QUALIFICATIONS & EXPERIENCE:
Bachelors degree in human services, psychology, counseling, education, social science, communications or
closely related field and two years’ related experience required..
Must possess a valid in-State Driver’s License and meet Company insurability requirements.
MANAGEMENT AND SUPERVISION:
May supervise CPP Staff
Follows all integrity guidelines and procedures and ensures no manipulation of student data.
Ensures Center meets or exceeds DOL/Company performance goals.
Conducts comprehensive screening procedures to determine applicants’ eligibility and suitability for the
Job Corps Program.
Secures and evaluates applicants’ behavioral, medical and educational records.
Denies applicant enrollment and refers applicants to other educational resources.
Conducts thorough assessment activities and career counseling during the admissions process.
Serves as a liaison to Center staff to facilitate a seamless enrollment process and early student
Works closely with community agencies, employment services, high schools, trade and technical schools
and other agencies to inform prospective applicants about the Job Corps program.
Acts as a liaison between the Job Corps Center and community agencies. Develops and maintains
referral linkages in the community.
Conducts Center tours, pre-arrival visits and Parent meetings.
Produces quality work/assignments in a thorough, timely and accurate manner.
Maintains appropriate personal attendance, accountability and work productivity standards.
Plans, prioritizes and organizes assignments to meet established goals and deadlines.
Understands and applies job knowledge to effectively complete all required job responsibilities.
Proactively maintains the skills required to perform job duties.
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
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)