CCR&R Program Manager - Coaching Services - Childcare Resource & Referral

Job Summary and Responsibilities/Duties For best consideration, please submit application materials by September 8, 2024. A Resume and Cover Letter are required as part of your completed application. At Mt. Hood Community College we hold ourselves accountable to align our systems, policies, practices, and resource allocations to strategically and purposefully advance equity. We recognize the harm done to historically excluded people. We work towards a future where all people across the spectrum of difference thrive at Mt. Hood Community College. We seek to provide every person within our community the tools to be successful. We actively design equitable systems to promote fairness and justice. Mt. Hood Community College prioritizes equity and acknowledges the importance of the ongoing and intentional work to interrupt oppression and remove barriers that perpetuate inequity. We strive to become an organization that demonstrates equity in concept, practice, and outcomes, where all people are valued and feel a sense of belonging. About the Department Child Care Resource & Referral (CCR&R) of Multnomah is one of fifteen (15) CCR&R programs serving 36 Counties in Oregon. Our work prioritizes support for early educators serving children furthest from opportunity representing various sectors across the continuum of care to participate in professional development opportunities. CCR&R offers comprehensive supports to early educators to empower them to provide high quality, developmentally appropriate, culturally responsive services to children and families. For more information, please visit our website here. Job Summary Develops and manages a countywide coaching program developed with in-home and center-based early learning programs across Multnomah County, including publicly funded Preschool For All, Baby Promise, and Preschool Promise programs with a focus on ensuring sustainability, inclusivity, and culturally responsive services. Plans, recommends, and implements goals, objectives, strategies, policies, and procedures. Manages and monitors assigned grants and other funding streams, including program compliance. Collaborates with other coaching teams and professional development managers. Supervises and develops staff. Essential Duties Oversees the day-to-day administration and supervision of a CCR&R program(s). Develops, plans, recommends, and implements goals, objectives, strategies, policies, and procedures. Creates and maintains a continuous quality improvement process for the program which includes provider and stakeholder voice and feedback Recruits program staff who reflect the diversity of providers, partners, and families while creating a cohesive and collaborative team that focuses on eliminating oppression and privilege in the community and workplace. Trains, supervises, schedules, motivates, and evaluates staff. Develops and sustains onboarding and professional development plans for staff. Creates individualize professional development plans. Sets performance goals and evaluates performance of staff utilizing reflective supervision, observation of coaching services, and analysis of evaluation data. Facilitates a community of practice for program staff which includes team building, peer mentorship and ongoing professional development opportunities on anti-bias practices, trauma-informed practices, early learning environments, interactions with children, behavior management practices, family engagement, implicit bias, and systemic racism. Develops, implements, and monitors program budget, ensuring compliance with applicable fiscal restraints; implements and allocates resources following budget approval; approves expenditures. Attends community meetings representing CCRR-MC, plans community presentations, and partners with other community-based organizations and early learning programs to stay attuned and responsive to community needs Manages assigned grant programs. Coordinates with funders to remain current on grant vision, goals, changes, and requirements. Monitors compliance with conditions and terms; creates procedures for and maintains appropriate records and documentation; completes and submit reports and deliverables. Participates in/on a variety of meetings, committees, task forces, and/or other related groups to communicate information regarding services, programs, areas of opportunity, and/or other pertinent information as appropriate; represents the program on local, state, and national committees, advocacy groups, and/or other related groups; confers with a variety of governmental agencies and other organizations regarding program issues. Additional Duties Attends professional development trainings and events. Performs all other duties as assigned. Minimum and Desired Qualifications Education: Bachelor degree in early childhood education, human development, child and family studies, social work, sociology, adult education, psychology or related field Experience/Training: Minimum (5) years of experience coaching or coordinating an early childhood education and/or social services program, including at least two (2) years of supervisory experience Knowledge of how children birth to five learn within the context of ongoing, meaningful relationships with important adults in their lives. Experience incorporating diversity, equity, and inclusion practices into teaching and coaching methods Current driver’s license, insurance, and access to reliable automobile during work hours for transportation to off-campus sites. Must have at least three (3) years of driving history Equivalent combinations of education and experience may be considered on a year for year basis Preferred Qualifications Education: Master’s degree in early childhood education, human development, child and family studies, social work, sociology, adult education, psychology or related field Experience/Training: Supervisory experience Bilingual skills with oral and written fluency in English with fluency also in Spanish, Russian, Vietnamese, Mandarin, Somali or another language that meets community/department’s needs. Knowledge of early learning quality assessment tools, including: Classroom Assessment Scoring Scale (CLASS™) Environmental Rating Scale(ERS) (specifically, Early Childhood Environmental Rating Scale-3 and Family Child Care Environments Rating Scale Program Assessment Scale (PAS) Knowledge of child assessment and screening tools, including: Teaching Strategies Gold Teaching Pyramid Observation Tool Ages and Stages Questionnaire Ages and Stages Questionnaire-Social Emotional Other Qualifications Possession of, or ability to obtain, Oregon Registry Master Trainer Certification within six (6) months of hire Must complete required Oregon Department - Education Early Learning Division Self-Study Trainings within 30 days of hire Must be able to travel throughout the county and to other required opportunities, including overnight and/or on weekends on occasion and with ample notice Must be able to enroll in the Oregon Central Background Registry prior to beginning employment and enrollment must be maintained throughout employment Additional Qualifications and/or Knowledge, Skills and Abilities (KSAs) Knowledge, Skills and Abilities Knowledge of how children birth to five learn within the context of ongoing, meaningful relationships with important adults in their lives Knowledge of effective techniques of adult learning and relationship-based coaching practices. Knowledge and understanding of the needs of preschool children, their families, and those who work with them Ability to communicate formally and informally with a wide range of contacts and demonstrate tact, diplomacy, empathy, and friendliness in dealing with people under stressful conditions, either by phone, through video or in person Ability to work respectfully with individuals of all cultures, backgrounds, perspectives, and abilities. Knowledge of adult learning principles Ability to pay close attention to details Strong organizational skills Knowledge of child development and/or early childhood best practices Knowledge of how programs engage families in partnerships Knowledge of effective teaching practices Ability to engage and support families with diverse languages and cultures Knowledge and understanding of issues surrounding systemic inequity, systemic racism, and the ongoing pursuit of methods to address these both individually and within group process Knowledge of inclusive practices in preschool programs Knowledge of effective techniques of adult learning and relationship-based coaching practices Ability to plan, organize, and effectively manage time Ability to build collaborative partnerships with stakeholders, and provide services that are culturally competent and appropriate to the needs of the target audience Ability to independently perform the duties of the position efficiently and effectively Ability to communicate formally and informally with a wide range of contacts and demonstrate tact, diplomacy, empathy, and friendliness in dealing with people under stressful conditions, either by phone, through video or in person Ability to work respectfully with individuals of all cultures, backgrounds, perspectives, and abilities Ability to use equipment necessary to carry out job responsibilities such as, but not limited to, computer and virtual training software, cell/telephone, projectors, digital cameras, and video recorders Working Conditions and Important Information Working Conditions Works in a variety of office and early childhood settings. As necessary to meet workload demands, works outside of typical schedule, including evening/weekend hours. Work requires travel to off-campus locations and periodic weekend or overnight trips with advance notice. Work is sometimes performed in an emotional and stressful environment. Position is hybrid and works both remotely and in-person to meet program needs. Salary Initial salary placement will be based on years of relevant full-time equivalent experience at the sole discretion of the College, per the guidelines in the applicable Handbook or Collective Bargaining Agreement. Please include all relevant full and part-time experience in your application that you want the College to review towards potential placement. Hired employees will not have an opportunity to update past experience or appeal initial placement after the time of hire. Important Information MHCC only accepts applications through our online application system at http://agency.governmentjobs.com/mhcc/default.cfm. For technical assistance, please call 855-524-5627. Please note: We do not request or read letters of recommendation. Also, it is not necessary to upload a large number of documents with your materials. We are looking for the required documents. Faculty applications require a current resume, cover letter and official transcripts (copies are fine for application purposes) and/or any required certificates or licenses. Please note: this is initially a self-screening system. We recognize that our application process can be lengthy, so before you begin, please read all of the stated requirements to determine if you meet them. Applicants must meet all of the stated minimum qualifications and additional requirements to be considered for this position. Based on your responses to the qualifying questions, the system may automatically screen you out from further consideration. Position subject to budget consideration and approval. For the candidate who is hired into this position, salary placement will be based on guidelines in the faculty association agreement to assess education and experience. For this reason, please be sure to include everything in your application that you want the college to consider towards placement. Any appeals to placement must be submitted in writing to the human resources recruitment specialist no later than one week after an offer is made. Final candidates will be subject to a criminal background check as part of the employment process. MHCC is NOT able to support Visa applications for employment at the college. Applicants must already be eligible to work in the United States to be considered. MHCC provides qualifying veterans and disabled veterans with preference in employment in accordance with ORS 408.225, 408.230, and 408.235; OAR 105-040-0010 and 105-040-0015. Qualifying veterans and disabled veterans may obtain preference by submitting as verification of eligibility a copy of the Certificate of Release or Discharge from Active Duty (DD Form 214 or 215) or a letter from the US Dept. of Veteran's Affairs indicating receipt of a non-service connected pension to your application. Disabled Veterans must also submit a copy of their Veteran's disability preference letter from the Dept. of Veteran Affairs, unless the information is included in the DD Form 214 or 215. If you are seeking this preference, appropriate documentation must be provided at the time of application. You may submit an electronic copy in the document upload area of the application in the section marked "veterans' preference document," or fax to 503-491-7257 or mail to Human Resources, Mt. Hood Community College, Gresham, OR 97030. If you do not have your documentation, you may request it through your Veterans' Administration Office. Applicants with disabilities may request accommodation to complete the application and interview process. Please notify Human Resources at least three working days prior to the date of need. Mt. Hood Community College is an Equal Opportunity Employer that actively supports workforce diversity. Mt. Hood Community College Management Employees Benefit Summary The following is a brief description of the benefits offered by Mt. Hood Community, this is intended to be a summary only – any errors or omissions are unintentional. Please refer to benefit booklets, plan documents, college policy and regulations for more detailed information. COLLEGE PAID BENEFITS Health Benefit Options MHCC is a member of the Oregon Educators Benefit Board (OEBB) which administers Medical, Dental, Vision, Life Insurance, Accidental Death & Dismemberment (AD&D), Long Term Disability (LTD) and Employee Assistance Plan (EAP). The effective date of employer-provided benefits is the beginning of the month after the employee's date of hire at MHCC, unless otherwise indicated. Important Retirement Information: Make sure you are enrolled in the medical, dental and/or vision plans you want when you retire. Retirement is not considered a Qualified Status Change (QSC) so you cannot add or change plans at the time of retirement. In order to ensure that a spouse/domestic partner and/or eligible dependent can be covered when you retire you will need to enroll them on MHCC's policy at the open enrollment period prior to your retirement date even though they may be covered under another policy. The College pays the employer portion of the premiums during double coverage periods. Although the College pays the employer portion of premiums during any double coverage period, double coverage is discouraged other than prior to retirement as it incurs additional expenses to the College. Coverage for domestic partners is a taxable benefit under IRS guidelines. Appropriate taxes will be deducted from your payroll. Other College Paid Insurances Life Insurance Coverage = 2x's annual salary not to exceed $300,000 Accidental Death & Dismemberment (AD&D) Coverage = 2x's annual salary not to exceed $300,000 Long Term Disability (LTD) Approved benefit claims begin after 90-day elimination period. Maximum benefit is 66 2/3 of monthly salary; benefit may be adjusted based on other income received by retirement benefits. Employer Paid Tax Sheltered Annuity MHCC contributes $200.00/month to a tax sheltered annuity (TSA) 403 (b) on behalf of the employee as a benefit. Public Employees Retirement Plan (PERS) On behalf of the employee, MHCC contributes 6% of their gross salary into an Individual Account Program (IAP) with PERS. At the time of retirement, based on one of the following programs, a monthly pension benefit is calculated. Please refer the Public Employees Retirement System (PERS) website for detailed information on retirement benefits: http://oregon.gov/PERS/ Public Employees Retirement System – Tier One/Tier Two Hired by a PERS employer before August 28, 2003 and have an active account. Oregon Public Service Retirement Plan - OPSRP Hired on or after August 28, 2003 and do not have active account in the PERS Program. Tuition Waiver Plan Full-time employees, their spouses, domestic partners and children through the age of 23 will be entitled to tuition-free enrollment in MHCC courses. Application fee, College Service Fee per term and course fees are the responsibility of the employee. Employee Assistance Program (EAP) MHCC's Employee Assistance Program (EAP) is through Reliant Behavioral Health (RBH) which provides services to help people privately resolve problems that may interfere with work, family, and other important areas of life. The EAP provides FREE (no charge for utilization) and confidential services to employees and their dependents, living at or away from home, and all household members, related or not. MHCC employees, spouses/domestic partner, dependents and their eligible household members have five (5) free EAP services per new issue, including relationship, family, stress, anxiety, and other common challenges. Use of MHCC Swimming Pool Full-time employees and dependents have free access to the MHCC swimming pool during open recreation sessions. Swimming classes through the American Red Cross Learn-to-Swim program are not free under the tuition waiver plan or the swim pass. Employees are responsible to pay for the classes. Professional Development Funds As approved by the President, professional development funds are available for management employees. Contact the Director of Human Resources for information on accessing these funds. Vacation Scheduling and Use of Vacation Leave Vacation leave is scheduled in advance with the approval of the employee's manager and should be planned cooperatively with the employee. Vacation leave will be scheduled in such a manner as to minimize disruption to the organization. Managers must be reasonable in allowing the use of vacation leave and may not unreasonably deny vacation requests where the result would be the forfeiture of accrued vacation. For purposes of calculation, one normal workday is the equivalent of eight hours of vacation leave for a full-time employee. Holidays falling within a period of vacation leave will not be counted against vacation leave. Separation from Employment Upon separation from employment, an employee will be paid for any accumulated vacation leave. The employee is responsible for repayment of any overuse of accrued vacation leave. The ending date of employment cannot be extended by using vacation. Exceptions to this policy must be approved by Human Resources. Vacation Accruals Management and confidential employees with a 1.0 FTE assignment accrue 13.333 hours of vacation per month (20 days per year). Management and confidential employees with assignments of less than 1.0 FTE accrue vacation in proportion to their FTE. Management and confidential employees accrue vacation on a monthly basis, beginning the first calendar month of employment. Vacation accrues on the last day of the month and is available for use the first day of the next month. Vacation leave will not accrue to any employee on leave without pay or suspension with duration of more than 30 days. Maximum Vacation Leave Accrual Balance An employee's total balance of accrued vacation may not exceed 320 hours. The hours of vacation leave earned each month will be adjusted to ensure that the maximum accrued vacation limit is not exceeded. Sick Leave Employees shall have ten (10) days of sick leave placed in their sick leave bank upon beginning employment and shall accrue one (1) day of sick leave per month worked. Yearly accruals will be posted on the first day of each fiscal year. Employees working less than 1.0 FTE in a fiscal year will have sick leave accruals prorated. There will be no limit on the number of days accumulated during an employee's employment. If termination occurs before the end of the fiscal year, sick leave accruals shall also be pro-rated. Personal Leave Days Management employees receive up to 2 days (16 hrs) of personal leave per fiscal year to be used for personal reasons and are not accumulated or paid out upon separation of employment. For non-exempt positions, personal leave can be used in hourly increments at the employee's discretion with prior approval from their immediate supervisor. Detailed information regarding all management benefits are available in the Management and Confidential Employee Handbook. (Download PDF reader)