Director, Child Development & Family Support

About the Department

Job Summary

Essential Duties

• Develops, recommends, updates, and implements department policies and procedures using an equity lens. Provides strategic leadership and support for the design, development, implementation, and continuous improvement of CDFS and Head Start department programs, services, and community impact initiatives, and carries out strategic initiatives. Assists with the preparation of short- and long-term plans in support of College, CDFS, and Early Learning and Engagement division mission, vision, and goals.
• Oversees and manages state, federal, and local contracts including Head Start/Early Head Start performance standards and regulations. Ensures consistent and timely delivery of services and that contract provisions are met.
• Participates in state and local meetings with partners, contract managers, and funders, including work groups, advisory boards, and other initiative-specific groups as appropriate. Participates in and/or leads various College committees, meetings, and workgroups. Partners with the Policy Council and Board to ensure shared governance per Head Start/Early Head Start performance standards. Serves as College representative on various statewide, local, and CDFS committees and attends events as appropriate.
• Oversees and manages external communications, interagency relationships, community engagement, and partnership development efforts that support CDFS program visibility, strategic initiatives, and community collaborations.
• Directs responsive service delivery and community engagement efforts while fostering an inclusive, collaborative, and respectful work environment. Ensures concerns, barriers, and service issues regarding low-income children and families are investigated and addressed professionally, equitably, and effectively.
• Leads grant writing, fundraising, and program development to advance program sustainability, strategic initiatives, and community impact. Develops long-term and short-term budgets for each grant and federal allocation and oversees the management of day-to-day department budget operations, ensuring overall spending within budget allocation.
• Recruits, selects, orients, schedules, and supervises staff. Evaluates staff performance, helps develop professional goals, and provides coaching and ongoing training; rewards and recognizes employees; holds staff accountable and takes disciplinary action, as needed.
• Trains, develops, encourages, and motivates employees to enhance individual skills, promote professional growth, and maximize staff performance. Fosters a team environment that encourages and supports teamwork, and models and maintains high standards and performance expectations.

Additional Duties

• Performs all other duties as assigned.

Position Duties

• MINIMUM QUALIFICATIONS Education: Master’s degree in Early Childhood Education, Social Work, Family Studies, or a related field. Experience/Training: Minimum (5) years of experience managing early learning systems and/or Head Start/Early Head Start programming, including at least (3) years of supervisory experience. Experience in program and grant development Experience in budget formulation and administration Experience working with diverse backgrounds of the College’s community, students, and employees; demonstrated commitment to promoting access and diversity. Current driver’s license, insurance, and access to a reliable automobile during work hours. Must have at least three (3) years of driving history. At the College’s discretion, equivalent combinations of education and experience may be substituted on a year-for-year basis. Preferred Qualifications Bilingual skills with oral and written fluency in English and Spanish, Russian, or another language that meets the community/department’s needs. Extensive knowledge of Head Start/Early Head Start performance standards, policies, trends, and issues. Additional Qualifications Must be enrolled in the Oregon Central Background Registry prior to beginning employment, and enrollment must be maintained throughout employment. Post-offer fitness for duty evaluation (including TB screening and health appraisal) within 30 days of hire date. Must complete required Oregon Department of Early Learning and Care Self-Study Trainings within 30 days of hire

MINIMUM QUALIFICATIONS

• Minimum (5) years of experience managing early learning systems and/or Head Start/Early Head Start programming, including at least (3) years of supervisory experience.
• Experience in program and grant development
• Experience in budget formulation and administration
• Experience working with diverse backgrounds of the College’s community, students, and employees; demonstrated commitment to promoting access and diversity.
• Current driver’s license, insurance, and access to a reliable automobile during work hours. Must have at least three (3) years of driving history.
• At the College’s discretion, equivalent combinations of education and experience may be substituted on a year-for-year basis.

Preferred Qualifications

• Bilingual skills with oral and written fluency in English and Spanish, Russian, or another language that meets the community/department’s needs.
• Extensive knowledge of Head Start/Early Head Start performance standards, policies, trends, and issues.

Additional Qualifications

• Must be enrolled in the Oregon Central Background Registry prior to beginning employment, and enrollment must be maintained throughout employment.
• Post-offer fitness for duty evaluation (including TB screening and health appraisal) within 30 days of hire date.
• Must complete required Oregon Department of Early Learning and Care Self-Study Trainings within 30 days of hire

Minimum Qualifications

• Ability to: To plan, organize, and direct the work of the CDFS department and Head Start programs. To prioritize and perform multiple tasks in a fast-paced environment with frequent interruptions and changing deadlines. To maintain strong customer service relationships with program families, College employees, community members, and other district-wide constituencies. To maintain the confidentiality of information. Skills in: Strategic thinking, change management, and project management skills with the ability to anticipate needs and make decisions. Strong organizational, communication, human resource, and interpersonal skills, with a team-based approach to leadership. Motivating, training, and developing a high-performing staff. Building collaboration and sustaining productive and respectful working relationships, both internally and externally with diverse stakeholders. Excellent interpersonal and written communication skills, including mediation and public speaking skills. Computer proficiency (preferably in Microsoft Windows environment) to effectively communicate, gather data, and generate reports. Knowledge of: State, local, and federal early learning childcare programs, including Head Start and Early Head Start standards. Institutional budgeting and accounting processes and forecasting. Applicable federal, state, and local regulations, licensing requirements, administrative regulations, and Board policies. Mandatory child abuse reporting requirements in accordance with Oregon Statute and Head Start procedures. Family Educational Rights and Privacy Act (FERPA) interpretation and application. Information technology best practices to support advancement and division programs.

Ability to

Skills in

• Strategic thinking, change management, and project management skills with the ability to anticipate needs and make decisions.
• Strong organizational, communication, human resource, and interpersonal skills, with a team-based approach to leadership.
• Motivating, training, and developing a high-performing staff.
• Building collaboration and sustaining productive and respectful working relationships, both internally and externally with diverse stakeholders.
• Excellent interpersonal and written communication skills, including mediation and public speaking skills.
• Computer proficiency (preferably in Microsoft Windows environment) to effectively communicate, gather data, and generate reports.

Knowledge of

Other Qualifications

• Job Details Employee Group : CDFS Management Classification : CDFS Management – Range 10 Employment Type: Full-Time (1.0 FTE) FLSA Status: Exempt (Salaried) Compensation : $96,136 – $144,263 Annually Schedule: 40 hours per week, Monday – Friday Remote Eligibility: On-Site (Not eligible for remote work) Working Conditions - Works assigned schedule and exhibits regular and predictable attendance. - As necessary to meet workload demands, works outside of typical schedule including evening/weekend hours. - Work may require travel to off-campus locations. - Work is sometimes performed in an emotional and stressful environment. - Work is typically performed in a normal office environment while sitting at a computer terminal, with potential visual eye strain and repetitive hand/wrist motion for data entry and keyboarding functions. Salary Placement Initial salary placement will be based on years of applicable education, full-time equivalent experience, and other job-related qualifications at the sole discretion of the College and in accordance with all applicable state and federal laws. Please include all relevant education and full and part-time experience (including unpaid and volunteer experience) in your application that you want the College to review towards potential placement. Hired employees will not have an opportunity to update past experience or appeal initial placement after the time of hire.

Salary Placement

• Initial salary placement will be based on years of applicable education, full-time equivalent experience, and other job-related qualifications at the sole discretion of the College and in accordance with all applicable state and federal laws. Please include all relevant education and full and part-time experience (including unpaid and volunteer experience) in your application that you want the College to review towards potential placement. Hired employees will not have an opportunity to update past experience or appeal initial placement after the time of hire.

Benefits

• The following is a brief description of the benefits offered by Mt. Hood Community, this is intended to be a summary only – any errors or omissions are unintentional. Please refer to benefit booklets, plan documents, college policy and regulations for more detailed information. COLLEGE PAID BENEFITS Health Benefit Options MHCC is a member of the Oregon Educators Benefit Board (OEBB) which administers Medical, Dental, Vision, Life Insurance, Accidental Death & Dismemberment (AD&D), Long Term Disability (LTD) and Employee Assistance Plan (EAP). The effective date of employer-provided benefits is the beginning of the month after the employee’s date of hire at MHCC, unless otherwise indicated. Available medical, dental and vision plans and rates are available. on the MHCC intranet site, under Human Resources/Benefits. Important Retirement Information: Make sure you are enrolled in the medical, dental and/or vision plans you want when you retire. Retirement is not considered a Qualified Status Change (QSC) so you cannot add or change plans at the time of retirement. In order to ensure that a spouse/domestic partner and/or eligible dependent can be covered when you retire you will need to enroll them on MHCC's policy at the open enrollment period prior to your retirement date even though they may be covered under another policy. The College pays the employer portion of the premiums during double coverage periods. Although the College pays the employer portion of premiums during any double coverage period, double coverage is discouraged other than prior to retirement as it incurs additional expenses to the College. Coverage for domestic partners is a taxable benefit under IRS guidelines. Appropriate taxes will be deducted from your payroll. Other College Paid Insurances Life Insurance Coverage = 2x’s annual salary not to exceed $300,000 Accidental Death & Dismemberment (AD&D) Coverage = 2x’s annual salary not to exceed $300,000 Long Term Disability (LTD) Approved benefit claims begin after 90-day elimination period. Maximum benefit is 66 2/3 of monthly salary; benefit may be adjusted based on other income received by retirement benefits. Employer Paid Tax Sheltered Annuity MHCC contributes $200.00/month to a tax-sheltered annuity (TSA) 403 (b) on behalf of the employee as a benefit. It is up to the employee to establish an account with an approved investment/insurance company. Public Employees Retirement Plan (PERS) Consistent with PERS rules, the employee contributes 6% of their gross salary into an Individual Account Program (IAP) with PERS. The contribution is set up automatically. At the time of retirement, based on one of the following programs, a monthly pension benefit is calculated. Please refer the Public Employees Retirement System (PERS) website for detailed information on retirement benefits: http://oregon.gov/PERS/ Public Employees Retirement System – Tier One/Tier Two:hired by a PERS employer before August 28, 2003 and have an active account. Oregon Public Service Retirement Plan - OPSRP: hired on or after August 28, 2003 and do not have active account in the PERS Program. Tuition Waiver Plan Full-time employees, their spouses, domestic partners and children through the age of 23 will be entitled to tuition-free enrollment in MHCC courses. Application fee, College Service Fee per term and course fees are the responsibility of the employee. Employee Assistance Program (EAP) MHCC’s Employee Assistance Program (EAP) is through Canopy which provides services to help people privately resolve problems that may interfere with work, family, and other important areas of life. The EAP provides FREE (no charge for utilization) and confidential services to employees and their dependents, living at or away from home, and all household members, related or not. MHCC employees, spouses/domestic partner, dependents and their eligible household members have eight (8) free EAP services per new issue, including relationship, family, stress, anxiety, and other common challenges. Employees must get a referral from the EAP for each issue for services to be covered. Employee Assistance Program (EAP) Link Use of MHCC Swimming Pool Full-time employees and dependents have free access to the MHCC swimming pool during open recreation sessions. Swimming classes through the American Red Cross Learn-to-Swim program are not free under the tuition waiver plan or the swim pass. Employees are responsible to pay for the classes. Professional Development Funds As approved by the President, professional development funds are available for management employees. Contact the Director of Human Resources for information on accessing these funds. Vacation Scheduling and Use of Vacation Leave Vacation leave is scheduled in advance with the approval of the employee's manager and should be planned cooperatively with the employee. Vacation leave will be scheduled in such a manner as to minimize disruption to the organization. Managers must be reasonable in allowing the use of vacation leave and may not unreasonably deny vacation requests where the result would be the forfeiture of accrued vacation. For purposes of calculation, one normal workday is the equivalent of eight hours of vacation leave for a full-time employee. Holidays falling within a period of vacation leave will not be counted against vacation leave. Separation from Employment Upon separation from employment, an employee will be paid for any accumulated vacation leave. The employee is responsible for repayment of any overuse of accrued vacation leave. The ending date of employment cannot be extended by using vacation. Exceptions to this policy must be approved by Human Resources. Vacation Accruals Management and confidential employees with a 1.0 FTE assignment accrue 13.33 hours of vacation per month (20 days per year). Management and confidential employees with assignments of less than 1.0 FTE accrue vacation in proportion to their FTE. Management and confidential employees accrue vacation on a monthly basis, beginning the first calendar month of employment. Vacation accrues on the last day of the month and is available for use the first day of the next month. Vacation leave will not accrue to any employee on leave without pay or suspension with duration of more than 30 days. Maximum Vacation Leave Accrual Balance An employee’s total balance of accrued vacation may not exceed 320 hours. The hours of vacation leave earned each month will be adjusted to ensure thatthe maximum accrued vacation limit is not exceeded. Sick Leave Employees shall have ten (10) days of sick leave placed in their sick leave bank upon beginning employment and shall accrue one (1) day of sick leave per month worked. Yearly accruals will be posted on the first day of each fiscal year. Employees working less than 1.0 FTE in a fiscal year will have sick leave accruals prorated. There will be no limit on the number of days accumulated during an employee’s employment. If termination occurs before the end of the fiscal year, sick leave accruals shall also be pro-rated. Holidays Employees will be paid for 16 holidays, which are: Juneteenth (June 19th), Independence Day, Labor Day, Veteran’s Day, day before Thanksgiving, Thanksgiving Day, day after Thanksgiving, Christmas Eve, Christmas Day, the four days between Christmas and New Years, New Years Day, Memorial Day and typically either Martin Luther King Day or President’s Day in alignment with represented employee contracts. If a holiday falls on Saturday, Friday will be the holiday. If a holiday falls on Sunday, Monday will be the holiday. Personal Leave Days Management employees receive up to 2 days (16 hrs) of personal leave per fiscal year to be used for personal reasons and are not accumulated or paid out upon separation of employment. For non-exempt positions, personal leave can be used in hourly increments at the employee’s discretion with prior approval from their immediate supervisor. Detailed information regarding all management benefits are available in the Management and Confidential Handbook.
• Life Insurance Coverage = 2x’s annual salary not to exceed $300,000
• Accidental Death & Dismemberment (AD&D) Coverage = 2x’s annual salary not to exceed $300,000
• Long Term Disability (LTD)

Supplemental Questions