OA/CTS Counselor
Adams and Associates

Phoenix, Arizona

Posted in Recruitment Consultancy


Job Info


QUALIFICATIONS & EXPERIENCE:

Bachelor’s degree in human services, psychology, counseling, education, social science, communications, or closely related field from an accredited school; or Associate’s degree in human services, psychology, counseling, education, social science, communications, or closely related field from an accredited school and two years’ related experience in youth programs. Must possess a valid in-State Driver’s License and meet Company insurability requirements.

MANAGEMENT AND SUPERVISION:

May supervise assigned students performing intern duties.

RESPONSIBILITIES:

  • Follows all integrity guidelines and procedures and ensures no manipulation of student data.
  • Ensures Center meets or exceeds DOL/Company performance goals.
  • Conducts comprehensive screening procedures to determine applicants’ eligibility for the Job Corps Program.
  • Secures and evaluates applicants’ behavioral, medical and educational records.
  • Denies applicant enrollment and refers applicants to other educational resources.
  • Conducts thorough assessment activities and career counseling during the admissions process.
  • Serves as a Center Liaison to facilitate a seamless enrollment process and early student retention.
  • Works closely with community agencies, employment services, high schools, trade and technical schools and other agencies to inform prospective applicants about the Job Corps program.
  • Develops partnerships with community agencies and local businesses to develop and maintain referral linkages for prospective enrollments and post training placement opportunities.
  • Conducts Academy campus tours, pre-arrival visits and Parent meetings.
  • Establishes supportive/mentoring relationships with students during the Career Transition Phase.
  • Provides personalized career counseling and evaluates student performance.
  • Establishes supportive/mentoring relationships with students during the Career Transition Phase.
  • Oversees, develops, monitors, and updates student transition plans to ensure successful outcome.
  • Produces quality work/assignments in a thorough, timely and accurate manner.
  • Maintains appropriate personal attendance, accountability and work productivity standards.
  • Plans, prioritizes and organizes assignments to meet established goals and deadlines.
  • Understands and applies job knowledge to effectively complete all required job responsibilities. Proactively maintains the skills required to perform job duties.
  • Mentors, Monitors and Models College and Career Readiness Skills.
  • Provides high-quality supervision and management for the student population. Supports and reinforces positive community culture.
  • Provides quality programs and services for individualized student needs. Pursues Center improvements, enhancements and promotes innovation.
  • Exchanges ideas and information, both orally and in writing, in a clear and concise manner and contributes meaningfully to group efforts by offering relevant ideas and knowledge. Provides quality and timely information to DOL/Company when requested.
  • Effectively articulates thoughts and ideas. Identifies problems, analyzes causes and evaluates appropriate solutions prior to taking or recommending actions. Follows up to ensure prompt/appropriate action is taken and that problems are in fact corrected.
  • Works in partnership with staff from all Departments to ensure effective supervision and services are provided to students.
  • Accepts direction and supervision from the Center Director or designee to include assignments to temporarily perform job responsibilities of other departments and positions.
  • Other duties as assigned.

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)



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