Director of Vocational Services

Changing Lives Shaping The Future

Director of Vocational Services
Job Title: Director of Vocational Services
Yearly Salary: $85,000 - $95,000
Job Status: Full Time
Work Base: Kent Office

Helping You Live Life to the Fullest. SAILS Washington is dedicated to providing quality community-based support services for people of all ages and needs.
SAILS Washington is an innovative leader in delivering person-centered home and community-based services to individuals with intellectual and developmental disabilities. Our Mission is to provide World Class person-centered services, support and advocacy for individuals in positive and life-enriching environments.

SAILS Washington takes a ZERO tolerance stance on abuse and neglect. Any allegations will be reported to the proper authorities. We are committed to the Health and Safety of the individuals we support. Our employees share a passion for making a positive impact in the lives of others. We are looking for individuals who share our Mission, Vision, and Core Values.

All applicants are subject to a background check. Once a conditional offer is made and a background check has been completed, if SAILS Washington is concerned about a conviction that is directly related to the job, we reserve the right to withdraw the offer of employment.

Benefits we Provide:
Medical, Vision and Dental Insurance
Voluntary Short-term and Long-term Disability
Employee Assistance Program (EAP)
Company Paid Basic Life Insurance & ADD plus Voluntary Life Insurance
Accrued Paid Time Off
Unlimited Peer Referral Program
On-Demand Pay
Working Advantage employee discount program
Health Savings Account (HSA)
Flexible Savings Account (FSA)
401(K)
Capella University Discount

Summary:
SAILS Washington is proud to partner with the Washington State Department of Vocational Rehabilitation and the Developmental Disabilities Administration to provide community-based assessments, job placement, retention services, and intensive training for individuals with physical or developmental disabilities. SAILS Washington also partners with the Developmental Disabilities Administration in Community Inclusion. SAILS Washington offers support to clients who have a desire to connect with their community through this program.

Essential Duties and Responsibilities:

Create Program Vision:
1. Determine program growth and accept/request new clients.
a. Determine type of clients that can be served as capacity opens (IE, CI, DVR, School to Work)
b. Communicate hiring needs to SAILS Recruitment at least weekly
2. Determine staff growth and guide recruiters with goals and needs as the program grows in each county.
3. Determine the appropriate client assignments to staff, and delegate vision for the master schedule
a. At least weekly overview and input of schedule
4. Organizes and updates Employment Services team Organization/Hierarchy chart as program evolves

Budget and Program Revenue:
1. Weekly meetings with Executive Director to evaluate program, budget, revenue, and positions
a. Make it possible for SAILS to serve CI clients at that compensation rate, and stand out as an agency that offers CI services
2. Active (monthly) participation in the review and submission of program revenue stats to upper management.
a. Provide narrative and data to explain discrepancies in revenue/growth
3. Active (monthly) monitoring and collection of Outcome-based invoices (DVR)
4. Review gradient reports, monthly P&L's and ensure to exceed NOI.

Networking and Program Growth:
1. Respond to inquiries from clients/parties interested in choosing SAILS for services
2. Network with potential employers and potential clients
3. Send staff to Promotional Fairs and events for client recruitment
4. Work on potential growth opportunities in alternative counties in Washington State.

Continuing Ed and Participation in Provider Meetings:
1. Mandatory attendance and participation in quarterly Provider meetings
2. Direct the implementation of any changes to policies and services (as presented in meetings)

Evaluation of Individualized Services:
1. Continual familiarity and monitoring of all IE and CI clients and their status in receiving services individualized for them
2. Determine when a service is not meeting the need of client, and initiate advocacy to Case managers
3. Monitor and develop relationships with clients' employers. Ensure that each client's employment is safe, inclusive, and well supported by staff
4. Submit or monitor staff submission of letters of recommendation to DVR for stabilization of DVR clients
5. Report concerns to Case Managers in real time

Correcting & Ensuring use of Services and Phases for all IE Clients:
1. Learn and stay up to date with DVR and DDA funding scheme
2. Actively plan and transition clients into the correct funding source in a timely manner.

Develope & Lead Job Development:
1. Determine capacity of job developers and take on new IE and DVR clients accordingly
2. Mentorship 1:1 and remotely to job developers, including steps from start to finish in securing a new job
a. Follow through with job developers to ensure that outcome-based payments are submitted and invoices submitted in month of service
3. Supervise and monitor clients in CBA phase, and support transition into work readiness
4. Train Job Developers in exceptional resume and cover letter writing for clients

Leadership of School to Work Program:
1. Train staff on the School to Work program and process prior to delegating a student to caseload
2. Participate (or Program Manager) in first DVR meeting with assigned staff
3. Oversee S2W monthly hours served and monitor service throughout process
4. Monitor (Program Manager) staff submission of S2W monthly reports to DVR
5. Monitor staff submission of Outcome payments and invoices for placements

Oversight of Billing & Payroll:
1. Active monitoring of billing spreadsheets, reviewing for accurate Max. Hours and CSA end dates

Customer Service and Troubleshooting:
1. Alert caregivers, clients, families, and employers to change in schedule and staffing support
2. Responds to grievances/complaints from parents, families, caregivers, or Employers
3. Determines response plan for issues involving staff performance, behavior, etc.
a. Conducts Disciplinary meetings and paperwork as necessary
4. File Grievance form, Incident Report form in timely manner

Craft SAILS Washington Signature Quality if Services:
1. Prioritize communication
2. Make it profitable to offer CI services - put full CI client caseload on CI job coach paid at CI rate
3. Invest 1:1 time with job coaches to maintain competency and quality
4. Staff retention strategies - keep staff in home territory; follow through on goals created in performance reviews - compensation plan avail; honor pto; supervisors have enough time to communicate with staff ; promote internally
5. Match pace of new client intake with existing staffing capacity
6. Invest in initial hires - initial impressions and preparedness in onboarding

Leadership and Direction to all Employment Services Staff:
1. Personal relationship with each staff, and ability to meet with staff to provide direction and conflict resolution as needed

Staff Retention and Culture:
1. Create opportunities for internal growth for staff
2. Commend and reward staff for excellent performance
3. Create a team culture that is both motivating , supportive, and flexible

Behavioral Management Support:
1. Provide Behavioral Management expertise to staff needing support serving clients
2. Make it possible for SAILS to stand out as a vendor that can support clients with behavioral challenges

Hiring and New Hire Onboarding:
1. Receive alert to status of new hire as they pass through Orientation and Onboarding with Program Manager
2. Monitor onboarding, to ensure that new hire receives check in from Director and Program Manager, and receives necessary support

Dayforce:
1. Approve PTO, and create system to monitor timing of staff PTO on calendar
2. Approve Time Cards and tracking Schedules to make sure they match Setworks

Annual Evaluation of Staff:
1. Write performance reports, create new measurable goals for staff, and conduct meetings with all staff
2. Monitor staff for performance and observance of goals throughout the year

County Audits:
1. Aide in preparation of SNOHO and KING county audits
2. Presents data and program during audits

Maintenance of CARF Accreditation:
1. Ensures compliance by supplying documentation and procedures needed for CARF accreditation
2. Participates in trainings and meeting with Executive Director, as required to maintain CARF
a. Monitor creation and scheduling of all-staff trainings intended to cover all CARF requirements

CARF Audits:
1. Presents data and program during audits

Qualifications:
1. 5 + years working with the special needs population, preferred
2. Effective communication with clients, families, home staff, and administrative staff
3. Demonstrates self-motivation, self-direction, organizational skills, flexibility and the ability to deal with a high level of stress and manage deadlines.

Required education and experience:
1. High School Diploma or GED Equivalent; College Degree preferred
2. 5 years Supervisory experience

Licensing Requirements:
1. Must pass a Washington State background check
2. First Aid/CPR Certified (within 120 days of employment . click apply for full job details