Description
Job Title: Lead Housing Navigator
FLSA Status: Full Time - non-exempt
Reports to: Program Manager
Schedule: FT, varies
Supervises: Housing Navigators
Rate of Pay: $28/hour
Close Date: 5/6/2024
Benefits: Standard; Full-Time, Non-Exempt employees are eligible for but
not limited to the following:
Health, vision, dental, life as well as voluntary life and disability
insurance
Sick leave benefit - 1 day per month, 12 sick days per year (accrual and
availability begins at hire)
Vacation benefit - 10 vacation days per year, accrued at the rate of .0385
hours for each hour worked, excluding overtime (accrual begins at hire but
may not be used until the completion of six months of employment)
One floating day off for use (accrued immediately, and again annually,
but may not be used until the completion of the initial three-month
introductory period of employment)
Pension Plan (after one year of continuous service)
Voluntary Tax-Deferred Annuity Plan (403(b)plan)
Function:
Support individuals experiencing homelessness by helping them become
permanently housed. Core activities will include providing ongoing housing
navigation services for participating guests which includes assessment,
identifying and addressing barriers, referrals to appropriate Salvation Army
and community resources, and database recording of all activities. The lead
housing navigator will liaise with landlords, and permanent supportive
housing agencies in the Denver Metro community on behalf of participating
guest
Duties and Responsibilities: (List by section/topic as possible)
Oversee the provision of housing navigation services
Assess and develop a best practice re-integration program and housing plan for
clients
Network with and connect appropriate community resources/services
Oversee Housing Navigators
Develop navigation services that effectively transitions men to greater
self-sufficiency.
Supervise housing navigators within the program
Manage a limited caseload of the most complex cases
Work with Program manager to develop coordination with housing navigators and
case management
Keep up-to-date documentation and records of all men participating in housing
programing in appropriate databases.
Produce timely data reports, including outcome measures and quarterly
reports for city contracts.
Monitor and track financials related to housing services.
Complete the following training: The Salvation Army Driver Training, The
Salvation Army's Protecting the Mission Training, The Salvation Army
Pathway of Hope Training, HIPPA Compliance Training, Clarity and WellSky
databa
Network with Community Resources and Partners
Initiate networking relationships with appropriate community and service
agencies.
Encourage coordinated access/connection for residents with necessary
community services
Participate in community meetings and collaborations as assigned by the
Program Manager
Promote community and for-profit involvement with support
Referrals as needed.
Special Projects
Offer leadership to special projects assigned by the Program Manager
Qualification and Education Requirements
Master's degree in social work (MSW), preferred. Bachelor's degree
required. Two years' work experience with homeless populations in crisis.
Experience with providing case management/housing navigation required.
Must have some experience working with poor and culturally diverse
populations. The individual must have/obtain current certification in first
aid and CPR skills or obtain them within six months of hire. The individual
should have crisis intervention and non-violent mediation skills.
Qualification
Education
Bachelors (required)
Experience
2 years: 2 years work with homeless population in crisis (required)
Licenses & Certifications
Driver's License (required)
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)
All qualified applicants will receive consideration for employment without