Applications due by March 28, 2025

Goodwill of Colorado

Job Description

Pay: $62, 400 salary

This position is eligible for Daily Pay! Work today, get paid today! We’ve partnered with DailyPay, a voluntary benefit to offer employees access to their pay on their own schedule.

Work Schedule: Temporary position with possibility of being permanent; Full-Time Monday - Friday

This position is eligible for Paid Sick and Safe Time (PSST) under the Healthy Families and Workplaces Act. All employees may also make pre-tax or post-tax (Roth) contributions to our retirement plan – must be 18 years of age to participate.

JOB SUMMARY:

The Licensed Practitioner Nurse (LPN) Day Programs Supervisor II will assist with the planning, coordination, leading, controlling, and evaluating care for all Goodwill of Colorado clients in the Integration and Employment Operations. The incumbent is responsible for coordination and liaison with appropriate parent and affiliate departments and committees, development of policies and guidelines for obtaining input from service personnel and providing professional input to related administrative systems. Directs and supervises professional and auxiliary personnel rendering client care services and fosters public relations for the company, consults, and plans with the health care facilities regarding staffing needs and communicates the concept of quality client care to the general community. Interprets services needs to the program manager and acts as a client services administrative liaison. The LPN Day Program Supervisor II is responsible for assuring that the professional standards of community nursing practice are maintained by all nurses providing care.

ESSENTIAL FUNCTIONS:

Integration and Employment Operations Medication Program:

• Review and update policy 65-4 Medication Management annually.
• Observe all rehab site QMAPs (Qualified Medication Administration Personnel) weekly for compliance.
• Monitor medication binders all rehab sites (Voyages, Possibilities, and Journeys).
• Provide sites with monthly medication sheets, review, and initial monthly for accuracy.
• Check documentation on each MAR (Medication Administration Record) sheet; check for daily initials of medications given.
• Ensure the MAR sheets match the client orders and that the master list is up-to date.
• Review controlled drug count sheets for daily count and two (2) signatures.
• Remind CNAs (Certified Nurses Assistants) to check medication expiration dates and begin calling Care Providers before the medication expires or runs out.
• Observe medication cabinets for expired medications.
• Annually update all prescriptions with physicians, place in Therap. database system.

Oversite of Integration and Employment Operations compliance Training:

• Develop Client Specific training calendar as assigned for all Integration and Employment Operations staff.
• Provide monthly employee/program participant training as needed.
• Train GT (Gastronomy Tube) standardization to staff as needed.

Protocol Oversite:

• All protocols required, per the client’s service plan, are created, trained, and stored in the Therap. Database system.
• Review and renew all protocols on an annual basis. Once created, ensure all staff are trained. Document trainings in Therap.
• Private pay client’s protocols are developed by LPN as needed.

Scheduling, Documenting and Tracking:

• The LPN Day Program works with the program staff to maintain accurate medical files for all Goodwill clients. The incumbent will review medication charts monthly, obtain doctor’s orders and communicate with the pharmacy and afterhours access if needed. The incumbent will also schedule and interpret medical assessments and create appropriate protocols from assessments.

Staff Management and Development:

• The LPN will be responsible for all personnel issues including performance evaluations, interviewing, hiring, and terminating of Certified Nursing Assistants (CNA). The incumbent will supervise all CNAs and assist with staff training and development. In addition, the LPN will provide work direction and guidance to all direct reports, must be committed to providing timely feedback regarding the quality of task and provide evaluations, acknowledgements, and counseling of staff as necessary.

Relationship Management:

• The LPN is responsible for establishing and maintaining a positive and professional relationship with all customers, vendors, clients, and Goodwill’s corporate staff, presenting a positive image of the company to the customer, demonstrating courtesy and professionalism in every task and communication. The incumbent will be responsible for working successfully as a team leader, to communicate effectively with other teams throughout the organization. The LPN will attend all required meetings and act as a community liaison. The incumbent will provide conflict resolution for day program clients and management of any client reportable incidents that occur while providing services.

QUALIFICATIONS:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education:

• Must be a Licensed Practitioner Nurse (LPN). The incumbent must be licensed in the State of Colorado.

Experience:

• Prior experience working with individuals with various intellectual and developmental disabilities is preferred, but not required.

Other:

• The incumbent will be required and must have the ability to drive for company business*.

*Per auto vehicle insurance carrier requirements: For applicants/employees to qualify for inclusion on the Goodwill driver insurance schedule, for purpose of driving Goodwill fleet vehicles, or for purpose of receiving company mileage reimbursement they must be at least:

• 19 years of age (not engaged in passenger transportation),
• 25 – 70 years of age for all passenger transportation services,
• 21 years of age for CDL.

Applicants/employee will be required to undergo a Motor Vehicle Record (MVR) check and background check; applicants/employees must disclose all moving traffic violations or vehicle crashes (within the last five (5) years)(Note: not all violations are a disqualification for employment and each case will be reviewed by the insurance carrier); must have valid Colorado State driver license; must also be able to operate company vehicle, and adhere to all Federal, State, and local laws governing vehicle operation.

Applicant/employees using their personal vehicle for company business (receiving company mileage reimbursement), must have valid vehicle insurance, valid driver license, and vehicle must be in roadworthy condition.

Background Check Requirements
**Per the Colorado Revised Statutes 2016; Title 27- Behavioral Health: 27-90-111: Employment of personnel – screening of applicants – disqualifications from employment:
(4) Prior to the department's permanent employment of a person in a position that would require that person to have direct contact with any vulnerable person, the executive director or any division head of the department shall make an inquiry to the director of the Colorado bureau of investigation to ascertain whether the person has a criminal history. The person's employment shall be conditional upon a satisfactory criminal background check. Any criminal background check conducted pursuant to this subsection (4) shall include but need not be limited to arrests, conviction records, and the disposition of any criminal charges. The department shall require the person to have his or her fingerprints taken by a local law enforcement agency. The local law enforcement agency shall forward those fingerprints to the Colorado bureau of investigation for the purpose of fingerprint processing utilizing the files and records of the Colorado bureau of investigation and the federal bureau of investigation. The department shall pay for the costs of criminal background checks conducted pursuant to this section out of existing appropriations.

Goodwill is an Equal Opportunity Employer dedicated to employing qualified individuals including those with disabilities, protected veterans and military spouses.

Goodwill participates in E-Verify. For more information on E-Verify, please contact DHS: 888-897-7781 or www.dhs.gov/E-Verify

We promote a Safe & Drug-free Workplace.

Physical Requirements

Attachment to Job Description

Position: 673 – Supervisor II, LPN Day Programs Dept Number: Varies - Integration and Employment Operations

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Guide to Physical Requirements:

• Continuously (5-8 hours)
• Frequently (3-4 hours)
• Occasionally (1-2 hours)
• Never

LIFTING: (as defined by ADA)

Heavy: 45 lbs & over – OCCASIONALLY

Moderate: 15-44 lbs – FREQUENTLY

Light: 14 lbs & under – FREQUENTLY

CARRYING:

Heavy: 45 lbs & over – OCCASIONALLY

Moderate: 15-44 lbs – OCCASIONALLY

Light: 14 lbs & under – OCCASIONALLY

PUSHING/PULLING – FREQUENTLY

REACHING:

Above Shoulder – OCCASIONALLY

At Shoulder – OCCASIONALLY

Below Shoulder – OCCASIONALLY

TWISTING – OCCASIONALLY

BENDING – OCCASIONALLY

KNEELING/CRAWLING – OCCASIONALLY

SQUAT – OCCASIONALLY

CLIMBING:

Use of legs only (stairs) – OCCASIONALLY

Use of arms & legs (ladders) – NEVER

HEARING – CONTINUOUSLY

VISION:

Visual, close – CONTINOUSLY

Visual, distant – CONTINOUSLY

Visual, depth perception – CONTINOUSLY

HANDS/FINGERS:

Simple grasping – CONTINOUSLY

Fine Manipulation – CONTINOUSLY

Repetitive Movements – FREQUENTLY

WALKING – CONTINOUSLY

STANDING – CONTIOUSLY

SITTING – CONTINUOUSLY

SPEAKING – CONTINUOUSLY

OTHER, please describe - Driving

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)