Early Childhood Job Center

Essential Duties and Responsibilities

General of All Head Start staff

• Respect and respond competently to each family and community's culture, traditions, lifestyle, language, and values.
• Honor the program’s Code of Conduct.
• Maintain strict confidentiality concerning children, families, staff, and agency matters.
• Serve as a mandated reporter of suspected abuse or neglect to proper authorities.
• Contribute to effective program practices and maintain a commitment to professionalism.
• Participate in recruitment plans to reach eligible families and achieve enrollment goals, including children with special needs.
• Represent Head Start in the community and support effective community partnerships while advocating for Head Start families. 
• Represent Semcac to promote excellent public relations and build awareness of the program’s contributions to local communities.
• Submit reports, oral and written, as assigned. 
• Participate actively in all required professional development and training. 
• Supervior may assign other duties.

Management and Administration

• Accepts lead responsibilities for assigned areas above to complete appropriate short- and long-term planning, implementation, ongoing monitoring/oversight, and reporting with a view towards continuous quality improvement. 
• Provides technical expertise in developing and conducting these responsibilities to achieve results and ensure compliance with Head Start Performance Standards, state Department of Human Services regulations, and all other pertinent federal and state laws, rules, and regulations.
• As a member of the Leadership Team, assist the Head Start Director in the planning and implementing program-wide services and operations, such as Self-Assessment, the Community Assessment, Strategic Logical Framework (SLF), and Annual Performance Plan (APP).  Takes responsibilities for specific actions that flow from the planning and as assigned by Director.  Manages human and physical resources for designated areas to ensure quality services are provided as outlined in the SLF, APP, P&Ps, and staff manuals. 
• Develops an annual operating budget for assigned areas.  Submits budget to Director and provides input on overall program budget that is consistent with goals and objectives, setting priorities accordingly.  Monitors the component budget, reviewing financial reports.  Processes appropriate fiscal paperwork related to vendor payments. 
• Develops policies and procedures (P&Ps) for assigned components or assists with the same. Develops component staff manuals that directly support the implementation of designated areas. Reviews periodically, at least annually, for updates to ensure P&Ps and manuals are systematic, straightforward, and available to all staff and parents on a timely basis electronically and hard copy.
• Oversees professional consultant contracts, if assigned, to ensure the proper delivery of technical services consistent with goals and objectives. Handles necessary related paperwork, according to program and agency P&Ps.
• Assists with federal and state monitoring visits according to current guidance through preparation for and participation in visits.

Advisory Role (Primarily Component)

• Organizes and conducts pertinent surveys for assigned components or assists with the same. Compiles and analyzes program data on measurable outcomes and ensures accuracy and completeness for required reports.  Shares with stakeholders result periodically to inform decision-making and planning.
• Conducts relevant research to keep current on the latest component regulations and guidance from federal and state oversight agencies.
• Reviews various evaluations and feedback for trends for new opportunities or improvement.  Makes recommendations to Director and Leadership Team for action.  Completes follow-up actions as assigned.
• Conducts staff and site operations observations to ensure program quality as outlined in P&Ps.  Completes necessary documentation, follow-through, and information sharing as appropriate to support and guide both service staff and their supervisors.
• Assists in outlining an annual calendar for staff development. Organizes and conducts staff training in area components on a periodic and as-needed basis, either on an individual or group basis. Follows-up on training evaluations to ensure program and staff needs are met.

Representation/Relationships

• Establishes and maintains collaborative relationships with staff, counterparts, and partners.  These relationships promote an understanding of the program's goals, objectives, and contributions to families and communities and the agency's.  If assigned, organizes and facilitates advisory groups and strives for the active participation of stakeholders.
• Advocates for families and their needs, engaging appropriate contacts as needed so that families receive the services they need.  Examples include active participation with regional and state Head Start associations, county public services, and school districts.

Supervisory Responsibilities

• Supervises assigned staff of teachers, home-based educators, and family education paraprofessionals—monitors and mentors employee performance to meet program goals and objectives.  Responsibilities include hiring, orientation, professional development, work direction, and time accountability in compliance with Semcac and Head Start P&Ps. 
• Mentors direct reports using a practice-based coaching approach, providing various resources to assist and support staff to adopt best practices.
• Provides independent work direction for component systems and technical guidance to relevant staff per the organizational structure to ensure program quality in assigned areas. Assists the employee's direct supervisor with effective performance management, such as providing specific orientation and training, identifying and following up on concerns according to P&Ps.
• Keeps Director informed on a timely basis of personnel successes and challenges, particularly regarding employee performance concerns.
• Represents and advocates for staff in the decision-making process.  Sets the tone for all staff by contributing to a work environment that is inclusive and respectful of diverse work styles and personal backgrounds.

Accountability

The coordinator can act independently in the day-to-day conduct of the above responsibilities unless otherwise requested by the Director. S/He will exercise personal judgment as to when to inform and involve the Director, following guidance given. Sound judgment will include assessing, planning, and evaluating new and uncertain situations. The position will also collaborate with other Coordinators in the conduct of the above responsibilities or in working groups/committees of stakeholders established as needed to address specific objectives.