Counseling/Career Services Manager
Adams and Associates

Job Info

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POSITION SUMMARY:

Responsible for the management of the Introduction to Career Preparation Program. Provides oversight of student counseling services and individual student case management to ensure student progress, retention and completion of the Job Corps program. Ensures strict confidentiality of sensitive information and integrity of student data.

QUALIFICATIONS & EXPERIENCE:

Bachelor’s degree (including at least 15 semester hours in Social Services-related instruction) from an accredited school required. Master’s degree from an accredited school preferred. A minimum of two years’ experience in counseling or related field. Prefer Job Corps or related program experience.

MANAGEMENT AND SUPERVISION:

Supervises and manages the Counseling and Career Preparation Program and staff.

RESPONSIBILITIES:

• Follows all integrity guidelines and procedures and ensures no manipulation of student data.
• Ensures Center meets or exceeds DOL/Company performance goals.
• Interviews, recommends for hire, disciplines, recommends for termination and evaluates the performance of the employees in the Career Development Department.
• Active member on ensuring case management and success teams are effective systems for student success.
• Positively contributes to the Center's culture by treating students with care and respect. Supporting students achieve personal and career goals and ensuring that students feel safe and welcomed while attending the Job Corps program.
• Ensures students are actively engaged in leadership and after hours programming that promotes student achievement and success.
• Oversees and manages evaluations of student progress and student panels.
• Fills staff vacancies in a timely manner. Effectively motivates, empowers and requires staff to perform his/her job responsibilities.
• Employs sound time-management and delegation skills. Holds staff accountable for producing quality work, develops staff for career progression and disciplines staff who fail to meet goals.
• Provides required/supplemental training for new and current employees.
• Motivates and manages staff to work effectively, creates a supportive work environment, recognizes staff accomplishments and proactively addresses staff performance concerns.
• Develops Center-beneficial linkages within the community for education, employment, Career Technical Training and WBL support. Promotes a positive image of the Center and Job Corps and establishes meaningful relationships with elected officials.
• Mentors, monitors and models the Career Success Standards as required by the PRH.
• Provides high-quality supervision and management for the student population. Takes swift and appropriate action and positively influences student behavior. Shows respect and courtesy to students and holds them accountable for their actions and behavior.
• Provides quality programs and services for students and ensures that quality is maintained and student needs are met. Pursues improvement and enhancement of programs and services.
• Exchanges ideas and information, both orally and in writing, in a clear and concise manner and contributes meaningfully to group efforts by offering relevant ideas and knowledge. Provides quality and timely information to DOL/Company when requested.
• Effectively articulates thoughts and ideas. Identifies problems, analyzes causes and evaluates appropriate solutions prior to taking or recommending actions. Follows up to ensure prompt/appropriate action is taken and that problems are in fact corrected.
• Works in partnership with staff from all Departments to ensure effective supervision and services are provided to students.
• Accepts direction and supervision from the Center Director/Center Duty Officer/Shift Manager to include assignments to temporarily perform job responsibilities of other departments and positions.
• Other duties as assigned.

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)

This job has expired.