edu" target="_blank">www.morgancc.edu</a>. The categories reported are: 1) Murder/Non-negligent manslaughter, 2) Forcible sex offenses including forcible rape, 3) Non-forcible sex offenses, 4) Robbery, 5) Aggravated assault, 6) Burglary, 7) Motor vehicle theft, 8) Arson, 9) Negligent manslaughter, 10) simple assault (pertaining to Hate Offenses), 11) Liquor law violations, 12) Drug law violations, and 13) Illegal weapons possessions. Upon request, an individual may receive a paper copy by addressing the request in writing to: Vice President of Student Services, Morgan Community College, 920 Barlow Road, Fort Morgan, CO 80701. 

Background Check:
Finalist must submit to and successfully pass a post-offer, pre-employment background check as a condition of hire. It is Morgan Community College's procedure to conduct pre-employment background checks on all employment finalists to determine or verify background information, including criminal history, references from previous employment, qualifications, and, when applicable to the position, driving history, credit check, and FBI Fingerprinting. Employment offers are contingent upon receiving a satisfactory report.

Drug-Free Workplace:
As a condition of employment, each employee shall agree to abide by MCC's Drug-Free Workplace Policy Statement. It is the policy of Morgan Community College that employees shall not engage in the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance in the workplace by an employee is prohibited. Any employee who violates this policy will be subject to appropriate disciplinary actions, which may include termination. The policy in its entirety may be found on the MCC website: <a href="http://www.morgancc.edu" target="_blank">www.morgancc.edu</a>.
Job Posted by ApplicantPro

-Coordinator of Regional Center-Burlington

<h3>Job Description</h3>
POSITION NUMBER: 200980

EMPLOYMENT SPECIFICS: Full-Time (Exempt Professional/Technical, 260 days), 1.0FTE

POSITION LOCATION: This position will work from a Bennett office one day per week, and either work remote or from the Limon office until a full-time office is established in the Bennett region, thus requiring regular travel. 

PURPOSE/SUMMARY OF JOB: This position is responsible for assisting with the delivery of credit and non-credit programs to residents of the communities served by the Regional Center. The position has responsibility for coordinating the day-to-day operations of the Center under the direction of the Director. This includes assisting with recruiting, testing, advising, and registering students. The position shall serve as a liaison with the Fort Morgan Campus, providing students with information on procedures regarding financial aid and billing. Coordinates purchase of supplies and materials for office and instructional courses. Coordinates course delivery needs with college technology and other agency staff. Along with the Director, maintains working relationships with schools, agencies, and institutions within the regional area. This position requires regular travel throughout region, including occasional travel to staff the Limon Center. Travels to area high schools to support proctoring, testing, advising and registration as needed. May supervise hourly staff or work study students. Work hours include daytime hours as the primary schedule, with the need to flex schedule to evenings and very rarely weekends on occasion. 
The coordinator shall perform all duties while promoting opportunities for inclusion, expressing the valuing of differences, and regularly demonstrating the college's commitment to the Guiding Principles.
For information about MCC, see the college web site: <a href="http://www.morgancc.edu" target="_blank">www.morgancc.edu</a>

REQUIRED QUALIFICATIONS:
<ul>
<li>Bachelor's degree from a regionally accredited institution. A combination of higher education and experience equivalent to a bachelor's degree may substitute. </li>
<li>Effective oral and written communication skills. </li>
<li>Excellent interpersonal and organizational skills. </li>
<li>Demonstrated analytical and problem-solving skills. </li>
<li>Proficient in MS Office. </li>
<li>Ability to travel to area high schools, Ft. Morgan, and other regional centers. </li>
<li>Ability to work occasional evening and weekend hours as necessitated by special projects, compliance with deadlines, committee service, and registration periods. </li>
</ul>
PREFERRED QUALIFICATIONS:
<ul>
<li>Work experience in higher education. </li>
<li>Knowledge of technology/equipment utilized for distance delivery of instruction. </li>
</ul>

Anticipated Start Date: July 2024

Salary and Benefits: 
$45,700 to $52,555 based on education, skills and experience. Candidates with an additional degree may receive an extra base increase. Benefits include health, life, dental insurance, LTD &amp; benefit package including tuition reimbursement in accordance with Colorado Community College and Occupational Education System policies. No relocation assistance is provided.

Application Procedures: 
Review of applications is ongoing. For maximum consideration, application packet must be received by June 5, 2024. All applicants must use the following link to apply: <a href="https://morgancc.applicantpro.com/" target="_blank">https://morgancc.applicantpro.com/</a>. All required documents shall be uploaded using this link. 
Complete application packets include:
<ul>
<li>Cover Letter responding to the position description and required qualifications</li>
<li>Complete and current resume</li>
<li>MCC Employment Application: <a href="https://morgancc.applicantpro.com/" target="_blank">https://morgancc.applicantpro.com/</a></li>
<li>Academic Transcripts (unofficial copies acceptable during the application process)</li>
<li>Names and contact information of three recent job-related references who can address your expertise and background for this position</li>
</ul>
Incomplete application packets may not be considered.

Selection Procedure: 
Candidates will be evaluated based on their qualifications related to the duties and responsibilities of the position. Final candidates will be invited to travel to the College, at their own expense, to interview with the Screening Committee and college officials.

About Morgan Community College (MCC):
MCC is one of 13 colleges comprising the Colorado Community College System (CCCS). The college has been named a Great College to Work For by the Chronicle of Higher Education in the past decade. 
MCC is located on I-76, 80 miles northeast of Denver and approximately 100 miles east of Rocky Mountain National Park. MCC provides high quality transferable courses and career &amp; technical education culminating in a variety of certificate, associate, and baccalaureate degree programs through traditional, innovative, and non-traditional delivery methods in an 11,500 square mile regional area of eastern Colorado. 
The College serves this vast, rural, agricultural area from its main campus in Fort Morgan and through four regional locations in Bennett, Limon, Burlington and Wray. These locations are 75 to 150 miles from the campus in Fort Morgan. 
The College is seeking dynamic, creative individuals who are committed to the community college philosophy, student success, and public service. MCC seeks individuals looking for a rural or small community lifestyle, with excellent conditions for families; proximity to major metropolitan areas; year-round recreation and natural beauty; and a dynamic, forward-looking workplace.

Guiding Principles:
MCC utilizes four guiding principles that are intended to guide its work, both internally and externally. The guiding principles include (1) integrity, (2) respect, (3) open and honest communication, and (4) collaboration. These guiding principles are a daily part of MCC's work, and candidates should be prepared to work by and contribute to the organization through these four guiding principles. 

Our Diverse Community:
MCC exists in and serves one of the most diverse communities in Colorado. How the college serves the diverse community is an important reflection of MCC. As an institution, MCC is dedicated to continually improving its respect of and service to the diverse community and is of the utmost importance to promoting educational opportunities for underrepresented students. Applicants, if hired, should be prepared to participate in a workplace that promotes the equitable advancement of educational, social, financial, and other realms of our diverse communities and constituents. 

Immigration Reform and Control Act of 1986:
Morgan Community College complies with the federal Immigration Reform and Control Act of1986. Individuals hired will be required to provide documents to show identity and authorization to work. The law applies to all persons hired.

Former Employees:
Former employees of Colorado Community College System or one of its 13 colleges who were disciplinarily terminated or resigned in lieu of termination, must disclose this information on the employment application.

Affirmative Action:
For information regarding civil rights compliance or grievance procedures contact:
Affirmative Action/Equal Opportunity Officer, Title IX Coordinator: Director of Human Resources 920 Barlow Road Fort Morgan, CO 80701 (970) 542-3130 <a href="mailto:Human.resources@morgancc.edu" target="_blank">Human.resources@morgancc.edu</a>
Deputy Title IX Coordinator: Gary Dukes Vice President of Student Services 920 Barlow Road Fort Morgan, CO 80701 (970) 542-3111 <a href="mailto:Gary.Dukes@morgancc.edu" target="_blank">Gary.Dukes@morgancc.edu</a>
Qualified protected class Individuals are encouraged to apply.

Discrimination and Harassment: 
Morgan Community College prohibits all forms of discrimination and harassment including those that violate federal and state law, or the State Board for Community Colleges and Occupational Education Board Policies 3-120. The College does not discriminate on the basis of sex/gender, race, color, age, creed, national or ethnic origin, physical or mental disability, veteran status, pregnancy status, religion, genetic information, gender identity, or sexual orientation, or any other protected category under applicable local, state, or federal law, in its employment practices or educational programs and activities. Morgan Community College will take appropriate steps to ensure that the lack of English language skills will not be a barrier to admission and participation in educational programs.

Crime Statistics / Clery Act: 
Morgan Community College publishes its Annual Campus Security Report in its entirety on the MCC website: <a href="http://www.morgancc.edu" target="_blank">www.morgancc.edu</a>. The categories reported are: 1) Murder/Non-negligent manslaughter, 2) Forcible sex offenses including forcible rape, 3) Non-forcible sex offenses, 4) Robbery, 5) Aggravated assault, 6) Burglary, 7) Motor vehicle theft, 8) Arson, 9) Negligent manslaughter, 10) simple assault (pertaining to Hate Offenses), 11) Liquor law violations, 12) Drug law violations, and 13) Illegal weapons possessions. Upon request, an individual may receive a paper copy by addressing the request in writing to: Vice President of Student Services, Morgan Community College, 920 Barlow Road, Fort Morgan, CO 80701. 

Background Check:
Finalist must submit to and successfully pass a post-offer, pre-employment background check as a condition of hire. It is Morgan Community College's procedure to conduct pre-employment background checks on all employment finalists to determine or verify background information, including criminal history, references from previous employment, qualifications, and, when applicable to the position, driving history, credit check, and FBI Fingerprinting. Employment offers are contingent upon receiving a satisfactory report.

Drug-Free Workplace:
As a condition of employment, each employee shall agree to abide by MCC's Drug-Free Workplace Policy Statement. It is the policy of Morgan Community College that employees shall not engage in the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance in the workplace by an employee is prohibited. Any employee who violates this policy will be subject to appropriate disciplinary actions, which may include termination. The policy in its entirety may be found on the MCC website: <a href="http://www.morgancc.edu" target="_blank">www.morgancc.edu</a>. 
Job Posted by ApplicantPro

-Coordinator of Regional Center-Bennett

<h3>Job Description</h3>
About the Organization
Center for Community Alternatives (CCA) supports and builds power with people across New York State who have been affected by mass incarceration, criminalization and community disinvestment. Through a statewide network of direct services, advocacy and organizing, and by supporting the leadership of directly-impacted people, we advance civil and human rights for all New Yorkers.CCA works to build a world where everyone has what they need to thrive. This position will work in a nonprofit fund accounting environment, managing revenue and expense for all individual gifts. Institutional giving is managed by the Institutional Giving team.
 Why Join the Team?
At CCA, we are committed to fair transparent pay, and we strive to provide competitive market-informed compensation. The successful candidate's salary is determined by the combination of knowledge, skills, competencies, experience, and geography. Our goal is to continue to make CCA one of the most desirable nonprofit places at which to work, and in part, recognize the importance of work-life balance. 
Position Summary: Under the general supervision of the Chief Financial Officer, this position will work alongside the Director of Resource Development, Institutional Giving to support individual giving efforts for the Center for Community Alternatives. This position works closely with CCA’s Communications, Development, Programs, Advocacy, and administrative departments to ensure synergy in agency efforts for fundraising. The goal is to grow individual donor annual revenue from $300,000 to over $500,000 by the end of the second year in the role. They will approach donors of all sizes, with a focus on major donors over $1,000.
Direct Supervisor: Chief Financial Officer with dotted line to Executive Director
Responsibilities:
Major Gifts: 50
<ul>
<li>Manage and grow a portfolio of 50-100 donor prospects from $1,000 to $200,000+</li>
<li>Support the Executive Director in outreach efforts to high-capacity individuals, family offices, donor advised funds, and priority prospects</li>
<li>Lead and coordinate prospect visits and trips including briefings, prospect research, talking points, pitches, and follow-up</li>
<li>Support board members in prospecting new donors, including from individuals and corporations</li>
<li>Manage major donor events in person and online and determine optimal frequency and spacing of events</li>
<li>Prospect/research existing donors between $250-999 to see if they have major donor capacity and prospect new major donors</li>
<li>Support CFO on securing corporate gifts from major donor prospects, vendors, and other prospects</li>
<li>Over time, explore long-term strategies that CCA has not yet tried or considered</li>
<li>Research and implement a planned giving strategy</li>
</ul>
Mid-level and Grassroots Gifts: 30
<ul>
<li>Work with program staff to write and send out compelling mid-level and grassroots donor appeals for key dates like Giving Tuesday, End of Year, and a weeklong drive</li>
<li>Develop a yearlong grassroots strategy, including sending emails around important organizational updates or rapid response</li>
<li>Create a stewardship and retention strategy for donors of all sizes</li>
<li>Execute mail pieces</li>
<li>Explore possibility for a phone and text strategy</li>
</ul>
Database, Strategy, and Admin: 20
<ul>
<li>Work closely with communications on digital fundraising strategy, messaging consistency, and design.</li>
<li>Create and manage a calendar of donor communications.</li>
<li>Develop and implement a fundraising strategy for individual giving.</li>
<li>Track moves management for all donors in EveryAction</li>
<li>Create targeted email and online forms in EveryAction</li>
<li>Pull reports for the CFO and Executive Director every month that shows last month’s giving</li>
<li>Oversee annual tax letters and thank you letters to all donors, with the support of the admin team for fulfillment.</li>
<li>Create annual reports of retention rate, churn rate, and other KPIs</li>
<li>Work closely cross departments with Resource Development, Communications, Finance, and Advocacy &amp; Organizing</li>
<li>Other duties as assigned.</li>
</ul>
Qualifications:
<ul>
<li>At least 5 years experience managing a major gift portfolio with a track record of securing 5 and 6 figure gifts</li>
<li>Experience working with boards of directors and managing a busy Executive Director</li>
<li>Ability to meet with donors in person 2 days a week on average in the NYC metro area and ability to travel throughout the state 6-12 times per year</li>
<li>Mid-level and grassroots fundraising experience</li>
<li>Track record of securing gifts from new donors and prospects</li>
<li> History working as a self-starter while also thriving in a collaborative work environment</li>
<li>Preferred: Past work at an organization doing work similar to CCA</li>
<li>Preferred: EveryAction experience or other major gift tracking system</li>
<li>Preferred: Past donor prospecting experience with a tool such as WealthEngine or iWave</li>
</ul>
ALL APPLICANTS MUST SUBMIT COVER LETTER WITH RESUME.
At CCA, we are committed to fair transparent pay, and we strive to provide competitive market-informed compensation. The successful candidate's salary is determined by the combination of knowledge, skills, competencies, experience, and geography. Our goal is to continue to make CCA one of the most desirable nonprofit places at which to work, and in part, recognize the importance of work-life balance. Some of the many benefits offered to this position are:
<ul>
<li>Paid year-round half-day Fridays.</li>
<li>12 paid holidays per year</li>
<li>20 days of earned time off (ETO) for full-time staff, with ability to use after 90-days of employment. Time off is earned starting on your first day.</li>
<li>7 days of paid sick time</li>
<li>100% paid family leave</li>
<li>3% retirement contribution regardless of employee contribution, applicable to salary after the 1st 6 months of employment</li>
</ul>

Director of Resource Development, Individual Giving

<h3>Job Description</h3>
Salary: $16 to $18 DOE
AMP is committed to promoting the safety and well-being of the citizens of the State of Utah through effective community-based supervision of offenders by professional individuals who strive to make a positive impact upon their community. Our mission is accomplished by: Enforcing Court Orders; Advocating for victim’s rights and restitution; Conducting investigations and formulating an articulated recommendation for the Court to be used in the administration of justice, and Facilitating offender rehabilitation/resocialization into the surrounding community.
We are committed to helping people—regardless of their past choices, present struggles, or future obstacles—to build the capacity and courage to change their lives.

<ul>
<li>We tailor our services to each individual’s unique needs, risks, and strengths and believe the most effective programs are evidence-based, family-focused, and trauma-informed.</li>
<li>We are committed to engaging the community by leveraging partnerships and resources to maximize our clients’ opportunities for success.</li>
</ul>
Benefits:  Health Insurance, PTO, Dental Insurance, Retirement, Vision Insurance, Health Savings Account, Life Insurance
Flexible Schedule 

Our team:
We recognize that each AMP staff member is critical. We are a team strengthened by our diversity of backgrounds, perspectives, and talents and united by a common purpose.
We are determined to continuously enhance our knowledge and skills, evaluate our results, and learn from our successes and failures.

Our impact on the community:
We believe public safety is best protected through alternatives to incarceration that combine accountability and support with empowerment and opportunity.
We are committed—through continuous innovation and the strategic disruption of ineffective responses to crime, addiction, and mental illness—to creating solutions for some of the city’s most difficult public safety and public health challenges.
Probation Case Managers supervise a caseload of low to medium risk offenders sentenced to Private Probation, Electronic (ankle) Monitoring, and Drug Testing. We are growing and have several open positions (Logan, Brigham City, Ogden, Farmington, Sandy, Tooele, St. George) around the State of Utah Part-time and Full-time positions are available. A clean criminal history and bachelor’s degree are

REQUIRED. Experience working in the probation field is preferred but other similar fields are acceptable. Pay depends on experience. Can qualify for additional monthly bonuses.

Responsibilities
The probation case manager, as an investigative sentencing specialist and supervision specialist, is responsible for providing meaningful assistance to the court in its deliberations and decisions concerning criminal offenders. And to ensure public safety through the monitoring and supervision of offenders placed under supervision by the court. Conducts investigations on defendants. The investigations include the offense, prior criminal record, and personal and family data. Compiles analyzes, evaluates, and reports to the court information obtained during the investigation. Formulates specific recommendations using comprehensive knowledge of all relevant laws, sentencing guidelines, and post-sentence procedures. Conducts investigations and prepares reports for the court on offenders who have violated their supervision. This includes evaluations and specific recommendations. Enforces conditions imposed by the court. Develops supervision and treatment plans that include identification of individual problems and community safety requirements, establishment of specific objectives and develops plans to meet those problems and objectives. Supervises offenders, which often requires travel to remote rural areas, isolated reservations, and/or tense inter-city neighborhoods. Implements supervision plans, provide counseling referrals, referrals to social agencies. Develops community resources. Maintains regular contact with offenders. Responds to concerns of families. Will be responsible for installing, explaining, and uninstalling electronic monitoring equipment or ankle monitoring.

Qualifications
The minimum requirements for a probation officer include a bachelor's degree from an accredited college or university in fields of study such as criminal justice, criminology, psychology, sociology, human relations, business or public administration, and/ or two years of specialized experience.'

Probation / Electronic Monitoring Case Manager

<h3>Job Description</h3>
Salary: $92,876
Location: Washington, DC*
Application Deadline: When filled

*Please Note: Solidarity Center staff enjoy a hybrid telework/in-person schedule. All candidates applying for this role will be expected to work in the Washington, D.C. office a minimum of three days per week unless an ADA or health-related exemption is approved.


Summary 
Solidarity Center seeks an experienced international development professional to fill a newly created position to support staff in headquarters and the field on a variety of Operations and HR issues. Particular emphasis will be placed on the development and standardization of field office systems and procedures. Procurement, compliance, and security comprise a portion of the work; other aspects of the role touch on human resources and finance in regard to local labor law, visas, and tax obligations outside the United States. A major area of responsibility will be developing and/or improving systems and tools that field offices need to be efficient and compliant, then adapting them to a wide range of local contexts, in close coordination with administrative and program staff. This will require research and outreach both within and outside of the organization to gather best practices and innovative tools for a variety of needs on the ground. These will include onboarding of field staff and may include: coordinating with hiring managers, HR, and other staff to ensure that Solidarity Center’s orientation is responsive to the needs of field-based staff, ensuring smooth staff relocation and settlement; maintaining registration, permits, and security requirements; managing inventory and usage of equipment and vehicles; and tracking expenses and staff time. 
This position will initially focus on establishing standardized, efficient, but adaptable processes for field office operations, with systems for ongoing review and update of those processes. To ensure their sustainability, the Operations and HR Officer will train and collaborate closely with staff in the field who can serve as Operations Focal Points or liaisons for their country or region. Acting as a primary point of contact for staff being deployed to new locations, the Operations and HR Officer also plays a crucial role in the onboarding and orientation processes, starting at the point of hire. 
As a critical link between field offices and headquarters, this position requires innovative thinking and problem-solving as well as strong interpersonal and communication skills, with the ability to remain calm in highly charged situations. The Operations and HR Officer should have a keen eye for detail and the ability to grasp minutiae regarding compliance with Solidarity Center policy, applicable law, and grant regulations. 
Basic Qualifications:  
<ul>
<li> Bachelor’s degree in business operations, organizational development, international development, or a related field, and/or seven years of related experience, ideally in a grant-funded, international environment </li>
<li> Project Management Professional (PMP) Certification (desirable but not required)</li>
<li> Five years of experience managing US government funded international development programs, preferably in both HQ and the field </li>
<li> Experience in establishing and launching operational systems and procedures</li>
<li> Experience developing and conducting onboarding programs for new field staff (Expat, TCN and Country Staff)</li>
<li> Demonstrated commitment to social justice, human rights, worker rights, and/or the global labor movement</li>
<li> Excellent judgment and impeccable integrity</li>
<li> Exceptional organizational skills, with an eye for detail and a talent for problem solving and streamlining complex processes</li>
<li> Strong verbal and written communication skills</li>
<li> Fluency in a foreign language (preferred, but not required)</li>
<li> Ability to foster collaborative relationships with employees at all levels and from diverse cultures</li>
<li> Ability to work independently and complete assignments with limited supervision</li>
<li> Ability to work in a team environment and maintain confidentiality</li>
<li> Strong understanding of standard personnel, financial, and operating procedures within the international nonprofit sector, and the ability to interpret and answer employee questions related to the same</li>
<li> Familiarity with DocuVantage or a comparable system for document review and storage</li>
<li> Familiarity with standard practices related to global procurement, human resources, project accounting, and other administrative/operational functions</li>
<li> Familiarity with federal funding rules and regulations (specifically 2 CFR 200)</li>
<li> Familiarity with the principles and best practices of managing organizational change</li>
<li> Knowledgeable in Word and Excel, as well as Google Suite applications </li>
</ul>
International travel will be required for regular visits to field offices.

Supervisor:  Director of Operations

Specific Duties:
<ul>
<li> Travel to the field to conduct routine assessments of operational policies and procedures, in coordination with Finance, HR, IT, and PQLC departments, providing follow-up recommendations and ensuring that identified gaps are addressed</li>
<li> Coordinate the updating and standardization of field office administrative and operational systems, and support regional teams on their implementation</li>
<li> Support regional teams in opening new field offices, including helping to identify and then coordinating with local legal counsel, real estate brokers, tax advisors, translators, drivers, and other professionals as needed</li>
<li> Serve as primary point of contact with immigration attorneys in the US and abroad to secure visa applications and work permits for new hires and transfers, in close coordination with HR and regional teams</li>
<li> Work with HR and regional staff to track the registration of field offices abroad, support Country Program Directors in completing registration as needed, and pursue alternative solutions when registration proves impossible or unfeasible</li>
<li> Co-design onboarding programs for field staff and conduct both orientation sessions and annual training around operations and administration, to include reviewing the following documents, procedures, and areas of responsibility with new Country Program Directors (and/or Deputy Directors) and providing guidance or assistance as needed:
<ul>
<li> Process for shipping of household goods and locating housing (and sometimes office) space, ensuring that residential and office leases are in compliance with organizational and donor policy</li>
<li> Power of attorney, appointment letters, banking agent letters, board resolutions, and other operational documents that require Executive Director signature</li>
<li> Local labor law impacting permanent and contract staff</li>
<li> Information related to dependent schooling and required documentation (e.g., written confirmation of Solidarity Center tuition coverage)</li>
<li> US Embassy safety registration</li>
</ul>
</li>
<li>Support new non-US field staff with the opening of US bank accounts as needed</li>
<li>Support the Assistant Director of HR in establishing systems and procedures to ensure that field offices maintain local personnel policy manuals, conduct an annual salary review, and abide by host country employment laws to the maximum extent possible</li>
<li> Support the Assistant Director of HR in ensuring that field office manuals are compliant with donor and organizational policies, updating forms as needed</li>
<li> Support the Director of Operations and Assistant Director of HR in establishing and maintaining a system for field offices to routinely share staff lists, contracts, and contact information with HQ </li>
<li> Support the Director of Operations in tracking the legal status of offices and expats and helping field offices pursue registration or obtain work authorization for expats and Third Country Nationals (TCNs)</li>
<li> Provide back-up support on DocuVantage training and troubleshooting</li>
</ul>
In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification document form upon hire.

This is a collective bargaining unit position, generously compensated with a gross annual salary starting at approximately $92,876 USD based on experience. A robust benefits package includes fully paid health insurance, a retirement plan and pension, life insurance, and ample paid time off for holidays, vacation, and medical leave. Pre-tax deduction programs are also available for commuting, dependent care, and health care expenses. In addition, we offer opportunities and funds for professional development.

The Solidarity Center cultivates the values of diversity, equality, and inclusion among its staff and partners. It does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, marital status, disability, veteran status, or any other status protected under applicable law. Candidates from traditionally underrepresented groups are strongly encouraged to apply. If you are a candidate with a disability and require reasonable accommodations to apply for this position, please contact us at <a href="mailto:information@solidaritycenter.org" target="_blank">information@solidaritycenter.org</a>.
For Candidates Applying from the AFL-CIO: Solidarity Center works in partnership with the AFL-CIO on recruiting and filling positions. Our policy is to notify the AFL-CIO prior to interviewing any of its current employees.

Operations And Human Resource Officer

<h3>Job Description</h3>
Hours: Full-time (37.5 hours per week)
Location: Lynchburg, VA
POSITION SUMMARY
The Client Rights and Privacy Officer serves as the central point of contact regarding human rights and privacy issues, complaints, and investigations. In the role of a consumer rights advocate, this position will work with persons served, their families, legal guardians, and authorized representatives at the program and departmental levels. This position is responsible for the daily monitoring of internally submitted client incident reports and ensuring that all appropriate client incidents are reported to the Virginia Department of Behavioral Health and Disability Services (DBHDS) via the state computerized human rights information system (CHRIS) as well as coordination of receipt of, and response to corrective action plans received from various oversight entities.
REQUIRED EDUCATION AND EXPERIENCE
<ul>
<li>Bachelor’s degree in a related field</li>
<li>Five (5) years’ experience in human services, working with diverse clients</li>
</ul>
RELATED KNOWLEDGE SKILLS AND ABILITIES
Knowledge and experience in state and federal information privacy laws, including but not limited to HIPAA; Knowledge of the ID/DD Waiver application process in Virginia; Ability to research changes in Human Rights and Privacy regulations and take the lead in revisions of agency policies on human rights and privacy as changes are made; Extensive familiarity with healthcare relevant legislation and standards for the protection of clients’ health information and privacy; Ability to conduct interviews during ongoing investigations with consumers, staff members, and community members; Knowledge of population management, continuous team-based care, clinical information, and point-of-care automation and use of analytics to evaluation clinical, operational, and financial performance; Familiar with care management systems; Proficient in the use of information technology and related tools, as well as producing reports as needed from such; Demonstrated skills in collaboration, teamwork, and problem-solving to achieve goals; Demonstrated skills in verbal communication and listening; Demonstrated skills in providing excellent service to customers; Excellent writing skills; A high level of integrity and trust.
HORIZON ENVIRONMENT
Horizon Behavioral Health Community Services Board (CSB) is located in the beautiful heart of Central Virginia. Whether your passions be hiking the Appalachian Trails, kayaking the James River Blueways, or a Sunday drive along the world-famous Blue Ridge Parkway, Lynchburg Virginia offers small-town southern charm with an active culture of music festivals, outdoor activities, world-class performing arts and a revitalized downtown that placed it at the top of the list by Reviews.org as the 2019 best place for millennials to move. Horizon is also the proud recipient of Living in Lynchburg’s 2021 Giving Back Award, Best of Lynchburg for Counseling Services for multiple consecutive years, and again named Best Place to Work by Lynchburg Business Magazine in 2023!
THE BEST BENEFITS FOR THOSE WHO TAKE CARE OF THE COMMUNITY
We’re proud to offer some of the best benefits options in Central Virginia. Participation in the Virginia Retirement System (VRS) is exclusively for public service workers in Virginia, while several options exist for life, health, dental, and vision insurance. Emphasis on work-life balance means a generous annual leave policy ensuring time for wellness with separate time allocated for sick leave and additionally for paid holidays. Stay active with Horizon’s annual wellness programs and various opportunities to interact with the community through the year. Horizon’s clinical sites are NHSC/HRSA approved for clinical student loan repayment, and qualify for both the Public Service Loan Forgiveness (PSLF) and the Behavioral Health State Loan Repayment (BHLRP) programs. If you are interested in continuing your education, working at Horizon qualifies you to receive discounts at some local universities. 

To Apply – Please visit our online career center at <a href="https://www.horizonbh.org/careers/" target="_blank">https://www.horizonbh.org/careers/</a>
Horizon Behavioral Health is an Equal Opportunity Employer (EOE).

Client Rights & Privacy Officer

<h3>Job Description</h3>
\n
MARKET SUMMARY:
\n\n
MICHIGAN GROUP - Detroit Market
\n
The Detroit Medical Center is one the largest academic medical centers in the United States, with a long and rich history of medical education, providing training in medical education for more than 100 years. As the nation shifted to more rigorous oversight of physician training, the DMC continued to be a leader in accredited programs in medical education beginning with the Ophthalmology Residency Program’s accreditation in 1951, Pathology in 1953, Internal Medicine in 1956, Neurology in 1958 and Neurological Surgery in 1960. The DMC now trains the majority of practicing physicians in the State of Michigan including 70 percent of the state’s trauma surgeons and 60 percent of its emergency physicians.
\n\n
The DMC currently sponsors more than 100 residency and fellowship programs, training over 1000 physicians each year. Detroit Medical Center Graduate Medical Education Accredited Training Programs include 67 Accreditation Council for Graduate Medical Education accredited residencies and fellowships; 4 accredited by the American Osteopathic Association; 5 fellowships accredited by the American Board of Obstetrics and Gynecology; and 6 residency programs accredited by Other Boards.
\n\n
The DMC maintains Academic affiliations with Michigan State University’s College of Osteopathic Medicine and Wayne State University’s School of Medicine. The faculty provides the majority of medical student, resident and fellow training at DMC hospitals.
\n\n
The Detroit Medical Center graduates outstanding physicians with advanced training in many specialties including Emergency Medicine, Surgery, Cardiology, Neurosurgery, Obstetrics and Gynecology, Neurology, Internal Medicine, Pathology, Pediatrics, Radiology and many more.
\n\n
The Assistant Chief Nursing Officer will have direct oversight of the following hospitals:
\n\n
DMC Detroit Receiving Hospital is a 223 bed institution, Michigan’s first Level I Trauma Center and is a constant and innovative force in the evolution of emergency medicine. Receiving hosts one of the busiest and most well-equipped emergency departments anywhere, training nearly half of practicing emergency medicine physicians in Michigan. The oldest and largest verified burn center in the state is at Receiving, and is one of only 63 in the country.
\n\n
Detroit Receiving offers expertise in many specialty services, including emergency medicine and trauma, critical care, orthopaedics, neurosciences, nephrology, pulmonology, diabetes, geriatrics and urology. Boasting the state’s leading 24/7 hyperbaric oxygen program and Metro Detroit’s first certified primary stroke center, Detroit Receiving is a leader in senior care with our nationally recognized Rosa Parks Geriatric Center. A Center of Excellence for disaster preparedness, the experts at Detroit Receiving have made it the model for regional, state, national and federal agencies.
\n\n\n\n
III. JOB DESCRIPTION:
\n\n
The Assistant Chief Nursing Officer is responsible for assisting the Chief Nursing Officer in planning, implementing and evaluating the nursing services to ensure the delivery of adequate and competent patient care. In the absence of the Chief Nursing Officer, the Assistant Chief Nursing Officer has responsibility for the Nursing Supervisors, Nursing Directors and Clinical Education. He/she functions as an expert nurse who facilitates the development of the Nursing areas.
\n\n
<ul>\n
<li>Facilitates mechanisms designed to guide the provision of nursing care required for all patients.</li>
\n</ul>
\n\n
<ul>\n
<li>Participates in the design and development of systems compatible with the ANA Code of Ethics, Nursing standards, the goals and resources of the organization, and changing societal/community needs and patient/family expectations.</li>
\n
<li>Assists CNO with developing, maintaining, and evaluating organizational planning systems to facilitate the delivery of patient care services.</li>
\n
<li>Assists with the development of standards of nursing practice and standards of care with nursing leaders.</li>
\n
<li>Advocates organizational processes that allow for creativity in the development of alternative plans for achieving desired, client-centered, cost-effective outcomes.</li>
\n
<li>Promotes the integration of applicable contemporary management and organizational theories, nursing and related research findings, and practice standards and guidelines into the planning process.</li>
\n
<li>Assists and supports staff in developing and maintaining competency in the planning and management of transitions.</li>
\n
<li>Advocates integration of policies into action plans for achieving desired client-centered outcomes.</li>
\n
<li>Utilizes clinical, human resource, and financial data to appropriately integrate standards of nursing and patient care, facilitating continuity across a continuum.</li>
\n
<li>Ensures CNO is informed of critical issues within assigned departments; reporting managers and staff are fully informed on organization issues and development; collaborates with other departments relative to changes originating within the nursing department that potentially impact their individual operations.</li>
\n
<li>Provides training and coaching to managers and staff for the selection of qualified candidates. Adheres to facility policies and procedures as well as utilizes facility departmental resources for management of operations.</li>
\n</ul>
\n\n
<ul>\n
<li>Provides a leadership role in professional, community, and governmental bodies that shape healthcare policy, thereby contributing to the development of the health care delivery system, and better health care for society.</li>
\n</ul>
\n\n
<ul>\n
<li>Provides leadership direction in the identification of clinical nursing goals and directions.</li>
\n
<li>Collaboratively participates with nursing leaders in the development and implementation of systems and processes to achieve clinical and administrative goals.</li>
\n
<li>Evaluates and revises the systems and processes of organized nursing service to enhance achievement of identified, desired client/family-centered outcomes.</li>
\n
<li>Provides leadership and support to nursing management in critical thinking, conflict management, and problem solving.</li>
\n
<li>Ensures the ongoing evaluation and innovation of services provided by organized nursing services and the organization as a whole.</li>
\n
<li>Supports the research process, dissemination, and utilization of research findings in the areas of nursing, health, and management systems.</li>
\n
<li>Serves as a professional-role model and mentor to motivate, develop, recruit, and retain staff and future nurse administrators.</li>
\n
<li>Collaborates with recruiter to develop successful recruitment and retention strategies.</li>
\n
<li>Initiates and leads departmental and cross-functional transitions. Applies "best practices", eliminates barriers, and gains organizational support for change.</li>
\n
<li>Promotes an environment for harmonious relationships among personnel, medical staff, patients and others.</li>
\n</ul>
\n\n
<ul>\n
<li>Systematically evaluates the quality and effectiveness of nursing practice and nursing administration.</li>
\n</ul>
\n\n
<ul>\n
<li>Ensures processes for viability of performance improvement programs.</li>
\n
<li>Identifies key quality indicators for monitoring and evaluating.</li>
\n
<li>Participates in the peer review process and privileging process for advanced practices nurses/Allied Health Professionals.</li>
\n
<li>Participates in interdisciplinary evaluation teams.</li>
\n
<li>Demonstrates current knowledge of JCAHO Standards, State and Federal Regulations and ANA Standards for nurse administrators.</li>
\n
<li>Demonstrates knowledge of the legal aspects and liabilities of nursing practice. Ensures that all staff members’ function within the legal boundaries and guidelines established by the state nurse practice act.</li>
\n
<li>Assists CNO in assuring that nursing leadership and nursing staff are aware of current standards, policies and procedures and compliance are met.</li>
\n
<li>Visits nursing units regularly to ascertain quality of patient care and contentment of staff.</li>
\n</ul>
\n\n
<ul>\n
<li>Evaluates his/her own performance based on professional practice standards, relevant statutes and regulations, and organizational criteria.</li>
\n</ul>
\n\n
<ul>\n
<li>Engages in self-performance appraisal on a regular basis, identifying areas of strength as well as areas for professional/practice development</li>
\n
<li>Seeks constructive feedback regarding his/her own practice.</li>
\n
<li>Takes action to achieve goals during performance appraisal.</li>
\n</ul>
\n\n
<ul>\n
<li>Acquires and maintains current knowledge in administrative practice.</li>
\n</ul>
\n\n
<ul>\n
<li>Seeks experience to expand and maintain skills and knowledge base.</li>
\n
<li>Networks with peers in state/region/corporate to share ideas and conduct mutual problem solving.</li>
\n
<li>Maintains professional affiliations and enhances professional growth and development.</li>
\n</ul>
\n\n
<ul>\n
<li>Collaborates with nursing staff at all levels, interdisciplinary teams, executive officer, medical staff, and other stakeholders.</li>
\n</ul>
\n\n
<ul>\n
<li>Collaborates with nursing staff and other disciplines at all levels in the development, implementation, and evaluation of programs and services.</li>
\n
<li>Collaborates with the human resources staff to develop and implement recruitment and retention programs for staff.</li>
\n
<li>Provides the opportunity for ongoing communication between self and staff.</li>
\n
<li>Collaborates with other providers of nursing/patient care within the delivery system for provision of seamless delivery of services.</li>
\n
<li>Maintains an awareness of community standards for hospital procedures and policies; communicates same to the CNO.</li>
\n</ul>
\n\n
<ul>\n
<li>Decision and actions are based on ethical principles.</li>
\n</ul>
\n\n
<ul>\n
<li>Advocates on behalf of recipients of services and personnel.</li>
\n
<li>Maintains privacy, confidentiality, and security of patient/client, staff, and organizational data.</li>
\n
<li>Advocates organizational adherence to the ANA code for nurses, organization ethics, and corporate ethics.</li>
\n
<li>Fosters a non-discriminatory climate in which care is delivered in a manner sensitive to socio-cultural diversity.</li>
\n
<li>Supports the system to address ethical issues within nursing and the organization.</li>
\n
<li>Participates in the development, implementation, and use of a system for preventing and reporting abuse of patients, patient’s rights, and incompetent, unethical, or illegal practices by health care providers.</li>
\n
<li>Acts as the Patient Ombudsman to facilitate all communications with patients and when appropriate to their families to comply with organization's duty to inform patients about the outcome of care per regulatory standards. </li>
\n</ul>
\n\n
<ul>\n
<li>Accepts supervisory responsibility for department functions and promotes hospital-wide leadership image.</li>
\n</ul>
\n\n
<ul>\n
<li>Confers with nursing supervisors and Directors on tour of duty to assess status of nursing department. Follows policy and procedure for recruitment and interviewing of potential new hires.</li>
\n
<li>Responsible for ensuring all new employees attend orientation within their first thirty (30) days of work.</li>
\n
<li>Responsible for monitoring competency levels of employees and providing staff development through education.</li>
\n
<li>Conducts monthly staff meetings, keeps minutes and attendance logs on file.</li>
\n
<li>Submits all completed employee performance reviews to Human Resources in a timely manner.</li>
\n
<li>Notifies supervisor and Human Resources of all disciplinary action.</li>
\n
<li>Documents clearly all disciplinary action and submits originals to Human Resources while keeping copies in departmental file.</li>
\n
<li>Attends nursing, hospital, and medical staff meetings as requested and reports agenda discussions, recommendations, and approvals to the CNO.</li>
\n
<li>Facilitates revisions of job descriptions for all departmental positions.</li>
\n
<li>Responsible for employee knowledge and comprehension of all hospital and departmental policies and procedures.</li>
\n
<li>Ensures up-to-date reference materials for staff to meet current standards of practice (i.e., journals, manuals, reference books, etc.). </li>
\n</ul>
\n\n\n
IV. FUNCTIONAL EXPECTATIONS &amp; REQUIREMENTS: 
\n\n
The Assistant Chief Nursing Officer has responsibilityfor complying with all policies and procedures that pertain to HIPAA including the minimum necessary requirements for this position. As part of the requirements for this position, this employee has access to the entire medical record for the purposes of improving clinical staff performance. Activities include review of staff documentation, assessments and diagnostic reports to enable processes for improving staff competency. In addition, the ACNO will limit the PHI disclosed or requested to the amount reasonably necessary to achieve the purpose of the request. The disclosures or requests that occur on a routine or recurring basis include: information regarding staff documentation of assessments and nursing care to the clinical staff, managers, risk manager and/or Chief Nursing Officer. The ACNO makes these disclosures for the purpose of identifying staff training/management issues and developing interventions to meet the identified needs. Criteria established for the PHI disclosures/requests is based upon individual clinical staff performance indicators as necessary.
\n\n
The Assistant Chief Nursing Officer:
\n\n
<ul>\n
<li>Understands individual role in the HICS Structure. Has knowledge of the Emergency Code System. Demonstrates/verbalizes required responses to the Emergency Code system. Accepts/participates on assigned Team for Hurricane (Code White) response.</li>
\n</ul>
\n\n
<ul>\n
<li>Serves as a clinical resource to nursing personnel, patients, and significant others, providing consultation as needed through sharing of expertise, providing information, demonstrating technical skills, and relating theoretical concepts to clinical practice.</li>
\n</ul>
\n\n
<ul>\n
<li>Participates in interdisciplinary rounds and provides guidance in the delivery of nursing care.</li>
\n</ul>
\n\n
<ul>\n
<li>Acts as a preceptor to affiliating graduate nursing students involved in CS programs as requested.</li>
\n</ul>
\n\n
<ul>\n
<li>Responsible for the selection and preparation of all educational materials purchased by the hospital.</li>
\n</ul>
\n\n
<ul>\n
<li>Assumes resp...</li>
</ul>

Associate Chief Nursing Officer - DMC Detroit Receiving and Harper Hutzel Hospitals

<h3>Job Description</h3>
Description:
POSITION TITLE: Sales and Marketing Director 
DEPARTMENT: Administration REPORTS TO: Executive Director 

POSITION SUMMARY:
· The essential functions of the job for the Sales and Marketing Director requires, and may be amended from time to time at the sole discretion of Viva Senior Living to include, but are not limited to the following:
· Comply with standards of business conduct in accordance with federal, state, and local health and regulatory standards and guidelines, as applicable.
· Must possess, at a minimum, a high school diploma or a GED 
· Must be able to work well with peers in a congenial work environment, and above all, maintain the utmost compassion and dignity to the residents and adhere to the Resident Bill of Rights.
· In exigent circumstances, the employee may be subject to call back during emergency conditions (e.g., severe weather, 
evacuation, temporary staffing shortages, etc.).
· Must adhere to Viva Senior Living’s attendance policies and follow the terms and conditions of employment as set forth in the Employee Handbook.
· Must be able to read, write, speak, and understand English.
· Must maintain the highest standards in caring and servicing the needs of the residents and residents' family members and loves ones.
· Must adhere to all facility policies and procedures.

RESPONSIBILITIES/ACCOUNTABILITIES
· The Sales and Marketing Director is responsible for the sales process of the community. He or she manages community census by initiating and maintaining relations with community organizations, hospitals, and other referral sources to generate admissions to the community. 
· The Sales and Marketing Director works closely with all levels of the organization to ensure the community’s image and reputation are stellar and works in line with company values to make the community the desired option for all prospective residents and their families. 
· Achieve community census goals and annual budget projections. Specifically, generate leads, schedule tours, advance the sales process, and meet daily/weekly/monthly goals. 
· Act as liaison between community and outside community. 
· Work with local community agencies to generate a positive image and encourage referral activities. 
· Participate in industry trade shows as appropriate. 
· Develop strategies to maximize admissions, including daily contact with potential referral sources, including hospitals, physicians, insurers, case management companies and health care agencies. 
· Schedule screenings of potential residents with Executive Director and/or Resident Care Director; conduct screenings if needed to determine level of care, services required, equipment needs and insurance coverage, as indicated. 
· Coordinate admissions, if needed, with Executive Director and/or Resident Care Director. 
· Be qualified to complete all admission paperwork. 
· Learn and maintain understanding of current regulations governing the operations of assisted living facilities. 
· Collect appropriate data to prepare and submit assigned monthly reports. 
· Attend and participate in weekly admissions/operations meetings. 
· Participate in quality improvement by identifying customer service issues and reporting these issues to the Executive Director. 
· Continue appropriate education as approved by Executive Director. 
· Be knowledgeable of and adhere to company and community policies and procedures; participate in safety, quality improvement, and infection control as assigned. 
· Both advise and contribute to ensure community puts forth the best possible public image. 
· Ability to drive a company vehicle (required driver) 
· Arrive to work at the scheduled time.
· Perform other related duties as required.
· Ensures that residents and families receive the highest quality of service in a caring and compassionate atmosphere which recognizes the individuals’ needs and rights.
· Report any occupational exposures to blood, body fluids, infectious materials, and or hazardous chemicals in accordance with facility policy.
· Report work related injuries and illnesses immediately to your supervisor.
· As a condition of employment, complete all assigned training and skills competency.
· Participate in all life safety and emergency drills and trainings.
· Fulfill responsibilities as assigned during implementation or activation of the facility’s emergency plan.
· Assists with evacuation of residents in an emergency situation
· Maintain confidentiality of Protected Health Information, including verbal, written and electronic communications.
· Report non-compliance with policies, procedures, regulations, or breaches in confidentiality to appropriate personnel.
· Protect residents from abuse and cooperate with all investigations.
· Report any allegations of abuse, neglect, misappropriation of property, exploitation, or mistreatment of residents to supervisor and/or administrator.
· Report any retaliation or discrimination to the Human Resource Director and the Compliance Officer.
· Fulfill individual responsibility to report any suspicion of a crime to law enforcement and the state agency.
· Performs other duties as requested.
Requirements:

Sales and Marketing Director

<h3>Job Description</h3>
Position Title: Full-Time Faculty, Dean for Information Sciences and Engineering
Department: Academic Office Reports To: Chief Academic Officer 
Primary Location: Washington, DC FLSA Classification: Non-Exempt
Parameters: Full-time; 12 months/year Pay Range: $100,000 - $110,000
Position Summary: Bay Atlantic University hires qualified candidates to fill teaching positions, which contribute to the overall strategic success of the University. We look for faculty passionate about providing a high-quality learning experience to ensure students' success and achievement of the degree's learning goals.
Under the supervision of the Chief Academic Officer, the Dean of School of Information Sciences &amp; Engineering will serve the areas of Engineering and Information Sciences as the strategic and operational champion to enhance student success by managing, developing, and implementing academic programming; leading a team of faculty and staff; and developing strategies to promote student enrollment, retention, and completion in accordance with the Universitys vision, mission, and values in the pursuit of excellence.
Essential Functions: As defined under the Americans with Disabilities Act, may include any of the following tasks, knowledge, skills, and other characteristics. This list is ILLUSTRATIVE ONLY and is not a comprehensive listing of all functions and tasks performed by incumbents of this class.
Duties and Responsibilities:
The full-time Dean will provide instruction across multiple areas and will be required to:
1. Provide strong leadership and dynamic vision for the School that accelerates the Schools success in the current and future landscape of higher education. 2. Encourage and facilitate substantial growth of the School including interdisciplinary collaboration, new areas of innovation and partnership, and the launch of new programs including a Ph.D. 3. Oversee curriculum development for current and new degree and certificate programs and ensure that programs maintain interest and progression over a period of time. Assist faculty to develop strategic goals for program growth and excellence. 4. Provide leadership for program promotion and enrollment strategy. Promote a learning environment which enhance student belonging and success as parts of positive enrollment management strategies. 5. Lead faculty in pursuing and/or maintaining accreditation of external agencies. 6. Maintain, analyze, and interpret data to identify opportunities and develop strategies to advance academic achievement and student success. Use data to assess the effectiveness of academic programs. 7. Effectively, responsibly, and strategically manage financial, infrastructural, and personnel resources in the School. 8. Participate in seeking, developing, and managing external grants that promote strategic learning objectives of the School in collaboration with other related agencies in the University. 9. Collaborate with administration, faculty, and staff in campus and college wide planning in accordance with the Strategic Plan. 10. Assess, revise, and develop courses to maintain a current, relevant curriculum; develop lesson plans; organize and manage instructional activities; use appropriate learner-centered instructional methods; utilize new technology and the BAU learning management system in all classes. 11. Stay current on academic affairs within the state and nation. Be knowledgeable of regional industry and workforce needs. 12. Lead the School in ways that reflect highest personal standards of integrity, ethics, and professionalism and address issues of inequity and Title IX with all due process to foster a work environment that is inclusive, positive, and respectful. 13. Other duties as assigned.
General Expectations: Employees are expected to accomplish assigned duties in an efficient, effective, and competent manner and to strive for improvement and excellence in all work performed. Additionally, employees must understand the comprehensive role of the community college and cooperate and work harmoniously with students, faculty and staff, and the public. Employees will follow all university policies, rules, regulations, and guidelines as they relate to this position.
Education and Experience Requirements: 
 Doctoral degree in Information Sciences, Engineering, or a closely related field. A minimum of 5 years of experience teaching in higher education. A minimum of 3 years of experience in higher education academic leadership. A strong record of academic and research achievements in a relevant discipline. Significant experience in academic leadership roles, preferably within higher education. Proven track record in faculty development, academic program accreditation, and curriculum innovation. Excellent communication, interpersonal, and leadership abilities. Commitment to diversity, equity, and inclusion.
<ul>
<li>To ensure the health and safety of our community, BAU requires COVID-19 vaccinations for faculty and staff.</li>
</ul>
 This position requires all coursework to use the Universitys educational platform to promote the advancement of technological enhancements in teaching. 
 The successful candidate will also have a commitment to teamwork and organizational skills with attention to detail, thoroughness, excellent communication, and practical decision-making.
Knowledge, Skills, and Abilities:
1. Knowledge of the organizational and functional responsibilities and operations of an organization required to coordinate the work of the office with the work of other offices and for recognizing the need for such coordination in various circumstances.
2. Knowledge of various office automation software programs, tools, and techniques to support office operations and produce a variety of documents such as letters, reports, spreadsheets, databases, and graphs.
3. Knowledge of structure, programs, and work methods of organization for personnel/manning issues.
4. Skill in fact-finding, problem analysis, problem resolutions, and development of concrete action plans to solve problems.
5. Ability to gather, analyze and present facts, communicate effectively (both orally and in typing), using tact and courtesy and possess the ability to plan, organize work, and meet deadlines.
6. Ability to plan and organize management programs and functions of an organization and meet deadlines.
Work Environment: Work is primarily performed under general supervision in an office setting with appropriate climate control. Travel, early morning, evening, and weekend work may be required.
Physical Requirements: Essential functions of this position require: lifting, manual dexterity, ability to communicate.
Sedentary Work: Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body; involves sitting majority of time; walking and standing are required only occasionally, and all other sedentary criteria are met.
Mental Application: Utilizes memory for details, verbal instructions, emotional stability, critical thinking, adaptability, and creative problem-solving skills are important.
Disclaimer: The above statements describe the general nature, level, and type of work performed by the incumbent(s) assigned to this classification. They are not intended to be an exhaustive list of all responsibilities, demands, and skills required of personnel so classified. Job descriptions are not intended to and do not imply or create any employment, compensation, or contract rights for any person or persons. Management reserves the right to add, delete, or modify any and/or all provisions of this description at any time as needed without notice. This job description supersedes earlier versions.

Dean for Information Sciences and Engineering

<h3>Job Description</h3>

Wayne County is located in the heart of the Great Lakes region, and alongside the Detroit River. Our unique corner of Michigan offers a special blend of opportunities for residents and businesses. Wayne County is home to 34 cities and nine townships, each with its own distinctive character, and is the home to nearly 1.8 million residents. As a resident of Wayne County, you can enjoy services, support, and recreation, which makes the county a world-class place to live, work, play, and raise a family. We are committed to providing our communities with quality services and facilities that will make them thrive. If you are committed to serving our communities and residents, join our team!
DESCRIPTION OF MAJOR JOB DUTIES Under the direct supervision of a Command Officer, Police Officers perform professional police work for the Wayne County Sheriff's Office. All new hires will be assigned to one of the County Jails on any available shift. In general, Police Officers in the Sheriff's Office are assigned to the Wayne County Jails, Field Services or Court Services Divisions. Functions include: booking, searching and guarding prisoners; maintaining order and guarding judges and juries; providing building security at County facilities; serving civil process; tracing persons; making arrests and performing numerous and diverse law enforcement duties as requested. Police specialized positions receive additional training and compensation. Employees in this class are required to work mandatory overtime for roll call.
ELIGIBLE PERSONS At the time of application and appointment, applicants must: • Be a citizen of the United States; AND • Be 18 years of age or older and have a high school diploma or GED; AND • Have a valid driver's license and a good driving record; AND • Prior to hire, applicants must have passed the Michigan Sheriffs Coordinating and Training Council's (MSCTC) examination and standards for corrections officers (see empco.net for details)* • Prior to hire, applicants must have passed the MSCTC Physical Ability test (see misctc.org for details)*
TYPES OF TESTS Background Investigation1(Pass/Fail), Personal Qualifications Interview will be rated at (60%), Experience will be worth (25%), Higher Education will be worth (15%). 1A comprehensive investigation of each applicant's background will be conducted. Applicants will be fingerprinted. A check will be made of the applicant's present and past employment, financial responsibilities, traffic violation record, conservation law conviction record and criminal conviction record. An unacceptable report of any of these records will be cause for rejection of the applicant or disqualification of the applicant's examination. A felony conviction will automatically disqualify the applicant. Reports on these and other related matters will be made a part of the investigation report. This report may be used as a partial basis for the personal qualification rating at the interview. . Applicants that are disqualified for any reason may not re-apply for a police officer examination for six (6) months from the date of disqualification.
PURPOSE The purpose of this examination is to establish an eligibility list from which to fill present and future vacancies including temporary positions. The list will remain in effect for six (6) months but may be extended. The eligibility list resulting from this examination will be used only when there are no persons available on the current established Police Officer lists, 2911 oc. All lists will remain in existence until exhausted or terminated by the Department of Personnel/Human Resources. This is a continuous examination and ranking on the eligible list will be subject to change as names are added and removed from the list. GENERAL INFORMATION Pay Rate and Fringe Benefits: Full-time positions will be paid at the minimum pay rate with annual increases where applicable. Payment is on a bi-weekly basis. Full-time, permanent employees receive fringe benefits, which include vacation pay, sick leave pay, health care insurance, optical, dental, long-term disability, life insurance and a retirement plan. Full-time positions are subject to mandatory and voluntary overtime assignments. Medical Examination: A pre-employment medical examination, including a drug screen, is given to persons to be hired by the County to evaluate their required physical and mental health. Candidates who do not pass the medical examination and drug screen will be disqualified. APPLICANTS MUST MEET MCOLES/MSCTC STANDARDS. Civil Service Appeal Rights: Persons denied permission to compete in an examination may make a written appeal to the Wayne County Civil Service Commission for a final decision within twenty (20) days after the mailing of such notification, stating the basis for their complaint. Under the Rules of the Department of Personnel/Human Resources (Rule 6, Section 12 and 13), requests to review the personal qualifications interviews must be made in writing within twenty (20) days after the mailing of the notice of results and any appeal concerning the ratings received must be made in writing within twenty (20) days after the review. The appeal must state the basis on which it is claimed that the ratings are improper. Probationary Period: Appointees must successfully complete jailer's training and a probationary period as provided in the collective bargaining agreement before the candidate achieves regular status. Veteran's Preference: Honorably discharged war veterans who receive passing grades on examinations will have ten (10) points added to their final earned examination scores and those who have a service-connected disability will have five (5) points added to their score, for a possible total of fifteen (15) additional points. Request for and proof of eligibility must be submitted at the time of examination. Equal Opportunity Employer: The County of Wayne is an equal opportunity employer and does not discriminate based on religion, race, color, national origin, age, sex, marital status, height, weight, arrest record or disability. For information regarding the Department of Justice - EEO Utilization Report, please visit <a href="https://www.waynecounty.com/departments/phr/legal-postings.aspx" target="_blank">https://www.waynecounty.com/departments/phr/legal-postings.aspx</a>. Accommodations for the Disabled: A disabled person needing accommodation in connection with a job application or to participate in the examination process must notify the Department of Personnel/Human Resources. A reasonable accommodation may also be required on the job to enable the individual to perform the essential job functions. Such accommodations will be evaluated at the time of appointment. Hearing or speech impaired persons using TDD's or similar devices may contact the Michigan Relay Center, toll free at (800) 649-3777 or 711 to communicate directly with the Department of Personnel/Human Resources during regular working hours.

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