Job Description

UWCCR Company Information:

Since 1923, United Way California Capital Region has worked to end poverty in Amador, El Dorado, Placer, Sacramento, and Yolo counties. We focus on helping kids succeed, supporting families, and strengthening schools. Our programs span early literacy, foster youth savings, housing, guaranteed income, free tax prep, and Community Schools serving 7,000 children. Honored by regional chambers and the Sacramento Business Journal, we believe strong families build thriving communities.

Anti-racism, Diversity, and Inclusion

UWCCR recognizes and affirms that all people are created equal and are entitled to all rights afforded by the Constitution of the United States. Our Human Resources and Executive Team are committed to promoting Anti-Racism, Diversity, and Inclusion efforts to address racial inequities and disparities. We live these values by improving equity, diversity, and inclusion in recruitment, selection, and employment practices. We aspire to recruit, employ, retain, and promote talented individuals representing the full spectrum of our community, and welcome all candidates, including candidates of any race, religion, national origin, gender, gender identity or expression, sexual orientation, and age, and candidates with disabilities.

Job Summary

The Reentry Program Supervisor leads a short-term, high-intensity reentry program that rapidly stabilizes individuals returning from incarceration through housing navigation, intensive case management, coordinated warm handoffs, and structured performance monitoring. This role supervises case managers and housing staff, steers partnerships with CDCR/Parole, Probation, and community providers, and ensures delivery against program KPIs and reporting requirements.

Classification Specification

Under limited direction, Senior Managers contribute to the stated goals of UWCCR by serving as technical and/or operational experts in their field. They are expected to be individual contributors as well as leads on organizational initiatives. This level requires professional knowledge gained through substantial applicable work experience in the industry, to supplement functional knowledge, allowing the ability to address complex issues as they arise. Senior Managers possess a comprehensive understanding of how all capabilities of the organization can be accessed to leverage and connect other functional areas to address issues. Senior Managers are the first level of leadership potentially responsible for managing a small group of employees, outside contractors, or functional oversight of various internal/external customers. They operate with significant latitude for unreviewed actions and decisions and are expected to perform and complete tasks reasonably sufficiently. The level has an impact on the organization through joint influence over and shared responsibility with more senior management for planning of resources, budgets, and policies. Senior Managers have significant involvement and interaction with outside stakeholders.

Responsibilities

35% Staff Supervision & Performance Management

· Assign and balance caseloads; set clear expectations and productivity standards for case managers and housing navigators.

· Facilitate weekly case consultations and team huddles; reinforce Trauma-Informed Care, Motivational Interviewing, and Harm Reduction practices.

· Conduct regular 1:1s and field observations; deliver actionable feedback, coaching plans, and (when needed) performance improvement plans.

· Manage schedules, coverage, and PTO; ensure service continuity during staff absences.

· Lead recruitment, hiring, onboarding, and probationary reviews for new staff.

· Triage high-risk situations and approve service exceptions; coordinate with clinical providers and public safety as appropriate.

· Ensure safety plans are current; lead incident reporting and after-action reviews.

· Deliver onboarding and recurring skills refreshers; track completion of mandated trainings (e.g., TIC, MI, Harm Reduction, Fair Housing).

· Identify skill gaps and arrange targeted coaching or external training.

30% Program Operations & Housing Pipeline Oversight

· Own the workflow from referral to housing placement and early stability, ensuring SOPs/checklists are followed consistently across staff.

· Monitor unit search and landlord engagement; approve exception requests; resolve barriers that impede move-ins.

· Oversee flexible financial assistance approvals and documentation; coordinate procurement and reconcile expenditures with Finance.

· Maintain materials, supplies, and equipment necessary for field operations.

· Implement and monitor field safety protocols; ensure staff have appropriate equipment and support.

· Review risk logs and develop mitigation plans for operational or tenancy-related risks.

· Implement and monitor field safety protocols; ensure staff have appropriate equipment and support.

· Review risk logs and develop mitigation plans for operational or tenancy-related risks.

20% Quality Assurance, Data & Compliance

· Ensure timely and accurate data entry across CRM/HMIS and funder portals; run

regular QA/file audits and drive corrective action.

· Maintain SOPs, workflows, and training guides; prepare for audits and site visits.

· Compile performance reports and support evaluation activities in alignment with contract requirements.

10% Partnerships & External Relations

· Serve as primary operational point of contact for CDCR/Parole, county Probation, courts, FQHCs/behavioral health, workforce agencies, housing authorities, and CBOs.

· Lead standing coordination meetings, uphold MOUs, and represent the program at task forces and stakeholder briefings.

5% Others Duties as Assigned

Required Education and Experience

· Masters degree in criminal justice, public administration, social work, psychology, counseling, or a related field.

· Active license as an LMFT, LCSW, or LPCC in good standing with the California Board of Behavioral Sciences.

· 2-3 years of clinical experience related to case management, criminal justice work, and/or working with the homeless population.

Required Knowledge and Skills Knowledge

• Supervisory practices: coaching methods, performance management, employment basics (progressive discipline, documentation).
• Reentry systems and community corrections; coordinated entry (CES/CoC); landlord/tenant

frameworks and Fair Housing.

• Quality management: QA/UR reviews, corrective action cycles, audit readiness.
• Data, privacy, and documentation standards for HMIS/CRM and funder portals.
• Budget stewardship for client assistance and procurement fundamentals.
• Clinical planning frameworks: biopsychosocial assessment, risk/needs/responsivity, medical necessity, levels of care, and care pathways.
• Case management models and service arrays (strengths-based, wraparound, housing stabilization, whole-person care) and referral networks across SUD/MH, medical, benefits, and housing.
• Clinical documentation standards: person-centered service plans, safety plans, and defensible progress notes (SOAP/DAP), releases of information, and continuity-of-care requirements.

Skills

• People leadership: clear goal setting, feedback delivery, conflict resolution, and team

motivation.

• Operations management: workflow design, caseload balancing, scheduling, and change

management.

• Partnership building and meeting facilitation across justice, health, housing, and community

partners.

• Analytical skills: dashboard interpretation, trend spotting, and translating insights into team

actions.

• Professional communication: concise writing, presentations, and stakeholder briefings;

proficiency with Microsoft 365 and HMIS/CRM platforms.

• Clinical assessment and planning: guide biopsychosocial assessments, develop measurable,

time-bound care plans, and create/oversee risk and safety plans.

• Case management execution: coordinate referrals and warm handoffs, benefits enrollment, appointment scheduling and follow-up, barrier resolution, and closed-loop communication with providers.
• Case conferencing and clinical supervision: lead interdisciplinary huddles, chart reviews, and case consultations; coach trauma-informed, harm-reduction, and motivational-interviewing– aligned practice.

Abilities

· Hold teams accountable to standards while modeling cultural humility and participant

choice.

· Make sound decisions in fast-moving, field-based environments; de-escalate crises and enforce safety protocols.

· Drive continuous improvement and lead teams through change with clarity and empathy.

· Triage and prioritize caseloads by acuity; step participants up/down through levels of care

and ensure continuity at admission, transition, and discharge.

· Build trust and maintain professional boundaries while sustaining engagement with high-

need participants over time.

Physical Requirements

· Communicate with staff, volunteers, donors, agencies, companies and other customers by telephone, email, and in face-to-face, one-to-one or group settings.

· Use telephone, laptop, monitor, mouse, keyboard, printer/copier, calculator, and standard office equipment.

· Sit at a desk for extended periods of time.

· Lift and move objects up to 10 pounds such as large binders, boxes, books, and small office equipment.

· Have sufficient finger/hand coordination and dexterity to operate and adjust office equipment such as telephone, computer, printer/copier, etc.

Special Requirements

Possession of an appropriate California operator’s license issued by the State Department of Motor Vehicles, and adequate automobile insurance; possession and maintenance of a good driving record (as evidenced by freedom from multiple or serious traffic violation for at least a two-year duration) that does not contribute to an increase in UWCCR insurance rates.

At-will Statement

This position is considered at-will. This means employment may be terminated at any time, with or without notice and with or without cause. Likewise, the company respects the right of employees to leave the company at any time, with or without notice and with or without cause.

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