Salary: $85,000.00 - $100,300.00 Annually
Location : 248 W. Main Street, Stoughton, WI
Job Type: Full-Time
Job Number: 445
Department: Senior Center
Opening Date: 06/04/2026
Closing Date: 6/21/2026 4:00 PM Central

SUMMARY OF JOB
Join our team as the Director of the Stoughton Area Senior Center and help continue fostering a welcoming, vibrant community for older adults! In this role, you'll lead daily operations and ensure our programs meet state accreditation standards. You'll guide dedicated staff and make decisions related to hiring, training, evaluations, and work assignments. You'll develop policies, long-range plans, and budgets, as well as oversee program planning, evaluation, and resource development-including fundraising and grant writing. You'll collaborate closely with city, county, and federal partners, work with the Commission on Aging, and support meaningful experiences for program participants. This role also includes managing safety and emergency plans, ensuring compliance with City purchasing and grant requirements, and maintaining accurate records and reports.

A passion for serving seniors and Community engagement is at the heart of the role.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Maintains and coordinates both the National and State Accreditation mandates and re- accreditation as needed for the Stoughton Area Senior Center.
• Develops and implements Stoughton Area Senior Center policies and procedures; develops long range plans.
• Supervises and directs the operations and provision of services by the Area Senior Center. This includes making final decisions regarding hiring, disciplining, evaluations and work assignments.
• Supervise intern students from-UW, MATC, etc., while at Center.
• Supervises and directs the activities of Area Senior Center staff; coordinates staff-training and development activities; prepares performance evaluations.
• Coordinates and delegates program planning activities; evaluates services and operations; involves program participants in planning and operation activities.
• Coordinates fiscal management and budgeting activities and user statistics reporting systems.
• Coordinates resource development and fluid raising activities.
• Coordinates records and reports as required.
• Develops and implements emergency and safety plans for program participants and staff.
• Coordinates activities with various City, county, and federal agencies.
• Maintains contact, works closely with, and coordinates activities with the Commission on Aging; attends monthly Commission meetings; maintains contact and acts as liaison with the City Council and other City and county organizations.
• Coordinates staff participation in Seniors in Need Program; adherence to purchase order policy, competitive bidding procedures, and City purchasing policy and coordinates contract grant compliance.
• Initiates grant writing on yearly basis for service needs.
• Performs other duties for Center and City as required.

QUALIFICATIONS

Education, Training, Certifications & Experience

• Bachelor's degree in gerontology or a related field with five+ years of experience developing and administering programs for the elderly, or any combination of education and experience that provides equivalent knowledge, skills, and abilities.
• Certification in CPR.

Conditions of Employment

• Must pass a background check, driver's license check, pre-employment physical, and drug screen.

JOB KNOWLEDGE, SKILLS, AND ABILITIES
Supervisory Skills

• Ability to assign, supervise, and review the work of paid and volunteer staff.
• Ability to make decisions regarding the selection, training, discipline, and discharge of employees.

Language Skills

• Ability to comprehend and interpret a variety of documents including performance evaluations, activity reports, financial reports, outreach reports, program reports, hospital reports, operations manuals, policy and proposal manuals, long-range plans, technical journals and other reference materials, etc.
• Ability to prepare a variety of documents including medical, financial, service, volunteer, and other reports, performance evaluations, program proposals, etc. using prescribed format and conforming to all rules of punctuation, grammar, diction, and style.
• Ability to record and deliver information, explain procedures, and follow instructions.
• Ability to counsel, provide support and encouragement, and perceive changes in psychological functioning.
• Ability to communicate effectively with Area Senior Center personnel and volunteers, Commission on Aging representatives, City Council members, community human services agencies, families of participants, church representatives, the general public, and others verbally and in writing.

Mathematical Skills

• Ability to add and subtract, multiply and divide, and calculate percentages, fractions, and decimals.

Judgment and Situational Reasoning Ability

• Ability to use functional reasoning and apply rational judgment in performing diversified work activities.
• Ability to exercise the judgment, decisiveness, and creativity required in situations involving the evaluation of information against sensory and/or judgmental criteria.

Physical and Mental Abilities Required to Perform Essential Position Functions

• Ability to operate a variety of office equipment, including computer, photocopier, telephone, video camera, etc.

Environmental Adaptability

• Ability to work under generally safe and comfortable conditions where exposure to environmental factors is minimal and poses little risk of injury.

• Ability to work effectively in an office environment.

FULL-TIME BENEFITS - 32+ Hours/Week
Effective 1-1-2025
The following benefits are offered to regular full-time (32+ hours per week/1664+ annual hours minimum) employees, Please note that this is a summary, and benefits are not guaranteed. Review the Quartz HMO or Quartz PPO Summary of Benefits and Coverage (SBC) document for coverage details or contact Quartz directly.

HEALTH INSURANCE
Coverage is effective the day after hire; premiums are deducted monthly from the 1st payroll of the month.

Quartz HMO - benefits listed for in-network providers only.
Employee responsibility toward monthly premium:
Family $73.39
Employee & Spouse $48.16
Employee & Child(ren) $43.56
Single $22.93

In-Network Provider Coverage ONLY - See SBC for details
Deductibles are $500/single - $1,000/family
$0 co-pay for preventative/screening
$30 co-pay on office visits
$30 co-pay on urgent care visits
$100 co-pay on emergency room visits (co-pay waived if admitted to hospital)
Prescription drug co-pays:
$10/Tier 1
$35/Tier 2
$60/Tier 3
$200 Specialty drugs
$5 RX Outcomes
Out of Pocket Limit $2850 Single/ $5700 Family

Quartz POS
Employee responsibility toward monthly premium:
Family $395.39
Employee & Spouse $259.37
Employee & Child $234.77
Single $123.56

Note: the Quartz POS coverage has higher and separate deductibles and out of pocket costs. Refer to the SBC for details. This Plan does allow the flexibility to use in and out of network providers. But, the costs are higher. Refer to the SBC for details.
Employee out of pocket qualified medical expenses can be run through the flexible spending plan (Section 125) which is managed through Employee Benefits Corporation (EBC). Enrollment into this plan occurs only during annual enrollment which is November/December.

DENTAL INSURANCE
Coverage is effective the day after hire. The City covers 100% of the premium for dental coverage.
Note: Full-Time employees pay no portion of the dental premium.
Delta Dental benefits listed for in-network providers only

Delta Dental In-Network Coverage:
There is no deductible for dental coverage.
Per person, per benefit accumulation period is $1,000.
Diagnostic and preventive procedures are paid at 100%;
Basic restorative procedures are paid at 80%;
Major restorative procedures are paid at 50%;
Orthodontic procedures are paid at 0%.
Check Up Plus - lets you obtain diagnostic and preventive services - including examinations, X-rays, regular cleanings and other related treatments without the costs of those services applying to your individual annual maximum. The full value of your annual maximum is applied to the benefits you receive for base and major
restorative services.

RETIREMENT Provider Wisconsin Retirement System (WRS)
2025 Wisconsin Retirement Rate is 13.90% for general employees. The employer and employee shares are equal at 6.95% each.
2025 Wisconsin Retirement Rate is 21.90% for protective employees. The employer share is 14.95% and the employee share is 6.95%.

Eligibility to Participate- from the ETF Your Benefit Handbook (ET-2119) Rev10/13
Depending on when you began your job, your job will have to meet one of these two standards for it to be covered under the WRS.

• One-third standard -- A position that is subject to the one-third standard meets WRS participation standards if you are expected to work at least one-third of full-time (600 hours for non-teaching employees) for at least one year from date of hire. You will remain eligible even if your job subsequently drops below one-third.
• Two-thirds standard -- A position that is subject to the two-thirds standard meets WRS participation standards if you are expected to work at least two-thirds of full-time (1200 hours for non-teaching employees) for at least one year from date of hire. You will remain eligible even if your job subsequently drops below two-thirds.

If you were a continuing employee as of July 1, 2011, your job must meet the one-third standard. You will remain eligible even if your job subsequently drops below one-third.
If you were hired after July 1, 2011:

• If you were a participating employee before July 1, 2011, left WRS service, did not take
• A separation benefit, and are now returning in a new job, your job must meet the one-third standard.
• If you were a participating employee before July 1, 2011, left WRS service, took a separation benefit, and are now returning in a new job, your job must meet the two-thirds standard.
• If you were not a participating employee before July 1, 2011, your job must meet the two-thirds standard.*

If you are not expected to meet these eligibility criteria when you are hired, you will not be enrolled in the WRS at that time. However, if you subsequently work at least 12 months, and in any 12-month period you meet the hour's requirement, you are prospectively enrolled in the WRS. In this situation, your WRS coverage is not retroactive.

WRS Mandatory Employee Contributions
If your employment is eligible to be covered under the WRS, you must make employee-required contributions. These contributions are credited to your individual WRS account. These contributions are vested immediately.
Your contributions are calculated as a percentage of your WRS earnings. The contribution rates are different for each WRS employment category. The rates generally change from year to year based on the recommendation of the consulting actuary.
Your employer may have agreed to pay part or all of your employee required WRS contributions on your behalf, pursuant to a contract or collective bargaining agreement entered into prior to June 29, 2011. In addition, certain employees retained the right to bargain with their employers after that date over who will pay the employee-required contributions. Please contact Human Resources for more information.

GROUP LIFE INSURANCE Provider Employee Trust Funds (ETF)/Minnesota Life
The city pays for the basic premium: Premium based on salary and age. Each employee will receive $1,000 insurance for each portion of $1,000 in earnings the previous year.
Eligibility: First of the month following 30 days of employment (timely enrollment-within 30 days from hire). No evidence of insurability required if the employee files within 30 days from date of hire.
Coverage for spouse/dependent and additional units is available, as an employee deduction.

INCOME CONTINUATION INSURANCE Provider Employee Trust Funds (ETF)
The city provides the 90-day waiting period without cost to the employee.
The 60 or 30-day waiting period is available with the employee paying the cost of the difference between the 90-day waiting period and the period selected. Eligibility: First of the month following 30 days of employment (timely enrollment-within 30 days from hire).

ACCIDENTAL DEATH & DISMEMBERMENTProvider Employee Trust Funds (ETF)
Coverage is equal to the total amount of your group life insurance under the basic, supplemental and additional coverages. See The Wisconsin Public Employers Group Life Insurance Program Booklet ET-2101 Rev 1/2016 for further details.