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Abolished 9/28/2003 ACTIVE TREATMENT PROGRAM DIRECTOR4005F1 Pay Grade: 32 DEFINITION OF WORK Summary This is administrative work developing and overseeing an overall active treatment program of a facility to train, habilitate or rehabilitate the developmentally disabled, mentally retarded, mentally ill or incarcerated juvenile offenders. Work involves designing, implementing and evaluating treatment, habilitation or rehabilitation programs or reviewing these programs for quality assurance. Work may include supervising unit directors and department directors involved in the active treatment program. Standard Classification Factors Supervision Received - LEVEL E: "Under administrative direction…" At this level, employees are free to plan, develop and organize all phases of the work necessary for its completion within program guidance. Generally, they can develop and utilize any procedures and methods which do not conflict with major policies. Supervision is generally exercised over them through staff conference-type discussions and a review of progress reports. Difficulty - LEVEL D: Unusual… The type of position which requires the exercise of unusual managerial, administrative, or scientific skill often involving several unrelated activities, frequent decisions, meeting of deadlines, negotiations with other high level functionaries, and planning, organizing, developing and coordinating large scale work projects requiring an unusual amount of concentration and analytic ability or unusually difficult engineering or scientific research or development or both. Complexity - LEVEL F: Work is of an extremely diverse and/or highly complex nature characterized by undefined activities and constantly changing conditions, situations and problems. Workers at this level must analyze abstract and complicated situations. Workers may be required to formulate theories, concepts and policies or to plan short and long-range objectives or programs and to resolve the problems that result. 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 A: The work is predominantly sedentary and requires minimal or negligible physical exertion. The employee is normally seated; however, the nature of the work allows for periods of standing or walking at will. Environmental Conditions - LEVEL A: The work environment involves normal everyday hazards or discomforts typical of offices, meeting and training rooms, or libraries. Comfortable levels of temperature, ventilation, lighting and sound are inherent in the work environment. Exposure to deviations from pleasant environmental conditions is only occasional. The likelihood of injury is remote. Supervision/Leadership - LEVEL F: Involves scheduling, supervising and evaluating work as a superior to managers of first line supervisors. May administer major departmental or multi-functional programs through subordinate managers. Distinguishing Features Differs from the Mental Retardation Unit Director class which is supervisory work directing the operations of a unit within an institution for the developmentally disabled. EXAMPLES OF WORK PERFORMED Plans, implements and monitors an active treatment program that provides treatment, habilitation or rehabilitation to clients. Identifies and plans resources needed to provide an active treatment program. Evaluates problems that impact the efficiency of the active treatment program. Reviews policies, procedures and services to identify and correct deficiencies in the program to provide staff and clients adequate protection from harm. Provides consultation to management and program staff for planning new treatment, habilitation or rehabilitation programs and developing plans to correct deficiencies in current programs. With superintendent and management staff, develops an integrated and comprehensive treatment plan for client that ensures certification standards are met and the client's development is maximized. Chairs or participates in policy meetings to ensure uniform, effective treatment of clients. Supervises department heads of ancillary programs which may include psychology, chaplaincy services, nursing, social work, activity therapy and education. As directed by the superintendent, serves on committees and represents the institution in matters involving the community or other agencies. REQUIRED KNOWLEDGE ABILITIES AND SKILLS Knowledge Knowledge of administrative principles and practices. *Knowledge of the principles, practices and current trends in the training or rehabilitation of the developmentally disabled, mentally retarded, mentally ill, or of juvenile offenders. Abilities *Ability to develop, administer and integrate a training and habilitation or rehabilitation program. *Ability to supervise and direct the work of professional and paraprofessional staff from a variety of disciplines. *Ability to establish and maintain effective relationships with staff, representatives of governmental regulatory and legislative bodies, umbrella agency staff, representatives of public and private service agencies, families of clients and the public. *Ability to communicate effectively orally and in writing. *Ability to develop, monitor and evaluate the impact of new or revised policies on service delivery. *Necessary at Entry MINIMUM REQUIREMENTS: Independent complex work experience in direct care and leadership ability at the administrative level. NC: 06/94 |