Executive Director

Salary $100,000-110,000/year -based on experience!

Qualifications and Education Requirements

Required

• Bachelor's Degree from an accredited College or University with a major in Social Services, Education, Non-Profit Management, or equivalent work experience
• Minimum 7-10 years of experience managing multiple programs in a non-profit organization; child serving organization preferred.
• Must be proficient in office applications such as Word, Excel, etc.; must be capable of compiling data and reports.
• Must possess excellent written and oral communication skills; will be required to represent Pace at certain speaking engagements.
• Demonstrated experience working with Boards and Governance where team building, and problem-solving skills are utilized to maintain Board stability.
• Demonstrated success in development and grant-writing.
• Experience handling complex financials and fiscal responsibility.
• Current Florida driver's license.

Other Requirements

• Must adhere to Organization Values and Principles
• Upholds the ethical standards of the Organization and 6B-1.001 Code of Ethics of the Education Profession in Florida
• Follows policies and procedures of the Organization.
• Must work evenings and weekends as required to fulfill workload requirements.
• Must be able to travel by automobile, plane, train, etc.; occasional overnight travel may be required.

Preferred

• Master's degree from an accredited College or University with a major in Social Services, Education, Non-Profit Management
• Experience managing multiple programs in a child serving agency, in an at-risk environment.

Roles and Responsibilities

Leadership and Advocacy

• Demonstrates leadership and advocacy for the agency at all levels including:
  
  • Advocating for the needs of girls in the local community
  • Participating in special assignments and projects
  • Providing input and communication pertaining policies, procedures and strategic direction setting
  • Cultivating relationships with major stakeholder (i.e., legislatures, city and county officials, business interests, other child serving agencies, Juvenile Justice Council, and school boards)
  • Demonstrates measurable results pertaining to the Standards of Excellence
  • Focuses on the need of the agency and balances all competing voices to make optimal decisions for girls and staff
  • Articulates and models the values of the agency in a way that inspires staff, girls, and board

Human Resources

• Motivates and inspires passion for agency, mission, and excellence in roles of responsibility.
• Selects and places highly qualified staff in all positions.
• Provides direction and models for middle managers the strategies to ensure the retention goals of the agency are met.
• Provides opportunities for growth and development of staff.
• Supervises, counsels, and evaluates staff.
• Develops and implements a succession plan for all major roles in the Center.
• Resolves employee relations issues in a manner that is amicable to staff and agency.
• Creates an adaptable learning environment for agency, staff, and volunteers.
• Obtains maximum utilization of the staff by clearly defining duties, establishing performance standards, conducting performance reviews, and recommending competitive salary structure.
• Follows Human Resources Policies and Procedures to ensure compliance.

Finance

• Manages Center finances within approved budget.
• Demonstrates an understanding of the monthly financial reports and can identify trends and discrepancies.
• Communicates and clarifies the monthly financial reports to assist the Board in their oversight of the center budget.
• Prepares budgets that have solid assumptions for the future and is in compliance with Board policy.
• Follows finance policies and procedures to ensure timely compliance.
• Provides contract information to the Finance Department to assist and ensure the accuracy of monthly financial statements.
• Ensure necessary controls and audits of processes related to financial controllership.

Development

• Develops a group of supporters that are commensurate in size and capacity to the local community.
• Demonstrates the ability to maintain and grow community supporters and donors.
• Solicits and secures diverse, multiple funding sources.
• Ensures the community public relations efforts reflect the values of the agency.
• Complies with Development Policies and Procedures (including Center Board Guidelines).

Program

• Ensures program operates in compliance with DJJ, School Board and grant contracts.
• Establishes referral sources and an appropriate waiting list.
• Achieves outcomes for girls that significantly exceed the standards of the contract.
• Demonstrates competencies of gender responsive programming and trains at center level.
• Provides core Pace services that are provided in accordance with the agency guidelines.
• Aligns new initiative(s) that advances the mission.
• Achieves consistent successful QA reviews.
• Complies with Program Policies and Procedures.

Governance and Boards

• Board reflects primary community interest.
• Recruits, trains, and develops board members on a continuing basis.
• Provides board orientation to new members.
• Influences and leads the board to operate within the center board guidelines.
• Facilitates regular board retreats.
• Encourages consistent attendance at Board and Committee Meetings.
• Develops and implements succession plan.
• Works closely with the Board to develop strategic plans that include both long-term and short-term priorities.
• Facilitates consistent representation to Board of Trustees.

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)