POSITION TITLE: Executive Director

WORKSITE LOCATION: Gulf Bend Regional Plaza, 6502 Nursery Drive, Suite 100, Victoria TX 77904

The mission of Gulf Bend Center (GBC) is to improve the quality of life in our community for individuals and their families by providing excellent and trusted care for wellness. GBC is committed to providing quality person-centered, trauma-informed care to individuals experiencing serious mental illness, developmental disabilities, and co-occurring disorders. GBC programs focus on the issues that matter most in the lives of the children, families, and adults we serve.

JOB PURPOSE:

The Executive Director (ED) will work with the Board of Trustees (Board) of Gulf Bend Center (Center) to oversee and lead the Center in all aspects of Center operations.Develops and implements strategic planning and visions to achieve the Center's long-term goals and objectives.Exhibits excellent communication skills and acts as a community leader and liaison to build relationships and improve the Center's status within the community.Works to raise awareness and obtain funding for the Center.Reinforces the Center's CORE values to assist in recruiting and retaining quality staff, services, and outcomes.Employs staff or contracts with a network of providers to deliver community-based MH/IDD services for 7-county catchment area.Acts as a leader by mentoring and exhibiting transparency, honesty, integrity, and accountability.Accountable to Board for success of entire organization.

ESSENTIAL FUNCTIONS and DUTIES:

1. Overall Organizational Performance and Mission Impact

-Maintains an environment that encourages high staff morale, job satisfaction, quality service, and high performance.

-Provides strategic and operational leadership, directing day-to-day management and administrative functions of the Center.

-Ensures that the Center performs acceptably on evaluation site visits and audits and takes corrective action to attain compliance and minimize fraud, waste, and abuse, as indicated.Audits reveal a pattern of quality services.

-Oversees compliance with laws and regulations of federal, state, and local governmental agencies.

-Develops policies and procedures and implements strategic plans that support the Center in achieving short-term and long-term goals and objectives.

-Exhibits excellent communication and perception skills.Demonstrates sound judgment.Promotes a high standard of ethics, integrity, and honesty.Demeanor and appearance that demonstrates professional image and high moral standards and ethics and integrity that serves as a model for Center staff.

-Performs analysis of Center's financial, staffing, and organizational opportunities, identifies problem areas, and recommends plans and procedures to address same.

-Builds and protects reputation of Center.

-Maintains Center organizational structure to achieve best use of resources.

-Provides positive leadership by exhibiting CORE values of teamwork, caring, compassion and quality by modeling and mentoring transparency, honesty, integrity, and accountability for continual improvement and professional growth.

2. Board Relationship:

-Assists Board in policy development and carries out policies and directives established by the Board in a timely manner without the need for revision.

-Works with Board to develop long-term strategic plans for the Center's growth and sustainability.

-Ensures that Board receives orientation and training.

-Organizes and attends Board meetings.Provides an audited report to the Board.

-Communicates effectively with Board regarding operations, programs, and systems.Keeps Board apprised of issues and changes in law affecting Center.Makes recommendations to Board for provision of needed services.

-Reports to the Board circumstances involving lawsuits against the Center regarding personnel issues, explaining events associated with lawsuit, recommending and involving appropriate legal expertise in response.

-Presents for Board consideration budget changes, contracts, and contract amendments, staff additions, and salary increases in accordance with Board policies.

-Acts as a liaison to and conveys communications between Board and Center's employees.

3. Financial Sustainability

-Submits a report to the Board annually regarding staff turnover.Corrective Action Plan (CAP) is presented to the Board if report reflects higher turnover rate than other Centers.

-Develops and implements an annual operating budget approved by the Board that supports the Center's mission, vision, and values, does not unreasonably risk financial jeopardy, and shows acceptable planning and foresight.

-Ensures an acceptable annual fiscal audit approved by the Board.

-Ensures that Center assets are safeguarded through appropriate internal controls.

-Ensures Center maintains a 120-day operating reserve and presents an action plan for Board consideration if operating reserve falls below 120 days for more than three months.

-Maintains adequate insurance coverage to protect Center's assets.

-Ensures compliance with contracts established by HHSC, SAMSHA, and other funding sources.

-Monitors Center revenues and expenditures to ensure positive cash flow.Implements CAP for Board consideration if trend of underperformance occurs over at least three-month period.

4. Community Leadership and Public Accountability

-Ensures that practices, activities, and decisions are prudent, legal, and do not violate commonly accepted business or professional ethics.

-Ensures that consumer and community input is encouraged and considered in design, development, and evaluation of a system of services.

-Ensures that Center programs and services are operated in accordance with appropriate regulating standards and laws and payer requests.

-Ensures consumer satisfaction surveys, state-directed surveys, and Center staff internal surveys are conducted at least annually and that results are reported to the Board.

-Meets with and supports the Planning and Network Advisory Committee (PNAC).Ensures that Board receives information and recommendations from the PNAC.Develop an implementation plan for recommendations adopted by the Board.

-Acts as a community leader and liaison to create and maintain effective relationships with community partners and stakeholders at local, state, and federal levels that improve the Center's status within the community.Promotes Center's mission, culture, and vision.

-Secures funding through local, state, and federal grants, legislative appropriations, and community partnerships.

-Successful resolution of consumer complaints as evidence by consumer complaint log.

5. Growth and Development Opportunities

-Incorporates survey results into an action plan to improve Center performance.

-Ensures that appropriate staff is active in local, state, and national organizations and initiatives to be knowledgeable of emerging technologies.

-Meets with other Centers and maintains positive working relationships.

-Raises awareness of Center within the community and obtains funding for Center programs and operation needs.

-ED continues own professional growth through Consortia and involvement with Texas Council ED's and other state-wide activities.

6. MH/IDD Knowledge

-Knowledgeable about behavioral health and IDD systems within the Center and in other Centers.

-Stays current on issues affecting the Center and BH/IDD.

7. Personnel Management

-Ensures Board is knowledgeable of staff compensation and benefits.Maintains a salary and benefits plan consistent with geographic region or professional market for skills required.

-Develops and maintains an effective leadership team. Provides leadership to staff in innovative program development. Identifies opportunities for succession planning.

-Proper delegation of authority and responsibilities so that Center is not dependent on immediate presence or availability of ED for continued operation.

-Creates an environment that encourages high staff morale, job satisfaction, and promotes high performance standards and quality services.Promotes professional and personal growth by staff in areas of training and education, staff development, increased responsibility, and recognition through appropriate rewards, promotions, and acknowledgment of increased competence.

-Ensures that Center sustains a culturally diverse, qualified, and competent workforce.

-Oversees coordination of services and communications between departments.

-Implements monitoring and evaluation of management performance to assure compliance with Center's policies and procedures, and goals and usual and customary industry practices.

-Ensures compliance with all laws regarding personnel management.

-Enforces and administers Center's personnel policies in hiring, managing, disciplining, and discharging Center employees, including but not limited to:

(a)Recommends personnel policies, procedures, and forms to be adopted by Center and identifies resources to be made available.

(b)Recommends appropriate employee compensation and benefit plans.

(c)Recommends employee performance appraisal and goal-setting programs.

-Ensures that staff responsible for personnel management receives documented training on personnel law.

Trauma-informed:

A trauma-informed approach to care "realizes the widespread impact of trauma and understands potential paths for recovery; recognizes the signs and symptoms of trauma in clients, families, staff, and others involved in the system; and responds by fully integrating knowledge about trauma into policies, procedures, and practices, and seeks to actively resist re-traumatization." The six key principles of a trauma-informed approach include: safety; trustworthiness and transparency; peer support; collaboration and mutuality; empowerment, voice, and choice; and cultural, historical and gender issues (Substance Abuse and Mental Health Services Administration [2014]).

·The Three Es of Trauma: Events, Experiences, and Effects.

·The Four R's: Key Assumptions in a Trauma Informed Approach - Realization, Recognize, Respond, Resist Re-traumatization.

EDUCATION AND EXPERIENCE REQUIRED:

Required: Bachelor's degree from an accredited college or university in business administration and/or behavioral health. Minimum six (6) to eight (8) years' experience in management-level of a community center position.

DEGREE AND/OR CERTIFICATION REQUIRED: BA/BS in specified field.

PHYSICAL REQUIREMENTS and ENVIRONMENTAL CHECKLIST: Abilities required to perform the essential and marginal tasks of this job: Walking, operating office equipment, standing, operating motor vehicle, light lifting (under 15 lbs), sitting, ability to see, identify colors, light carrying (under 15 lbs), hearing (with aid), ability to write, climbing stairs, ability to count, ability to read, simple grasping, ability to tell time.

Work site and environmental conditions that apply to this job: Travel by car 40% of time, inside, working closely with others, working alone.

CRED/PRIV REQUIRED? No DRIVING REQUIRED: Yes

KNOWLEDGE, SKILLS, ABILITIES, and COMPETENCY:

1. Interacts with Board, employees, contractors, customers, community, family members, referral sources, governmental sponsoring and funding entities, program auditors, advocacy groups, and the media.

2. Ability to communicate effectively, both verbally and in writing.

3. Work behavior must be compatible with Center value statement and Policies and Procedures contributing to an environment of problem solving, building trust, conflict resolution, and customer service. Ability to perform tasks effectively and efficiently.

4. Ability to plan and schedule work and implement directives without constant supervision.

5. Ability to present a professional appearance and conduct when representing the Center.

6. Ability to work cooperatively and productively with board, individuals, co-workers, and groups of persons at all levels of activity, contributing to a strong spirit of teamwork.

7. Ability to establish and maintain effective working relationships with staff, other agencies and the public using tact, courtesy, and good judgment.

8. Must have computer experience to include, Microsoft Word, Excel, and Outlook.

9. Must have good organizational skills to achieve multiple deadlines.

10. Exhibits cooperative teamwork with other staff to accomplish the efficient operation of the center.

11. Models' professionalism by appropriate dress, language, ethics, and work habits.

12. Must have good verbal and written communication skills.

13. Demonstrated ability to function successfully in a key management position.

14. Demonstrated ability to relate effectively in the public arena.

15. Knowledge of the Texas MH/IDD Service Delivery System.

16. Ability to manage a network of private providers of service.

17. Strong financial acumen.

OTHER REQUIREMENTS OR CONDITIONS:

1. Current State of Texas Driver License or if you live in another state, must be currently licensed in that state. Liability insurance required.

2. Must be insurable by Center's liability carrier if employee operates a Center vehicle or drives personal car on Center business.

3. Safe driving record as defined by Gulf Bend Center.

4. Must complete all CORE training requirements prior to the due date.

5. Must have computer experience to include Microsoft Word, Excel, and Outlook. Must have good organizational skills to achieve multiple deadlines.

6. Must maintain regular attendance and reliability which is critical to business operations. This is a fulltime position. Days and hours of work are Monday through Friday, 8:00am to 5:00pm and/or agreed upon hours 100% of the time, to ensure consistency and completeness of program's processes. Evening and weekend work may be required as job duties demand.

AAP/EEO Statement

Gulf Bend Center provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identify or expression, or any other characteristic protected by federal, state, or local laws.

This policy applied to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Other Duties

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.