Residential Management Coordinator

DescriptionEnsures the smooth and continuous operation of all residential management systems within a designated region by: training managers and other regional staff in the implementation of those systems; conducting periodic review of all management systems for the assistant director; and directly managing facilities/programs during periods of vacancy or absence of regularly assigned managersESSENTIAL RESPONSIBILITIES Directly supervises assistant managers, senior case managers, residential case managers and other support staff within assigned programs when covering management vacancies and absences.

Carries out supervisory responsibilities in accordance with agency’s policies and applicable regulations, including interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; and addressing complaints and resolving problems.

Reviews and provides training and support in administration of management systems and procedures, including, but not limited to: medical systems; fire drill procedures; resident’s financial records; maintenance; purchasing; budgetary expenditures; incident reporting; staff training and development documentation systems; petty cash; payroll; supervision; personnel files; vehicle maintenance; and maintenance and storage of management records.

Provides managerial oversight and coverage during times of vacancy or absence of regular management staff, as assigned by Assistant Director.

Ensures coordination of services for people served under Home and Community Based Waiver Program.

Ensures ongoing compliance and quality assurance with state and federal regulations pertinent to operation of all facilities to which he or she is assigned.

Represents Agency/Department on regional level, e.g.

parent meetings; Admission and Discharge Committees; Neighborhood Advisory Boards; Regional Councils and other D/D provider associations.

Provides emergency on-call assistance for residential programs assigned.

Works schedule of manager if serving in his/her absence.

At other times, works varied hours, e.g.

mornings, evenings and weekends, spending no less than 20% of time involved in direct care duties with program participantsInterprets Agency and Departmental policies, procedures and safety regulations for all staff under his/her jurisdiction.

Formulates new ideas and suggests changes to increase efficiency and productivity of staff.

Promotes and expands upon self-advocacy programs for people served.

Confers with other systems coordinators to coordinate activities.

Regularly performs activities of staff supervised.

Conducts investigations for personnel and program participant related issues within his/her region, as needed.REQUIRED QUALIFICATIONS Bachelor’s degree required, with Master’s degree in Special Education, Public Administration or related health care field preferred.

At least two years managing a community residence or ICF/DD facility or similar supervisory/administrative position in field of developmental disabilities.

Must be knowledgeable in field of I/DD and possess good understanding of OPWDD regulations.

Proven success as supervisor of direct support staff.

Must possess ability to make independent decisions and handle stressful situations.

Must have ability to deal tactfully with personnel, residents, family members, visitors, government agencies and general public.

Ability to be patient, enthusiastic and confident when handling residents.

Valid driver’s license, in good standing and driving history with no or infrequent violations/suspensions/revocations required.Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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)