AHRC New York City

The annual salary for the Field Supervisor, In-Home Services position is between $45-$50k plus a very generous benefits package including: FULL MEDICAL PAID BY EMPLOYER, dental, and vision plan; generous paid time off, 403B, tuition reimbursement and other benefits.. Oversee Community Habilitation, In-home Respite, Bridges to Health and Traumatic Brain Injury services for assigned caseload of 50 - 60 individuals.. Provide support and supervision to direct care staff assigned to caseload.. Conduct home visits in accordance to departmental policy, observing interactions between direct care staff and individuals receiving services to ensure plans are properly implemented.. Participate in employment process, orientation, training and performance evaluation of direct care staff.

field supervisor

Description AHRC NYC is one of the largest providers of services for children and adults with developmental disabilities in New York City. Our mission is to advocate for people who are neurodiverse to lead full and equitable lives. Come join the company recognized by Forbes as a Best Midsize Employer in America two years in a row, generosity guides us as we honor our legacy and continuously grow through a culture of curiosity, creativity and optimism. The annual salary for the Field Supervisor, In-Home Services position is between $45-$50k plus a very generous benefits package including: FULL MEDICAL PAID BY EMPLOYER, dental, and vision plan; generous paid time off, 403B, tuition reimbursement and other benefits. ESSENTIAL RESPONSIBILITIES Oversee Community Habilitation, In-home Respite, Bridges to Health and Traumatic Brain Injury services for assigned caseload of 50 - 60 individuals.Assess needs of individuals referred for services and development, implementation, monitoring and reassessment of service plans, as appropriate and necessary.Maintain accurate program records and ensure timely submission of all required program documentation.Maintain communication with individuals' family members or advocates, as well as with Service Coordinators and administration regarding progress.Provide support and supervision to direct care staff assigned to caseload.Conduct home visits in accordance to departmental policy, observing interactions between direct care staff and individuals receiving services to ensure plans are properly implemented.Identify and address areas where staff development is needed and provide on-site coaching and training whenever needed.Communicate with Training Coordinator regarding staff training needs that cannot be addressed in home setting.Participate in employment process, orientation, training and performance evaluation of direct care staff.Participate in weekly staff meetings and remain available for assignment to work on special departmental or programmatic projects as needed.Maintain professional and pleasant attitude toward people we support and their families, co-workers and other professional contacts.Conduct other responsibilities as assigned. QUALIFICATIONSBachelor's Degree and 2-3 years supervisory experience in home care field or 4-5 years of direct work experience plus 1-2 years supervisory responsibilities required.Strong computer and statistical reporting skills essential.Demonstrated ability to communicate effectively with broad range of stakeholders and in writing.Competency in working in fast paced and rapidly changing environment, with ability to make prudent and independent decisions as warranted and be accountable for ensuring high quality services to individuals supported.Willingness to travel to home sites required.Bilingual language skills a definite plus. Qualifications Experience Preferred + 2-3 years: Supervisory experience in home care field 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 contractors legal duty to furnish information. 41 CFR 60-1.35(c)

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