Bilingual (Spanish) Prevention of Sexual Abuse and Compliance Manager

Description

Are you looking for a rewarding career where you can help improve the lives of at-risk youth?

We’re hiring a Bilingual Prevention of Sexual Abuse/Compliance Manager a t Canyon State Academy in Queen Creek, AZ, an affiliate of Rite of Passage. Our employees are dedicated and passionate individuals that are committed to inspiring positive change in the lives of youth. Joining our team is more than just a job, it’s an opportunity to create a meaningful career with a company driven by its powerful mission to make a difference.

Rite of Passage is a leading national provider of programs and opportunities for troubled and at-risk youth from social services, welfare agencies and juvenile courts. With an emphasis on evidence-based practices and positive skill development, combined with our supportive and therapeutic approach, our organization is respected by industry experts as a highly effective solution for our youth. Since 1984, over 25,000 youths have entered and completed our programs. ROP has built its reputation on running life-changing educational treatment programs that positively contribute to the community.

What you’ll do:

The ORR Prevention of Sexual Abuse Compliance Manager (PSAC) works with the Regional Compliance Manager to ensure compliance with all Federal, State, local and PREA licensing requirements as well as Rite of Passage policies and procedures. This position works to measure and improve the accuracy and effectiveness of process, develops effective systems, and exercises considerable independent judgement to apply the guidelines to specific situations.

To be considered, you should:

Bachelors degree in human services, behavioral sciences or social services.

Experience in auditing and training.

1 year of child welfare standard, and compliance issues.

Be proficient in state-specific Medicaid procedures.

Be able to learn the ROP systems and programs and know such sufficiently in order to train staff.

Be able to pass a criminal background check, drug screen, physical, and TB test.

Perks & Benefits:

Eligible for Medical, Dental, Vision, and Life Insurance (at 60 days for Hourly employees and 90 days for Salaried)

Choice of Supplemental benefits, including Short Term Disability and increased Life Insurance.

Eligible for 100% 401k match of up to 6% of your salary after 1 year of employment.

Paid Time Off that can be used as soon as it accrues.

9 Recognized Holidays

Employee incentives including; On-The-Spot Bonuses, Rams Bucks, and Longevity Awards.

Access to Employee Assistance Program (virtual therapy)

Tuition Reimbursement after 6 months

Leadership Development programs (LEAP & ASCEND)

Free Meals on shift.

Free Uniforms (Direct Care staff)

Working Advantage Discount Program

Fun Staff/Student events

Growth opportunities nationwide – we have over 60 programs spanning across 18 states!

The rewarding feeling of being part of a mission-driven organization that has been helping improve the lives of youth for 40 YEARS!

Apply Today and Make a Difference in the Lives of Youth!

#ROPSW

Qualifications

Behaviors

Preferred

Functional Expert: Considered a thought leader on a subject

Team Player: Works well as a member of a group

Loyal: Shows firm and constant support to a cause

Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well

Motivations

Preferred

Goal Completion: Inspired to perform well by the completion of tasks

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

Self-Starter: Inspired to perform without outside help

Education

Required

Bachelors or better

Experience

Required

4 years of training/auditing

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)