Regional Migrant Seasonal Head Start - Oshkosh, United States - UMOS

UMOS Oshkosh, United States

3 weeks ago

Description

Regional MSHS Director Job Responsibilities:

Is responsible for the development of a program model design centered around Early Learning Outcomes Framework and Parent Family Community Engagement Framework that promotes the advancement of emotional, social, physical, and cognitive development of infants, toddlers and preschool children as well as promote parental engagement in all aspects of the program in preparing children ready for kindergarten.
Is responsible for the regional performance of the Head Start program including Program Quality and Outcomes, Programmatic Content, Safety and Security of Children, Parental Education, Budgeting and Financial Oversight and Compliance, Regional Grant Writing, Management and Reporting and assures that standards are being exceeded.
Ensures the implementation of a Regional multi-center-based operation, with direction and leadership of the regional program utilizing a variety of problem-solving techniques that promote and maintain an effective and efficient operation to ensure compliance with federal, state, local and agency regulations governing the regional program.
Responsible for the management and supervision of regional program and design consistent with all applicable federal, state and/or local funding requirements and ensures the prompt and thorough evaluation of staff through annual performance reviews.
In conjunction with program management staff, develop and implement of a career ladder for its regional and center personnel including maximizing the resources necessary to facilitate its implementation.
As part of the communication system, conduct weekly/bi-weekly/monthly meetings with Regional and Center Staff.
Directs the Regional coordination and development of local and state linkages, coordination agreements with state agencies, county health, social service departments, school districts, Title I Migrant Education, migrant health services, to foster collaboration and improve resources to parents and children in the program.
Review program operations for effectiveness and efficiency of operations and conduct Regional short- and long-range planning to develop and implement initiatives and develop seamless systems with other programs to ensure interagency coordination for parents and children access.
Is responsible for identifying new resources to enhance the programs mission.
Prepare Regional Budgets, Regional Grant Proposals and ensure that Fiscal, Programmatic and Administrative Requirements are met and ensure compliance with all funding source mandates, applicable laws and regulations.
Review Regional Monthly Financial and Statistical Reports to assess the budget status and to initiate preventative measures to resolve problems.
Is responsible to work with Program staff, Policy groups and community leaders in the development and finalization of an integrated Child Development work plans, corresponding budgets, facility operation policies, recruitment, selection, and enrollment policies and procedures to ensure compliance with applicable program, state and federal guidelines.
Develop and implements plans to ensure regional compliance with its non-federal share match requirements and develop strategies for increasing the amount of the programs accumulated non-federal share.
Development of Regional Record keeping and Reporting system that includes electronic data collection (weekly, monthly, and annual) and data synthesizes and analysis for completion of Program Information Report, Community Assessment, Annual Reports, and other reporting requirements.
Is responsible for the full implementation of Family Data Base System including CHILDPLUS Reporting and record keeping systems to capture information necessary for end of year program report and the development of statistical data on children, families, and Program.
Stays informed of national, Regional and State issues and resources including legislation related to early childhood development and disseminate this information to leadership Team, Policy groups, parents, and staff.
Ensures implementation of electronic property management system that includes regional program inventories, including capital equipment that complies with all procurement and disposal procedures consistent with 2 CFR 200 and Part 75 requirements.
Attends staff meetings, seminars, conferences, and workshops as assigned in order to promote positive staff development.
Performs other duties as assigned and necessary to meet agency goals and objectives.

Regional MSHS Director Job Qualifications:

B.A. Degree in Public Administration, Business Management, or any other administrative related field. Masters' Degree Preferred.
Three years' experience in management and/or supervisory position.
Must have knowledge of federal, state and locally funded programs.
Knowledgeable of low-income family needs and able to demonstrate through experience.
The ability to work effectively with children and families.
Bilingual with fluency in English and Spanish: verbal and written form,PREFERRED.
Ability to work irregular hours with required travel.
Hold a valid driver's license and adequate vehicle insurance.
Experience in Migrant and Seasonal Head Start Programs, PREFERRED.

Additional Eligibility Requirements:

Employment with UMOS is contingent upon successful completion of a criminal background check prior to employment.
Must obtain a TB test or screening showing the absence of Tuberculosis within 30 days of employment or sooner if required by local/state regulations.

UMOS isan equal opportunity Affirmative Action employer, and all qualified applicants will receive consideration for employmentwithout 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.

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 c)

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