Community Coach I (Part-Time) [Mon-Fri (2:30pm-5:30pm)] [Long Beach Center]

Requirements

A High School diploma or equivalent is required. A Bachelor’s Degree in a related field or equivalent experience is preferred. 1–2 years of experience working with individuals with developmental disabilities is preferred. Must be able to provide physical assistance including lifting or transferring participants is required. Strong understanding of person-centered practices, goal setting, and community integration is preferred. Willingness to participate in swimming activities and assist participants in the pool is preferred. Familiarity with regional center processes, reports, and compliance is preferred. Strong written and verbal communication skills is preferred. Proficiency in Microsoft Office Suite and data management tools is preferred. Valid Driver’s License is preferred. Ability to work effectively with people of diverse races, ethnicities and sexual orientations in a multicultural environment is required. Must be able to work evenings/weekends as needed. Ability to obtain First Aid/CPR certification and clear background check (LiveScan). Successful completion of background (LiveScan) check.

Work environment and physical requirements

Frequent movement and standing for extended periods; the role involves being on your feet and rotating between programs, with minimal desk or computer-based work. Changes in the environment, such as the office or outdoors. Physical effort/lifting, up to 50 pounds at times.

Special conditions

• Mandated
• Reporting
• Requirements: The person holding this position is considered a ‘mandated reporter’ under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 Revised July 21, 2017 as a condition of employment.

Driver Positions

• Applicants are required to provide a copy of their driving record from the Department of Motor Vehicles, along with a copy of their valid driver’s license and proof of insurance. Job offers are contingent upon a satisfactory driving record.
• Examples of an unsatisfactory driving record include: Suspended or revoked license Three or more moving violations in the past 36 months Any violations, including drugs, alcohol, controlled substances, within the past 24 months Reckless driving, including hit and runs, within the past 24 months At fault accidents, resulting in fatality or serious injury, within the past 5 years The motor vehicle record will need to include a review of all states listed on the individual's employment application and resume.
• See instructions on obtaining your driving record below: https://www.dmv.ca.gov/portal/customer-service/request-vehicle-or-driver-records/online-driver-record-request/ For driver positions, driving is an essential job function and cannot be reasonably accommodated, employment may be discontinued.
• NOTE: All staff members will be considered introductory employees for the first three months of employment and will not be considered regular employees until the conclusion of this period. AbilityFirst reserves the right to extend an employee’s introductory period. In no way does the expiration of this introductory period change the fact that all employees are at-will. It is the supervisor’s responsibility to orient the employee and to communicate the expectations of the supervisor and AbilityFirst, as well as to evaluate whether the employee has the necessary level of skill, job knowledge, motivation, and attitude to become a regular member of the AbilityFirst staff. New employees are also encouraged to seek guidance and assistance during this period. Employees who fail to demonstrate the expected commitment, performance and attitude may be terminated at any time during the introductory period. However, completion of the introductory period does not change or alter the “at-will” employment status. Employees continue to have the right to terminate their employment/business relationship at any time, with or without cause or notice, and AbilityFirst has the same right. The organization, in its sole discretion, may change the job duties, responsibilities and assignments of any position, at any time.

Eeo statement

All aspects of employment including the decision to hire, promote, discipline, or discharge, will be based on merit, competence, performance, and business needs. AbilityFirst does not discriminate on the basis of any protected status under federal, state, or local law.

AbilityFirst is an equal opportunity employer committed to a diverse and inclusive workforce. In addition, the organization will consider employment-qualified applicants with criminal histories in a manner consistent with the requirements of the Los Angeles Fair Chance Initiative for Hiring.

Please include references in your application