POSITION TITLE: Night Shelter Supervisor

UNIT: Bremerton Corps

REPORTS TO: Corps Officers

STATUS: Seasonal, Full-time, Hourly

PAY: $20.72

The Salvation Army’s Mission Statement:

The Salvation Army, an international movement, is an evangelical part of the universal Christian church. Its message is based on the Bible. Its ministry is motivated by the love of God. Its mission is to preach the gospel of Jesus Christ and to meet human needs in His name without discrimination.

Shelter Mission Statement:

To provide emergency shelter with a minimum of barriers for attendance. The shelter needs to be a safe, inviting place for those in need.

Knowledge, Skills, and Abilities Required:

• Must be able to pass a criminal background check
• Must be a team player committed to the common purpose of assisting those in need
• Must be sensitive and act accordingly to program participants who may be dealing with multiple issues and stresses due to their current living situation
• Must possess the ability to create a pleasant and friendly atmosphere and develop friendly and helpful relationships with program participants as well as with other staff and volunteers
• Must possess the ability to diffuse hostile people and situations maintaining order and calm
• Must possess the ability to describe in writing all incidents and activities clearly and understandably on the Messenger feed and incident
• Must be able to describe emergencies by telephone to emergency responders and supervisory
• No level of education is required for this However, the employee must be able to demonstrate an understanding of a variety of human behaviors and be able to adapt to any given situation. The employee must be able to show strength of character in the face of homeless men and women who have developed survival and manipulations skills from surviving living on the streets.

Summary of Job Duties

• Supervise all shelter workers on staff, which would include but not be limited to, hours worked, policies followed during a shift, continued training, and oversight of shelter operations
• Set up a schedule for shelter workers on a 7-day basis (starting first shift Sunday night and ending last shift Saturday night- actually Sunday morning 1:00 am). Always have a full two-week schedule scheduled out in Need to anticipate the weekends and holidays making sure that staff is aware of their responsibility to cover a particular shift. Provide a two-week shift schedule to Corps Officer the Friday before the shift starts on Sunday night (at 6:30 pm).

• Be the point person for all calls from shelter workers needing to change shifts and/or call Make necessary contacts to keep shifts filled with no exceptions. Contact Corps Officer if unable to cover a particular shift.
• In case of emergency, as last resort, be available to cover the shift that cannot be filled.
• Update the Corps Officer of any unusual events or occurrences
• Once you are aware of a violation of policy, it is your responsibility to develop a written report, noting the violation, and discuss it with the Have them sign the form, share the report, and follow up with the Corps Officer.
• Sit on the Client Grievance Committee which would make any decisions brought to it concerning client issues, termination (temporary or permanent) from the program, safety concerns, and operation
• Monitor supplies and replenish as needed. This would include, but not be limited to, janitorial supplies, bathroom supplies, hygiene supplies, intake supplies (bags, zip ties, etc.), and emergency

Summary of Duties

The Shelter Supervisor would be the eyes and ears of the Corps Officer in the Emergency Shelter Program. The Shelter Supervisor would be the point person on all employee and volunteer concerns in the program and respond appropriately. If there are any concerns that you could not handle, then they would need to be brought up immediately to the Corps Officer.

Summary of Job Duties:

• Follow basic rules of operation as posted by The Salvation Army for clients and This would include, but not be limited to, the admittance of clients into the shelter, enforcement of what personal items can and cannot come with them into the shelter, issuing of bedding to each client upon their arrival, general cleaning and maintaining of building and property.
• Abide by The Salvation Army Social Services Code of Ethics. This would include any appearance of a conflict of interest with program participants and/or volunteers (see attached).
• Provide a warm, caring, and courteous environment that encourages cooperation, respect, and a feeling of community.
• Provide all program participants, staff, and volunteers with a safe and secure This would include, but not be limited to, regular walkthroughs of the shelter sleeping areas and day areas, checking the bathrooms, and maintaining a presence in the client areas. Diffuse any conflicts as they arise and communicate with other staff and security any findings or concerns.
• Distribute personal necessities to the clients as needed and as items are available.
• As time permits launder excess blankets, towels, and bedding as needed.
• Support volunteers who are assigned during your shift by orientating them to the safety guidelines and responsibilities.
• Maintain strict client confidentiality by keeping records Notify Corps Officers of any issues/problems they need to be aware of.
• Perform other tasks as necessary as assigned or requested by Corps Officers.

Physical Requirements:

• Ability to sit, walk, stand, bend, squat, kneel and/or twist on an intermittent or continual basis
• Ability to grasp, push, pull objects such as files, bins, drawers and reaching overhead
• Ability to carry and place sleeping mats, storage carts, and personal possessions in the proper place as
• Ability to lift to 35 pounds
• Ability to operate the telephone and basic electronic equipment

Qualified individuals must be able to perform the essential duties of the position with or without accommodations. A qualified person with a disability may request a modification or adjustment to the job or work environment in order to meet the physical requirements of the position. The Salvation Army will attempt to satisfy requests as long as the accommodations needed are reasonable and cause no undue hardship.

The Salvation Army will comply with all governmental orders and any contractual obligations relative to COVID-19 safety measures, including mandatory vaccination of staff, if required. The Salvation Army will consider requests for exemptions from any such requirements on either religious or medical grounds.

A generous benefits package is included with full-time positions: paid holidays, vacation time, sick time, and medical, vision, and dental insurances.

Health Insurance: Low bi-weekly premiums ($34.62) for employee only coverage, Kaiser HMO for those residing in a Kaiser service area, Anthem EPO/PPO is available for those residing outside of a Kaiser service area. Voluntary +1 and +family coverage at additional cost. Delta Dental DHMO and DPPO dental insurance offered starting at $2.31 bi-weekly cost. Employees are covered by an employer paid life insurance policy. Voluntary supplemental life, short-term and long-term disability plans are available.

Retirement Plans: Employer-funded Money Purchase Pension Plan (Defined Contribution Plan) 50% vested at 5 years eligible service time, employee funded voluntary 403(b) options

Parental Leave: Benefit will be one week (5 business days) of paid leave at the employee’s normal rate of pay for births, adoptions and foster placements.

Sick Leave: 12 days annually accruing from day one, eligible for use after 3 months’ service time.

Paid Vacation: 2 weeks annually accruing from day one, for non-exempt positions. 4 weeks annually accruing from day one, for exempt positions. Accrued vacation is eligible for use after 6 months’ service time.

Paid Holidays: 13 designated holidays + 1 floating holiday per year.

Equal Employment Opportunity Employer. Minorities/Women/Veterans/People with Disabilities.

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)