After-School Group Facilitator

Salary: $17.00 - $20.00/hourly

Position Summary

The After-School Group Facilitator will work with a group of youth, planning and implementing literacy and extracurricular activities in a manner that motivates and engages children and strengthens their academic and social-emotional skills during after-school.

Essential Duties

• Understand and promote the organization’s Mission, Vision, and Core Values to ensure alignment with organizational policies and procedures.
• Plan and implement high-quality, age-appropriate program activities, whether academic support, enrichment, physical activity and healthy living, or leadership development.
• Ensure the aforementioned activities align with the literacy program’s goals and achieve outlined outcomes.
• Develop and maintain an effective system of classroom management that encourages children to develop pro-social behavior and self-discipline.
• Maintain a supportive, respectful classroom environment that is well organized and resource rich to ensure activities are offered in a timely, efficient manner.
• Interact, engage and maintain open communication with parents to enable a better understanding of youth needs and how to manage the child/children.
• Attend internal and external professional development pertaining to role, including those focused on alignment of activities with educational standards.
• Perform other duties as assigned.
  
  

Minimum Qualifications

• High school diploma.
• Meets all regulatory standards for staffing set out by the NYS SACC Regulations.
  
  

Key Competencies

• Experience working with elementary school students in urban, public education settings.
• Ability to work remote services if required.
• Knowledge of positive youth development practices.
• Bilingual in Spanish/English preferred.
• Demonstrated ability to deliver services in a manner that is sensitive to the diverse backgrounds of the children and families served (e.g. ethnicity, race, religion).
• Commitment to the Children’s Aid mission, education, and youth development principles.
  
  

It is the policy of Children's Aid to provide equal employment opportunity to all employees and applicants for employment and is dedicated to maintaining a work environment that is free from harassment and discrimination. Children's Aid will not tolerate discrimination, harassment, or retaliation on any basis, including race, creed, color, national origin, ethnicity, alienage or citizenship status, gender/sex (including pregnancy), disability, religion, source of income, sexual orientation, gender identity or expression, age, familial status, caregiver status, military status, marital or partnership status, status as a victim of domestic violence, sexual violence or stalking, predisposing genetic characteristics, arrest or conviction record, credit history, unemployment status or any other characteristic protected by federal, state or local law. Children’s Aid is committed to complying with applicable state and local laws governing non-discrimination in employment. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Children’s Aid will conduct a prompt and thorough investigation of all allegations of discrimination, harassment, retaliation, or any violation of the Equal Employment Opportunity Policy in a confidential manner and will take appropriate corrective action, if and where warranted. Children’s Aid prohibits retaliation against employees who provide information about, complain about, or assist in the investigation of any complaint of discrimination or violation of the Equal Employment Opportunity Policy.

The incumbent is expected to work a schedule, whether in-person or hybrid, as determined by the department's needs to facilitate effective collaboration with the team. This flexibility is essential for maintaining seamless communication, fostering teamwork, and ensuring the smooth operation of the department's processes. The position's requirements are subject to periodic review and adjustment based on organizational needs and changes in work dynamics.