Senior Director of Family Assessment Programs - #1406290

Children’s Aid offers a continuum of short-term evidence based or evidence informed interventions of varying levels of intensity, in five boroughs. The prevention services continuum consists of Family Support services, Therapeutic Evidence Based Prevention and Family Assessment Program (FAP) program services, as well as the Safe Way Forward Program for families impacted by Domestic Violence. Our prevention service interventions are charged with the responsibility to avert current, future or repeat involvement with child welfare and juvenile justice systems.

Our Family Assessment Programs (FAP) in the Bronx, Brooklyn, Manhattan and Staten Island aim to help families who are seeking PINS Petitions (Persons in Need of Supervision) to resolve their problems without having to go to court. These programs include a continuum of evidenced-based and crisis intervention models that have been proven to be effective in addressing issues of varying complexity commonly faced by teens and their parents/caregivers. These programs aim to reduce conflict in the home and strengthen relationships in the families they serve. FAP Programs include two Functional Family Therapy, two Multi-systemic Therapy-Substance and 2 Family Stabilization Programs.

Position Summary: The Senior Director of the Family Assessment Programs (FAP) has direct oversight of the 6 FAP Programs in the Bronx, Manhattan, Brooklyn and Staten Island. This position has the responsibility to ensure that programs comply with all funder/agency contractual obligations and expectations in addition to ensuring model fidelity, good performance evaluations, good outcomes for families, and consistency of service delivery that aligns with child welfare mandates. The Senior Director must work in close collaboration with the Deputy Division Director to develop program budgets that meet agency and funding source requirements. This position serves as an ambassador of Children’s Aid and, as such, is expected to promote the agency’s mission and organizational objectives and uphold all performance and behavioral standards of conduct. The Senior Director of FAP Programs reports to the Deputy Division Director of CWFS Prevention.

Essential Duties

• Understand and promote the organization’s Mission, Vision, and Core Values to ensure alignment with organizational policies and procedures.
• Ensure that staff at all levels integrate CA principles into their performances and interactions with clients and stakeholders.
• Supervise three FAP Program Directors.
• Supervise the Lead Education, Employment Specialist (EES).
• Supervise the Bronx Administrative Assistant in execution of duties in support of the FAP Programs and accountability systems.
• Monitor and assist FAP programs with meeting contractual requirements.
• Ensure program compliance with ACS and OCFS standards, outcome expectations and deliverables.
• Serve as the point person with OCFS and ACS departments that oversee program contracts.
• Collaborate with other Children’s Aid Divisions and Departments including CQI, TMHR, IT, payroll etc. in order to ensure compliance with all Children’s Aid internal accountability, personnel and fiscal procedures and policies including payroll, purchasing procedures, facility management and maintenance issues, etc.
• Collaborate with the Division Budget Director to ensure timely, accurate development and maintenance of program budgets and expenditures.
• Collaborate with Therapeutic and Family Support Senior Directors to develop policies, procedures to be included in the development and update of a Prevention program manual.
• Facilitate the continuous training, coaching and professional development of staff.
• Analyze the quarterly CQI reports that identify program trends, outcomes as well as, PAMS scorecard, alerts and raw data and Indicators for practice and outcome measure enhancements.
• Ensure the completion of Performance Evaluations and Goals within the required time frame.
• Attend all required Division, ACS, COFCCA, and Children’s Aid meetings.
• Interface with FFT and MST-SA Model Developers and consultants on model practice and fidelity.
• Review model contract terms for accuracy, program training, consultation and technical support needs.
• Review postings, salaries, applications and supporting documentation for candidates in contemplation of approval to ensure staff vacancies are filled with appropriate candidates in the shortest possible timeframe.
• Ensure that the FAP Programs comply with ACS, and agency policies and procedures related to the hiring and onboarding of new staff.
• Ensure that all FAP staff comply with HR conditions of employment as delineated in the Employee Handbook,
• Monitor compliance with office, field and remote work set forth in the Telecommuting Agreements.
• Ensure that the FAP Program Directors provide all required weekly and/or monthly CWFS and ACS reports accurately and by due date
• Approve monthly Smartdata reconciliation of Program Director P-cards.
• Monitor FAP Program fidelity through review of bi-annual Model fidelity reports.
• Accept tasks as assigned by the Deputy Division Director.
  
  

Minimum Qualifications

• Master’s degree in social work or related field with a minimum of 5 years of supervisory and administrative experience working with adolescents and families in a child welfare or mental health setting.
• Experience working with evidenced-based models.
• Professional licensing in Social Work or Mental Health Treatment, or related field preferred.
  
  

Key Competencies

• Good organizational skills and ability to meet deadlines.
• Exceptional managerial and leadership skills with ability to function effectively as a role model.
• Strong writing and verbal communication skills.
• Expert engagement and team building skills.
• Analytical aptitude.
• Computer literate (Word, PowerPoint, Excel, etc.).
• Ability to work under pressure and meet deadlines.
• Ability to be flexible, including available on weekends and evenings as required.
• Some knowledge and experience in developing and managing/monitoring budgets that are aligned with organizational and programmatic needs.
  
  

It is the policy of Children's Aid to provide equal employment opportunity to all employees and applicants for employment and is dedicated to maintaining a work environment that is free from harassment and discrimination. Children's Aid will not tolerate discrimination, harassment, or retaliation on any basis, including race, creed, color, national origin, ethnicity, alienage or citizenship status, gender/sex (including pregnancy), disability, religion, source of income, sexual orientation, gender identity or expression, age, familial status, caregiver status, military status, marital or partnership status, status as a victim of domestic violence, sexual violence or stalking, predisposing genetic characteristics, arrest or conviction record, credit history, unemployment status or any other characteristic protected by federal, state or local law. Children’s Aid is committed to complying with applicable state and local laws governing non-discrimination in employment. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Children’s Aid will conduct a prompt and thorough investigation of all allegations of discrimination, harassment, retaliation, or any violation of the Equal Employment Opportunity Policy in a confidential manner and will take appropriate corrective action, if and where warranted. Children’s Aid prohibits retaliation against employees who provide information about, complain about, or assist in the investigation of any complaint of discrimination or violation of the Equal Employment Opportunity Policy.

The incumbent is expected to work a schedule, whether in-person or hybrid, as determined by the department's needs to facilitate effective collaboration with the team. This flexibility is essential for maintaining seamless communication, fostering teamwork, and ensuring the smooth operation of the department's processes. The position's requirements are subject to periodic review and adjustment based on organizational needs and changes in work dynamics.