Job Description

PAY AND FAIR LABOR STANDARDS ACT (FLSA) STATUS:

Pay Range: 517

Hourly Rate: $37.61 - $57.53

FLSA Status: Exempt

The normal starting pay for this position is the minimum of the pay range listed above. A higher rate of pay may be considered, dependent on the qualifications and experience of the selected applicant and/or the City's step placement policy.

APPLICATION, HIRING, AND BACKGROUND

• When completing the application, applicants will be asked to respond to application questions. These application questions are based on the Job Requirements for the position.
• Completion of the application questions is required.
• Applicant responses to the application questions must specifically answer the questions asked.
• Responses to application questions must be supported by work history/information listed on the application/resume, sufficient to demonstrate qualifications for the position.
• Applicants may upload only two attachments. Attachments may include, but are not limited to a resume, cover letter, DD214 or NGB Form 22, transcripts, etc. Applicants may also choose to combine documents into one field for upload.
• Applications may not be reviewed if specific responses to application questions have not been provided.
• Each application submission is reviewed independently.

For detailed information about the City's hiring and background processes, check out the: Quick Guide to Hiring and Background Checks

If you have questions, check out the: Frequently Asked Questions

DEPARTMENTAL INFORMATION

The Shelter Operations Supervisor will oversee daily shelter operations while playing a critical leadership role in the transition to the new Oklahoma City Louisa McCune Animal Welfare Center, a state-of-the-art, 70,000-square-foot facility designed to transform the way Oklahoma City cares for animals and serves the community.

In the months ahead, this position will help lead the transition of staff, animals, programs, equipment, and daily operations into the new facility. The successful candidate will work closely with leadership and staff to develop and implement operational procedures, establish effective workflows, coordinate training, and ensure the new facility opens with a strong foundation for safe, efficient, and humane operations.

The new facility will provide expanded opportunities to improve animal care, enrichment, sanitation, population management, and customer service. The Shelter Operations Manager will be instrumental in turning those opportunities into sustainable practices that improve the experience of animals, staff, volunteers, and members of the community.

JOB SUMMARY

This position is located in the Animal Welfare Division of the Development Services Department within the City of Oklahoma City and oversees daily operations of the Animal Shelter and ensures quality of care and assistance to customers and animals.

ESSENTIAL JOB FUNCTIONS

• Managing all kennels and the physical inventory of animals within the shelter.
• Ensuring building maintenance, upkeep, and related repairs are completed appropriately and timely.
• Managing inventory of supplies used in the care of animals.
• Overseeing personnel staffing and resourcing allocation ensuring quality care and customer service.
• Performing audits of daily currency deposits.
• Performing and/or ensures thorough examination of animals to prevent the spread of disease.
• Serving as a source for internal communications and a point-of-contact with external vendors.
• Reviewing federal, state, and local standards and regulations to ensure compliance with required guidelines.
• Preparing monthly statistical reports for shelter programs.
• Preparing sectional budget and tracks operational expenditures.
• Traveling to offsite meetings, picking up supplies, and attending adoption events.
• Performing other duties as assigned.

VETERANS PREFERENCE

Honorably discharged veterans of the United States Active Duty Armed Forces, National Guard, and Reserve Forces who are not currently employed full-time by the City of Oklahoma City and who meet the qualifications for the position shall be given preference. To receive preference, veterans must submit verification of honorable discharge from the United States military service (Department of Defense Form DD214 or NGB Form 22) prior to the closing date of the vacancy announcement.

MINIMUM QUALIFICATIONS

• Possession of a high school diploma or GED or equivalent.
• Minimum of three (3) years' experience supervising/managing an animal shelter or equivalent organization to include monitoring husbandry and sanitation, inventory of products, and supervision/training of staff.

KNOWLEDGE, SKILLS, AND ABILITIES

• Knowledge of animal shelter operations to include cleaning and care; and building maintenance.
• Knowledge of animal behavior and ability to aid with care and handling.
• Skill in critically assessing and organizing a wide variety of information.
• Skill in supervising and coordinating activities of administrative, technical, and clerical staff.
• Skill in verbal and written communications.
• Ability to utilize kennel management and Microsoft office software.
• Ability to plan, design, implement and evaluate current systems and recommend improvements.
• Ability and willingness to assume responsibility for operations of the work unit.
• Ability to travel.

PREFERRED QUALIFICATIONS

• Experience leading or participating in the transition, opening, expansion, renovation, or relocation of an animal shelter, veterinary facility, animal care facility, or other complex operational facility.
• Experience developing, implementing, and evaluating policies, procedures, workflows, and operational systems for a new or substantially redesigned facility or program.
• Experience managing operations in a high-volume animal shelter or animal welfare organization, including population management, kennel utilization, animal care, sanitation, and disease prevention.
• Experience developing or implementing animal enrichment, behavioral support, exercise, socialization, or other programs designed to improve animal welfare and quality of care.
• Experience using operational data, performance metrics, and statistical reporting to evaluate shelter programs, identify trends, allocate resources, and make management decisions.

COMPETENCIES

• One City, One Team (Teamwork/Team Oriented) (1) Recognizes, values, and leverages the ideas, opinions, and perspectives of others; (2) participates willingly and effectively as a team lead or team member; (3) builds consensus; fosters team commitment, spirit, pride, and trust; (4) collaborates with others to accomplish goals and objectives and achieve results; (5) expresses facts, ideas, messages, and information (technical and non-technical) to individuals or groups clearly, concisely, accurately, understandably, with honesty, tact, and diplomacy and in a manner that is appropriate for the intended audience; (6) actively listens, clarifies information as needed; (7) [Core Value One City, One Team] shares information, resources and solutions across departments; (8) [Core Value One City, One Team] asks for help early and offers it often; (9) [Core Value One City, One Team] collaborates across teams before decisions are made.
• Service First (Customer Centric) (1) Demonstrates commitment to public service; (2) serves and satisfies internal and external customers in a timely and effective manner; (3) establishes, commits to, and maintains high standards for producing quality work products and being responsive to customers; (4) supports the Department/City's mission; develops and executes strategies with the customer in mind; (5) [Core Value Service First] acts quickly and follows through until the job is complete; (6) [Core Value Service First] serves everyone with genuine respect, diligence and professionalism; (7) [Core Value Service First] makes decisions with the people we serve in mind.
• Respect Always (Leads Through Influence) (1) Persuades others; builds consensus through give and take; (2) gains cooperation from others to obtain information and accomplish goals; (3) works with others towards achieving agreements that may involve exchanging resources or resolving differences; (4) understands the concepts, practices, and techniques used to identify, engage, influence, and monitor relationships with individuals and groups connected to a work effort including those actively involved; (5) leads through influence over the process and its results, and those who have a vested interest in the outcome (positive or negative). (6) [Core Value Respect Always] listens with curiosity and speaks with care; (7) [Core Value Respect Always] embraces different perspectives and lived experiences; (8) [Core Value Respect Always] gives feedback constructively and receives it openly.
• Own the Outcome (Execution and Results) (1) Sets well-defined and realistic goals and high standards of performance for self or self and others; (2) displays a high level of initiative, effort, and commitment toward performing work; (3) completes assignments in a thorough, accurate, and timely manner, and delivers results; (4) works with minimal supervision, is motivated to achieve, and demonstrates responsible behavior; (5) demonstrates understanding of all aspects of the job and application of accrued knowledge in carrying out duties and responsibilities; technical knowledge; skill in the techniques, equipment, procedures, and work required; (6) recognizes opportunities and takes action for improvement to programs, policies, procedures, practices, and processes; (7) understands and is able to apply the principles, methods, and tools of quality improvement; (8) collects, examines, analyzes, and interprets data from a variety of sources; (9) makes data-driven recommendations/decisions and achieves results; (10) effectively achieves results through others to achieve the Department or City's mission; (11) [Core Value Own the Outcome] takes initiative to fix it or escalates issues; (12) [Core Value Own the Outcome] follows through on commitments; (13) [Core Value Own the Outcome] speaks up when accountability is missing.
• Keep Getting Better (Commitment to Continuous Improvement) (1) Recognizes opportunities for improvement with regard to programs, policies, procedures, practices, and processes; (2) understands and is able to apply the principles, methods, and tools of quality improvement; (3) collects, examines, analyzes, and interprets data from a variety of sources; (4) makes data-driven recommendations/decisions and achieves results; (5) [Core Value Keep Getting Better] takes time to reflect and act on what is working and what is not; (6) [Core Value Keep Getting Better] learns from mistakes without blaming; (7) [Core Value Keep Getting Better] supports self and other's development and growth.
• Empathetic Leadership (1) Fosters a workplace where employees are engaged; (2) seeks to know and learn about, and respects the values, attitudes, and beliefs of others; (3) welcomes varied ideas, perspectives, and thoughts when carrying out the work of the organization and making decisions; (4) builds trust through transparency, open communication, feedback, consistency, and humility; (5) seeks to build high performing teams through practices that demonstrate a commitment to hiring the most qualified candidates; promotes advancement opportunities for all (e.g., coaching, mentoring, providing personal and professional development opportunities); (6) resolves conflict and maintains effective working relationships with others through open dialogue, collaboration, empathy, active listening, understanding, tact, diplomacy, and professionalism; (7) treats others with fairness and dignity; (8) demonstrates emotional maturity; and (9) recognizes contributions and celebrates accomplishments. Note: This competency is not applicable for employees who are not supervisors.
• Judgment (1) Plans, coordinates, and executes business functions efficiently, effectively, and in a fiscally responsible manner; (2) identifies risks and develops and implements measures to avoid, mitigate, or minimize those risks; (3) makes effective, timely, well-informed, objective, and transparent work-related decisions; (4) exhibits emotional maturity and stability, effectively manages conflict, and remains optimistic and calm during stressful situations; (5) uses resources effectively to achieve results aligned with organizational priorities; (6) applies understanding of financial management/budgeting principles to ensure decisions are fiscally sound and responsible and in accordance with policies, procedures, processes, rules, regulations, and laws; (7) makes business decisions that drive positive, fiscally responsible performance; (8) manages ambiguity, business insight, financial acumen, makes decisions using data and insight that achieves the best outcome for the department and City.
• Talent Development (1) Provides tools, materials, equipment, and resources; (2) provides performance feedback, coaching, mentoring, encouragement, and support; (3) discusses personal and professional goals; (4) provides formal and informal learning and development opportunities that support achievement of personal and professional goals; (5) attracts and develops talent; (6) manages performance throughout the department or City; (7) sets the leadership tone for area of responsibility. Note: This competency is not applicable for employees who are not supervisors. </