Description
Mission Statement
The Salvation Army, an international movement, is an evangelical part of the universal Christian church. Its message is based on the Bible. Its ministry is motivated by the love of God. Its mission is to preach the gospel of Jesus Christ and to meet human needs in His name without discrimination.
Position Summary
The Director of the Community Integration Services (CIS) is the lead employee for a minimum staff of 80, in scattered sites primarily in Los Angeles County, Ventura, and Santa Barbara County. The Director formulates and plans all phases of the program and oversees program operations in accordance with Salvation Army policies and government contracts. He/she directs the work of staff engaged in execution of the program, continually evaluates the effectiveness of services provided, and seeks new approaches and funding to fulfill community needs and professional development of the staff. The Director also enlists and maintains community participation and support for the program, working as required to further the goals of the program.
Essential Functions
PAY RATE: $110K-$130K/yr
Working Conditions
Ability to walk, stand, bend, squat, climb, kneel, and twist on an intermittent or sometimes continuous basis. Ability to grasp, push, pull objects such as files, file cabinet drawers, and reach overhead. Ability to operate computer, fax and telephone. Ability to lift up to 25 lbs. Must be able to work at a computer or desk for long periods when needed.
Minimum Qualifications
Skills, Knowledge & Abilities
Education
Bachelors of Social Work (required)
Experience
Minimum of five years in an executive leadership position. (required)
Minimum of four years experience working with the unhoused and veteran individuals and families. (required)
4 years: Minimum Experience Working For Homeless Population. (required)
Licenses & Certifications
Driver's License (required)
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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