Hiring at: $72,347.68 per year

Minimum Required

• Education: Bachelor’s degree required in related fields of early childhood education, human services, social work, psychology.
• Experience:
  • 5 years of relevant work experience of working with children and families, specifically children ages birth to 5; Knowledge of trauma informed care, mental health issues of foster children, developmentally appropriate practices, effective teaching strategies, regulations, Community Care Licensing requirements, and DCFS
  • 1 year of leadership experience in a supervisory/leadership role strongly preferred.

• Behavioral:

• Strong interpersonal skills including the ability to work effectively with diverse client populations.
• Ability to be flexible, innovative and adapt to the changing needs of the program, department, and agency.

• Adherence to confidentiality, including HIPAA and PHI, in accordance with Agency policy and legal requirements.

• Follow CA mandated reporting laws (child, elder and dependent adult abuse/neglect)

• Travel: Some travel/business related driving required; Staff members driving on behalf of CCRC may choose to drive a CCRC vehicle or own vehicle and must meet requirements to be an approved driver including holding and maintaining current auto insurance, current California Driver’s License and DMV clearance required.

• Work Schedule: Full time, typically M-F, ability to at times work a non-traditional work schedule including early mornings, late evenings, and weekends.
• Work environment: Mixture of working in an office work environment and possibility of working directly with the community
• Background & Health Clearance Requirements: Bridge & FWB

• Criminal Records (e.g. Livescan Fingerprinting), Child Abuse Index Check, Sexual Offender Registry, Health and Tuberculosis (TB) test clearances required

Review the job flyer for all the job details, requirements, and benefits: Care Coordination Supervisor

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)