Coordinator of Change Management

The Coordinator of Change Management is responsible for driving quality improvement initiatives by providing monitoring, evaluation, and support to the Detention Services department, specifically the Capital District Juvenile Detention Facility programs. As we continue to grow and expand, the Coordinator of Change Management will support the program with project management, data analytics, and change implementation to effectively support and enhance the success of our Detention team.

Job Responsibilities

Planning & Execution:

• Develops systematic structures with leadership to monitor and evaluate quality and appropriateness of Detention Program initiatives and service delivery.
• Conduct research and analyses, gather and analyze data to develop comprehensive project and operational plans, outlining stages, resources, goals, timelines, and risks.
• Implement these plans in a functional matrix structure, monitor change progress. adapting to changes, as necessary.

• Define and measure success metrics to evaluate the effectiveness of the change once it has been implemented.
• Maintaining documentation of all change management activities for future reference and auditing purposes.

Communication:

• Regularly update facility and agency stakeholders on various projects progress, risks, and changes to ensure everyone is informed.

Risk Management:

• Proactively identify potential risks and obstacles, working to devise and implement solutions or mitigations.

Leading Change:

• Ability to influence others and move toward common goals and vision.

Training and Support:

• Providing training and support to staff affected by the change to help them adapt.

Accreditation Coordinator:

• Responsible for ensuring the facility maintains compliance with NYS OCFS Standards for Secure Detention Facilities and Specialized Secure Detention Facilities , State Commission on Corrections (SCOC) Minimum Standards and Regulations for Secure Juvenile Detention Facilities, Council on Accreditation (COA) and Prison Rape Elimination Act (PREA) Standards

Job Requirements

• A minimum of 2-4 years of project management experience, leading complex, large-scale projects - Required.
• Experience in data analytics, nonprofit, especially in the juvenile justice or child services space, is preferred
• Experience working with state regulatory agencies, such as Office of Children and Family Services (OCFS), State Commission on Corrections (SCOC), and Council on Accreditation (COA) is preferred
• Team oriented: Comfortable working in a team environment as well as independently and possess a sense of accountability and urgency in completing assignments.
• Exceptional interpersonal communication skills, both written and verbal skills required.
• Strong technical writing skills, in writing policies, procedures, protocols, and standard operating procedures (SOPs) highly desired.
• Ability to clearly articulate messages to a variety of audiences.
• Ability to work effectively in an onsite environment.

Equal Opportunity Employer

Together for Youth is an equal opportunity employer and does not discriminate on the basis of age, race, creed, color, national origin, sexual orientation, military status, sex, pregnancy, gender identity or expression, disability, marital status, or any other basis covered by appropriate law.

We are committed to fostering an inclusive, equitable, and accessible environment where diversity is valued and recognized as a source of strength and enrichment. We seek to attract talented people from a diverse range of backgrounds and cultures.

As a federal contractor, Together for Youth 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