CLIENT TRAINING SUPERVISOR
Pay Grade: 22
DEFINITION OF WORK
This is specialized, technical work supervising the activities of an intensive developmental training program for special needs clients or developing and monitoring vocational training and work programs for clients in a state-operated facility.
Work includes planning, directing and evaluating the effectiveness of specialized, individualized intensive client training programs. Work also includes developing and evaluating training curricula, strategies and methodologies and may supervise direct care specialists who oversee the programs.
Standard Classification Factors
Supervision Received - LEVEL C: "Under direction " Employees at this level usually receive a general outline of the work to be performed and are generally free to develop their own sequences and methods within the scope of established policies. New, unusual, or complex work situations are almost always referred to a superior for advice. Work is periodically checked for progress and conformance to established policies and requirements.
Difficulty - LEVEL C: Considerable Duties which require a high degree of concentration because of the any factors which must be considered and weighed before a decision can be reached. Usually positions that require planning, developing, and coordinating programs and directing fairly large groups of people fall into this category.
Complexity - LEVEL D: Work is of a diversified nature that usually involves multiple unrelated steps. Analytical thought is necessary for dealing with complex data and situations. Work often involves a variety of unrelated processes and may require planning or carrying out a sequence of actions or both. Several alternatives usually exist at this level for approaching problems or situations. Workers at this level exercise a considerable amount of independent judgment. Work is controlled by occasional review and by reporting to or consultation with supervisors or superiors. When guidelines exist at this level, they are usually broadly defined or technical requiring careful analysis and interpretation.
Consequence of Actions or Decisions - LEVEL D: Consequences of actions or decisions at this level are significant as the work may be rarely if ever reviewed, making errors difficult to detect. Errors may cause major program failure or a high degree of confusion. Injuries to others due to errors are serious or incapacitating or both and costs due to errors are substantial.
Contacts - LEVEL C: The purpose of the contact is to influence, motivate, conduct interviews, make formal presentations or counsel to achieve common understanding or solutions to problems when the information is sensitive in nature or the individuals or groups are skeptical or uncooperative. Communication techniques and well developed communication skills become an important requirement at this level.
Physical Demands - LEVEL B: The work requires light physical exertion. The employee may be required to perform handling activities with lightweight or easily moved items (e.g. books, file folders, boxes of office supplies, small machine parts, etc.); perform moving activities for brief periods; operate light equipment; perform repetitive motions for brief periods; confined to a work area.
Environmental Conditions - LEVEL C: The work environment involves hazards, risks or discomforts typical of working with or around machinery with exposed moving parts, irritant chemicals, heavy equipment or abusive or hostile clientele and patients. Exposure to disagreeable weather conditions and extreme levels of temperature, ventilation, lighting and sound are normal. Protective clothing or gear and specific safety standards or procedures may be required. Serious injury is possible.
Supervision/Leadership - LEVEL D: Involves administrative supervision responsibility. As a "first line supervisor", the primary responsibility involves scheduling, supervising and evaluating employees who perform the same or similar work. Responsible for recommending hiring and disciplinary actions to a higher level of authority. As a "project manager" may direct the activities of project leaders to develop plans and criteria and to evaluate progress and results for one or more projects.
Differs from the Qualified Mental Retardation Professional class which has responsibility for overseeing total client care and treatment on a 24-hour residential unit.
Differs from the Mental Retardation/Licensed Mental Health Technician Specialist and Youth Service Specialist III classes which involve supervising daily activities of other direct care staff on residential units.
EXAMPLES OF WORK PERFORMED
Interviews clients in order to assess work readiness or need for individualized training.
Designs and, through subordinate staff, implements and operates an intensive specialized developmental training program for clients in a state- operated facility.
Develops or designs, directs or coordinates the implementation of, and evaluates the effectiveness of individualized training, vocational training, or work programs for clients. Researches and evaluates trends in client training; develops training curricula and training materials; and designs and develops on-ground and community-based training sites which are conducive to an effective teaching/learning environment.
Supervises, plans, assigns and evaluates the work of subordinate specialists who oversee and provide training to lower-level direct care staff; trains staff to conduct and document assessments and provide client training; assigns staff to specific training programs; and may provide training to employees of community-based work sites.
Reviews programs to ensure that client needs are being met and are in compliance with local, state and federal requirements; recommends changes to related policies, procedures and processes; and keeps required records and documentation.
Coordinates training programs with residential unit staff to evaluate client progress and to assure consistency with other services being received by the client; determines and supervises the implementation of changes to individual training programs; and may recommend the termination of client participation in a training program.
REQUIRED KNOWLEDGE, ABILITIES AND SKILLS
*Knowledge of current trends in the care and training of clients.
*Knowledge of the principles and practices used in the training of staff and clients.
Knowledge of local, state and federal requirements relating to client training programs.
Knowledge of the principles and practices of supervision.
*Ability to assess the functioning levels and developmental abilities of clients.
Ability to design and implement training programs appropriate to a variety of levels of client functioning.
*Ability to develop and maintain effective relationships with clients and staff in a variety of professional disciplines, including community development activities.
*Ability to review and evaluate data and to draw and apply appropriate conclusions.
*Ability to communicate effectively orally and in writing.
Ability to supervise, train, and direct the work of others.
*Necessary at Entry
One year of experience in direct care.
Necessary Special Requirements: