Job Description Director of Early Learning, Child Care and Family Resources

Transcription

1 Job Description Manager of Early Learning, Child Care and Family Resources JOB TITLE: REPORTS TO: Manager of Early Learning, Child Care and Family Resources Director of Early Learning, Child Care and Family Resources EDUCATIONAL University Degree in Early Childhood/Early Learning/Child Studies or Related Field or College Diploma in related field with extensive experience Resource Consulting/Teaching qualifications (e.g., Certificate/ Diploma) EXPERIENCE: Four (4) years direct experience in the field of early learning and/or child care and/or working with children with special needs Minimum of two (2) years supervisory experience MANDATORY CERTIFICATIONS: Police Records Check for Service With the Vulnerable Sector Valid Driver s License and Reliable Vehicle Proof of Educational Qualifications Registration with the College of Early Childhood Educators MANDATORY TRAINING: CORE COMPETENCY - Applicable training as defined by KWH Policies and Procedures 1. Advocating for Others (AFO) Definition: Individuals demonstrating the competency Advocating for Others show through their behaviours an inclination to champion a cause or issue and try to get others to support it (i.e., trying to win the support of others). Target Level: 3 (Calculates impact of actions or words) 2. Developing Others (DEV) Definition: Developing Others involves a genuine intent and passion to foster the long-term learning or development of others through encouraging, managing performance and coaching, in order to fulfill the current and future skill requirements of both individuals within the profession and the organization. Developing Others is not limited to formal positions of authority. Target Level: 4 (Provides in-depth coaching) KW Habilitation: Version 3.0 June 2013 Page 1 of 6

2 CORE COMPETENCY - (Cont.) 3. Holding People Accountable (HPA) Definition: Holding People Accountable is about communicating in a direct way what one wants or requires of others. It includes giving directions, setting limits, and holding people accountable for performance, insisting on high performance, confronting problem employees, and using appropriate positional authority to ensure performance with the long-term good of the organization in mind. It involves being firma and assertive, and stepping up to difficult decisions. Target Level: 4 (Holds people accountable for performance) 4. Creative Problem Solving & Decision Making (PSDM) Definition: Creative Problem Solving and Decision Making is the demonstration of behaviours that enable one to identify and solve problems by understanding the situation, seeking additional information, developing and weighing alternatives, and choosing the most appropriate course of action given the circumstances. Problems can be solved by breaking the issue into smaller pieces or by identifying patterns or connections between situations that are not obviously related. It involves the willingness to and demonstration of behaviours associated with taking a creative approach to problems or issues. It includes thinking outside of the box to go beyond the conventional, and to explore creative uses of resources. Target Level: 4 (Identifies and considers options to solve a problem or issue) 5. Leading Others ((LO) Definition: Leading Others is about taking on the role of leader of a team or other group. It involves providing inspiration, clarity and direction through a compelling vision of the future. This includes ensuring that those who are led work together and are provided with the required resources and motivational support. Leaders measure their success through the success of others. Target Level: 5 (Builds commitment to a compelling vision) 6. Managing Change (MC) Definition: Managing Change is about supporting a change initiative that has been mandated within the agency and/or sector. It involves helping employees and individuals and their families understand what the change means to them. People with this competency willingly embrace and champion change. Target Level: 4 (Follows through on change initiative) KW Habilitation: Version 3.0 June 2013 Page 2 of 6

3 CORE COMPETENCY - (Cont.) 7. Relationship/Network Building (RNB) Definition: Relationship/Network Building is about building and maintaining effective and constructive working relationships, partnerships or networks of contacts with people who are, or might someday be instrumental in achieving work-related goals. It is the desire to work co-operatively with all stakeholders to meet mutual goals. It includes demonstrating strong interpersonal relations where one interacts with others in ways that advance the work of the agency/sector by developing respect, trust and mutual understanding, and productive working relationships based on trust is the foundation for success in delivering results. Target Level: 3 (Proactively establishes planned networks to address specific issues ) 8. Resource Management (RM) Definition: Resource Management is understanding and effectively managing resources (e.g. people, materials, funds). This is demonstrated through measurement, planning and control for resources to maximize results. People who demonstrate this competency treat the agency s/sector s financial resources as if they were their own. It requires a balance of qualitative (e.g. human resources) and quantitative (e.g. financial resources) measures. Target Level: 4 (Benefits the agency) 9. Strategic Thinking (ST) Definition: Strategic Thinking is linking long-range visions and concepts to daily work, ranging from a simple understanding to a sophisticated awareness of the impact of the world at large on strategies and on choices. Target Level: 3 (Aligns program/operational goals and plans) OTHER JOB RELATED SKILLS: Knowledge of applicable legislation and regulations for support of children with special needs in early learning and licensed child care programs Knowledge of inclusive early learning and child care best practices Knowledge of the principles of family-centred planning and approaches Excellent planning and organizational skills Ability to direct and develop performance of self and others to achieve results Good self-management as well as team building skills Well-developed written and verbal communication skills Tact, diplomacy and effective interpersonal skills Mediation and conflict resolution skills KW Habilitation: Version 3.0 June 2013 Page 3 of 6

4 Organizational and time management competencies Resourcefulness Flexibility and capacity to adapt to change Proficiency computer skills in Word, Excel and PowerPoint to support the functions of the position WORKING CONDITIONS: Hours defined by program needs that may include days, evenings, and/or weekends. Work is generally performed at a licensed early learning and child care program or within an office environment. Required travel within the Region of Waterloo and occasional travel outside this geographic area Potential exposure to Infectious diseases, verbal and physical aggression Participation in management on-call system of KW Habilitation on a rotational basis. JOB FUNCTION The Manager of Early Learning, Child Care and Family Resources is responsible for the overall management of the Resource Consultant program for a specified geographic area within the Region of Waterloo. The primary goal of the Resource Consultant Program is to support licensed child care programs in their efforts to promote an inclusive early learning experience for all children. The Manager of Early Learning, Child Care and Family Resources will ensure that the Resource Consultant program is delivered within the mission, values and policies of KW Habilitation, inclusive early learning and child care best practices and family-centred approaches. The Manager of Early Learning, Child Care and Family Resources will be an accomplished team leader with strong relationship building and communication skills. KW Habilitation: Version 3.0 June 2013 Page 4 of 6

5 JOB DUTIES AND RESPONSIBILITIES The job duties and responsibilities of the Manager of Early Learning, Child Care and Family Resources are as follows: Leadership Participates as a member of the Children s Services management team of KW Habilitation Services Identify and inform the Director of Children s Services Supporting Early Learning, Child Care and Families of internal and/or early learning/child care community issues or trends that impact or have the potential to impact the effective and efficient delivery of the Resource Consultant program in the Region of Waterloo Operational Planning Facilitate the process to develop an operational plan for the implementation of the Resource Consultant program. Program Management Oversee the effective and efficient day-to-day management of the Resource Consultant program Implement and monitor applicable program policies and procedures of KW Habilitation Facilitate staff meetings with directly supervised Resource Consultants Oversee the evaluation of Resource Consultant program Complete required reporting regarding the Raising the Bar Quality Initiative administered by the Region of Waterloo Liaise with supervisors of licensed child care programs to ensure the effective and efficient delivery of Resource Consultant services Oversee the planning, implementation and evaluation of any special projects assigned by the Director of Children s Services-Supporting Early Learning, Child Care and Families Ensure the privacy of information for children and families receiving services from the Resource Consultant program Review program files to ensure accuracy and regularly update Provide information and support on matters required by the Director of Children s Services Supporting Early Learning, Child Care and Families Complete required program statistics on a monthly, quarterly and annual basis as required. Human Resources Management Ensure compliance with the human resources policies and procedures of KW Habilitation Recruit and select Resource Consultants in collaboration with the Manager of Human Resources of KW Habilitation Supervise, coach and mentor Resource Consultants Provide guidance and supervision to Resource Consultants in administering functional assessments, development of Individual Service Plans (ISP), consultation to families and Early Childhood Educators and transition to school Conduct probationary and annual performance evaluations of directly supervised Resource Consultants KW Habilitation: Version 3.0 June 2013 Page 5 of 6

6 Ensure that Resource Consultants receive appropriate orientation to KW Habilitation and assigned licensed child care programs Implement a performance management process for directly supervised Resource Consultants Coordinate training and professional development for directly supervised Resource Consultants Discipline directly supervised Resource Consultants in consultation with the Director of Children s Services-Supporting Early Learning, Child Care and Families Ensure a positive, healthy and safe work environment in accordance with the policies and practices of KW Habilitation and licensed child care programs Financial Management Provide requested information to the Director of Children s Services-Supporting Early Learning, Child Care and Families for the development of the Resource Consultant program budget Community Relations Represent KW Habilitation on community initiatives/committees as requested by the Director of Children s Services Supporting Early Learning, Child Care and Families Foster effective working relationship with early learning and child care programs, other professionals and community schools Risk Management Identify to the Director of Children s Services-Supporting Early Learning, Child Care and Families any actual or potential risks to the Resource Consultant program and ultimately KW Habilitation Other Participate in professional development in consultation with the Director of Children s Services-Supporting Early Learning, Child Care and Families KW Habilitation: Version 3.0 June 2013 Page 6 of 6