Work where your work matters. Work at CCRC.
CCRC prides itself as a workplace of choice for passionate talent, driven by our mission to cultivate child, family and community well-being. Whether the position works directly with the public or supports our programs, every position is vital to our mission’s success and reputation as a leader. We are not your typical non-profit. We are 900+ people strong and growing!
You could play a key role supporting the Workforce Development Division!
Hiring Range: $25.00-$28.75/hour
Essential Duties And Responsibilities
Coaching & Mentoring 60%
Participant Training and Engagement 20%
Monitoring & Compliance 20%
Job Specifications
- The Professional Development Coach is required to carry case load of 10-30 providers, specifications of the cases are grant dependent.
- Education Requirements- Bachelor’s Degree in Child Development, Early Childhood Education or related field preferred, including a minimum of 24 semester units in Child Development or Early Childhood Education preferred; or any combination of education and experience which would enable the candidate to successfully perform the functions of the positions.
- Experience Requirements-
- Three years of experience working with Child Care Center settings required.
- Three years of experience of working with children, families, and/or child care providers required, four years of experience preferred.
- Hold or qualify for Site Supervisor Permit
- Strong knowledge and understanding of Child Development & Developmentally Appropriate Practice
- Automobile, auto insurance, California Driver’s License and clean DMV record
- Provide documentation of required TB and fingerprint clearance
- Ability to work a non-traditional work schedule including evenings and weekends
Find out more about our Professional Development Coach II opening here: Professional Development Coach II Job Flyer
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)