To qualify for this position, you'll need a minimum of a high school diploma or GED, and at least one year of experience working with people with disabilities, either paid or through volunteering. You should also be comfortable with basic computer skills, such as using Google Suite, Word, and Excel.

We want to make sure that our employees are safe and trustworthy, so we'll need you to obtain acceptable results for required background checks, including Act 151 Pennsylvania Child Abuse History Clearance, Pennsylvania Criminal History Check, and Department of Human Services- FBI Fingerprints. We'll also screen you on an ongoing monthly basis to make sure you haven't been excluded from participation in federal healthcare programs. Goodwill will pay for the required clearances.

In addition, you'll need to have a valid driver’s license, a clean driving record, and reliable transportation. You should also have an operating telephone so that we can contact you quickly when necessary.

As a Job Coach, you'll be working under the direct supervision of the Job Coach Supervisor. You'll have some independence within your areas of responsibility, but you'll always be following agency policy.

Finally, we want to emphasize that the Job Coach does not supervise other employees. Instead, you'll be training Goodwill’s program participants to meet the normal requirements of community employment, directing them in the performance of job duties, and appropriate work habits. You'll be responsible for assigned program participants, including supervision and corrective feedback.

We hope that you're excited about this opportunity to make a positive impact on the lives of people with disabilities. If you meet the qualifications and are interested in applying, we'd love to hear from you!

Education

• High School or better

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)