Salary: $73,400.00 - $87,150.00 Annually
Location : 32000 Campus Drive, Salisbury, MD
Job Type: Full-Time Non-Standard
Job Number: FY27-00525
Department: Disability Services
Opening Date: 08/13/2026

Primary Function

Wor-Wic Community College is is accepting applications for a full-time disability support services and innovation grant administrator to manage the disabilities innovation grant by working collaboratively with the student affairs and academic divisions to identify and provide early intervention services aimed at reducing the justice system involvement of students with disabilities, coordinating for the provision of pre-release services for students already involved in the justice system, and promoting education and employment to justice-impacted students with disabilities upon release.
Essential Duties

The following list is not intended as, nor should it be construed as, exhaustive of all responsibilities, skills or working conditions associated with this position.

• Serves as leader and administrator of the disability innovation grant, including developing project plans and activities, coordinating resources, equipment and meetings, supervising employees and acting as point of contact for college personnel, community partners and the U.S. Department of Education
• Monitors program effectiveness through data analysis and feedback mechanisms, making necessary adjustment for continuous improvements; manages project documentation, data, and project budget; and prepares required grant reports in accordance with federal grant guidelines
• Utilizes, assesses and shares data regarding participant success and the success of trainings for instructors and school resource officers to recommend any needed changes to program strategies, services and effectiveness
• Leads taskforce/advisor committee incorporating juvenile justice system, public safety, boards of education, campus and community-based organizations and other legal agencies in addressing the training and development needs of the grant
• Advocates for the needs of students with disabilities and justice-involved students within the schools, community and at the college organizational level
• Collaborates with social workers and behavioral health teams to provide comprehensive support to students and the community
• Attends appropriate professional development and technical assistance meetings
• Builds and maintains relationships with community partners, stakeholders, and families to enhance service delivery and training needs of faculty and staff, and conducts presentations associated with the program to internal and external stakeholders
• Contributes to the annual and five-year comprehensive department assessment process as per the College assessment plan
• Performs other duties as assigned

Minimum Requirements

• Bachelor's degree in counseling, rehabilitation services, social work, student personnel administration, special education or a related field
• Three years of academic support experience with disabilities
• Supervisory experience
• Experience working with diverse populations
• Excellent organizational, analytical and problem-solving skills
• Ability to effectively communicate with students, parents, faculty, administrators and external constituents
• Demonstrated commitment to diversity, equity and inclusion
• Proven knowledge of assistive and testing technology software and hardware
• Preference will be given to applicants with a master's degree and experience working with disabled youth

Supplemental Information

This full-time administrative position is grant-funded and non-standard. A modified benefits package is available for this position. The starting salary for this position will likely fall between $73,400 - $87,150, depending on the successful candidate's education and experience as well as grant specifications.

It is important that your application show all the relevant education and experience you possess. Please do not use "See Resume" or similar language in the job application. Applications may be rejected if incomplete.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position. The college reserves the right to change or reassign job duties, or combine and/or eliminate positions at any time.

Applications received by Aug. 30 will be given first consideration; the position will remain open until filled.
www.worwic.edu
This document is available in alternative formats to individuals with disabilities by contacting disability services at [email protected], 410-334-2899 or TTY 410-767-6960.
Benefits Summary for Eligible Grant Employees

This summary is solely intended to provide an overview of benefits offered by the college. In the case of a discrepancy, the information in the plan documents and the policy manual supersedes any description listed here.

Grant employees are eligible only for those benefits covered by the grant. Each grant is reviewed individually, and may include benefits from the listing below.

Medical Insurance
Full-time employees can elect to purchase subsidized medical coverage for themselves and their dependents effective the first of the month following the employee's date of hire.

Dental Insurance
Full-time employees can elect to purchase subsidized dental insurance for themselves and their dependents effective the first of the month following the employee's date of hire.

Vision Program
Full-time employees can elect to purchase voluntary vision insurance at their own expense for themselves and their dependents effective the first day of the month following the employee's date of hire.

Life Insurance
Full-time employees receive life insurance equal to one-and-a-half times the employee's annual salary, with a maximum benefit of $250,000, at no cost to the employee. Full-time employees can purchase additional life insurance at their own expense for themselves and their dependents at any time during their employment, pending approval from the provider.

Supplemental Insurance
All employees can purchase one or more of the supplemental insurance products offered by the college at their own expense for themselves and their dependents. Supplemental insurance provides an additional level of financial protection in the event of a serious accident or illness.

Flexible Spending Accounts
Full-time employees can obtain a medical reimbursement account and/or a dependent care assistance account effective the first of the month following the employee's date of hire. Employees do not need to enroll in the college's medical or dental plan to be eligible for flexible spending accounts.

Worker's Compensation
All employees are covered by worker's compensation insurance when they are involved in a work-related accident. Worker's compensation insurance covers medical care, rehabilitation and lost wages for employees or, in the case of a work-related death, death benefits for the employee's dependents, according to the specific terms of the insurance policy.

Short-term Disability Insurance
Full-time employees who have been employed by the college for at least one year are eligible for short-term disability coverage for non-occupational injuries or illnesses. Coverage begins after a 15-work day elimination period and all leave is exhausted, and ends 90 calendar days from the date of the injury or illness. Short-term disability benefits equal 60 percent of the employee's monthly salary, with a maximum benefit of $10,000 per month.

Long-term Disability Insurance
Full-time employees receive long-term disability coverage for non-occupational injuries or illnesses, with coverage beginning after an employee has used all accumulated sick leave or has been disabled for 90 calendar days, whichever occurs later. Long-term disability benefits equal two-thirds of the employee's monthly salary, with a maximum benefit of $10,000 per month.

Retirement
Full-time support staff members are enrolled in the State Retirement and Pension System (SRPS) of Maryland. Seven percent of the employee's salary is deducted as a retirement contribution from each paycheck of all employees enrolled in the SRPS.

Full-time administrators and faculty can enroll in the State Retirement and Pension System (SRPS) of Maryland or the Maryland Optional Retirement Program (MORP) subject to approval by the Maryland Higher Education Commission. Seven percent of the employee's salary is deducted as a retirement contribution from each paycheck of all employees enrolled in the SRPS.

Supplemental Retirement Accounts
All employees who normally work 20 hours or more per week can make tax-deferred supplemental retirement contributions to any of the supplemental retirement funds offered by the college.

Credit Union
Full-time employees and their immediate family members can participate in the State Employees Credit Union (SECU). The SECU's definition of immediate family member, which includes the employee's parents, spouse, natural, step, adopted and foster children, grandparents, grandchildren, brothers, sisters, brothers-in-law, sisters-in-law, parents of spouse, sons-in-law, daughters-in-law, aunts and uncles, and nieces and nephews, is used in the implementation of this policy.

Annual Leave
Annual leave is earned on a prorated basis each pay period.

Full-time administrators earn annual leave at a rate of 20 days per year. Part-time administrators earn annual leave at a rate of 7.7 percent of the total hours worked per pay period.

Full-time faculty members who sign 12-month employment agreements earn annual leave at a rate of 20 days per year, but this leave cannot be taken when they are scheduled to teach classes. Full-time faculty members who sign 10-month employment agreements do not receive annual leave.

Full-time support staff members earn annual leave at a rate of 10 days per year during their first through fourth years of employment, 15 days per year during the fifth through ninth years and 20 days per year in the 10th and subsequent years. Part-time support staff members earn annual leave at a rate of 3.8 percent of the total hours worked per pay period during their first through fourth years of employment, 5.75 percent of total hours worked per pay period during the fifth through ninth years, and 7.7 percent of the total hours worked per pay period in 10th and subsequent years.

Sick Leave
Sick leave is earned on a prorated basis each pay period.

Full-time administrators and support staff members earn sick leave at a rate of 15 days per year.
Faculty members who sign 10-month employment agreements earn sick leave at a rate of 12.5 days per year. Full-time faculty members who sign 12-month employment agreements earn sick leave at a rate of 15 days per year. Part-time administrators and support staff members earn sick leave at a rate of 5.7 percent of the total hours worked per pay period.

Newly-hired employees who have been members of the Maryland State Retirement System at their last place of employment can transfer their accumulated sick leave to Wor-Wic if the time lapse between their previous employment and the college is less than four months and if a letter certifying the number of accumulated sick leave days is forwarded from the personnel office of the previous employer to the college within 60 days after the employee's starting date of employment. Sick leave transferred from other agencies has no cash value at the termination of employment at Wor-Wic.

Employees can use a maximum of 64 hours of accumulated sick leave per year for sick and safe leave. An employee is eligible to begin using sick and safe leave 107 calendar days after his or her hire date. If an employee is rehired by the college within 37 weeks of the employee's separation date, a maximum of 64 hours of unpaid and unused sick leave will be reinstated.

Personal Leave
Full-time employees earn personal leave at a rate of four days, or 30 hours, per year, prorated according to the employee's first day of employment. Part-time administrators and support staff members receive a proration of four personal days, prorated according to the employee's first day of employment, based on the employee's budgeted weekly hours.

Bereavement
Full-time employees are entitled to four work days of bereavement leave to attend the funeral and/or attend to the affairs of the deceased in the event of the death of an immediate family member. In the implementation of this policy, an immediate family member is defined as a spouse, child, parent, parent-in-law, son- or daughter-in-law, brother, sister, grandparent, grandchild or any other relative living in the employee's household. One day of bereavement leave is granted to attend the funeral and/or attend to the affairs of the deceased in the event of the death of a relative not defined as an immediate family member.

Holidays
Full-time employees receive paid holidays. The college's 16 official college holidays include Martin Luther King Jr. Day, Good Friday, Memorial Day, Independence Day, Labor Day, the Wednesday before Thanksgiving Day, Thanksgiving Day, the day after Thanksgiving and eight working days as a winter recess, which begins on or before Dec. 24 and includes Jan. 2 when Jan. 1 falls on a Sunday. Employees should consult the official calendar listing of holidays in the college catalog.