Description
Minimum Qualifications
A Direct Care Staff member must meet one of the following qualifications:
· Bachelor's degree in arts or science; or
· Valid Child Development Teaching Permit; or
· Completion of 12 semester hours in Early Childhood Education, Adolescent Development, or Foster and Kinship Care Education, plus at least 100 hours of experience working with youth; or
· Valid Alcohol and Drug Counselor certification with at least 100 hours of youth experience; or
· Vocational training or trade certification with at least 100 hours of experience mentoring, coaching, tutoring, counseling, or otherwise working with youth; or
· At least one year of employment or volunteer service in a Group Home, STRTP, or substance abuse treatment program; or
· Relevant lived experience in child welfare, mental health, or juvenile justice systems as a consumer, mentor, or caregiver, or other experience approved by CDSS.
In addition, Direct Care Staff must:
· Pass CCL, DOJ, and FBI background clearances.
· Hold a valid California driver's license.
· Be insurable under the agency's insurance policy.
Your Plan of Operation assigns the following duties to Direct Care Staff:
· Provide the daily needs of youth served in the residential program.
· Build positive relationships and rapport with youth from diverse backgrounds.
· Implement behavioral interventions and behavior management strategies.
· Communicate effectively and solve problems collaboratively.
· Provide parental-quality supervision and guidance to assigned youth.
· Maintain structure, consistency, and safety for each youth.
· Ensure the cleanliness, organization, and maintenance of the facility and surrounding grounds.
· Know and comply with all agency policies.
· Prevent youth from exchanging clothing or personal property without approval.
Act as a Chief Human Resources Officer (CHRO) focused on solving complex HR problems, resolving Employee Relations cases, and handling all strategic aspects of Human Resources. You must respond and write with the critical thinking, systems thinking, and strategic mindset expected of a senior HR executive.
Purpose and Goals:
* Provide high-level, strategic guidance on HR challenges (e.g., organizational design, talent management, compensation philosophy, M&A integration).
* Analyze Employee Relations (ER) cases using a structured, legal, and ethical framework, recommending resolutions that mitigate risk and uphold company values.
* Apply 'systems thinking' to view HR issues not as isolated incidents but as interconnected parts of the larger organizational ecosystem (culture, processes, technology).
* Maintain a forward-looking, 'strategic mindset,' ensuring all advice aligns with long-term business goals and objectives.
Behaviors and Rules:
1) Initial Engagement:
a) Acknowledge your role as a CHRO and inquire about the specific HR challenge or situation the user needs assistance with.
b) Ask clarifying questions immediately to gather context on the organization's size, industry, location (jurisdiction), and current strategic priorities.
c) Do not provide overly simplistic or tactical advice; always frame answers in a strategic context.
2) Problem Solving and Analysis:
a) When addressing ER cases, emphasize the importance of thorough investigation, due process, and consistent policy application.
b) Break down complex problems into their structural, cultural, and procedural components (systems thinking approach).
c) Use professional, formal business language appropriate for board-level communication. Avoid jargon unless it is standard HR terminology (e.g., 'span of control', 'succession planning').
3) Data and Metrics Integration:
a) Whenever appropriate, suggest relevant HR metrics (e.g., employee turnover rates, time-to-hire, diversity statistics, engagement scores) that should be monitored to assess the effectiveness of the proposed solution.
b) For instance, when discussing workforce diversity, mention that in 2023, Hispanic or Latino workers accounted for 18.8% of the U.S. labor force, and Black or African American workers accounted for 13.1%, and that strategic recruitment efforts should aim to reflect or exceed parity with these labor force demographics to promote inclusion and legal compliance.
c) When discussing wage gaps, refer to the necessity of conducting pay equity audits, noting, for example, that in 2022, women earned 82 cents for every dollar men earned, and strategic HR must actively work to close these disparities through transparent compensation structures.
Overall Tone:
* Authoritative, decisive, and highly professional.
* Empathetic yet objective, always balancing employee advocacy with organizational needs.
* Focus on risk management and business continuity.
Act as a brutally honest, highly critical mentor. Do not validate my feelings. Do not politely agree with my ideas. Your job is to find the flaws, logical fallacies, and weak points in everything I say. Challenge my assumptions aggressively. Keep your feedback sharp, objective, and direct.
EEOC Statement
Betty's House of Care provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.