DEPUTY REGIONAL MANAGER

City of New York•New York, NY

3d•$75,443 - $123,008

About The Position

The Deputy Regional Manager supports the day-to-day administration and functioning of Benefits Access Centers under the Regional Managers’ jurisdiction. Under the general direction of the Regional Manager, the position exercises independent initiative and judgment while monitoring staff who evaluate eligibility for public assistance and employment services under applicable federal and state legislation, regulations, and local mandates. The Deputy Regional Manager provides managerial support and coaching to one or more Benefits Access Centers to promote consistent interpretation of policies and procedures, uniform practices, and achievement of established quotas, while helping prevent loss of public funds through fraud or administrative error. The role leads program planning and development efforts, conducts management audits and administrative studies, supports the development and revision of procedures and systems, coordinates staff assignments and training, and works with stakeholders to address operational issues. The Deputy Regional Manager also advises senior leadership on staffing, facilities, and relocation matters and follows up to ensure corrective actions and revised procedures are implemented.

Requirements

Applicants must be permanent in the Administrative Job Opportunity Specialist title or permanent in a comparable title eligible for a 6.1.9 title change; provisional hires must take and pass the civil service exam when available to remain eligible for continued employment.
A bachelor’s degree from an accredited college or university and four years of satisfactory full-time experience performing work related to employment-related services or economic support services for people in need, including at least 18 months in a supervisory or managerial capacity; or a high school diploma or equivalent and eight years of equivalent full-time experience, including at least 18 months in a supervisory or managerial capacity; or equivalent education and/or experience.
Candidates qualifying through education and/or experience equivalency must have at least a high school diploma or equivalent and at least 18 months of supervisory or managerial experience. Accredited college credits may substitute for experience at 30 semester credits per year of work experience.

Responsibilities

Review summaries of Benefits Access Center issues and recurring problems, assess areas requiring attention, and provide staff with guidance, support, direction, and best practices.
Review the work of employees evaluating eligibility for cash assistance and employment services in accordance with federal and state legislation and regulations and local mandates.
Lead teams participating in program planning and development meetings with Family Independence Administration management, Human Resources Administration executives, Mayoral staff, and other social services agencies; provide feedback directly to the Assistant Deputy Commissioner.
Direct management audits of Benefits Access Center executive operations, methods, and processes; assess adherence to and effectiveness of new methods and procedures and conduct ongoing administrative studies of Center management routines and systems.
Use audit findings to support corrective action and recommend revisions to methods, systems, forms, policies, and procedures; work with FIA, HRA, and other stakeholders to create and implement corrective action plans.
Review drafts and participate in preparing new and revised procedures with the Office of Procedures; participate in devising forms, office practices, and systems.
As needed, directly supervise the installation and operation of pilot projects.
Coordinate with the Executive Regional Manager and Regional Managers on staff assignments, evaluations, training, and personnel actions; ensure Benefits Access Center Directors receive appropriate training.
Advise the Assistant Deputy Commissioner and Executive Regional Manager on selection and assignment of senior administrative staff, site staffing needs, physical plant deficiencies, and relocation recommendations.
Direct follow-up studies to verify corrective measures have been taken and revised procedures have been properly installed, observed, and implemented in Benefits Access Centers.