Job Description

The Salvation Army, an international movement, is an evangelical part of the universal Christian Church.Its message is based on the Bible. Its ministry is motivated by the love for God. Its mission is to preach the gospel of Jesus Christ and to meet human needs in His name without discrimination.

BASIC PURPOSE

The Transitional Housing Assistant position under the Business Administrator provides structure and support with administrative duties, recovery, and sober living environments. Mise En Place Transitional Living Center works directly with men and women in recovery by providing support to them as they seek to establish long-term recovery and gain independent living. The Staff and Residents will protect the property and program integrity.

ESSENTIAL DUTIES AND RESPONSIBILITIES

The main purpose of this position is to maintain consistency of housing operations and assist in daily operations of the homes. In the Business Administrators absence, it is up to the assistant to accurately document concerns or issues that may arise.

1. Assist with overseeing daily operations, working as part of a team and aiding the Business Administrator as needed.
2. Assist with Urine Analysis (UA) Testing.
3. Assist Business Administrator with managing daily chores and conducting regular inspections. (All three residences)
4. Assist Business Administrator with daily maintenance of the houses (supply checks, document all repairs needed)
5. Assist Business Administrator with entering meeting attendance into computer.
6. Assist Business Administrator with documenting work schedules.
7. Assist Business Administrator with coordinating transportation of students for groceries and appointments at HHS, Medical, Etc.
8. Attend meetings with Business Administrator to streamline daily functions and accountability of residents.
9. Filing
10. Check sign in/out books and make photocopies to ensure sheets are available for signature.
11. Assist with maintaining organized records of services rendered and all documentation required in the office. Update records as necessary.
12. Attend house meetings and recovery meetings when possible.
13. Correspond with staff as needed in the absence of the Business Administrator.
14. Correspond with residents as needed.
15. Other related duties as assigned.

KNOWLEDGE, SKILLS, ABILITIES AND OTHER QUALIFICATIONS REQUIREMENTS

1. Experience in operations of a transitional living program.
2. Familiarity of the context of The Salvation Army's mission providing support as needed or directed within the scope of program objectives.
3. First Aid and CPR certified, or willing to become certified within 90 days of employment.
4. Knowledge of Windows and Microsoft Office needed.
5. Must be able to relate to a variety of people from a wide selection of demographics.
6. Strong organizational skills.
7. Must possess a valid California Class C Driver License, and ability to drive a Salvation Army vehicle.
8. Must be 21 years or older.
9. Complete The Salvation Army vehicle course training.

PHYSICAL REQUIREMENTS:

1. Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or sometimes continuous basis.
2. Ability to grasp, push, and/or pull objects.
3. Ability to operate telephone.
4. Ability to lift up to 50 lbs.
5. TB test clearance every 4 years.
6. Annual wellness check clearance.

Qualified individuals must be able to perform the essential duties of the position with or without accommodation.A qualified person with a disability may request a modification or adjustment to the job or work environment in order to meet the physical requirements of the position. The Salvation Army will attempt to satisfy requests as long as the accommodation needed would not result in undue hardship.

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)

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