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Walking Another Walk

Greetings to All,

Usually I speak to the fact Grove Street Cemetery is starting to bud with the idea of Spring and come in an just enjoy a "walk-about" whenever.

But now I would like to endorse another walk - The Connecticut Autism Walk. It is a wonderful walk to assist in the curing of this disease. This year the walk will be on May 3rd (rain or shine) at the Choate Rosemary Hall Athletic Field in Wallingford, CT beginning at 9:30am. This walk is 2.5 miles through the lovely historic area of Wallingford, CT.

It is a real hoot!!!! There will be raffles, flowers for sale, food trucks, contests, music and just a lot of fun for all.

If you need more information, then these truly remarkable persons who have been totally involved with this great project are George and Lisa Carranzo, owners of Grand Apizza at 111 Grand Ave, Fair Haven - 203-624-7646. Or the website is www.ctautismwalk.com.

So there are many walks......the best to all.

Patricia Illingworth

Chief Docent

Grove Street Cemetery

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Elm City Montessori School Executive Director

13358888662?profile=originalElm City Montessori School (ECMS) is New Haven’s first public Montessori school designed to serve students ages 3- 13.  The school opened in the fall of 2014 as Connecticut’s only local charter school.

We seek a visionary Executive Director committed to Montessori as a vehicle for social justice to work with our Principal and Board in establishing Montessori as an exemplary public education model in New Haven.

The Executive Director reports to the Elm City Montessori School Board of Trustees and oversees external community relations, partnerships, school operations, budgeting, external reporting and fundraising at the school in accordance with the Connecticut State Department of Education’s Charter School standards, policies and regulations.  The ED will ethically manage all assets of Elm City Montessori School according to legal standards of the State of Connecticut.

QUALIFICATIONS

The Executive Director will have demonstrated competency in all the areas listed above, plus

  • Master’s degree in fields related to education, educational policy or related field and 5+ years work experience in educational leadership
  • Strong knowledge of New Haven and Connecticut education and non-profit networks
  • Resides in or plans to live in New Haven’s vibrant urban community
  • Fluency in Spanish preferred

 

PERIOD OF EMPLOYMENT

The Executive Director will serve 12 months.  Contract for the first year will be a one-year renewable contract.  The next & subsequent contracts will be three-year contracts with preset minimum raises.

 

Salary and Benefits

Compensation 
Competitive salary, commensurate with experience, and comprehensive benefits package 


 

Responsibilities include:

Organizational Leadership


  • Oversee the organization to reflect the principles of equity, justice, and the dignity of each individual.
  • Develop a culture of high expectations.
  • Establish an effective leadership style, and involve members of the administration and faculty in decision-making.
  • Be accessible and communicate effectively with all constituencies.
  • Create a strong leadership team for the organization.
  • Work with the leadership team to develop short and long-term goals organization-wide. 

  • Monitor non-academic outcomes to ensure that the school is meeting its performance goals.

  • Be a resource and support to the school Principal.
  • Work with the Board of Trustees to ensure the development and implementation of appropriate policies for long- term organizational management.
  • Coordinate all Board communication with school staff, families and community at large
  • Remain current with trends and research in education, particularly those affecting charter school operation and educational leadership. 


Personnel


  • In partnership with the Principal, recruit, support and retain a highly effective faculty and staff.
  • Create procedures governing the hiring process at ECMS and a strategic recruiting plan for seeking candidates who will add to the school’s racial, 
cultural, and gender diversity.

  • In partnership with the Principal, develop staff orientation, ongoing mentorship, meaningful evaluation and performance metrics for non-teaching staff.
  • Supervises staff with responsibility in external community relations, operations & fundraising.

Community Relations & Student Recruitment

  • Represent Elm City Montessori School before the public and clearly articulate the school mission to a diverse group of students, families, community members, policy makers and donors.
  • Develop strong working relations with the New Haven Public School District, the CT Department of Education, other school leaders and additional constituents.
  • Work cooperatively with other schools and organizations to ensure ECMS school operations 
demonstrate good practice, especially those of admission, outreach, staff recruitment and development and fundraising. 

  • Produce and supervise recruitment materials, news releases and other media documents. Grant approval of media interviews to School employees.
  • Act as the primary manager of all external commutations.

 

Finance and Fundraising


  • Provide oversight for all funds, physical assets, and other property of Elm City Montessori School.
  • Safeguarded and administer all financial systems, reporting, and tracking of the budget.
    • Work with Board Finance Committee on Elm City Montessori School’s budget.
    • Develop, implement and manage fiscal policies, procedures and systems.
    • Establish and implement a development plan to guide fundraising efforts.
    • Cultivate and maintain support from private donors and foundations.

 

Operations

  • Contract with any outside personnel needed for general operations and technical support.
  • Oversee and coordinate operations, renovations and upkeep of the physical plant.
  • Oversee and coordinate the general organization of the school, in regards to the school’s office, the way the school tracks information, etc.
  • Oversee data reporting to the state and to the federal government.
  • Ensure compliance with all Federal, State, and Local laws and mandates, including those pertaining to Special Education and students with IEP’s or 504 plans. 

 

To Learn More and Apply

Please visit our website at www.elmcitymontessori.org to learn more about Elm City Montessori School. Elm City Montessori School is an equal opportunity employer and people from diverse backgrounds are strongly encouraged to apply. The application deadline is April 10, 2015. Please send resume and cover letter to info@elmcitymontessori.org. A July 2015 start date is preferred.

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Nonprofit Board Stages of Development

Nonprofit boards go through a number of stages to reach maturity.  

I have framed these stages to be akin to human developmental stages: infancy, juvenile, adolescence and maturity.  My study suggests that boards in their infancy and early juvenile stages tend to pay more attention to operations and management (often being operations and management) and when past this, begin to focus on governing while hanging onto managing in late juvenile and early adolescence stages.  Toward the end of adolescence, boards begin to embrace a role more dominated by governing and in a mature state, lead an advanced form of governance that embraces strategy as well as advocacy and fundraising (a form of advocacy I might pose).

That said, when founders "hang-in" and "on" to leadership throughout these stages, the good news in a loyal subscription to the original mission.  It's not that later board members don't hang-onto mission but new members often bring shifts and missions can indeed morph if not change altogether without the presence of founders.  Clearly, orientation is critical throughout the life of a nonprofit board.

Below is a story about Cuba's Ladies in White.   As the Washington Post article notes, this group of women are dissidents seeking human rights and justice for those who have been jailed for speaking out against the government.  It should however come as little surprise that a group of dissidents might someday experience dissonance among their ranks driven however not by newcomers specifically but by the daughter of the founder.  Laura Maria Labrada Pollan believes the group's leadership has strayed from the way of her mom and she has even created another nonprofit.  

This is certainly an interesting study, based of course on limited data, of board life stages in motion.  I can't say the group ever really grew past adolescence but one thing crisis does do is to move a life stage away from forward.  And so, the Ladies in White must re-think their future and determine first how important is the voice of the founder's daughter, thus presumably the founder.  

Here's the story.

 

Laura Maria Labrada Pollan, daughter of the late co-founder of Cuba’s Ladies in White dissident group, Laura Pollan, on her T-shirt, reads a statement to reporters in Havana, Cuba, Thursday, March 19, 2015. Labrada says she rejects the management of current leader Berta Soler, and the expulsion of group members. She also said that Soler will no longer be able to use her parents’ home, which historically has functioned as the Ladies’ meeting house and headquarters. (Desmond Boylan/Associated Press)
By Associated Press March 19

 

HAVANA — The daughter of a founding member of Cuba’s Ladies in White publicly split with their current leader Thursday in the latest sign of division within the dissident group, which a decade ago was awarded the European Union’s top human rights prize.

Laura Maria Labrada, whose mother, Laura Pollan, was the Ladies’ leader and public face before her death in 2011, criticized Berta Soler’s management and the expulsion of group members.

“I have decided going forward to withdraw authorization for Berta Soler to use my mother’s name or associate it with behavior that goes against the principles she always defended,” Labrada said at a news conference in her mother and stepfather’s home.

She added that Soler is no longer welcome at the house, which traditionally has been the Ladies’ meeting place and headquarters.

 

Calls to Soler’s cellphone rang unanswered Thursday. Her husband and fellow dissident, Angel Moya, said she was in Miami.

The split came weeks after video surfaced online showing group members allied to Soler shouting down another longtime member, Alejandrina Garcia, during a December gathering at the home.

“Down with traitors!” ‘’She should leave!” and “We don’t want to hear her!” they yelled at Garcia, who had also disagreed with Soler’s leadership.

The scene resembled the “acts of repudiation” in which pro-government counter-protesters sometimes accost Cuba’s dissidents, yelling revolutionary slogans and personal epithets.

“As long as I am alive I will never allow another situation like the one that happened here,” said Hector Maseda, Pollan’s widower.

Some Ladies in White living overseas had called for Soler’s resignation in response to the incident. Soler announced she would submit her leadership to a referendum among members still on the island, a vote which she survived last week.

Labrada alleged that since Soler took over in 2011, members have been mistreated and unfairly expelled. Like Garcia, who was at the news conference, she also criticized the inclusion of men in their protests.

 

Labrada said she welcomes ongoing U.S.-Cuba negotiations on restoring diplomatic relations and reopening embassies in each other’s countries, in contrast to Soler’s harsh criticism of President Barack Obama after the December announcement.

Labrada said she has the support of 100 Ladies in White who are calling for an election, rather than a referendum, and the reincorporation of ousted members.

She also said she intends to start a nonprofit foundation named after her mother to help needy children, abused women and the elderly.

Wives and mothers of 75 activists jailed in a 2003 crackdown on dissent formed the Ladies in White over a decade ago to press for their loved ones’ release.

They became known for weekly marches along Havana’s leafy 5th Avenue on Sundays after Mass, wearing white and carrying gladiolas.

The last of the 75 prisoners were released in recent years, and nearly all the original Ladies have left the group.

With mostly new membership, they now protest to demand freedom for others they consider political prisoners and for democratic reform.

The government accuses dissidents of being traitors and “mercenaries” who accept money from abroad to undermine the revolution and Cuba’s Communist system.

In 2005 the European Union awarded its Sakharov human rights prize to the group.

___

Andrea Rodriguez on Twitter: www.twitter.com/ARodriguezAP

Copyright 2015 The Associated Press. All rights reserved. This material may not be published, broadcast, rewritten or redistributed.

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Development Officer

POSITION OVERVIEW:

This Development Officer builds and stewards relationships with high net-worth donors and prospects, as well as manage employee giving campaigns primarily in the higher education and legal industry communities in the greater New Haven area. This position also represents United Way at corporate and community functions and recruits volunteers to provide support for initiatives specific to the higher education and legal industry communities.

KEY RESPONSIBILITY AREAS:

Cultivate, solicit and steward donors in this portfolio of Alexis de Tocqueville ($10,000+) and Leadership ($1,000-$9,999) Society members and move them toward special and major gifts. Increase and retain existing contributions and attract first time donors.

a. The development officer will, as a part of Resource Development Team, develop and build relationships with existing major and leadership contributors and prospects, educating them about United Way and motivating them to maintain and increase their level of participation. This includes personal meetings, engagement opportunities, targeted communications efforts as well as through personal solicitation. Responsible for: 

b. Stewardship and solicitation of 200-250 donors each year.

  • Visiting 5 – 7 donors per week on average at their homes, offices and at events.
  • Recruiting donors to participate as volunteers in fundraising and other divisions.
  • Writing cultivation strategies to direct and monitor the progress of donor relationships.
  • Working to identify prospects for endowing memberships in the de Tocqueville and Leadership Societies in collaboration with team members and other colleagues.

Identify donors and prospects to expand the base of major and leadership givers with a particular focus on individuals working in the higher education and legal industry.

a. The development officer determines donors giving potential, identifies prospects for solicitation and utilizes volunteer or organizational resources most appropriate to initiate and maintain contact. Based on research and on analysis of the existing donor base demographics as well as leads referred by donors or others, the development officer will assess potential for successful solicitation and employ volunteer and organization resources accordingly.

Manage assigned employee giving campaigns particularly in the higher education and legal industries.  Organize giving opportunities; maintain year-round engagement through informational meetings, volunteer opportunities, and fundraising.  Analyze data from prior campaigns to identify means and methods to increase overall employee participation.

a. Cultivate relationships with key members within the assigned workforce responsibilities. 

b. Recruit and train workplace champions to lead the local giving opportunities.  Identify giving methods that increase participation. 

Serve as member of the West Haven Chamber of Commerce to recruit and engage prospects to enter into an employee giving campaign. Provide assistance with other industry events during campaign season as requested.

a. The development officer will work with volunteers to solicit donors and establish relationships with new prospects. This includes but is not limited to: invitations to Alexis de Tocqueville Society, Leadership, or other events and committees, participating in business development teams, serving as liaison between Chamber members and United Way, serving as liaison between development and Community Impact to create unique volunteer opportunities for major donors, their colleagues and families.

Women’s Leadership Affinity group responsibilities

Manage, recruit, and cultivate relationships within the Women’s Leadership Affinity group.  The development officer will help organize tours, draft correspondence and meet special customer service needs of the Women’s Leadership Affinity group as required increasing membership, donations, and community outcomes.

 REQUIREMENTS:

  • Bachelor Degree in related field required; comparable experience considered.
  • 5 years or more fund raising experience with a proven successful track record required (high end annual fund or individual gift experience a plus); comparable experience considered.
  • Demonstrated ability to establish warm relationships with a wide variety of people.
  • Knowledge of Customer Relationship Management (CRM) principles preferred.
  • Excellent written, oral communication and presentation skills required.
  • Knowledge of local business, civic and cultural communities highly desired.
  • Demonstrated ability to manage and prioritize multiple tasks simultaneously.
  • Proficiency in a Microsoft Office environment required. Previous donor database use preferred.
  • Commitment to excellence and to the mission of the United Way.

To apply, please submit a cover letter and resume to employment@uwgnh.org.  No phone calls, please.  United Way of Greater New Haven is an equal opportunity employer.

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In 2013, New Haven was designated one of the nation's first urban wildlife refuges. With support for the U.S. Fish & Wildlife Service, Audubon Connecticut, and many other funders and partners, New Haven has been creating oases for people and wildlife at locations across the city. Now, we are seeking two more sites for restoration efforts. Do you know a corner of our city that needs to be turned into an urban oasis? 

Click on the RFP below to learn more and apply!

urbanrefugeRFP.docx

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The Quinnipiac River Watershed Based Plan identifies priority issues for the watershed and provides recommendations to address them. 

Although advances and upgrades in wastewater treatment have improved water quality over the past several decades, the water quality of much of the Quinnipiac River and its tributaries remains poor as a result of elevated levels of bacteria and impairments to aquatic life.

A Total Maximum Daily Load (TMDL) (i.e., a “pollution budget”) developed for the Quinnipiac River and its major tributaries by the Connecticut Department of Energy and Environmental Protection (CTDEEP) in 2008 indicates that bacteria loads must be reduced by over 90% for the impaired segments to meet water quality standards and once again support contact recreation.

The plan recommendations include watershed-wide recommendations that can be implemented throughout the Quinnipiac River watershed, targeted recommendations that are tailored to issues within specific subwatersheds or areas, and site-specific recommendations to address issues at selected sites that were identified during the watershed field inventories. Recommendations are classified according to their timeframe and overall implementation priority.

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Nonprofit Board Responsibility

   You may remember when as kids and something went bad (a dish broke, the dog got out, a fuse blew from a key put in an electric socket), your first response to the authorities, aka your parents, was to say "I don't understand how that happened" or "I didn't do it".

The board of the Interfaith Housing Development Corporation of Bucks County (PA) has pretty much taken the same position as it is now faced with what should be considered a tragedy around its holdings and the individuals who will be affected.  

The simple story: the nonprofit appears to have made a variety of bad management decisions. These decisions have seriously affected the value of its assets and in-turn, is threatening to radically and negatively affect its low-income tenants.  Of course, to understand every error would require a much deeper analysis but suffice it to say that the evidence points to the board's lack of understanding and responding to market changes.  

This is likely now understood by the board but, and back to my opening, the board is not quite ready to take the "blame" or "own the problem".  Instead, the problem is the "lack of a business plan" and the county not coming through for the organization. Really?  In my opinion, if this board doesn't have the connections to reach those who can offer a lifeline, maybe reaching out to other affordable housing nonprofits for a merger conversation would be more responsible.  Certainly, anything but saying it's not their fault.

Here's the Philadelphia Inquirer article.  

 

 Tenants of federal-backed Bucks nonprofit face loss of homes

        BEN FINLEY, INQUIRER STAFF WRITER

LAST UPDATED: Monday, February 23, 2015, 1:08 AM
As things stand, Melvin and Fayette Howard will lose their modest but well-kept Bristol Township rowhouse on April 10. The house will be sold at a sheriff's auction after more than a year of foreclosure proceedings.
 
It's not their fault: The blame rests with the nonprofit from which the Howards rent their home, the Interfaith Housing Development Corp. of Bucks County.
 
The private affordable-housing group, which has received millions in federal taxpayer dollars and owns nearly 80 rental properties, is teetering on the verge of financial collapse.

"They sent me a notice that I should send my rent to a bank," said Melvin Howard, 69, a disabled veteran. "And I haven't heard from anybody since."

The housing market crash that began around 2005 - Bucks County's real estate values declined about 25 percent from 2006 to 2011, based on state figures - hobbled many of the nation's affordable-housing nonprofits, experts say.

But most have endured. That may not be the case with Interfaith, one of only a few organizations in Bucks that offers housing to lower-income residents.

The 28-year-old organization said it could not operate much longer without a new business plan. The old one relied mostly on a bullish real estate market and banks that would lend to low-income home buyers.

A former Interfaith executive director said the group should have dissolved years ago. He faults poor management and the county government, which continued to approve much of Interfaith's public funding.

During the real estate boom, the group bought houses, rehabbed them, and eventually sold them to renters, many of whom secured mortgages. Home values appreciated between sales, providing Interfaith with much of its revenue.

But in the last several years, not one Interfaith renter has been able to acquire a loan, as few, if any, houses gained equity.

Three properties are now in foreclosure and set for the April sheriff's sale, imperiling renters in four houses, including the Howards.

Interfaith has been behind on other mortgages. And some of the land it bought with taxpayer money sits undeveloped.

Bucks County also has had a steep decline in the availability of housing for people with lower incomes.

Among the more than 50,000 rental units, a county study released last year found the number renting for less than $1,000 a month fell by nearly half from 2000 to 2010. Rents of $1,000 or more increased by 146 percent.

The Howards live on fixed income and pay far less than $1,000 a month.

"We don't have the kind of money where we can up and put money down on a place," Melvin Howard said.

Interfaith board members said they hoped the county would help them form a new business model. In the meantime, they're negotiating with the bank to prevent the sheriff's sale.

"Our primary concern is our residents," said Sister Rita Margraff, president of Interfaith's board. "We're making a lot of moves to keep our residents in housing."

The foreclosures stem from Interfaith's failure to develop a $1.5 million housing project in Bristol Township. The county and the township had chipped in a combined $800,000, which included money allotted from federal housing programs.

Interfaith also got a private loan. But it had trouble getting more money to build, and the project stalled.

The nonprofit defaulted on the loan last year. Tied up in the same mortgage was the Howards' home and a multi-unit property on nearby Marie Lowe Drive, leading to their foreclosure.

David Fornal, attorney for the mortgage holder, National Penn, declined to comment on the matter.

Besides the tenants, another concern is the loss of taxpayer money. If the three properties are sold to buyers who fail to meet low-income requirements, Bucks County must pay back tens of thousands of dollars to the U.S. Department of Housing and Urban Development.

But even more HUD money, about $3.5 million, is invested in nearly all of Interfaith's properties, which face an uncertain future.

Rob Loughery, chairman of the Bucks County Board of Commissioners, said the county had been working with several banks to stabilize Interfaith mortgages, not just the ones in foreclosure. The goal, he said, is to keep low-income renters in all of the homes, even if Interfaith closes.

A new housing advisory board will address the county's lack of affordable housing and Interfaith's future, Loughery said.

"I don't think anything ill of what they were doing," Loughery said of Interfaith. "They probably made some poor decisions. But who didn't [during the housing bubble]?"

Experts say most nonprofits suffered during the downturn. But few relied on a strong housing market to thrive. Liz Hersh, executive director of the Housing Alliance of Pennsylvania, said, "Off the top of my head, I am not aware of any housing nonprofits for whom [the downturn] was catastrophic. Most have adapted to the new realities."

Chris Auth, Interfaith executive director from 2009 to 2011, said it should have shut down. Before he arrived, Interfaith evicted a few tenants to sell houses for much-needed income. The staff was too large, Auth said, and mortgages went unpaid even then.

The county continued to approve funding, even when Interfaith failed to pay taxes. "Interfaith should have gotten out of business," Auth said. "It could have found a viable nonprofit to have merged with."

Meanwhile, the Howards are considering their options, which are few. The sheriff's sale is in seven weeks.

Melvin Howard said he would like to buy the property, an agreement the county will try to broker. The bank declined to comment.

"I feel hurt and that they have neglected me," Howard said of Interfaith. "It ain't like we're young and can jump up and move."


Read more at http://www.philly.com/philly/news/local/20150223_Tenants_of_federal-backed_Bucks_nonprofit_face_loss_of_homes.html#Pl8jhdH42Lx6KVmc.99

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  IRIS- Integrated Refugee & Immigrant Services

Job Opening

Operations and Finance Director

March 2015

 

IRIS – Integrated Refugee & Immigrant Services (www.irisct.org), a dynamic nonprofit organization in New Haven CT, has an immediate opening for the full-time position of Operations and Finance Director.  IRIS helps refugees and asylees—people fleeing persecution in their home countries who are invited to the US by the federal government—to start new lives and become self-sufficient, contributing members of their communities. IRIS currently serves clients from countries such as Iraq, Afghanistan, Congo, Eritrea, and Sudan.

 

General Description

The Operations and Finance Director will provide overall management of IRIS’ operations, finances, and human resources.  The goal of this position is to ensure a smooth operation of the day-to-day business of IRIS, making it possible for clients to be served effectively; for staff members to function efficiently; and for IRIS to comply with government requirements. 

In 2015, the Operations and Finance Director will also provide primary oversight of the operational components of IRIS’s move into a new office, and the current process of IRIS becoming an independent 501(c)3 organization. 

The Operations and Finance Director will supervise the Operations Manager and Bookkeeper/Accountant and other staff as appropriate.  The Operations and Finance Director will serve on the Management Team, and will report to the Executive Director. 

 

Essential Duties and Responsibilities include:

 

1)      Financial and Grants Management

  • Lead the creation of the annual budget, and create budgets for all new programs and grant proposals.
  • Regularly monitor expenses and income to ensure adherence to approved budgets and grant requirements. 
  • Review and approve all payment requests.  Sign checks.
  • Review and approve biweekly payroll, and allocate time among funding sources.
  • Process incoming financial donations and payments by providing the Bookkeeper with information on how to designate the income in Quickbooks.
  • Review and approve month-end financial reports prepared by the Bookkeeper.
  • Support the Bookkeeper and Operations Manager in preparing for the annual financial audit and preparation of financial statements. 
  • Coordinate and write or review financial and programmatic reports for grants and programs.
  • Ensure that IRIS is compliant with terms and conditions of all grants and contracts.         

 

2)      Fund Development

  • With ED and other development staff, help manage IRIS fundraising, including grant proposals, annual appeals, individual donor cultivation and stewardship, and fundraising events.

 

3)      Organizational Effectiveness and Governance

  • Maintain knowledge of all contracts, especially federal refugee programs and grants (Reception & Placement, Preferred Communities, Office of Refugee Resettlement- Refugee Social Services, Refugee School Impact Grant, and Health Promotion).  Disseminate information to relevant staff.
  • Complete the process for IRIS to become an independent 501(c)3 organization.
  • Work with Executive Director to prepare financial information and other reports for bimonthly meetings of the IRIS Board of Directors

 

4)      Human Resources

  • Update Personnel Policies as necessary and disseminate to current staff and new hires.
  • Contribute to the improvement of operational systems, processes and organizational policies as necessary, and disseminate to staff.
  • Coordinate staff insurance benefits with external insurance company; review and evaluate plan options for renewal. 
  • Research and implement new insurance and benefit plans when IRIS becomes an independent organization.
  • With Executive Director, develop procedures for annual staff performance evaluations.
  • Coordinate staff recruitment, including drafting new position descriptions, posting job announcements, conducting interviews, making selections, and coordinating training of new hires.
  • Serve on staff wellness team that promotes staff wellness and self-care.  Arrange staff trainings as necessary.

 

Requirements

The successful candidate will have a minimum of 5 years of experience in a senior administrative position, non-profit experience preferred; experience creating budgets and providing financial management; excellent writing, communication, and organizational skills; and the ability to handle multiple demands and shifting priorities in a fast-paced environment.  Candidate must be fluent in English. Candidate must have a demonstrated commitment to the mission of IRIS and awareness and sensitivity to multicultural issues.  Candidate must be proficient with MS Windows and MS Office, including Word, Excel, and Outlook.  Experience with Quickbooks, GiftWorks, Salesforce, and MS Access or other databases a plus.

 

To apply, send an email to Executive Director Chris George, at humanresources@irisct.org by March 23rd with the following:

  • A subject line that says “OPERATIONS AND FINANCE DIRECTOR: [your first and last name]”
  • A Cover Letter describing your relevant skills and experience, and why you are interested in this position
  • An attached resume
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13358888659?profile=originalGreetings To All,

Well, Grove Street Cemetery has been truly asleep this past two months. But hopefully we will be seeing a wonderful spring thaw very soon.

But as a gentle reminder the season will begin formal touring season for everyone May 2nd (Saturday) and May 3rd (Sunday) until the end of November. If you require any information for public/private/special tours, please contact Patricia Illingworth, Chief Docent, at 203.389.5403 or email p.b.i.newhaven@att.net.

Hoping to see and make new friends in this coming year.

All the best,

Patricia Illingworth   

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All Our Kin Seeks a New Haven Director

All Our Kin seeks a dynamic social entrepreneur to maximize the effectiveness and impact of its New Haven operations. This role requires exceptional leadership, management and critical thinking. Reporting directly to the leadership team, the Director of All Our Kin-New Haven leads a high-performing staff in transforming the quality and sustainability of early childhood education in New Haven and the region.

 

Key responsibilities include:

Management and supervision of New Haven staff and programs

  1. Inspire staff and galvanize them to work towards a common vision and goals
  2. Create and support a positive culture committed to All Our Kin's mission and values
  3. Manage all New Haven programs, including Family Child Care Tool Kit Licensing Program, Family Child Care Network, and Early Head Start
  4. Partner with professional development staff to plan and implement trainings
  5. Coach and mentor staff to meet performance goals and continuously improve
  6. Set benchmarks for performance
  7. Hold staff accountable for program outcomes
  8. Ensure effective team communication
  9. Report to All Our Kin's leadership team and partner with them to ensure the highest possible level of excellence 

Mentorship and educational leadership

  1. Provide ongoing mentorship and support to All Our Kin's highly skilled team
  2. Observe team members in the field; reflect with them on their practice
  3. Work with team members to set clearly defined goals for provider growth and strategize with them about how to meet those goals
  4. Support all staff in increasing their knowledge of child development and adult learning


Local impact and strategic growth                   

  1. Use data to engage with the leadership team, staff and clients on ways to refine and improve programs and services
  2. Assess family child care program quality, using research-based observational tools; assess changes in provider skills, knowledge and attitudes; use other metrics as necessary to evaluate impact and effectiveness
  3. Engage community stakeholders in order to design programs and services that are responsive to emerging needs
  4. In partnership with the leadership team, shape the vision for All Our Kin-New Haven’s strategic growth
  5. Partner with change agents in the community to leverage All Our Kin’s impact and transform the quality of education in the city and the region

Candidate Requirements:

Education and Experience

  • Bachelor’s degree required, advanced degree preferred
  • Eight-plus years’ experience, including at least three years of supervisory experience
  • Experience in the nonprofit and educational sectors preferred

 

Skills, Traits and Beliefs

Candidates must:

  • Have experience working in urban communities. 
  • Value diversity and demonstrate cultural competency.
  • Be continuously curious, self-critiquing, self-correcting, and open to new ideas.
  • Be committed to the goal of making high-quality early care and education available to all children.
  • Value an asset-based approach to change and understand that the process is lengthy and requires sensitivity, flexibility, respect, and commitment.
  • Be a creative problem solver.
  • Have excellent interpersonal skills.
  • Have strong organizational skills and attention to detail, with a demonstrated ability to work independently.
  • Have the ability to clearly define strategic issues and make tough decisions.
  • Be able and willing to seek innovative solutions to organizational and programmatic challenges.

 

Compensation and Benefits

Commensurate with experience.

 

About All Our Kin

All Our Kin, Inc., is a nationally-recognized, Connecticut-based nonprofit organization that trains, supports, and sustains community child care providers in order to ensure that children and families have the foundation they need to succeed in school and in life. We invest in children’s first teachers, offering a teaching and learning model that supports child care providers at every stage of their development, from parents and caregivers to professional educators and businesspeople. Through our programs, child care professionals succeed as business owners; working parents find stable, high-quality care for their children; and our youngest and most vulnerable children receive the early learning experiences that prepare them to succeed in school and in life.

 

All Our Kin is an equal opportunity employer and recognizes that diversity and opportunity are fundamental to children’s lives and to our work. 

 

To Apply: Send resume and cover letter by mail: All Our Kin, P.O. Box 8477, New Haven, CT 06530-0477, by fax: 203-772-2386, or by e-mail: christina@allourkin.org.

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All Our Kin seeks a Full-Time Quality Program Director to begin immediately after hire.  The Quality Program Director will design and coordinate All Our Kin’s Quality Showcase Program, which aims to support quality enhancements in family child care programs.  The Quality Showcase Program will significantly enhance the quality of family child care in New Haven by providing training, technical support, quality enhancement funds, and tangible incentives for improvement.  The Quality Showcase Program will also provide parents with easily understandable and accessible information about the quality and availability of family child care as well as give family child care providers opportunities to highlight their programs for parents and the New Haven community.

We are searching for an enthusiastic team player who is looking to make an impact and are excited about being a part of an effective, growing and dynamic non-profit organization.  We offer competitive salary and benefits and a flexible schedule.  The Quality Program Director will primarily work from our New Haven location.

About All Our Kin: All Our Kin first opened its doors in a New Haven housing project in 1999 with two staff members, six mothers, six children, and one core belief: all children deserve access to high-quality early learning opportunities. As Connecticut explores ways to sustain high-quality child care in a time of great economic hardship, communities and agencies throughout the state seek to learn from and build on All Our Kin’s best practices. In response to this demand, All Our Kin expanded beyond New Haven, and is currently serving Bridgeport, Norwalk and Stamford as well. Today, we serve over 300 family child care providers; these parents and educators in turn serve over 1,500 children in our community. To learn more about our work, please visit www.allourkin.org.

Responsibilities of the Quality Program Director include but are not limited to:

  • Coordinating the pilot of Quality Showcase Program in New Haven including
  • Maintaining relationships with key external partners, including the National Association of Family Child Care and CT Office of Early Childhood.
  • Building partnerships with local agencies, employers, businesses and non-profits. 
  • Working with All Our Kin senior leaders to refine & strengthen the Quality Showcase Program
  • Collaborating with All Our Kin’s staff, including the Network Directors.
  • Recruiting family child care providers to participate in the program
  • Developing workshops & coordinating study groups for providers in the Quality Showcase Program
  • Working closely with family child care providers to ensure they progress through the different stages of the Quality Showcase Program
  • Conducting observations of family child care programs to assess quality
  • Ensuring incentives are available to providers in the program, including child care grants and bi-annual celebration dinners.
  • Developing online and paper system for sharing information on family child care providers in the program with families & the New Haven community.
  • Linking providers to community resources and supports.

 

The ideal candidate:

  • Believes in the All Our Kin mission and has a deep commitment to the goal of making high-quality early care and education available to all children.
  • Is extremely organized, has a keen eye for details and is able to multi-task in a fast-paced environment.
  • Is willing to learn and creatively problem-solve.
  • Is proactive & takes initiative to achieve goals.
  • Enjoys collaborating and working as part of a team.
  • Possesses excellent interpersonal and communication skills.
  • Values diversity and demonstrates cultural and linguistic competency.
  • Has experience working in education and/or human capital development
  • Spanish speakers encouraged to apply.
  • Bachelor's Degree required; advanced degree preferred. 

 

Benefits of Working at All Our Kin

All Our Kin’s small size, focus on innovation, and collaborative model of program development make it possible for staff members to get a close look at the workings of a small, high-impact nonprofit organization at the cusp of two critical issues: job creation and child care. The organization’s commitment to mentorship and professional development guarantee that the Quality Program Director will receive individual time and attention, and will serve as an integral member of our highly skilled and mission-driven team.

All Our Kin is an equal opportunity employer and recognizes that diversity and opportunity are fundamental to children’s lives and to our work. 

To Apply: Send resume and cover letter by mail: All Our Kin, P.O. Box 8477, New Haven, CT 06530-0477, by fax: 203-772-2386, or by e-mail: christina@allourkin.org

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CONVENING: THE PRESIDENT'S EXECUTIVE ACTION ON IMMIGRATION

What It Can Mean for Greater New Haven

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Join The Community Foundation for a discussion with Felicia Escobar, 
Special Assistant to the President for Immigration Policy

Monday, March 9th 

4:00 - 7:00 pm

Fair Haven K-8 School

164 Grand Avenue, New Haven

Register Here by Friday, March 6

President Obama’s Executive Action of November 2014 will offer the opportunity for undocumented immigrants to stay in the country temporarily, provided they have been living in the U.S. for more than five years, have children who are U.S. citizens and meet other requirements. It will deploy more resources to the southern border of the U.S. and prioritize deportation for criminals and undocumented immigrants who crossed the border recently. The Executive Action will also streamline the legal immigration process by expanding work authorization for high-skilled workers already in line for a green card.

Ms. Escobar develops the President’s strategy for building a 21st century immigration system. This work involves coordinating efforts across the Executive branch to strengthen the current system and working toward passage of meaningful, comprehensive immigration reform legislation. She previously served on U.S. Senator Ken Salazar’s legislative team, working with him to develop his legislative agenda on a host of issues including labor, civil rights, judicial nominations and immigration. She advised Sen. Salazar during the comprehensive immigration reform debates of 2006 and 2007 in which Sen. Salazar was a key member of the bipartisan group pressing for reform.

Prior to this, Ms. Escobar was Associate Director of the Senate Democratic Steering and Outreach Committee. In this role, she helped cultivate relationships between Democratic Leader Tom Daschle and key stakeholder groups, including Latino, immigration and education advocacy groups. Ms. Escobar started her career as a State Policy Analyst working for the National Council of La Raza. She represented NCLR and its network of affiliates in the Texas State Legislature, testifying before legislative committees to advocate for education, immigrant access to benefits, and hate crimes legislation. She is a native of San Antonio, TX. 

Ms. Escobar received an undergraduate degree from Yale University, a Masters in Public Policy from the Harvard Kennedy School of Government and her J.D. from UCLA School of Law.

Immigrant integration is an important priority for The Community Foundation. In 2015, The Community Foundation’s work will include dedicated grantmaking and other support for nonprofits working in this area, including support for advocacy efforts on State and Federal immigration policy, efforts to identify and support emerging leaders in the immigrant community, and public education and other efforts to enhance the community’s understanding of the social, cultural and economic benefits of immigration for Greater New Haven.

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FHCHC Hiring: Chief Financial Officer

Outstanding healthcare opportunity! Fair Haven Community Health Center is a leader in health care in Connecticut.  We are proud to have a diverse and motivated team of professionals who are constantly seeking ways to enhance and improve the health and well-being of all patients.

Duties and Responsibilities:

  • Responsibilities include the overall administration of internal accounting and strategic overview of the financial management of the center. This includes ensuring maintenance of effective internal controls to safeguard the assets and guarantee the reliability of financial statements, compliance with all financial and contract reporting requirements for private, public and grant funding, overseeing payroll process and proper preparation and completion of the annual financial audit.

 

  • The CFO oversees billing, information technology and finance departments.

 

  • Responsible for preparation of cost studies required for the financial performance management and improvement of the center.

 

  • The position of CFO is one of the most critical positions in the organization and is one of high visibility.

 

Requirements

  • CPA or Bachelor’s Degree required with preference in finance or accounting. Masters degree or preparation preferred.

  • 5-7 years of experience, or equivalent, in ambulatory care or practice management including experience in a supervisory capacity.

  •  Knowledge and proven experience in non-profit and grants management experience in Federally Qualified Health Centers strongly preferred.

Please e-mail resume to b.pace@fhchc.org or fax to (203)777-8506 Attn: B. Pace

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