Director of RET - job 1 of 2

“Open to candidates who are permanent in the civil service title of Administrative Staff Analyst or the comparable civil service title of Administrative Community Relations Specialist or Administrative Director of Social Services. Due to active promotional list for Administrative Staff Analyst, only permanent DOHMH candidates can be considered.”

The Bureau of Community Awareness, Action, Response, and Engagement (BCAARE)’s Community Response and Engagement Unit (CREU) is comprised of Behavioral Health Office of
Emergency Preparedness and Response (BH-OEPR), Response and Engagement Team (RET), and Triage. CREU clinicians and peers deliver prevention and intervention services to promote mental health, support individual and community adjustment from chronic and acute trauma, support community resilience, and promote community connection. CREU teams assess, assign, and
answer requests for behavioral health response, engage communities to provide behavioral health public education and connection to services, and prepare public health staff, first responder personnel, and the general public response to and recovery from events impacting New York City and local communities. Reporting to the Executive Director, the Response and Engagement Director is responsible for leading and coordinating a multidisciplinary team that responds to urgent community needs, including crises related to public behavioral health.

DUTIES NOT LIMITED TO:

-Directly supervise and manage the productivity of (3) team supervisors.
-Provide oversight and ongoing coaching to teams conducting outreach in the community.
-Contribute to unit and bureau strategic planning and participate in bureau policy formulation.
-Troubleshoot programmatic challenges, issues, or concerns.
-Prepare routine and ad-hoc reports for bureau and agency leadership.
-Work closely with BCAARE’s Office of Strategy and Operations to address unit operational and procurement needs.
-Oversee shift schedules to ensure all shifts are adequately staffed.
-Maintain productive relationships with intra-governmental partners such as OMH, OASAS, DHS, SSPs, and local CBOs to facilitate connections to services.
-Attend community events, public forums, stakeholder meetings and or/ hold focus groups and/or develop surveys to obtain community input for local services planning in collaboration with BCAARE units.

ADMINISTRATIVE STAFF ANALYST ( - 1002D

1. A master's degree from an accredited college in economics, finance, accounting, business or public administration, human resources management, management science, operations research, organizational behavior, industrial psychology, statistics, personnel administration, labor relations, psychology, sociology, human resources development, political science, urban studies or a closely related field, and two years of satisfactory full-time professional experience in one or a combination of the following: working with the budget of a large public or private concern in budget administration, accounting, economic or financial administration, or fiscal or economic research; in management or methods analysis, operations research, organizational research or program evaluation; in personnel or public administration, recruitment, position classification, personnel relations, employee benefits, staff development, employment program planning/administration, labor market research, economic planning, social services program planning/evaluation, or fiscal management; or in a related area. 18 months of this experience must have been in an executive, managerial, administrative or supervisory capacity. Supervision must have included supervising staff performing professional work in the areas described above; or

2. A baccalaureate degree from an accredited college and four years of professional experience in the areas described in "1" above, including the 18 months of executive, managerial, administrative or supervisory experience, as described in "1" above.

The City of New York is an inclusive equal opportunity employer committed to recruiting and retaining a diverse workforce and providing a work environment that is free from discrimination and harassment based upon any legally protected status or protected characteristic, including but not limited to an individual's sex, race, color, ethnicity, national origin, age, religion, disability, sexual orientation, veteran status, gender identity, or pregnancy.