What are the responsibilities and job description for the Youth and Gang Violence Program Manager position at City of Sunrise?
Description
The City of Roanoke is seeking a Youth and Gang Violence Program Manager. The Youth and Gang Violence Program Manager provide leadership, coordination, and oversight for citywide youth violence and gang prevention initiatives. This role develops and implements strategic plans, policies, and programs aimed at reducing youth involvement in gangs and criminal activity through prevention, intervention, and suppression strategies. The position collaborates extensively with elected officials, law enforcement, schools, community organizations, and regional task forces to ensure a comprehensive, evidence-based approach.
Distinguishing Characteristics
This is a high-visibility management position requiring strategic planning, grant administration, public speaking, and community engagement. The role serves as the primary liaison for gang prevention efforts, representing the City on regional and state committees, and ensuring alignment with best practices such as the Office of Juvenile Justice and Delinquency Prevention’s Comprehensive Gang Model. Knowledge of Group Violence Intervention (GVI) preferred
The City of Roanoke is an Equal Employment Opportunity/AA/M/F/Disability Employer.
To elevate the performance of the organization, we are committed to respecting, celebrating, and embracing the collective mixture of differences and similarities between our employees as a rich tapestry. Our behaviors will demonstrate open communication, and we will seek opportunities to learn, recognizing and rewarding actions that promote acceptance while suspending judgment. By doing this, we will foster an inclusive, open work environment that delivers excellent service and creates a more vibrant and inviting community.
This is an exempt position.
Examples of Duties
Essential Functions
TYPICAL QUALIFICATIONS:
Minimum Qualifications
Education: Bachelor’s degree in criminal justice, sociology, psychology, public administration, or related field (Master’s preferred).
Experience: Minimum of 3–5 years of progressively responsible experience in youth violence prevention, gang intervention, or related fields, including program management and community engagement.
Other Requirements: Valid driver’s license; successful completion of background checks; ability to work evenings and weekends as needed.
Preferred Qualifications
Five years of experience in juvenile justice or criminal justice systems.
Experience with grant writing and administration.
Certifications/Licenses
Advanced knowledge of the subject matter. Complete comprehension of the subject area to
solve common and unusual problems, able to advise on technical matters, and serve as a resource on the subject for others.
Reading
Advanced: Ability to read literature, books, reviews, scientific or technical journals, abstracts, financial reports, and/or legal documents.
Writing
Advanced: Ability to write marketing materials, public information documents, editorials, journals, speeches, manuals, or critiques.
Math
Advanced: Ability to apply fundamental concepts of theories, work with advanced mathematical
operations methods and functions of real and complex variables.
Communication Skills
Recommendations regarding policy development and implementation are made and/or recommended. Contact may involve support of controversial positions or the negotiation of sensitive issues or important presentations. Evaluates customer satisfaction, develops cooperative associations, and utilizes resources to continuously improve customer satisfaction.
Independence and Decision-Making
Normally performs the duty assignments with substantial discretion and within broad parameters defined by general organizational requirements and accepted practices. Overall results determine job performance.
Technical Skills
Comprehensive, practical knowledge of a technical field with use of analytical judgment and decision-making abilities appropriate to the work environment of the organization.
Fiscal Responsibilities
Completes research for documents, compiles data for computer entry, and/or enters or oversees data entry. Has responsibility for monitoring budget/fiscal expenditures (typically non- discretionary expenditures) for a work unit of less than department size: programs, activities, projects or small organizational units. May recommend budget allocations.
Supplemental Information
PHYSICAL DEMANDS
Work is light in nature, exerting up to 20 lbs. Occasionally, 10 lbs. Frequently, or negligible amounts constantly or requires walking or standing to a significant degree. Requires adequate vision, hearing and talking to use a computer, telephone and communicating effectively with others.
NON-PHYSICAL DEMANDS
Typically requires use of internet, standard office equipment to included telephone, personal
devices, computer, Microsoft Office and related software and hardware
Overview Of Benefits For Full-Time Employees
Paid leave is time off from work available for use by an employee upon approval by supervisor. The first 24 consecutive leave hours for any illness must be charged to paid leave with additional time charged to extended illness leave. Paid leave for employees of the city shall accrue as follows:
Years of Service Hours Per Month Fire 24-hr shift Employees
0 - 4 12 19.75
5 - 9 14 22.75
10- 14 16 25.50
15 - 19 17 26.75
20 - 24 18 28.75
25 20 32
Extended Illness Leave: shall accrue at the rate of six (6) hours per month. Fire suppression employees shall accrue extended illness leave at nine (9) hours per month.
Funeral Leave: for family, up to three consecutive days.
Military Leave: Twenty-one work days per Federal fiscal year.
Holidays: The City provides 96 hours of annual paid holiday time.
Mental Health & Well-Being Leave: Employees receive 24 hours (Fire Suppression receives 34 hours) of Mental Health & Well-Being Leave upon hire. Certification of mental health diagnosis is not required and leave will not be paid out upon separation.
Shared Leave Bank (effective 1/1/2023): Voluntary membership for full-time Employees who will be out for an extended period of time and has exhausted all other forms of leave. Members are required to provide 8 hours of their Extended Illness per fiscal year and at least 8 hours per assessment. Assessments will be limimted to 4 times per fiscal year (max of 40 hours per fiscal year).
Health Insurance: Four coverage types are available: Employee only, Employee 1 Child, Employee Spouse and Family. Coverage is available through payroll deduction.
Additionally, the city offers the following three Aetna Health Plan Options:
PPO 750 – Provides 100% coverage for preventive care; lower deductible and out-of-pocket maximums than other medical plans; and has higher employee premiums. This is comparable to the current insurance program.
PPO/HRA 1500 – Provides 100% coverage for preventive care; has higher deductible and out-of-pocket maximum than the PPO 300 plan; has lower employee premiums than the PPO 300 plan; and the employer makes contributions to an account through a Health Reimbursement Arrangement (HRA). The City of Roanoke contributes $500 for employee only coverage and $1,000 for all other tiers. Contributions are pro-rated dependent upon enrollment date.
PPO/HDHP-HSA – Provides 100% coverage for preventive care; has higher deductible and out-of-pocket maximum than other medical plans; has lower employee premiums; and both the employer and the employee make contributions to a Health Savings Account (HSA) to pay for medical expenses which apply to the deductible. The City of Roanoke contributes towards the Health Savings Account (HSA), $1,600 for employee only coverage and $3,100 for all other tiers. Contributions are pro-rated dependent upon enrollment date.
Optum RX (Pharmaceutical Benefits Manager) - Manages pharmacy benefits, processes employee pharmacy claims and answers employee pharmacy benefit questions.
Aetna Health Plan 2026 Monthly Rates
PPO 750
Employee Only: $81.94
Employee Child: $306.26
Employee Spouse: $718.38
Family: $785.44
PPO/HRA 1500
Employee Only: $53.06
Employee Child: $260.06
Employee Spouse: $660.64
Family: $669.94
PPO/HDHP-HSA
Employee Only: $25.10
Employee Child: $195.72
Employee Spouse $547.88
Family: $550.56
Dental Insurance: Four coverage types are available: Family, Employee and Spouse, Employee and Child, and Employee only. Coverage is available through payroll deduction.
Delta Dental 2026 Monthly Rates
Employee: $2.80
Employee/Child: $18.88
Employee/Spouse: $18.88
Family: $49.36
Life Insurance: Paid by the City at no cost to employees. Coverage is equal to the annual salary rounded to the next highest thousand and then doubled. For an accidental death, the coverage would be twice this amount.
Optional Life Insurance: Paid by the employee. Various amounts of coverage, including family members, available through payroll deduction.
Long Term Disability Insurance: Designed to provide a monthly benefit to assist employees with bills and maintaining a standard of living when disabled as a result of a covered sickness or injury. Coverage is available through payroll deduction. Annual cost is your annual salary multiplied by .00255. This amount is half of the total premium and the City pays the other half.
Retirement: Employees contribute 5% of salary and choose between participating in a traditional defined benefit plan or a hybrid program. Employees vest in the employer component of either plan upon completing five (5) years of service.
Defined Benefit Pension Plan: Normal retirement after 55th birthday, and when combination of age and creditable service equals 85; or, 65th birthday if completed at least five years of creditable service. For sworn officers in Police and Fire/EMS, normal retirement after 50th birthday, and when combination of age and service equals 75; or, 65th birthday or older with 5 years of creditable service. An annual retirement benefit equals 2.0% of salary (based on an average of the highest five years) times the number of creditable years with a maximum of 63%. Early retirement options are available and reductions may apply based on age and service.
Hybrid Program: Provides the characteristics of the traditional pension plan with that of a deferred compensation plan. The pension plan provides an annual benefit equaling 1% of salary (based on an average of the highest five years) times the number of creditable years with a maximum of 63%. The deferred compensation component provides for the employee contribution to be deposited in an account directed by the member. The combination of the two components is structured to provide approximately the same actuarial benefit as the Defined Benefit Pension Plan. International City Management Association - Retirement Corporation (ICMA-RC) provides the third party administration of this deferred compensation plan for participating employees.
Sheriff's Department Employees are covered b the Virginia Retirement System (VRS). Previous service covered by VRS may be portable to the Roanoke Retirement System.
Retirement Health Savings Plan: All employees contribute 1% of salary to a 401(h) health savings account. Employees vest in the City match of 1% upon completing five (5) years of service. International City Management Association - Retirement Corporation (ICMA-RC) provides the third party administration of this plan for participating employees.
Deferred Compensation: Employees may voluntarily contribute salary deferred dollars into a City Sponsored 457 Plan. International City Management Association - Empower provides the third party administration of this deferred compensation plan for participating employees.
Flexible Spending Account: Allows employees to set aside pre-tax dollars from their pay checks to pay for child care and/or medical and dental expenses not covered by the City's health care or dental plans. You may also set aside pre-tax dollars to cover certain transit or parking expenses. Keep in mind only transit or parking expenses may be rolled over from year to year.
Virginia College Savings Plan: Two plans to choose from at a reduced application fee, Virginia Prepaid Education Program and the Virginia Education Savings Trust.
Employee Health Services: The City employee health services provides medical care for employees, retirees, and eligible spouses.
Employee Assistance Program (EAP): Support services available to assist employees facing life challenges.
Pay Days: Direct deposit is required for all new employees. Paid bi-weekly, 26 pay periods per year.
Vision Insurance: Paid by the Employee. Includes annual routine eye exam, discounts on eyeglass frames, eyeglass lenses and contact lenses.
CEC 2026 Monthly Rates
Employee: $6.68
Employee/Spouse: $12.69
Employee/Child(ren): $13.36
Family: $19.71
Voluntary Benefits: Critical Illness, Accident Insurance and Hospital Indemnity Insurance is offered by The Hartford. CHUBB offers Cancer Advocacy, Life Insurance and Long-Term Care. Identity Protection if offered through LegalShield and IDShield. Personal loans are offered through Purchasing Power and Kashable. Pet Insurance is offered through PetPartners. All voluntary benefits may be payroll deducted.
The City of Roanoke is seeking a Youth and Gang Violence Program Manager. The Youth and Gang Violence Program Manager provide leadership, coordination, and oversight for citywide youth violence and gang prevention initiatives. This role develops and implements strategic plans, policies, and programs aimed at reducing youth involvement in gangs and criminal activity through prevention, intervention, and suppression strategies. The position collaborates extensively with elected officials, law enforcement, schools, community organizations, and regional task forces to ensure a comprehensive, evidence-based approach.
Distinguishing Characteristics
This is a high-visibility management position requiring strategic planning, grant administration, public speaking, and community engagement. The role serves as the primary liaison for gang prevention efforts, representing the City on regional and state committees, and ensuring alignment with best practices such as the Office of Juvenile Justice and Delinquency Prevention’s Comprehensive Gang Model. Knowledge of Group Violence Intervention (GVI) preferred
The City of Roanoke is an Equal Employment Opportunity/AA/M/F/Disability Employer.
To elevate the performance of the organization, we are committed to respecting, celebrating, and embracing the collective mixture of differences and similarities between our employees as a rich tapestry. Our behaviors will demonstrate open communication, and we will seek opportunities to learn, recognizing and rewarding actions that promote acceptance while suspending judgment. By doing this, we will foster an inclusive, open work environment that delivers excellent service and creates a more vibrant and inviting community.
This is an exempt position.
Examples of Duties
Essential Functions
- Develop and implement youth violence and gang prevention programs and policies.
- Oversee strategic planning and evaluation of initiatives.
- Coordinate multi-agency efforts, including law enforcement, schools, and nonprofits.
- Convene and facilitate task forces, steering committees, and community meetings.
- Build partnerships with community stakeholders and grassroots organizations.
- Identify, apply for, and manage federal, state, and private grants.
- Prepare and administer program budgets and contracts.
- Collect, analyze, and interpret crime and program data to inform decisions.
- Monitor performance metrics and recommend improvements.
- Supervise outreach workers.
- Provide intervention services for at-risk youth and families.
- Ensure adherence to applicable laws, regulations, and grant requirements.
- Prepare reports, ordinances, and presentations for City leadership.
- Knowledge of gang prevention/intervention strategies, youth development, and community-based programming.
- Familiarity with criminal justice systems and applicable laws.
- Strong skills in strategic planning, program evaluation, and grant management.
- Ability to communicate effectively with diverse audiences, both orally and in writing.
- Competence in data analysis, public relations, and consensus building.
- Ability to establish and maintain collaborative relationships with stakeholders.
TYPICAL QUALIFICATIONS:
Minimum Qualifications
Education: Bachelor’s degree in criminal justice, sociology, psychology, public administration, or related field (Master’s preferred).
Experience: Minimum of 3–5 years of progressively responsible experience in youth violence prevention, gang intervention, or related fields, including program management and community engagement.
Other Requirements: Valid driver’s license; successful completion of background checks; ability to work evenings and weekends as needed.
Preferred Qualifications
Five years of experience in juvenile justice or criminal justice systems.
Experience with grant writing and administration.
Certifications/Licenses
- Valid driver's license and an acceptable driving record according to City criteria.
Advanced knowledge of the subject matter. Complete comprehension of the subject area to
solve common and unusual problems, able to advise on technical matters, and serve as a resource on the subject for others.
Reading
Advanced: Ability to read literature, books, reviews, scientific or technical journals, abstracts, financial reports, and/or legal documents.
Writing
Advanced: Ability to write marketing materials, public information documents, editorials, journals, speeches, manuals, or critiques.
Math
Advanced: Ability to apply fundamental concepts of theories, work with advanced mathematical
operations methods and functions of real and complex variables.
Communication Skills
Recommendations regarding policy development and implementation are made and/or recommended. Contact may involve support of controversial positions or the negotiation of sensitive issues or important presentations. Evaluates customer satisfaction, develops cooperative associations, and utilizes resources to continuously improve customer satisfaction.
Independence and Decision-Making
Normally performs the duty assignments with substantial discretion and within broad parameters defined by general organizational requirements and accepted practices. Overall results determine job performance.
Technical Skills
Comprehensive, practical knowledge of a technical field with use of analytical judgment and decision-making abilities appropriate to the work environment of the organization.
Fiscal Responsibilities
Completes research for documents, compiles data for computer entry, and/or enters or oversees data entry. Has responsibility for monitoring budget/fiscal expenditures (typically non- discretionary expenditures) for a work unit of less than department size: programs, activities, projects or small organizational units. May recommend budget allocations.
Supplemental Information
PHYSICAL DEMANDS
Work is light in nature, exerting up to 20 lbs. Occasionally, 10 lbs. Frequently, or negligible amounts constantly or requires walking or standing to a significant degree. Requires adequate vision, hearing and talking to use a computer, telephone and communicating effectively with others.
NON-PHYSICAL DEMANDS
- May frequently experience time pressure, changing tasks, multitasking, working closely
- Frequently experiences irregular work schedules, emergency situations and potentially noisy or distracting environments.
- Responsible for appropriate use and maintenance of City equipment, tools and other
- Regular and predictable attendance is expected.
Typically requires use of internet, standard office equipment to included telephone, personal
devices, computer, Microsoft Office and related software and hardware
Overview Of Benefits For Full-Time Employees
Paid leave is time off from work available for use by an employee upon approval by supervisor. The first 24 consecutive leave hours for any illness must be charged to paid leave with additional time charged to extended illness leave. Paid leave for employees of the city shall accrue as follows:
Years of Service Hours Per Month Fire 24-hr shift Employees
0 - 4 12 19.75
5 - 9 14 22.75
10- 14 16 25.50
15 - 19 17 26.75
20 - 24 18 28.75
25 20 32
Extended Illness Leave: shall accrue at the rate of six (6) hours per month. Fire suppression employees shall accrue extended illness leave at nine (9) hours per month.
Funeral Leave: for family, up to three consecutive days.
Military Leave: Twenty-one work days per Federal fiscal year.
Holidays: The City provides 96 hours of annual paid holiday time.
Mental Health & Well-Being Leave: Employees receive 24 hours (Fire Suppression receives 34 hours) of Mental Health & Well-Being Leave upon hire. Certification of mental health diagnosis is not required and leave will not be paid out upon separation.
Shared Leave Bank (effective 1/1/2023): Voluntary membership for full-time Employees who will be out for an extended period of time and has exhausted all other forms of leave. Members are required to provide 8 hours of their Extended Illness per fiscal year and at least 8 hours per assessment. Assessments will be limimted to 4 times per fiscal year (max of 40 hours per fiscal year).
Health Insurance: Four coverage types are available: Employee only, Employee 1 Child, Employee Spouse and Family. Coverage is available through payroll deduction.
Additionally, the city offers the following three Aetna Health Plan Options:
PPO 750 – Provides 100% coverage for preventive care; lower deductible and out-of-pocket maximums than other medical plans; and has higher employee premiums. This is comparable to the current insurance program.
PPO/HRA 1500 – Provides 100% coverage for preventive care; has higher deductible and out-of-pocket maximum than the PPO 300 plan; has lower employee premiums than the PPO 300 plan; and the employer makes contributions to an account through a Health Reimbursement Arrangement (HRA). The City of Roanoke contributes $500 for employee only coverage and $1,000 for all other tiers. Contributions are pro-rated dependent upon enrollment date.
PPO/HDHP-HSA – Provides 100% coverage for preventive care; has higher deductible and out-of-pocket maximum than other medical plans; has lower employee premiums; and both the employer and the employee make contributions to a Health Savings Account (HSA) to pay for medical expenses which apply to the deductible. The City of Roanoke contributes towards the Health Savings Account (HSA), $1,600 for employee only coverage and $3,100 for all other tiers. Contributions are pro-rated dependent upon enrollment date.
Optum RX (Pharmaceutical Benefits Manager) - Manages pharmacy benefits, processes employee pharmacy claims and answers employee pharmacy benefit questions.
Aetna Health Plan 2026 Monthly Rates
PPO 750
Employee Only: $81.94
Employee Child: $306.26
Employee Spouse: $718.38
Family: $785.44
PPO/HRA 1500
Employee Only: $53.06
Employee Child: $260.06
Employee Spouse: $660.64
Family: $669.94
PPO/HDHP-HSA
Employee Only: $25.10
Employee Child: $195.72
Employee Spouse $547.88
Family: $550.56
Dental Insurance: Four coverage types are available: Family, Employee and Spouse, Employee and Child, and Employee only. Coverage is available through payroll deduction.
Delta Dental 2026 Monthly Rates
Employee: $2.80
Employee/Child: $18.88
Employee/Spouse: $18.88
Family: $49.36
Life Insurance: Paid by the City at no cost to employees. Coverage is equal to the annual salary rounded to the next highest thousand and then doubled. For an accidental death, the coverage would be twice this amount.
Optional Life Insurance: Paid by the employee. Various amounts of coverage, including family members, available through payroll deduction.
Long Term Disability Insurance: Designed to provide a monthly benefit to assist employees with bills and maintaining a standard of living when disabled as a result of a covered sickness or injury. Coverage is available through payroll deduction. Annual cost is your annual salary multiplied by .00255. This amount is half of the total premium and the City pays the other half.
Retirement: Employees contribute 5% of salary and choose between participating in a traditional defined benefit plan or a hybrid program. Employees vest in the employer component of either plan upon completing five (5) years of service.
Defined Benefit Pension Plan: Normal retirement after 55th birthday, and when combination of age and creditable service equals 85; or, 65th birthday if completed at least five years of creditable service. For sworn officers in Police and Fire/EMS, normal retirement after 50th birthday, and when combination of age and service equals 75; or, 65th birthday or older with 5 years of creditable service. An annual retirement benefit equals 2.0% of salary (based on an average of the highest five years) times the number of creditable years with a maximum of 63%. Early retirement options are available and reductions may apply based on age and service.
Hybrid Program: Provides the characteristics of the traditional pension plan with that of a deferred compensation plan. The pension plan provides an annual benefit equaling 1% of salary (based on an average of the highest five years) times the number of creditable years with a maximum of 63%. The deferred compensation component provides for the employee contribution to be deposited in an account directed by the member. The combination of the two components is structured to provide approximately the same actuarial benefit as the Defined Benefit Pension Plan. International City Management Association - Retirement Corporation (ICMA-RC) provides the third party administration of this deferred compensation plan for participating employees.
Sheriff's Department Employees are covered b the Virginia Retirement System (VRS). Previous service covered by VRS may be portable to the Roanoke Retirement System.
Retirement Health Savings Plan: All employees contribute 1% of salary to a 401(h) health savings account. Employees vest in the City match of 1% upon completing five (5) years of service. International City Management Association - Retirement Corporation (ICMA-RC) provides the third party administration of this plan for participating employees.
Deferred Compensation: Employees may voluntarily contribute salary deferred dollars into a City Sponsored 457 Plan. International City Management Association - Empower provides the third party administration of this deferred compensation plan for participating employees.
Flexible Spending Account: Allows employees to set aside pre-tax dollars from their pay checks to pay for child care and/or medical and dental expenses not covered by the City's health care or dental plans. You may also set aside pre-tax dollars to cover certain transit or parking expenses. Keep in mind only transit or parking expenses may be rolled over from year to year.
Virginia College Savings Plan: Two plans to choose from at a reduced application fee, Virginia Prepaid Education Program and the Virginia Education Savings Trust.
Employee Health Services: The City employee health services provides medical care for employees, retirees, and eligible spouses.
Employee Assistance Program (EAP): Support services available to assist employees facing life challenges.
Pay Days: Direct deposit is required for all new employees. Paid bi-weekly, 26 pay periods per year.
Vision Insurance: Paid by the Employee. Includes annual routine eye exam, discounts on eyeglass frames, eyeglass lenses and contact lenses.
CEC 2026 Monthly Rates
Employee: $6.68
Employee/Spouse: $12.69
Employee/Child(ren): $13.36
Family: $19.71
Voluntary Benefits: Critical Illness, Accident Insurance and Hospital Indemnity Insurance is offered by The Hartford. CHUBB offers Cancer Advocacy, Life Insurance and Long-Term Care. Identity Protection if offered through LegalShield and IDShield. Personal loans are offered through Purchasing Power and Kashable. Pet Insurance is offered through PetPartners. All voluntary benefits may be payroll deducted.
Salary : $3 - $7