Housing Coordinator

• • Posted: November 17, 2021
• Full-Time
• LocationsShowing 1 location

  Washington, DC 20017, USA
  

Description

COMPANY OVERVIEW: Catholic Charities is the social ministry outreach of the Archdiocese of Washington. We believe in strengthening the lives of all in need by giving help that empowers and hope that lasts. Catholic Charities works to create a world in which every person is cherished, regardless of individual limitations, and strengthened in the use of personal gifts in order to reach his or her full potential as a valued member of the community. We are looking for exceptional people who share our vision and values.

Catholic Charities of the Archdiocese of Washington values the safety of our employees, our clients, and our visitors. In support of these values, if you are selected for this job you must be fully vaccinated against COVID-19, except when vaccination is not medically advised or violates your sincerely held religious beliefs. If you are invited to join our team, you must submit proof that you are fully vaccinated against COVID-19 or you must request an exemption from your representative. New employees must either provide proof of vaccination or be granted a medical or religious exemption before working with Catholic Charities of the Archdiocese of Washington.

Inspiring Hope. Building Futures.

JOB SUMMARY: The Housing Coordinator manages the Core Services Agency’s (CSA’s) Supported Independent Living (SIL) housing program including supervision of part-time housing support staff and responding to urgent/emergent housing issues evenings and weekends. The position serves as the Housing Liaison to coordinate with the Department of Behavioral Health (DBH) Housing Division, the Community Partnership (CP) for the Prevention of Homelessness and landlords to facilitate consumers’ acquisition of appropriate housing placements. This is considered an essential position.

Supervisory Responsibility: Provides administrative supervision of 2-4 part-time staff.

ESSENTIAL DUTIES and RESPONSIBILITIES:

• Provide administrative oversight of the CSA’s SIL contract implementation.
• Oversee implementation of Housing related goals and objectives in consumers’ Individual Recovery Plan (IRP) by ensuring Housing Support Workers are providing interventions identified in each resident’s IRP. Interventions must be medically necessary and meet the DBH Mental Health Rehabilitation Services regulations.
• Provide direct services to residents as needed and document all interventions in Credible following established procedures.
• Oversee supervision of staff, which includes recruiting, staffing, performance evaluation, and employee discipline; set standards for customer service; conduct regular staff meetings; communicate policies and procedures; and facilitate team dynamics. Provide orientation and training to new staff to ensure understanding and compliance with:
• Act as the Facilities Emergency Response Coordinator (FERC) for all SIL Houses.
• Attend all administrative, in-service education, monthly DBH Housing Liaison and other meetings as required. Meet regularly for supervision with Clinical Manager.

EDUCATION and EXPERIENCE:

• Bachelor’s degree in social services or related field.
• 3 years direct service experience in a behavioral health setting working with adults with mental illnesses and knowledge of housing resources.
• 1 year of supervisory experience.
• Previous experience working in crisis intervention, case management and administrative reporting.
• Program management experience (preferred).

SKILLS and COMPETENCIES:

• Communication skills (written, verbal and interpersonal).
• Problem-solving skills.
• Driving is required. Must have clean driving record and valid local driver’s license.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)