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HomeMy WebLinkAboutUpdate Documents - BOCC (004)POSITION MANAGEMENT REVIEW TEAM Form instructions.- 0 Complete section one (1). If form is incomplete, it will be returned. ■ Submit form and supplemental materials, if available, to your HR Consultant. ■ Foam is due to HR Consultant Thursday by S: 00 pm. Position Title New Hope Managers Date of Request Proposed Start Date Action Workspace Budget Status Proposed Wages Current Wages Funding Source Section 1 - Department Position Reauest r____ Job # 170-TBD 09/02/2025 09/15/2025 Update Position Available Dept New Hope Suzi Fode NOTES: PMRT Hiring Manager NOTES: Change from Lead to Manager NOTES: New Funding Received NOTES: available funds in current grants Group Band Rate NO3 - Mana er/Sue 14 6962. Monthly Group,Band Rate N05 - Non-Exem t 09 $5848. Monthly Spread salaries across all grants --already in place and approved See attached power point. Retro to July 1, 2025--have $$ in all current c1rant budgets alread . Include Power Point for you or a representative of your department to presentation following: p to the PMRT and BOCC. Include the 1. Title slide: title of request, name, role, and date. 2. Introduction/Overview: Briefly explain the business need, why is this n request 3. Current challen es/problems: describe the issue or challengeq necessary for the department? that the request addresses, provide data or specific examples that show the importance of addressing this need. 4. Request details: Clearly outline what you are requesting (job description., wage alignment, and budget status). p 9 comparison, policy/process 5. Benefits/impact: explain how fulfilling the request will benefit the department/off improvements, risk mitigation). ice (cost savings, productivity 6. Cost resource re uirements if a livable : outline any costs, resources or inves tments required for the request. FOR . OFFICIAL CASE. Position Management .. ent Review Team Department Business Case to include PowerPoi nt Presentation ❑ Complete El Incomplete HR: Position documents ❑ Complete ❑ Incomplete Budget: Position expense ❑ In Budget ❑ Not in Budget Payroll: Policy/Process ❑ Compliant ❑ Non -Compliant Commissioner Insight ❑ Provided ❑ Not Provided El Review Complete - Forward to BOCC Overall ❑ Review Incomplete - Forward d to BOCC ❑ More Information Needed - Not Forwarded to BOCC Notes FOR OFFICIAL USE: BOCC District 1: District 2: District 3: ❑Approve ❑Deny ❑Abstain ❑Approve ❑Deny ❑Abstain ❑Approve ❑Deny ❑Abstain BOCC Approval: El Approve _❑ Deny Notes: Position Mana-aementW®rksheet P_ - Submitted by: _ s ❑ Christa ❑Dan ❑Decor ah ❑Gina NJon ❑Dirk ❑Laurissa ❑Tina Da • /15/25 Item ectron 1 - -- - _r Re zu il _- - Current Data Job# -Job Title Changing Data g 17®-27'-Lead Advocate _ 170- NH Support &Development Manager Department New Hope-128000 ^ A n EEO Class officials and Administrators A Pay Type/FLSA Non -Exempt — Salaried (SALYNE) Exempt (SALRYE) Reports To 170-05-Director New Hope & Kids Hope pe - EEOq. Code N/A AWC Code N/A SOC Code 11-9 5 1 1 �. Grp# -Name N05-Non-Exempt t p NO3-Manager-Supervisor Employee Type Full Time Regular A Band 9 Pay Step Table 14 FTE 1.0 (4o hrs/wk) 1.0 (4o hrs/wk) Position Count 2 1 Current Step x Step 2 Step 3 Step 4 Step 5 Step 6 Ste � � $28.68 2 $ 9.54 $30.40 $31.25 $32.09 2. 2 $3 9 $33.74 Step 1 Step 2 Ste Proposed p 3 Step 4 Step 5 Step 6 Step 7 $40.17 $41.38 $42.58 $43.77 -$44-95- - 2 .:Sec °v Reclassifying Lead$46.1 $47.27 position to Manager t _ p g o reflect the reorganization of New Hope. Manager and. assigns case load to Legal and p g on call 2q./� g Community Advocates specific to their new department. • manages a specific aspect p t. This positron g p p t of the services of New Hope. Currentl Leads are c Some Major or .. y, currently maxed out at a step 7• J changes to the job descriptions is the addition of an educational or experience requirement. Also prior management experience. These addition similar • s more closely match other similar positions within th county to justify reclassification at a band 14. The position is e 4 p fully funded. Se4t10T1 -- Etit,�I•iZ ire HR Director: _ ----- _ Date: - ❑ Pay Step Table ❑Comp Master Table ❑ Comp Plan ❑Position Setup Initials: ' Revised 03/20/23 Position Pay Alignment Handout New Hope Prevention & Outstation Manager, Support & Development Manager as compared to: Case Manager Supervisor (Renew) and Community Court Program Coordinator (District Court) -iflonal & Experience Requirements Minimum Job Title Preferred Justification for Requirement Requirement EqualPay Prevention & AA/BA in Master's or BA + 3+ Comparable entry Outstation social/behavioral yrs experience + 3- threshold to other Manager sciences or related 5 yrs management roles; higher field OR 2 yrs education or equivalent equivalent experience + 1-2 experience ensures yrs supervisory professional -level competency. Support & AA/BA in - Master's or BA + 3+ Matches Prevention Development social/behavioral yrs experience + 3- & out Manager sciences or related S yrs management Manager; aligns field OR 2 yrs both manager roles equivalent at professional experience + 1-2 supervisory level. yrs supervisory Case Manager Master's in 2+ rs superviso y ry, Higher degree Supervisor psychology, clinical required, but sociology) specialization supervisory and behavioral health, service focus aligns or RN; 5 yrs direct it with other roles in treatment scope and experience responsibility. Community Court Bachelor's in Advanced degree or Equivalent Program social/behavioral substantial relevant professional entry Coordinator sciences, criminal experience level; heavy justice, or related emphasis on field OR equivalent coordination liaison experience balances out the clinical degree in Case Manager Supervisor. 11 P --i a e 2. Core Responsibilities Examples Across Rile Compensation nsation Shared Responsibility Directs staff, volunteers or justification All four require managing Leadership & Supervision program operations people/programs; leadership is a common denominator. All en critical sure critical service Program/Service Delivery Case management, treatment planning, outcomes for vulnerable Prevention services, court populations. diversion, support services High g accountability in every Compliance & Standards WAC/RCW, agencypolicy, p y, ethical standards, program role --* comparable fidelity responsibility burden. External representation Community/Agency Works with courts, schools Collaboration healthcare, social services role ' adds professional weight across all four. Documentation & Reporting Client files, program Equal q workload in tracking, billing, accountability and audit grant/program outcomes preparedness. 3. Work Impact & Scope High responsibility for vulnerable populations - mental health clients,' justice -Involved individuals, at -risk communities. • Direct accountability for program success/failure - oversight of ou tcomes, utcomes, funding compliance, and public trust. • Emotional/Behavioral Demands - managing crisis, conflict or high-stress situations. • Managerial Duties - supervising teams, mentorin staff, conducting ng evaluations. 4. Justification for Equal Pray Bard • Professional Entry Level: All roles require at least post -seconda ry ry education with professional experience, with allowances for equivalency. • Leadership & oversight: All positions carry direct supervisory p ry or program management responsibilities, justifying equal classification. • Comparable Accountability: Each role ensures compliance with la ws, aws, regulations, and agency standards. 2 1 P a g e 0 Community Impact: All roles are central to public safety, health, and community well-being, requiring equivalent skill and responsibility. e Balance of Education vs. Scope: While Case Manager Supervisor requires a Master's, its scope of responsibility is balanced by the multi -system coordination duties of the other three positions. Conclusion: Despite differences in technical focus (clinical vs. programmatic vs. justice system), the overall scope, accountability, and leadership demands justify placement of all four roles in the same pay grade/band. 3 1 P a g e Grant County Job Description Tide: New Hope Sum)ort and Development Manager Dept.: New Ho e FISA: Exempt Reports to. A. .1 leve Director of New Home and Kids Hobe Supervisory Authority: I Yes PQSITION SUMMARY Status: Full Time Union:- A.'J Non -Re resented Pay Band: NO3.14 Updated: I6/15/2018 Revised: }�•� �i8/2-r; Serves as manager for New Hope advocates and d volunteers. They. 1�ehmana en th supervision and evaluation of directs �==---g--g e selection, service advocates and volunteers. r • ALnoi 6 pfepffii*g rr fes • • , • ' s • • • •Niaims-The Position works with various committees and stakehol -- ders established to revent and end abuse in New HODe s service area. The ' ' • • and violence oseteon r�ioritizes the develo ment of staff within t s eci�.call j focusin on enhancin he a enc r adminestrative and ro ramnlatic structure New Hope provides comprehensive rim s. p primary prevention, crisis intervention, general, medic advocacy, emergency shelter serve g � al and legal g Y service, community education and information general and support group serve � g al crimes advocacy, pp g p services. New Hope serves all of Grant and Adams Counties.Position • mentorshi and ste li ... The position provides -vision to advocates providine direct services to victims • domestic violence a .. t ms of all crimes, including and sexual assault. The position -requires a u g and local issues position q unique understanding of national, state to position the department to provide appropriate se ° be re wired to work v services to victims. This position will q various hours/days of the week and is expected t ' er week include p o work a minimum of 4 o hours n back u for advocates assigned an on -call ESSENTIAL Dshift. DUTIES .AND RESPONSIBILITIES The following examples of duties and ac ' ' ' countabilities illustrate the general range of tasks the position but are not intended to define g assigned to the limits of required duties. Other essential assigned consistent with the duties maybe general scope of the position. Employee must comply department policies, � ply with all County and 1110 p p , procedures, WAC s, or other regulatory bodies. g rY 1. Coordinates with advoca tes working on client services ors stem improvements. 2. Manages assigned programs Y p nts. g g p gams to achieve goals within budget and using avail • organizes, and g . � g able personnel, plans, g reviews workload progress; directs changes in rioritie to ensure w g p s and schedules as needed work is completed in a timely and efficient • procedures, Y nt manner according to guidelines, p s, and ��, ,'+, -� �, requirements. 3. Provides planning, leadershipd direction anon for assigned staff and volunteers. Develops term and long-range oals ° ath p short- termgoals; g ers, interprets and prepares data to coordinate ' governmental a programs with other departments, g agencies, and local community agencies. �.. Ensures the efficient and economical g • mical use of program funds, personnel, materials facilities, • p ,facilities, and time, prepares and submits required fundingrequests q uests and reports. Researches, recommends, and coordinates program ° • p gram and service changes, coordinates a vane of resource development projects; reviews �' p J and evaluates assigned programs; • monitors programs and services to ensure con g new tract compliance. ... Mentors and leads advocates rovidinor 1 l r e al and commune advocacy. 6: • works with advocates to create a cultur e of wellness and personal development to ens a healthy climate within the team. p ure 7:8. -.Directs the selection, supervision and ' . p evaluation of assigned staff. milchQ Updated o8/i8/2025 Page 1 of 6 mc4:iii-oiLpin • r +11-. Q . Follows policies, procedures, and accredited standards for the efficient, safe, and effective operation of assigned programs. moo. Directs the resolution of problems or emergencies affecting the availability or quality of services. Personally responds to the most sensitive or complex inquiries or service complaints. T ' iLti-et ese -L i. e ..afen ss- ei. • 7 ' b .. EMSb%L 4. A %.J -L JL L-1 7 CA11%A 7 11. Establishes, promotes and maintains credibility and good public relation utilizing formal and informal systems to mobilize resources for current and future clients. +:12. Works closely with local authorities, outside agencies and individuals in aiding and coordinating services for the client. :�. Performs professionally and effectively within the organization in order to develop and modify policies and procedures impacting clients, in turn mentoring and training staff on any changes in New Hope's service delivery and practices. 1L • Remains current and demonstrates a strong working knowledge of state and federal policy, requirements, laws and regulations governing the programs and services. 15. Provides administrative and technology support to the team. 16. Provides victim advocacy for survivors (and families) of general cringes, domestic Aolence and sexual assault. . • > > i y �rr�r 19 n1l renf JLA ►�3-. TakerPro-vides on -call support to advocates, as needed. 7 • i.. • VJ se-r V 22.18. Acts as a liaison between programs, providing services to the client to ensure the smooth flow of information and minimize conflict between the subsystems. 2-�9Provides backup support and advocacy for clients at court hearings; provides clients with information on their rights and responsibilities concerning legal procedures. �. .20. Maintains systems and records that provide for the proper evaluation, control, and documentation of assigned operations. 2,- 21. Assesses productivity and efficiencies of program services provided. EDUCATION, EXPERIENCE, and LICENSING To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Any combination of education and experience may be substituted as long as it provides the desired skills, knowledge and abilities to perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Updated o8/18/2025 Page 2 of 6 Required Ir • AA or Bachelor's degree in criminal justice, behavioral or social science or another close) related field; OR-- Two vears of Progressively res onsible experience social work f eld conducting interviews conducting -program screeniniz and assessments woviding counseling and/or case mana ement and verforming program and wlky develo anent implementation and program managementor an e uivalent combination of education and a erience necessary to perform the essential duties of the position. • 1-2 years of managerial experience. Y1l !l ffl !! !' f ♦"Irl�It i� AC143t -)lull ►JVl • 18 years of aye or older • Acceptable completion of �Aott 4o-hour pre -service victim services training. a. . . g_ % L 40 • Experience with community presentations and group training • Must complete annual continuing education requirements for domestic violence, sexual assault and general crimes • Valid Washington State Driver's License: Must have a safe reliable vehicle with roof of . p automobile insurance • Criminal Background Checks: Must have acceptable clearance on: o WATCH background re ort at time of hire and every two vears afterward • FBI fingerprint Criminal Report at time of hire and eveKY 5 years afterward • The national nublic. sex offender and child abuse registryrggistry at time of hire and every 5 years afterward. '.Y-A.L -d d . n tt n Y•tir rr� r. a ' • Driving Abstract: Must have an acceptable driving report Preferred: • Master's de ree or bachelor's de ree in behavioral or social science criminal justice or closely + ears of ro ressivel res onsible ex eri related field; OR— ence social work field conducting interviews conductingpmgram screenin and assessments rovidin counseling and/or case management, and -Derforming program and policy develo ment imiDlementation and ro ram management. 3-5 years of managerial experience. dog Qi:aj • Two years in a position with responsibility for supervision and planning, three years of experience in victim support services • Bi-lingual Spanish Speaking Additional Skills and Abilities • Extensive knowledge of the dynamics of domestic violence, sexual abuse/assault, child abuse and crime victimization. • Knowledge of crisis intervention and advocacy principles and practices used in victim services work. • Advanced knowledge of advocacy in the broader issues impacting victims and their children (housing, financial, criminal and civil iustice, health) Updated o8/18/2025 Page 3 of 6 • Knowledge of modern, trauma -informed principles and practices of management and supervision. • Ability to develop and implement short and long-range plans to meet program needs. • Experience coordinating response teams for victim services. • Experience with State and Federal contracting. • Ability and willingness to maintain confidentiality. • Ability to effectively communicate both orally and in writing. • Experienced public speaker. Demonstrated ability to teach and train on victim related subjects in multiple venues. • Demonstrated ability to work both independently and with others as a team on projects. • Ability to prepare reports, correspondence and documentation. • Ability to plan, organize and oversee assigned programs, including monitoring work schedules, budgets, and evaluating the work of subordinates. • Ability to analyze and evaluate operations and develop and implement corrective action to resolve problems. • Proven ability to establish and maintain effective working relationships with subordinates, agency staff, outside organizations, community officials and the general public. • Ability to work flexible hours. Ability to use ^ cem.w.1'R f l current a. ency software such as Microsoft Office suite and demonstrate competencies in use of aizenc specific databases.-. • Confident troubleshooting office eguipment including computers, networking,hone s stem and other technological work tools. APPROVED: • • ' • .fion T 10AL,7 T T . . . . . .I by . . . . . . . An Ab 'iCiM/"1 Y+Yi'1 JV%.'eJLJLW.LAJLJL ppr ) T L6L'i_L1C C'11 Y1 1 A � '�7 7 3' at-* L.JLJL%.Io l 1 Y1 [ • • . • gAQJ IQ • T > > , Qfj �jam+ �7 , �,j �• • ' • • • �� �✓ {. %✓ • -�fSeR.A 7 T • �Y1l1�AT7�`17"1__-L1'f` A �'1A1+ .F%-,,. a L Lex. r v e-I. AOX * L7T!� L ' . . JL • • • • r nr�t� lAr- rcr��rir�rim f`►r}� T Updated o8/18/2025 Page 4of6 Supervisor Signature Date Updated o8/i8/2025 Page 6 of 6 POSITION MANAGEMENT REVIEW TEAM �MRT Form instructions: ■ Complete section one (1). If form is incomplete, it will be returned. ■ Submit form and supplemental materials, if available, to your HR Consultant. ■ Form is due to HR Consultant Thursday by S: 00 pm. Section 1 - Department Position Request Position Title New Hope Managers Date of Request Proposed Start Date Action Workspace Budget Status Proposed Wages Current Wages Funding Source See attached power point Job # 170-TBD 08/15/2025 09/28/2025 Update Position Available Dept New Hope Hiring Manager Suzi Fode NOTES: NOTES: Change from Lead to Manager NOTES: New Funding Received NOTES: available funds in current grants Group Band Rate NO3 - Mana er/Su e 14 $6962. Monthly Group Band Rate NO3 - Manager/Supel 09 $5848. Mont - Spread salaries across all grants --already in place and approved pp ed Include Power Point for you or a representative of your department to following: pres entation to the PMRT and BOCC. Include the 1. Title slide: title of request, name, role, and date. 2. Introduction/Overview: Briefly explain the business need whyis this re 3. Current challenges/problems: describe the issue or , quest necessary for the department? challenge that the request addresses, provide data or specific examples that show the importance of addressing this need. 4. Request details: Clearly outline what you are requesting (job description., et status).(1wage comparison, policy/process alignment, and budget 5. Benefits/impact: explain how fulfilling the request will benefit the de a improvements, risk mitigation). p rtment/office (cost savings, productivity 6. Cost/resource reQuirements (if applicable): outline any costs resources or investments required for the request. FOR OFFICIAL..U..S'11E:''Positio'n Re�'�e'' Tea Department Business Case __W to include PowerPoint Presentation ❑ Complete ❑ Incomplete HR: Position documents ❑ Complete ❑ Incomplete p e Budget: Position expense ❑ In Budget ❑ Not in Budget Payroll: Policy/Process ❑ Compliant ❑ Non -Compliant p sant Commissioner Insight ❑ Provided ❑ Not Provided ❑ Review Complete - Forward to BOCC Overall ❑ Review Incomplete - Forward p to BOCC ❑ More Information Needed - Not Forwarded to Bocc Notes: FOR OFFICIAL USE: BOCC District 1: District 2: District 3: ❑Approve ❑Deny ❑Abstain ❑Approve ❑Deny ❑Abstain ❑Approve ❑Deny ❑Abstain BOCC Approval: 0 Approve 7Deny Notes: EEO Class Officials and Administrators A -Pay Type/FLSA Non -Exempt — Salaried (SALYNE) Exempt (SALRYE) -Reports To 170-05-Director New Hope _EE04 Code N/A AWC Code _N/A SOC Code 11-9151 .Grp# -Name Nos -Non -Exempt NO3-Manager-Supervisor Employee Type Full Time Regular A Band 9 —.14 Pay Step Table FTE 1.0 (4o hrs/wk) Position Count 2 L �40 hrs'wk-) 1 Current Step i Step 2 — Step 3 Step 4 Step 5 Step 6 St eP 7 $28.68 $29-54 — — — - $30-40 $31.25 $32.09 $32.92 $33.74 Step i Step 2 Ste P 3 Step 4 Step Proposed — $46.1 5 Step 6 step 7 $40-171 $41.38 $42.58 $43.77 $44.95 2 $47.2 -1 _-. _ _:......_W7 , 77777 Reclassifying Lead position toManager to reflect the reorganization of New Hope. Manager is on call 24/7 and assigns case load to Legal and Community Advocates specific to their new department. This position manages a specific aspect of the services of New Hope. Currently, Leads are currently maxed out at a step 7. Some Major changes to •the job descriptions is the addition of an educational or experience requirement. Also prior management experience. These additions •more closely match other similar a*r positions within the county to justify reclassification at a band 14. •The position is fully funded. .... ....... ... . HR Director: Date: 7 Pay Step TableCI Comp Master Table ❑ Comp Plan E Position Setup Initials: Revised 03/20/23 Grant County Job Description Title: New Hope Prevention & Outstation Manager Dept.: New Hope FLSA: Exempt Reports to: ��Director of New Hoye and Kids Hone Supervisory Authority: I Yes POSITION SUMALARY Code(s): 170-20xx Full Time L 11 / wz on -Re resented �F9aa-14 Status: Union: Pay Band: Updated: 16/15/2018 I Revised: 12/ � 08/1$/2r, Serves as manager for New Ho e advocates . .. p and volunteers. mang n the se supervision and evaluation of direct �--g selection, service advocates and volunteers. • 7 • *Ffs • • . • ' 7 • • • +irn� ir, nrinicry ,-•�••�•a Position 44 �• 1 +ti 111 V111J 11J u� 1jL • The V��� works with various committees and stakeholders ' established to eftd-revent abuse and violence i Ho e's service area. TheYosition has a rim n New ar focus on mentorin direct service advocate Prevention and advocacy in outstations or mobllcs don . New Hope provides comprehensive primary ' ' • . p ry • crisis intervention, general, medical and legal advocacy, emergency shelter service commune g community education and information, general crimes a and support grow services. New H g advocacy, p Hope serves all of Grant and Adams Counties. The position mentorshi and su ervislon to advocatespositron provides providing direct services to victims of all crimes ' domestic violence and sexual assault. ' • , including The position requires a unique understanding and local issues to position q � g of national, state, p n the department to provide appropriate service • • • be required to work s to victims. This position well q various hours/days of the week and is expected to ' per week including p work a minimum of q. o hours p ding back up for advocates assigned an on -call all shift. ESSENTIAL DUTIES AND RESPONSIBILITIES The following examples of duties and accountabilities illustrate the general range of tasks ' the position but are not intended to define g assigned to ne the limits of required duties. Other essential d ' assigned consistent with the general scope wiles maybe g pe of the position. Employee must com 1 with al department Policies, procedures, p Y 1 County and Ala p , p es, WAC s, or other regulatory bodies. 1. Coordinates with advocates workingon primary • �es •rpreventlon activit,�cllent services ors stem improvements. Y 2. Manages assigiie&iireventionand mobile advocac y programs to achieve goals within budget and using available ersonnel • laps or • personnel; p ganizes, and reviews workloadprogress; directs priorities and schedules a changes In s nee • needed to ensure work is completed in a timer ' accordingto l? y and efficient manner guidelines, procedures, and re uir 1����-� q ements. 3. Provides planning, leadershipand direction for ' assigned staff and volunteers. Develops short- term and long-range goals; gathers interprets p p and prepares data to coordinate pro rams with other departments governmental p g h g agencies, and local community agencies. 4. Ensures the efficient and economical use of program . p gam funds, personnel, materials, and time, prepares and submits required fundingrequests a q and reports. Researches, recommends, and coordinates r' T • imam pre` ention programmings�M n . T ---- -- _; reviews and evaluates assigned programs; monitors new programs ancf services to -en - ----- - --- ---- --- -- - --- ---- g sure contract compliance. �6 • Mentors and leads advocates rovidin • le al and communit� advocac In outstati offices and in the held. °n . Works with advocates to create a culture of wellness and personal development a healthy climate within the team. p to ensure Updated o8/18/2025 Page i of 6 Directs the selection, supervision and ' p evaluation of assigned staff. . Lufe ' - • . JIL �:�.�____�Fo lows policies, procedures, and accredited • standards for the efficient, safe, and effective operation of assigned programs. -12.10• Directs the resolution of problems or emergencies • . . • g ncies affecting the or quality of services. Personally responds to the most sensitive q sitive or complex Inquiries or service complaints. JL JL JL .. JL aefea Los X • • . • • , • rntrn rn � • • • • b • b ? T • 1.Establishes, promotes and maintains credibility and good public relation utilizin formal ormal and informal systems to mobilize resourc es for current and future clients. :12 • Works closely with local authorities outside • coordinating � agencies and individuals in aiding and Ling services for the client. g 1:rl" Performs professionally and effectively • .. Y y within the organization in order to develop modify policies and procedures impacting p and p patting clients, • in turn mentorin and tr ' ainin staff on an chan es in New Ho e delive and ractices. s servic e Remains current and demonstrates a strop working • g orking knowledge of state and federal policy, requirements, laws and regulations p lacy, g governing the programs and services. 1 . Provides rimar revention r ogramm' _ in. -:16. Provides victim advocacy for survivors (and° ' • families of eneral cremes domestic viol and sexual assault. ence • Al fee JL -- Provides on -call su ort to advocates as . - needed. � !- n c-i v� � i-i n 1 7 1 • Utt effiCIIIsefNie ..I. V I• • • • • te ens t-io • • • • • • . • eof:if Provides backup support and advocacy for • . y clients at court hearings; provides client ' information on their rights and responsibilitiesp s with g concerning legal procedures. JL �18• ' eff T • . • • • 7 • ..%�.._. Maintains systems and records that provide • . p e for the proper evaluation, control and documentation of assigned operations. ' p :2D:_ ____-Assesses- -roductivi •- •-- - -- p ty and efficiencies ofprogram-services - rovi-ded - -- - --_-- --- ---- -------------__ _ - _ p • EDUCATIQN EXPERIENCE and LICENSING To perform this job successfully, an ' . y, individual must be able to perform each ' satisfactorily.The requirements listed p essential duty d below are reresentative of the knowledge, • • e, skill, and/or ability Updated o8/18/2025 Page 2 of 6 required. Any combination of education and experience may be substituted as long as it provides the desired skills, knowledge and abilities to perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Required • AA or Bachelor's degree in criminal 'ustice behavioral or social science or another closel related field: OR-- Two years of Droeressively res onsible ex erience social work field conductina interviews conductin Program screenin and assessments rovidin counselin and or case managemeit, and verforminz urogram and olicy development ple immentation and program rnana ement or an eauivalent combination of education and experience necessary to verform the essential duties of the osition 1-2 years of managerial experience U Is*hSeheeNXOE3 • Acceptable completion of 4o hour pre -service victim services training, • Experience with community presentations and group training • Must complete annual continuing education requirements for domestic violence, sexual assault and general crimes • Valid Washington State Driver's License: Must have a safe reliable vehicle with proof of automobile insurance • Criminal Background Checks: Must have acceptable clearance on o WATCH back round re ort at time of hire and everV two vear, afterward o FBI fingerprint Criminal Report at time of hire and everY�years afterward o The national Public sex offender and child abuse reaistry at time of hire and evtZL5 years afterward. .-I f+ � - - — --- �....... vt✓ a.a a lv l � %_111�C� 1 " 1. L • Driving Abstract: Must have an acceptable driving p report Preferred: • Master's de ree or bachelor's de ree in behavioral or social science criminaljustice or related field- OR— + ears of ro closel ressivel res onsible ex erience social work field conducting interviews conductin ro r d am screenin and assessments, Droviding counselin and /or or casernana ement and erformam and olic develo mim lementation a management. nd ro ram 91% e int • Two years in a position with responsibility • • p ty for supervision and planning, three experience in victim support services g� years of pp • Bi-lingual Spanish Speaking Additional Skills and Abilities - ---•- - E�ensi�e -k-n-owledge-of the dynamics -off domes-6e-violence,-sexu-al -abuse/assault,-child-muse and crime victimization. • Knowledge of crisis intervention and advocacy principles and practices used in victim services work. Updated o8/18/2025 Page 3 of 6 • Advanced knowledge of advocacy in the b • ° y. broader Issues Impacting victims and their children (housing, financial, criminal and civil dren viI justice, health) • Knowledge of modern, trauma -informed principles ' p ciples and practices of management and supervision. g • Ability to develop and implement short and long-range ong range plans to meet program needs. • Experience coordinating response teams for victim services in outstation or mobile office situations. • Ex erience with the socio-ecolocrical model for str • ate les to Influence rinl.ar revention. • Experience with State and Federal . contractin A g • Ability and willingness to maintain confidenti • ality. • Ability to effectively communicate both orallywriting. and in writing. • Experienced public speaker. Demonstrated ability• to teach and train on victim related subjects in multiple venues. • Demonstrated ability to work both independently ' p y and with others as a team onprojects. • Ability to prepare reports, correspondence p p ndence and documentation. • Ability to plan, organize and oversee assigned • • g programs, including monitoring work schedules budgets, and evaluating the work of subordinates.' • Ability to analyze and evaluate operations • p and develop and implement corrective action resolve problems. n to • Proven ability to establish and maintain effective working relationships with subordinates agency staff, outside organizations, community officials ' als and the general public. • Ability to work flexible hours. • Ability to use current agencv software suc h as Microsoft Office suite and demon com etencies in use of a enc s ecific data strate � P .. �-____.� database • ;3LIAte. • '• ar rr ' r o art. it v�v ' r`r 62 . 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If form is incomplete, it will be returned. ■ Submit foam and supplemental materials, if available, to your HR Consultant. ■ Form is due to HR Consultant Thursday by S: 00 pm. Section 1 - De artmePosition nt Request Position Title Job # De • - Pt Hiring Manager DV High Risk Teams Coord. 170-TBD New Hope p Suzi Fode Date of Request 09/15/2025 Proposed Start Date 10/08/2025 NOTES: . Action Add New Position NOTES: New grant Workspace Available NOTES .. Budget Status New Funding Received NOTES. New 4 year grant Proposed Wages GroupBand Rate g N05-Non-Exempt 12 33.24 Hour Current Wages Grou Band Rate Funding Source New grant from Commerce for DV High Risk Teams See attached power point Include Power Point for you or a representative of your department to following; Presentati on to the PMRT and BOCC. Include the 1. Title slide: title of request, name, role, and date. 2. Introduction/Overview: Briefly explain the business need, whyis this re 3. Current challenges problems: describe the issue or request necessary for the department? challenge that the request addresses, provide data or specific examples that show the importance of addressing this need. 4. Request details: Clearly outline what you are requesting (job description, wage alignment, and budget status). p ge comparison, policy/process 5. Benefits/impact: explain how fulfilling the request will benefit the de artmen ip t/office (cost savings, productivity improvements, risk mitigation). 6. Cost/resource requirements (if applicable): outline any costs resources or investments required for the request. FOR 00IC-1AL USE: Position Ma-6-agemen t Re�w ew Tea m Department Business Case to include PowerPoint Presentation)____Complete 0 Incomplete HR: Position documents 0 Complete p ete D Incomplete Budget: Position expense 0 In Budget 0 Not in Budget Payroll: Policy/Process I Compliant Non-Compliant-CompliantCommiCommissioner Insight 0 Provided 0 No - . t Provided l Review Complete - Forward to BOCC Overall C Review Incomplete - Forward a rd to BOCC Q More Information Needed - Not Forwarded to B _-- 0CC Notes: FOR OFFICIAL USE: BOCC District 1: District 2: District 3: -- ❑Approve ❑Deny ❑Abstain ❑Approve ❑Deny ❑Abstain ❑Approve ❑Deny ❑Abstain BOCC Approval: ❑ Approve 7Deny Notes: Position Management Worksheet (PMW) sectionJ H4f ., Submitted by: F-1 Christa F-1 Dan F-1 Decorah 7 Gina © Jon 7 Kirk ElLaurissa F]Tina Date: 8/15/25 R qu. Item Current Data Changing Data Job# -Job Title 170--DV High Risk Team Coord Department New Hope-128000 A A A EEO Class Professionals A Pay Type/FLSA Non -Exempt - Salaried (SALYNE) A Reports To 170-05-Director New Hope/Kids Hope EE04 Code AWC Code SOC Code Grp# -Name N05-Non-Exempt A Employee Type Full Time Regular A Band 12 Pay Step Table FTE 1.0 (4o hrs/wk) Position Count Current Step i Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 $33.24 $34.24 $35.23 $36.22 $37.20 $38.17 $39.12 Proposed Step 1 Step Step 3 Step 4 Step 5 Step 6 Step 7 $ $ $ $ $ $ $ pes�, This position is fully grant funded for 4 years, They will work in conjunction with the Grant and Adams County Sheriffs Office. e 4A -- ----- H_ _R__D_ir_ecto.r_:___ ------ - ------- - nR,-A Cl; 0 e El Pay Step Table 7 Comp Master Table El Comp Plan 7 Position Setup Initials: Revised 03/20/23 G -I rant County Job Description Domestic Violence High Risk Team Coordinator New Hope Non -Exempt Director of New Hope and Kids Ho -De This position serves as ke coordinay for for 1lTew Hope's Domestic Violence High Risk Team (DV­HRT). e Model ramewor S uilt on three fundamental strategies: early identification of high -risk cases, engagement of a multi -disciplinary team, and individualized intervention plans that incorporate the entire domestic violence response system with the goals of increasing •victim safety and holding offenders accountable. The DVHRT Model incorporates evidence -based •risk assessment into a community's domestic violence response system to identify cases •at high risk of lethality/ serious assault. Once identified ' individual cases are then monitored by a multidisciplinary team that shares case information and implements intervention plans to mitigate the danger. The DVHRT also identifies and closes system gaps in the response system and measures case outcomes through data collection and analysis. a New Hope provides victim/survivor services throughout all Grant •and Adam Counties. The position 6 requires a unique understanding of national, state, and local multi -jurisdictional issues to position the DVHRT to provide appropriate services to victims of intimate partner violence. This position will be required to work various hours/days of the week and is expected to work a minimum Of 4® hours per week. S L BRI IIIE The following examples of duties and accountabilities illustrate the general range of tasks --assigned to the position but are not intended to define the limits of required duties. Other essential duties may be assigned consistent with the general scope of the position. Employee must comply with all County and department policies, procedures, WAC's, or other regulatory bodies. 1. Meeting Preparation and Facilitation a. Facilitate all DVHRT meetings in a manner that builds trust and increases collaboration between disciplines. be Create and provide meeting agendas and all other necessary documentation to DVHRT members prior to each meeting. c. Ensure that new cases are presented to the DVHRT when appropriate and assist advocates at New Hope in the preparation of new cases for presentation to the DVHRT. d. Ensure that minutes are taken at every meeting and are provided to DVHRT members in a timely manner. e. Ensure that attendance is taken at . every meeting and maintain an attendance log to track attendance. 2. Case Coordination and Advocacy as Ensure that current, active high -risk cases are monitored and reviewed regularly. be Ensure that ongoing case updates are provided to DVHRT members between meetings when necessary and ensure that there a"process for accepting cases between meetings. - - -- ------ -- ------- - ----- c. Assist advocates at New Hope in coordinating necessary services for cases accepted to the DVHRT. d. Act as a liaison between the New Hope advocates assigned to accepted cases and the DVHRT, ensuring that information is passed quickly and efficiently between the DVHRT, the advocate and the victim. Updated 09/15/25 Page 1 Of 3 3. Operations and Communications a. Develop policies and practices that encourage smooth team operation and improve the domestic violence response system. b. Develop and maintain an efficient system of communication between all DVHRT members to increase successful interventions. Act as the point of contact for members. c. Facilitate a meeting of all partner organizations at least annually to evaluate how effectively the DVHRT is functioning. 4. Record -keeping and Data Analysis a. Maintain all DVHRT files and confidential client records with diligent and complete record -keeping and submit monthly statistics. b. Develop a tracking system to manage data regarding cases accepted to the DVHRT and other non -case specific data relating to the DVHRT. c. Analyze DVHRT data and case outcomes and provide team members with meaningful and concise information. Submit periodic reports to the team, community and funders. 5. Technical Support and Training a. Provide and/or coordinate technical support and training to DVHRT member to ensure allied professionals are up-to-date on the latest research and best practices in the domestic violence field. b. Provide on -boarding and orientation to new DVHRT members. kbU N'.-:1 G­.,'-_ L To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Any combination of education and experience may be substituted as long as it provides the desired skills, knowledge and abilities to perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Required ® 18 years of age or older ® A Bachelor's degree in a related area of study ® Acceptable completion Of 4o-hour pre -service victim services training within 6 months of hire 0 Experience in multi -agency facilitation 9 Experience in providing training and education e Valid Washington State Driver's License: Must have a safe reliable vehicle with proof of automobile insurance • Criminal Background Checks: Must have acceptable clearance on: • WATCH background report at time of hire and every two years afterward, • FBI fingerprint Criminal Report at time of hire and every 5 years afterward, • The national public sex offender and child abuse registry at time of hire and every 5 years afterward. 0 Driving Abstract: Must have an acceptable driving report Preferred: ® Two years of experience in victim support services e Bi-lingual Spanish Speaking PY�I'a�,'X�AL ES �170RK��G G��TDITIQN' Physical Conditions: Mental Emotional Demands: (Several times per shift) Updated 09/15/25 Page 2 Of 3 0 Maintaining a high level of consistent, professional behavior in unpredictable and stressful situations 0 On -going requirement for implementing best practice techniques and practices DVHRT assessments 0 Required to simultaneously manage and prioritize multiple competing tasks requirements 0 Respond to telephone calls from professionals or clients which means that work plans need to be changed. ® The ability to act expediently and appropriately when responding to crisis situations with high lethality. ® Communicating and dealing with vulnerable/distressed/ anxious clients, family members, other providers and/or community 0 Employee may experience secondary trauma as a result of exposure to information that is disclosed and/or client actions ® Frequently dealing with situations involving domestic violence, abuse, family breakdown, conflict, lethality and aggression. Working Conditions: ® Work is primarily performed indoors, but can be performed in varying temperatures. 0 Employee may be exposed to odors or vapors in the office or other work settings. • Work may be performed in other environments where the employee may be exposed to sub - sanitary environments, pets, and passive smoking. 0 Daily exposure to potential verbal and physical aggression with risk of personal safety issues. 0 Employee may be exposed to cleaning supply odors or vapors. o Work duties may require the operation of vehicles, which involves risks associated with driving including road traffic conditions and inclement weather. o Work duties may require employee to transport client in vehicles. Employee Signature Supervisor Signature Updated 09/15/25 Page 3 Of 3 POSITION MANAGEMENT REVIEW TEAM' Form instructions: ■ Complete section one (1). If form is incomplete, it will be returned. ■ Submit form and supplemental materials, if available, to your HR Consultant. ■ Form is due to HR Consultant Thursday by S: 00 pm. Position Title Appraiser 1 Date of Request Proposed Start Date Action Workspace Budget Status Proposed Wages Current Wages Funding Source Section 1 - Department Position Reauest Job # 107-13 09/11/25 Dept Assessor 10/13/25 Add New Position Available PMRT Hiring Manager Chief Appraiser - 107-10 NOTES: NOTES: NOTES: Position NOT Budgeted NOTES: Group Band Rate A01 - Courthouse 09 $28.90 Hourly Group Band Rate A01 - Courthouse 09 $28.90 n Funding is available in 2025 due to underrun in budget of $55K+. Additional funding needed in '26. Business Need Summary Due to the current workload of the Appraisers within the Assessor' • s Office, a new Appraiser position Is requested. There are currently 6 appraisers in the Assessors • Office responsible for respective workscope residing a rcels000 , over 68 . p which is up from 61,502 parcels (21 months ago) . The elevated and sustained level of work Is increasing • the probability I Ity of burnout and subsequent turnover among the Assessor's which • . 9 will I be compounded with the ongoing implementation of a new database sstem and a re- • y val in 2026 that will include the Moses Lake area. Include Power Point for you or a representative of your department to presentation to the PMRT and BOCC. Include the following: 1. Title slide: title of request, name, role, and date. 2. Introduction/Overview: Briefly explain the business need, why is this request necessary for the department? 3. Current challenges/problems: describe the issue or challenge that the request addresses,, p q ses, provide data or specific examples that show the importance of addressing this need. 4. Request details: Clearly outline what you are requesting (job description, wage comparison policy/process rocess alignment, and budget status). ' p y/p 5. Benefits/impact: explain how fulfilling the request will benefit the department/office (cost savings,.productivity improvements, risk mitigation). p ty 6. Cost resource re uirements if applicable :outline an costs, resources, or investments re uired fo r the request. Position Management Approval (PMA) OFFICIAL SE': BOCC District 1: District � 2 • District 3 ❑Approve ❑ Deny ❑Abstain ❑Approve ❑ Den ❑Abstai Y n ❑Approve ❑Deny ❑Abstain BOCC Approval: ❑ Approve ❑ DenyIVOteS p Page 2of2 Revised 02/17/23