BakerRipley Is Hiring A Family Development Worker (Bilingual)

• Maintain a full case load and offer timely follow up of services depending on individualized needs, interests and plans.
• Track delivery of EHS/Head Start services using the designated agency tracking system.
• Maintain accurate, clear, up to date and complete documentation including agency and program required deadlines.
• Develop strengths-based assessments with families that describe their goals, strengths, resources and support networks, as well as necessary services and supports
• Follow-up meetings with families on the progress toward meeting their goals; conduct home visits, timely referrals and keep track of any needed revisions to family goals/plans.
• Maintain an up to date Parent Involvement Calendar of Events and support all activities related to Program Governance.
• Research and keep up-to-date on program and community resources.
• Conduct outreach, recruitment, complete applications and enrollment paperwork.
• Coordinate delivery of integrated services from all content area departments: Family and Community Engagement; Student Support Services; Family Wellness; Eligibility, Recruitment, Selection, Enrollment, Attendance, and Child Development Services.
• Actively promote parent involvement in the program/child's education

Qualifications

Skills

Preferred

Passion: Advanced

Teamwork: Advanced

Leadership: Advanced

Behaviours

Preferred

Team Player: Works well as a member of a group

Leader: Inspires teammates to follow them

Dedicated: Devoted to a task or purpose with loyalty or integrity

Motivation

Preferred

Ability to Make an Impact: Inspired to perform well by the ability to contribute to the success of a project or the organization

Education

Preferred

Bachelors in Social Work or related field

Experience

Required

1 years: Social work experience.

Licenses & Certifications

Preferred

CPR

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 60-1.35(c)