Out of School Time Program Manager/Youth Coordinator

Children's Place Association; Chicago (IL); On-site; USD 38,000 - 40,000; Full time

Job summary

Children's Place Association in Chicago, IL seeks an Out of School Time Program Manager/Youth Coordinator to lead day-to-day OST activities, including afterschool, camps, and mentoring. You will partner with the Child Thrive Director to recruit at-risk youth and mentors, design lesson plans, and ensure program quality.

You will supervise part-time instructors, maintain participant records, and help expand community partnerships.

Qualifications

• Bachelor’s degree in Social Work, Counseling, Education, Human Services or a related field is required; Master’s is preferred.
• Minimum 3-5 years progressive experience developing and implementing children-focused support services.
• Strong relational building skills and ability to relate across socioeconomic spectrum and with corporate community.

Responsibilities

• Develop and implement day-to-day OST programs (afterschool, camps, mentoring).
• Identify, recruit, and train mentors and part-time instructors.
• Supervise volunteers, mentors, and mentees; maintain participant files and consent forms.

Skills

Relationship building

Community engagement

Analytical mindset

Education

Bachelor’s degree in Social Work or related field

Master’s degree preferred

Job description

Job Description

Job Title: Out of School Time Program Manager/Youth Coordinator

Department: Child Thrive

FLSA Status: Exempt (Salary)

Employment Type: Full-time

Location: Chicago, IL 60651

Salary Range: $38,000-$40,000

The Out of School Time Manager is responsible for the development and implementation of day-to-day programs during out of school time. The OST Program Manager will work with the Child Thrive Director and other program managers to identify and recruit at risk youth in the community and Children’s Place Association programs most likely to benefit from Child Thrive OST programs. The OST Program Manager will work with Child Thrive Director to develop appropriate program relationships. the Development team to recruit mentors and will screen, orient and train mentors. The OST Program Manager will recruit, supervise, train, and lead the part time OST instructors.

ESSENTIAL DUTIES AND RESPONSIBILITIES

include the following (Other duties may be assigned):

Program

• OST programs (on and offsite) will include but not be limited to: afterschool programs, summer and holiday day camps, teen college readiness and career exploration programs, special events, traditional mentoring program, and other opportunities as appropriate to the work of Child Thrive
• Screen all potential part time instructor candidates through interviews and background checks
• Responsible for maintaining specialized training for part-time staff and mentors
• Responsible for creating workday and lesson plans for OST programs
• Organizes program sessions that outline goals and procedures
• Supervise on-going mentor/mentee relationship, including management of mentee reporting and providing mentor support
• Provides guidance to part time staff and children to ensure that both have an enriching experience
• Address any concerns about conduct or conflict; partner with Child Thrive Director to strategize course of action and resolution
• Maintain and expand relationships with Children’s Place programs and other referring agencies
• Recognizes participants, mentors, staff, and offers closure activities at end of programs and special events
• Work with the Program Operations Assistant to secure all parent consent forms and participant applications and maintains files for each participant, including a record of participant goals, and pre- and post-measurement relative to program and individual outcomes; and other measurement tools
• Maintains documentation as needed for compliance, continuous improvement, and evaluation activities

Communications and Outreach

• Collaborates with Development Department liaises, Program Managers, and with corporate partners who are ongoing or potential sources of mentors
• Represents Child Thrive Mentoring Program in the community
• Takes a lead role in exploring community collaborations and developing supplemental support services for children/youth
• Communicates with parents/families, mentor sponsors and other organizations on behalf of the Child Thrive program and as representative of the agency

Program Evaluation

• Works with leadership to develop and implement ongoing evaluation procedures
• Creates and analysis program metrics for evaluation of the program
• Provides reports as needed to management, including monthly data into an operational summary
• Assists in other programmatic functions as required, such as special events, to support the program

Supervisory Responsibilities

The OST Program Manager will supervise volunteers, mentors and mentees.

EDUCATION, SKILLS, And/or EXPERIENCE

• Bachelor’s degree in Social Work, Counseling, Education, Human Services or a related field from an accredited college or university required, Master’s is preferred.
• Minimum 3-5 years progressive experience including developing and implementing children focused support services.
• Must have strong familiarity with the target population and excellent capacity to develop relationships with protentional me, parents, and community members.
• Must have strong relational building skills and ability to relate well across the socioeconomic spectrum and with the corporate community.
• Must have demonstrated management skills which provide the framework for effective use of the program’s human and financial resources and coordination of the agency’s services with those provided by other community resources.
• Dynamic, energetic, and analytical approach to work required.

STATEMENT ON WORKPLACE CULTURE

Employees shall respect the diversity of all individuals (e.g., clients, co-workers, stakeholders) and refrain from any form of discrimination and/or harassment based on race, color, national origin, religion, sex, disability, age, citizenship status, genetic information, marital status, sexual orientation, military and veteran status, gender identity, arrest record, victim of domestic violence and housing status, or other differences. Children’s Place Association strives to cultivate a work environment that honors the voices and lived experiences of every member of the staff. Therefore, all employees share the responsibility of creating and cultivating a welcoming and supportive work environment.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is frequently required to stand, walk, sit; use hands to finger, handle, or feel; reach with hands and arms; stoop, kneel, crouch or crawl; and talk or hear. The employee is occasionally required to climb. The employee must frequently lift up to 40 pounds and be able to safely handle large pots full of hot food. Specific vision requirements for this job include close vision, distance vision, peripheral vision, depth perception and the ability to adjust focus.

The employee must be able to use cleaning products to clean equipment and to wash and sanitize dishes. The employee must be able to read and write English at a level to fill out food orders, read catalogs and maintain temperature logs.

WORK ENVIRONMENT

The work environment described here is representative of that an employee encounters while performing the essential functions of this job.

The noise level in the work environment is usually moderate but may become loud at times. As appropriate to the job, the work environment may include any or all of the following: working with others, verbal contact with others and face-to-face contact; working inside.

DISCLAIMER

The above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and/or skills required of all employees so classified.