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Director of NYS Mentoring Program

NYS Council on Children and Families
Date Posted: 10/12/2021
Salary / Wage: $101403 to $128142
Location: Rensselaer, New York
Job Type:

Description:

The Program Director role will strategically manage the day-to-day activities of the NYS Mentoring Program and chart a course for continued growth as outlined in the program’s overall vision and goal statements. This position involves administrative, networking, and personnel management skills and requires the experience and ability to manage personnel and collaboration efforts over multiple regions as well as financial and operational aspects of the program. This position will be responsible for the following duties:
 

  • Supervise a Delivery Team comprised of a Deputy Director and regional program staff. Each regional program staff manages a portfolio of mentoring programs throughout regions of NYS
  • Oversight of the mentoring portfolio: including implementing tracking metrics and expanding the mentoring portfolio
  • Work with state agencies including, but not limited to, the Office of Children and Family Services and the State Education Department on implementation and monitoring of programs and schools participating in the Mentoring Program
  • Generate and contribute to summary reports that provide narrative documentation of program updates
  • Facilitate relationships between the Mentoring Program and external partners including schools, courts and community-based organizations
  • Expand the court-system mentoring program model to all areas of the state with a focus on youth aging out of the foster care system and court involved youth
  • Expand the mentoring program model to all areas of the state to focus on youth with Intellectual/Developmental Disabilities in hospital settings
  • Facilitate the Mentoring Program Advisory Council including drafting meeting agendas and following up on assigned tasks
  • Work with the Executive Chamber to develop public-private partnerships and identify new and additional partnerships that benefit the mentoring relationship.

Qualifications:

Master’s degree with an emphasis on social work, psychology, education, or related field
Six (6) or more years providing direction, leadership, guidance and expertise to staff by leading youth development programs or managing projects e.g., mentoring program, community-based program or teaching
Four (4) or more years of supervisory experience
Ability to deal with a diverse constituency and work productively under pressure, both as an individual and part of a team
Experience working with the court system is preferred
Working knowledge of state agencies, specifically the Office of Children and Family Services and State Education Department
Ability to prioritize and handle multiple assignments, including the ability to manage time and work independently, while paying close attention to details in the process of accomplishing tasks and problem solving; ability to manage multiple tasks simultaneously is a must.

Application Instructions:

Qualified candidates should e-mail their resume and letter of interest to eoajobpostings@ocfs.ny.gov You MUST include the Vacancy number of the position in the subject line of your email and/or cover letter to ensure receipt of your application. In order to qualify you for the position when you have current or prior New York State employment, you may be contacted by OCFS Personnel for your social security number to confirm your employment history.

https://statejobs.ny.gov/public/vacancyDetailsView.cfm?id=92458

Additional Information:

Background Investigation Requirements:

1) All prospective employees will be investigated through a Criminal Background Check (CBC), which includes State and federal Criminal History Record Checks. All convictions must be reported; conviction of a felony or misdemeanor, or any falsified or omitted information on the prospective appointee’s employment application, may bar appointment or result in removal after appointment. Each case will be determined on its own merits, consistent with the applicable provisions of State and federal laws, rules, and regulations. Prospective employees will be fingerprinted in order to obtain a record of their criminal history information, and may be required to pay any necessary fees.

2) All prospective employees will be screened against the Statewide Central Register of Child Abuse and Maltreatment (SCR). Prospective employees will be required to pay any necessary fees.

3) For Division of Juvenile Justice and Opportunities for Youth (DJJOY) prospective appointees will be checked against the Staff Exclusion List (SEL) maintained by the Justice Center for the Protection of People with Special Needs. Prospective employees whose names appear on the SEL as having been found responsible for serious or repeated acts of abuse or neglect will be barred from appointment and may have their names removed from the eligible list(s) for the title(s) if applicable.

Candidates from diverse backgrounds are encouraged to apply. OCFS is an Equal Opportunity/Affirmative Action Employer. OCFS is committed to ensuring equal opportunity for persons with disabilities and workplace diversity. It is the policy of OCFS to provide reasonable accommodations to qualified applicants and employees with disabilities to enable them to perform the essential functions of the position for which they are applying or for which they are employed. OCFS does not discriminate on the basis of disability in its hiring or employment practices and complies with all regulations promulgated by the U.S. Equal Employment Opportunity Commission under title I of the ADA.


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About Goals

Your goals describe specific areas that you are working on (or plan to work on) to improve or maintain the quality of your program. Goals connect your quality improvement work to the QUALITY standards and your rating and allow you to schedule and prioritize chunks of work in your progranm. Goals group together and organize related action items (tasks) and provide a narrative framework to keep you, your program, your QIM and Central Office on the same page.

Goal Scope and Scale

You have a lot of flexibility in developing QI Goals, but some rules of thumb help keep Goals useful, readable, and manageable:

  • Time: A Goal should be achievable roughly within a rating cycle, If you are struggling to put even an estimated end date on a Goal, it may be too broad. Ideally, several Goals will fit (with some overlap) within a rating cycle.
  • Standards: A Goal should roughly fit within a standard subcategory. This is flexible, of course, but if your Goal is spanning multiple standard categories, it may be too broad.
  • A Goal may be too small if it can be accomplished in one or two small steps.
  • A Goal may be too broad if you can't define concisely how you will know when it is complete.
Goal Label

The goal label is simply a brief title that allows you to distinguish this goal from others in a list or report. The more robust description of the Goal comes in the Goal statement below.

Think of it like naming a file on your computer so that later you can recognize it. This label will appear on your goal as a "title" along with your Goal statement, as well as being the identifier in drop-down or selection lists for viewing/using Goals.

Goal Statement

What is your goal?

Goal Rationale / Inspiration

Where did this goal come from? What in your rating and/or conversations about the program led to the development of this Goal? Why is this particular area of quality improvement a priority?

Quality Impact

How will the quality of the program improve? What will be different about the way the program works, looks and feels? How will children, families, the director and staff experience the program differently?

Goal Activity Summary

Summarize / brainstorm the actions you think you'll need to take to accomplish this goal. You'll be defining specific action items as you go, but record the big picture here. What practices will need to change? Who will need to be involved? What will need to be purchased? What training/coaching will be needed?

Goal Existing Resources

What existing strengths and resources will help this goal be successful?

Goal Barriers

What factors, events or concerns might prevent you from accomplishing this goal? If you've attempted to make these changes in the past, what barriers arose and prevented you from following through? What resources or information could help you overcome these barriers and accomplish this goal?

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