Job Coach - Manhattan (Part-Time) $18 - $18.50 Hr.

Description
AHRC NYC is one of the largest providers of services for children and adults with developmental disabilities in New York City. Our mission is to advocate for people who are neuro-diverse to lead full and equitable lives.
Come join the company recognized by Forbes as a Best Midsize Employer in America two years in a row, generosity guides us as we honor our legacy and continuously grow through a culture of curiosity, creativity and optimism.
AHRC New York City is seeking a Part-Time Job Coach for our Employment Business Services department in Manhattan. The pay rate for this position is between $18 - $18.50 depending on driving status. This position comes with a low-to-no cost, comprehensive health benefit package which is just one way that AHRC NYC supports the wellbeing of our employees and their families.
In addition, we also offer generous paid time off, commuter benefits, tuition assistance, a 403(b)-retirement plan with a matching benefit, flexible spending accounts, and discount programs.
Our wellness offerings include an employee assistance program, Twill mental health platform and cash rewards for healthy behavior.
Weekly hours: 20-25
The Job Coach (JC) provides job training, counseling and support for workers we support at community-based work sites. The JC models appropriate skills, behaviors and attitudes that support participants’ ability to secure and maintain employment, and thus their independence. As the new worker becomes proficient at their job, the Job Coach will gradually fade-away. The JC has a diverse role that requires active involvement with other AHRC NYC team members, in order to ensure that participants successfully achieve employment goals. The AHRC NYC supported employment program is designed to assist individuals with intellectual/ developmental disabilities (IDD) and/ or disadvantaged youth, to prepare for, obtain and maintain employment.
Scope Of Position
The Job Coach is the central figure in the success of our workers with disabilities in their jobs. Job Coaches provide training, evaluation and counseling to workers with disabilities in a wide variety of jobs at independent businesses, or through contracts AHRC holds with various entities. The job requires a high degree of scheduling flexibility. It is at times necessary to modify a staff schedule during the week with only minimal notification.
All training and supports are delivered in a custom-made person-centered manner. Training and support includes modeling appropriate work behaviors including social skills, communication skills and enthusiasm for work. Job Coaches act as a liaison with employers, co-workers and other relevant parties to insure a satisfying and successful work experience for our program participants. Hands-on, physical work in the process of job coaching, problem solving, negotiating, and coordination are major task for Job Coaches. Job Coaches initially spend 100% of the time with the new worker on the job site and then gradually fade (spending less and less time) as the new worker becomes proficient at the job.
During the training period, Job Coaches do part of the work to make up for the initial lack of productivity. Our goal for the workers in our programs is for them to be integrated, independent and productive. To that end, Job Coaches try to blend into the work environment as any other worker on that site would do, wearing what the other workers wear including uniforms which will be provided by the employer or AHRC. In addition, following all grooming or dress requirements that workers at that site are required to follow, and to help the new worker to utilize natural supports and become productive, appreciated members of the workforce at that business.
As the new worker becomes proficient at their job, the Job Coach will gradually fade-away. The JC has a diverse role that requires active involvement with other AHRC NYC team members, in order to ensure that participants successfully achieve employment goals.
Certain Employment Business customers require that our staff comply with clearance procedures prior to us providing support services for our consumers. Staff must comply with these requests; such as fingerprinting and background checks.
Job Coaches are assigned a specific caseload but in an effort to be as responsive as possible to both people supported and employers, they may have to cover each other’s sites and provide services to people supported on other’s caseloads can include covering other boroughs.
In A Typical Day the Job Coach Visits program participant’s work-sites to ensure they’re acclimating to their jobs and are maintaining stable employment, while cultivating a relationship with their supervisor…Summarize your day’s activities into written case notes and enter them into our computer system.
Essential Responsibilities

• Travel training or routing new workers from home to job site.
• Assess workers’ skills, abilities, needs for support and learning styles and design and implement training plans that will meet their needs.
• Development of excellent relationships with workers and their families and significant others and employers, co-workers, referral and funding sources and to provide excellent service to all these customers.
• On Hudson River Services sites (AHRC’s affirmative business), Job Coaches’ duties are expanded to include coordination of time cards, supplies and other site management responsibilities (see HRS training manual).
• Documentation of all services rendered in accordance with all AHRC, City/State/Federal guidelines and policies and maintenance of person specific program files in compliance with same.
• Teach, assist and support new workers in their jobs through a variety of techniques including demonstration of work/tasks, modeling, counseling, observation and discussion.

Non-Essential Responsibilities

• Group & individual counseling
• Development of employment opportunities for job seekers in the program (especially at job sites on the primary caseload)

Ability Knowledge & Skills Required

• Experience working with people with disabilities, a plus
• Ability to work independently
• Good interpersonal/negotiation skills
• Valid NY State driver’s license and the ability to drive a van preferred
• Good organizational skills
• Excellent Customer Service Skills
• Good oral and written communication skills

Relationships (Staff & Supervisory)

• Works with all EBS staff to ensure top quality service to all EBS customers.
• Primary supervisor is Employment and Community Services Manager
• Works with Account Executives, Employment and Community Service Coordinators and other Job Coaches (in addition to all supervisors) to coordinate services on sites.

This is a general outline of what the position entails. Additional duties and responsibilities may be assigned as necessary. This job description may be revised periodically to best meet the needs of the agency and the individuals it serves.
AHRC New York City provides equal employment opportunity to all applicants, with employment based upon personal capabilities and qualifications without discrimination because of race, color, national origin, religion, sex (with or without sexual conduct), age, disability, pregnancy, alienage or citizenship status, marital status, creed, genetic disposition or carrier status, sexual orientation or any other protected characteristic as established by law.
Qualifications
Education
Preferred

• High School or better

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)