Non-Secure Detention Shift Supervisor
Employment Type: Full-Time
Industry: Non-Executive Management
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The Non-Secure Detention Shift Supervisor is responsible for creating a safe, therapeutic and caring environment for youth in a non-secure detention setting. The goal of the position is direct oversight of the day to day operations of the program including supervision of both staff and youth and ensuring agency and states regulations are met.
Plan and engage youth in activities.
Form therapeutic relationships with youth and families.
Observe, guide and correct as necessary, delinquent, unsafe and/or unusual behavior.
Evaluate, interpret, instruct and guide the behavior of youth and to assess and manage group dynamics.
Handle crisis situations effectively and in a solution-focused manner.
Supervise designated NSD Counselors and daily program activities in the absence of management.
Assist in maintaining staff schedules and coverage.
Minimum of Associates Degree in Human Services or related field required; Bachelors Degree preferred.
Experience working with at risk youth in detention/residential facility preferred.
Flexible availability required including nights, weekends, holidays and on-call coverage.
Must possess a valid drivers license and clean driving record.
Limited travel is required for the position.
Ability to work with an economically and culturally diverse population.
Skills: demonstrated decision-making, organizational and communication skills, both oral and written, including attention to detail, working knowledge of MS Office programs, capable of working in a stressful environment, ability to become TCI Certified and First Aid/CPR trained.
Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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 contractors legal duty to furnish information. 41 CFR 60-1.35(c)
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