A. PERSONNEL AND STAFFING
1. Recruit adequate staff for each program need in cooperation with the ARC HR coordinator, and in
accordance with ARC and TSA policies
2. Recruit, train, and utilize community volunteers appropriately and effectively.
3. Hold weekly program meetings to assure communication and team support.
B. INTAKE OPERATIONS
1. Insure intake operations are developed and operated with ARC standards.
2. Insure all paperwork and data entry is performed as dictated by ARCC and conform with local requirements
1. Insure curriculum is in compliance to ARC standards
2. Insure appropriate teaching objectives, outlines are utilized
3. Insure appropriate teachers are recruited for all classes
4. Insure one-on-one and group process counseling is done weekly
D. INTERN PROGRAM
1. Network with local colleges and universities to recruit interns
2. Adequately train interns
3. Either supervise and/or find supervisor consultant to provide appropriate supervision of interns
4. Assign counseling and teaching assignments to each intern
1. Assist beneficiaries to understand and overcome social and emotional problems through individual and process
3. Keep beneficiary files up-to-date with proper documentation of counseling and class activities for those
4. Develop individual Rehabilitation Plans for beneficiaries seen in counseling.
5. Assist assigned beneficiaries in preparation for 3 and 5 month reviews.
6. Conduct Christian education classes as assigned.
7. Lead other groups or classes.
8. Teach classes in the program's educational component.
9. Attend weekly Case Conference and provide input to discussion as helpful.
11. Provide and maintain counseling statistics for monthly Program reports.
12. Document and maintain appropriate Progress Notes in beneficiary files.
13. Assess spiritual needs of beneficiaries seen in counseling and make referrals to Chaplain as needed.
14. Attend at least one Wednesday night chapel service each month.
15. Serve as back-up to other counselors as needed.
16. Support other staff of the Program Department as able.
17. Overtime. Any and all overtime must have the written approval of the supervisor, Administrator or his designee.
His initials must appear on the timecard besides the overtime hours.
18. Perform other duties as assigned by the ARC Administrator.
F. OTHER DUTIES
1. Cooperate and coordinate with the Administrator in order to mutually develop the most successful program.
2. Assure program department is in compliance with review requirements at all times.
3. Other duties as assigned.
Certified Alcohol and Drug Counselor or Bachelor's degree plus 3 years work/volunteer experience in the substance abuse field.
1-year experience teaching or presenting material pertaining to Rehabilitation from addiction.
Age 21 or above
Ability to make critical decisions and work with minimal supervision
Knowledge of Microsoft Office programs, MSWord, Excel, and Access with ability to learn additional software as appropriate.
Excellent organizational skills with attention to detail.
Ability to track multiple tasks efficiently, completing each in a professional and timely fashion.
Professional judgment and integrity in holding in confidence all information pertaining to beneficiaries, families and co-workers.
Commitment to support and apply the philosophy and goals of The Salvation Army Adult Rehabilitation Center Program and the ARC Mission Statement.
Active Christian world-view.
If in recovery, must have 3 years of continuous sobriety.
No evidence of existing chemical dependency.
Must be willing to travel to events both in the area and in the territory.
Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous basis.
Ability to grasp, push, pull objects such as files, file cabinet drawers, and other office equipment.
Ability to communicate clearly on the telephone.
Ability to lift up to 30 lbs
Ability to perform various repetitive motion tasks
+ Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
+ Please view Equal Employment Opportunity Posters provided by OFCCP
+ 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