School Liaison-Boston, MA

Description

The School Liaison is an employee of the FRC who works closely with local school districts to help Family Members navigate through educational and school-related concerns and needs, as well as works with school districts to identify Family Members that may be in need of family support services.

How You'll Be Making a Difference

The School Liaison serves as a resource to families, schools and the community in improving overall student attendance and graduation rates, reducing truancy rates, identifying systemic issues, barriers, trends and needs, networking and disseminating information, designing solutions and expanding system capacity.

• The Liaison shall ensure that all Family Members experiencing CRA and / or other school-related issues are connected to services that meet their individual needs and shall ensure that there is a process established to provide information and referral and direct assistance where possible for individual Family Members.
• May include meetings with teachers, assistance with obtaining an Individual Education Plan, and meetings with other school personnel, as necessary.
• The Liaison shall be responsible for negotiating and implementing special events and other interagency activities that involve schools and greater community.
• Possess knowledge of school and special education systems
• Manage a caseload
• Develop and facilitate educational groups / programs for students and caregivers.
• Collaborate with school networks and connect families to school related supports
• Assist families in navigating educational plans, students rights and school policies
• Coordinate with family and personnel to address truancy, absenteeism and special education issues and to reduce school barriers to success for identified youth
• Conduct assessments with FRC clinician
• Identify when additional assessments may be needed
• Organize family support plan meetings to identify family goals, needs, and wants
• Make appropriate referrals for families and provide resource support
• Build partnerships and programming with Boston school system
• Perform program specific duties and functions
• Provide on-call coverage and crisis intervention as needed
• May be required to have a valid driver's license, clear driving record, and personal vehicle available for use during work hours
• May assist in transporting families to FRC or to other community locations, and if needed, would need a valid and current driver's license, insurance and satisfactory driving record

Qualifications

• Bachelors Degree
• Excellent cultural awareness and sensitivity
• Computer literate, including Microsoft Office and Internet Explorer, with the ability to learn new software applications
• May require knowledge of a second language such as Spanish or Haitian Creole

What The Home Can Offer You

In addition to the chance to make a lasting impact on the lives of the youth we serve, The Home for Little Wanderers offers competitive salaries and a comprehensive benefits package including :

• Generous time off including up to 20 days per year for new full-time employees, plus 11 holidays, 5 sick days, and 2 personal days
• Health and Dental Insurance that is effective immediately upon hire
• Extensive training to new staff
• Tuition reimbursement of up to $2,400 per fiscal year
• 403(b) Retirement Plan with employer match
• Employer paid Long-term and Short-term Disability Insurance, plus Basic Life and AD&D Insurance
• And more!

Valuing Diversity

We are committed to excellence in diversity, equity, and inclusion, while simultaneously creating a culture that supports those values.

We believe the differences we bring enhance our ability to provide exceptional service and care to diverse children, families, and communities.

Moreover, diversity, equity, inclusion, and belonging align with our values and our mission to help vulnerable children and their families build permanent, positive change.

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)