Visitation Monitor - Nurturing Center - The Salvation Army

Description The Salvation Army Spokane Nurturing Center is looking for 2 PT employees to join our team! The ideal candidate will have a flexible schedule, be willing to work afternoons, evenings, and occasional Saturdays. DEPARTMENT: NURTURING CENTER FOR CHILDREN AND FAMILIES POSITION TITLE: VISITATION MONITOR STATUS: PART TIME, NON-EXEMPT SUPERVISOR: NURTURING CENTER PROGRAM MANAGER MISSION STATEMENT: The Salvation Army, an international movement, is an evangelical part of the universal Christian Church. Its message is based on the Bible. Its ministry is motivated by the love of God. Its mission is to preach the gospel of Jesus Christ to meet human needs in His name without discrimination. SCOPE OF POSITION: Provide supervision for visits at The Salvation Army between children and their parents. Ensure a safe, friendly, and secure environment. EDUCATION AND WORK EXPERIENCE: + 12 Months of experience caring for or supervising children. This may include volunteer or internship time (with additional education, this amount of time may vary) + Have a high school diploma or GED KNOWLEDGE, SKILLS AND ABILITIES REQUIRED: + Detail oriented and attention to detail + Self-starter & team player + Ability to work in a fast-paced environment and maintain poise under pressure + Ability and willingness to keep information confidential + Be at least 21 years of age + Able to successfully pass a DCYF and Salvation Army criminal background check + Possess a valid driver's license + Knowledgeable in the areas of client safety assessment and planning, problem-solving, and crisis intervention + Capable of obtaining within 30 days of employment: CPR/First Aid, Blood Borne Pathogens, HIV/Aids, Mandated Reporter, Fleet Driver, and Child Safety trainings + Able to produce a recent negative TB test + Capable of visual and auditory supervision of children and adults + Have excellent written and verbal communication skills + Willing to complete 20 hours of documented training in the areas designated by DCYF for visitation staff + Ability to use a multi-purpose copy machine + Ability to use multi-line phones + Ability to use a desk-top computer and/or laptop + Working knowledge of integrated database applications and ability to use new software programs with basic training ESSENTIAL DUTIES AND RESPONSIBILITES: + Supervise or monitor visitation services at The Salvation Army between DCFS referred children and their parents/relatives or siblings and private/civil cases + Monitor for appropriate interactions and intervene when necessary + Be capable of deescalating situations with visitors who are or become disgruntled or aggressive + Carefully document each visitation using the required forms (database) and communication with all parties + Process all paperwork in the required time frames + Be capable of performing basic clerical duties including filing, typing, copying, faxing, and making phone calls + Communicate effectively with department staff, agency staff, and outside agencies as needed + Drive or ride-a-long to transport children to and from visitations + Report all safety concerns + Function as a team member + Provide direct care to children as needed including toileting, diaper changing, feeding, redirection, etc. + Responsible for set up and upkeep of visitation spaces as needed + Maintain positive interactions with clients + Attend required trainings and staff meetings + Maintain a safe and secure environment for children and families + Maintain strict confidentiality + Follow all policies and procedures PHYSICAL REQUIREMENTS: + Sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous basis + Grasp/push/pull files, file cabinet drawers, automobile doors, and reach overhead + Operate a telephone + Operate a desktop/laptop computer + Access and produce information from a computer + Understand written information + Lift/carry 25-40 pounds regularly (moving infant/child car seats in/out of vehicle, etc.) Qualified individuals must be able to perform the essential duties of the position with or without accommodation. A qualified person with a disability may request a modification or adjustment to the job or work environment in order to meet the physical requirements of the position. The Salvation Army will attempt to satisfy requests as long as the accommodation needed is reasonable and no undue hardship would result. BENEFITS: A generous benefits package is included with full-time positions: paid holidays, vacation time, sick time, and medical, vision, and dental insurance. Health Insurance: Low bi-weekly premiums for employee-only coverage, Kaiser HMO for those residing in a Kaiser service area, Anthem EPO/PPO is available for those residing outside a Kaiser service area. Voluntary +1 and +family coverage at additional cost. Delta Dental DHMO and DPPO dental insurance are offered. Life and Voluntary Options. An employer-paid life insurance policy covers employees. Voluntary supplemental life, short-term and long-term disability plans are available. Retirement Plans: Employer-funded Money Purchase Pension Plan (Defined Contribution Plan) 50% vested at five years eligible service time. Plus, an employee-funded voluntary 403(b) option. Parental Leave: The benefit is 40 hours of Paid Leave for qualifying events. Sick Leave: 12 days of Sick Leave annually accruing from day one, eligible for use after three months' service time. Paid Vacation: + Two weeks annually, accruing from day one, for non-exempt positions + Four weeks annually, accruing from day one, for exempt positions + Accrued vacation is eligible for use after six months' service time Paid Holidays: 13 designated holidays + 1 floating holiday per year The Salvation Army is an Equal Opportunity Employer: Minorities/Women/Veterans/Disabled. Qualifications Education Required + High School or Equivalent or better Experience Required + 1 year: Experience working directly with children Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The 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)