Program Assistant - Job Coach

POSITION IS LOCATED IN BOUNTIFUL/ NORTH SALT LAKE

Make an impact by joining ServiceSource, a champion for people with disabilities. Explore new opportunities! ServiceSource is an organization of talented people who drive innovation, embrace change, and strengthen communities.

POSITION WILL WORK IN BOUNTIFUL/NORTH SALT LAKE AREA

Job Summary

Under the general supervision of the Director of Rehab, the Program Assistant – Job Coach, oversees, supports, and provides training for participants with disabilities, so they may be successful within their employment environment.

Primary Duties

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. These duties and responsibilities will be rated on the Annual Performance Review.

• Oversee participants in efficiency of work performed by identifying and modifying work activities as needed while ensuring quality control of participants’ assigned jobs.
• Assist participants in acquiring the skills needed to perform job tasks independently and successfully to include behavioral supports and training.
• Assist participants in locating and securing adequate transportation to and from work, social relations, personal hygiene, motor skills, and other social and personal skill sets.
• Provide detailed, accurate and timely monthly billing reports, participant reports, case notes, and other supporting documentation to include productivity.
• Develop positive relationships with businesses, community agencies, other departments, and outside vendors.

Additional Responsibilities

• Discuss background of participant and make recommendations regarding the participant to the employer.
• Stays well informed and frequently communicates with program manager and customers / employers to ensure quality work is being performed by participant.
• Meet with program mentor to review participant progress and potential barriers.
• Encourage and facilitate integration of the participant with co-workers to build professional and appropriate relationships.
• Take notes on participant performance and problems. Record IPP/IEP related data and ensure that IPP/EPP objectives are accomplished.
• Serve as a member of the participant’s IPP/IEP Team. Evaluate participants using assessment form and gather baseline data for development of IPP/IEP’s.
• Perform other responsibilities as assigned.

Qualifications: Education, Experience, and Certification(s)

• High school diploma or General Educational Development (GED) required.
• Valid driver’s license and/or access to reliable transportation to perform work-related travel. Eligible drivers must have a good motor vehicle record (MVR).
• Previous experience supporting adults with disabilities preferred.
• Flexibility to work outside of normal business hours, including evenings and weekends is highly preferred.
• Pass and maintain Department of Human Services background clearance is required.

Knowledge, Skills, and Abilities

• Ability to interact positively with individuals with disabilities.  
• Must possess excellent oral/verbal communication skills.  
• Must be detail oriented and have exceptional organizational skills.
• Must be Proficient in Microsoft Office skills and OneDrive.
• Must possess the ability to become familiar with corporate-specific programs and software.   

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to walk, stand and sit; feel; reach with hands and arms; and talk or hear. The employee may occasionally lift or move office products and supplies, up to 50 pounds. Specific vision abilities required by this job include close vision, distance vision, depth perception, and ability to adjust focus.  

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The employee will be visiting a wide variety of community settings including but not limited to restaurants, stores, recreation facilities, volunteer sites, and employer worksites which can vary with regards to noise level (up to loud) and weather/temperature conditions.

What We Offer – for Benefit Eligible Employees May Include:

Because ServiceSource hires the best people, we work hard to provide benefits that make their lives better, so we offer a comprehensive benefit program which features:

• Health coverage for you and your family through Medical, Dental, and Vision plans.

• Financial protection with 100% company paid Disability, Life, Accidental Death & Dismemberment insurance.

• A 403(b)-Retirement plan in which the company matches dollar for dollar on a generous percentage matching up to 3% of your contribution.

• Tax advantages through Flexible Spending and Health Savings accounts that allow you to pay for specific healthcare and dependent care expenses with pre-tax dollars.

• To help you manage your work and life needs, we offer an Employee Assistance Program, Wellness Program, and Tuition Assistance.

• A generous paid time-off program in which the benefits increase based on your tenure with the company.

We are an Equal Employment Opportunity Employer, making employment decisions without regard to a person’s race, color, religion, sex (including pregnancy, sexual orientation, gender identity and transgender status), national origin, age (40 or older), veteran status, disability, or any other protected class. We are an E-Verify Employer and a drug-free workplace. Pre-employment background checks are required for all employment positions.

PAY TRANSPARENCY POLICY STATEMENT:

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