Prevention Specialist

Position Summary

$45,000 - $50,000 / year

Under the supervision of the Prevention Director, the Prevention Specialist for the POWER Program will undertake a diverse range of tasks. They will implement Evidence-Based and Non-Evidence-Based programs as prescribed by the Office of Addiction Supports and Services (OASAS) and Hope Leadership Academy. This includes providing individual and group counseling, facilitating group work, and offering social‑emotional learning, recreational activities, career guidance, and vocational services for students at Hope Leadership Academy.

The Prevention Specialist’s role involves collaboration with all POWER prevention programs within the community, ensuring a dynamic and engaging work environment.

• Understand and promote the organization's Mission, Vision, and Core Values to ensure alignment with organizational policies and procedures.
• Facilitate Evidence‑Based Programs (EBP) at HLA and other P.O.W.E.R programs.
• Provide Individual and Group counseling.
• Recruit and retain youth and families for prevention services.
• Plan and prepare lesson plans for both evidence‑based and non‑evidence‑based programs.
• Support and provide services to at‑risk youth.
• Offer individual counseling and interventions and make referrals as needed.
• Maintain accurate and complete records for programs and projects.
• Administer pre‑ and post‑test evaluations.
• Utilize a database to record program attendance and demographic information.
• Prepare reports, including daily and monthly input for the Office of Alcoholism and Substance Abuse Services (OASAS) reports.
• Organize and deliver presentations to community agencies, schools, and other stakeholders regarding prevention services.
• Provide information prevention at local health fairs and community events.
• Adhere to the policies and procedures of Children's Aid.
• Perform other duties as assigned.

• Bachelor's degree Preferred.
• 2‑3 Years of Prevention Experience.
• CPP/CPS Preferred or 150 Prevention Hours.
• One year of experience working in prevention program(s).

• Proficient in Microsoft 365 Office.

• Team Player – Works well as a member of a group.
• Detail Oriented – Capable of carrying out a given task with all details necessary to get the task done well.
• Dedicated – Devoted to a task or purpose with loyalty or integrity.

• Bachelors (preferred)

• One year of experience working in prevention program(s). (preferred)
• CPP/CPS Preferred or 150 Prevention Hours. (preferred)
• 2‑3 Years of Prevention Experience. (required)

It is the policy of Children's Aid to provide equal employment opportunity to all employees and applicants for employment and is dedicated to maintaining a work environment that is free from harassment and discrimination. Children's Aid will not tolerate discrimination, harassment, or retaliation on any basis, including race, creed, color, national origin, ethnicity, alienage or citizenship status, gender/sex (including pregnancy), disability, religion, source of income, sexual orientation, gender identity or expression, age, familial status, caregiver status, military status, marital or partnership status, status as a victim of domestic violence, sexual violence or stalking, predisposing genetic characteristics, arrest or conviction record, credit history, unemployment status or any other characteristic protected by federal, state or local law.

Children's Aid is committed to complying with applicable state and local laws governing non‑discrimination in employment. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Children's Aid will conduct a prompt and thorough investigation of all allegations of discrimination, harassment, retaliation, or any violation of the Equal Employment Opportunity Policy in a confidential manner and will take appropriate corrective action, if and where warranted. Children's Aid prohibits retaliation against employees who provide information about, complain about, or assist in the investigation of any complaint of discrimination or violation of the Equal Employment Opportunity Policy.

The incumbent is expected to work a schedule, whether in‑person or hybrid, as determined by the department’s needs to facilitate effective collaboration with the team. This flexibility is essential for maintaining seamless communication, fostering teamwork, and ensuring the smooth operation of the department’s processes. The position’s requirements are subject to periodic review and adjustment based on organizational needs and changes in work dynamics.