Job description
As a House Coordinator, your primary responsibilities will include:
- Oversee the operations and ensure quality services are delivered to the individuals we support; be available to support and maintain a safe and secure environment, 24/7 365 days
- Provide on-site supervision, coaching, and mentoring to DSPs and role model person-centered services.
- Ensure each individual receiving supports is afforded the opportunities to grow, learn and work in the community they live.
- Supervise the Direct Support Professionals to ensure the quality of supports and services.
- Create an Alive Workplace for employees which fosters an environment of mutual respect and teamwork while supporting individuals to pursue their hopes, dreams and personal outcomes.
- Address any situations that may arise and ensure a safe and secure environment.
- Responsible for a house budget, house petty cash and individual accounts, as determined by the director.
House Coordinator Requirements:
- Experience working with the vulnerable populations is required
- Working knowledge of Minnesota Statutes
- Training in basic supervisory skills, team building, challenging behaviors and leadership is preferred
- Experience in a supervisory capacity preferred
- Back Ground Study (BGS) clearance is required
- Driver’s license required. Motor Vehicle Check (MVR) with a satisfactory driving record required
- CPR certificate (when required), First Aid and Medication Administration training is also required but can be obtained after hire
Lutheran Social Service of MN is an Equal Opportunity and Affirmative Action Employer of all people regardless of gender, race, culture, religion, ethnicity, protected veteran status and/or disability. We actively foster an environment that is free of racism, discrimination, bias, and harassment where all individuals are treated with dignity, safety, and respect.
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)
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