Job Coach, Social Work, Mental Health

Reports To: Director of Employment Services Director

Classification: Hourly

Hours: Part to Full-time, days/evenings/weekends/holidays as needed for site coverage

Employees may be in close proximity to others at times and will need to utilize all PPE precautions if unable to maintain social distancing, to minimize exposure to blood borne pathogens and infectious disease including COVID‑19. The company is following all guidelines from the CDC, the state of Massachusetts and the local board of health during the Covid‑19 Pandemic.

Work sites will vary, including potential community sites, the facility building, and a factory/production area.

Job coaches will be required to drive program members; weather and traffic conditions will vary.

Vocational staff work in conjunction with the Agency’s day habilitation programs and meet Program Members in their Day Habilitation program. Activities may be noisy, crowded, and sometimes confined; larger and quieter spaces are provided for sensory de‑compression.

Program Members may engage in behaviors that are harmful to themselves or others. Staff are provided with resources and training to de‑escape these situations safely and effectively, and additional protective equipment for increased personal protection.

Depending on assignment, staff may be in a stationary position for long periods (sitting or standing). Appropriate dress is required year‑round; some Work/Volunteer sites may require professional attire.

• Commute program members to and from job sites, either by vehicle or pedestrian transportation.
• Assist each program member in learning the necessary job skills, using step‑by‑step teaching techniques such as modeling and verbal instruction.
• Document activities and skill acquisition using Task Analysis Sheets, case notes, data sheets, community participation logs, incident reports, behavioral tracking, and sign‑in/sign‑out sheets.
• Interface with employees, customers, and management at employment locations, ensuring beneficial relationships.
• Address any social concerns that may impact work performance, modeling appropriate social skills and workplace control.
• Track program member goals and objectives on individual TAs.
• Enter data into ETS (client payroll) for each program member worked each day.

• High School Graduate or GED preferred.
• Related work or personal history with teaching skills or working with persons with disabilities preferred.
• Driver’s license preferred.
• Meet all required background checks and drug testing upon hire and annually, as required by Regulatory Authorities.
• Fluent in English; exceptions may be made based on programmatic resources.
• Move, position, or transport up to 30 lbs.
• Follow all COVID‑19 safety policies.
• Ability to intervene in crisis situations with physical restraint tactics taught by the Agency and mandated by State and Federal Agencies.
• Effectively communicate concerns to supervisor in a timely and professional manner.
• Exhibit conflict resolution skills and remain calm and focused at all times.
• Position self to assist with individuals’ physical needs, including transfers, lifts, and use of gait belts.
• Use a computer or other electronic device to access agency email and complete job duties.
• Adopt the Agency peer philosophy.
• Successfully obtain all necessary training (e.g., Defensive Driving, Agency Orientation, Safety Plan & Evacuation, Human Rights, Ethics, CPR & First Aid, PABC).
• Responsible for additional duties as assigned to follow the mission of the Center of Hope Foundation.
• Adhere to all Agency policies.

All job requirements are subject to possible revision to reflect changes in the position requirements or to reasonably accommodate individuals with disabilities. Some requirements may exclude individuals who pose a threat or risk to the health and safety of themselves, other employees, or program members. This job description in no way states or implies that these are the only duties to which will be required in this position.

Employees will be required to follow other job‑related duties as requested by their supervisor/manager (within guidelines and compliance with Federal and State Laws). Continued employment remains on an “at‑will” basis.

The information listed above will be used to evaluate the employee’s performance on an annual basis, as specified in the Personnel Policies.