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Ballinger | Leafblad is proud to present the following information on behalf of our client, DRCC, in its search for an Executive Director.
DRCC began in 1966 when a group of concerned parents and professionals organized a private nonprofit corporation to meet the residential needs of developmentally disabled teenagers and adults. They believed that individuals with disabilities could live successful and meaningful lives in the community. With the efforts of the Board, support from St. Louis County Social Services and financial and volunteer support from area organizations, Baldwin House was developed and the first people entered the program in 1971.
The Board’s vision has served as DRCC’s guiding principles for over 50 years:
People with disabilities need and want the same types of things that everyone wants: a nurturing home; supportive friends; a satisfying job; and freedom to make decisions about one’s life.
Over the years, DRCC has grown and now supports more than 400 individuals in group homes, apartments and in their family homes and has more than 700 employees. In addition to the administrative office, DRCC owns 40 homes, 3 offices, 1 maintenance building and a lake cabin for client use. Locations are in Duluth, Two Harbors, Cloquet and the Range cities of Mountain Iron, Virginia and Aurora.
DRCC utilizes a person centered approach to the services and supports provided. Utilizing a modified Essential Life Style Planning tool, the individual, their family, guardians, friends and case managers meet to develop a plan that balances what is important to and important for the individual.
ICF/IID Residential Services – Individuals served in Intermediate Care Facility for the Intellectually Disabled facilities often have the most significant needs and need high levels of support staff. All individuals residing in an ICF/IID require 24 hour a day supervision. DRCC has two homes under this service model.
Home and Community Based Service Waivered Homes – Services focus more on developing small, comfortable homes where individuals may fully participate in the home’s routines and more effectively learn meaningful skills. DRCC has 36 waivered homes, supporting over 120 individuals.
Community Support Services (SILS, SLS, ILS) – Services are available for individuals who have many of the skills necessary to live independently in the community but still need some supports to ensure they can be successful. Services focus on developing and maintaining positive relationships, staying healthy and safe, entertainment, managing money, and successfully maintaining an apartment/house.
In-Home Family Support and Respite Services – IHFS and Respite Services are based on the goal of supporting individuals and families within their existing family unit. Individualized training is provided which focuses on the acquisition of independent living skills, education to the family members, and respite which allows family members time away from the demands of caring for an individual who has a disability.
Consumer Director Community Support – CDCS offers individuals and their families more flexibility and control over how the available financial resources are allocated for their support services. DRCC’s role is to support the individual/family in paying staff and other invoices, billing the State of Minnesota, and assisting in tracking expenditures.
To support individuals with disabilities by creating opportunities to live rich and meaningful lives with family, friends, work and community.
DRCC has rich history and an exciting future. The organization is searching for a new Executive Director to take a long-term view and lead the organization in its work of advancing opportunities for individuals with disabilities. The Executive Director is responsible for providing leadership to guide all aspects of DRCC’s operations. This leader will be responsible for maintaining excellence in services, building and maintaining relationships with nonprofit, business and community leaders across northeastern Minnesota. He or she will also seek out new collaborations and partnerships. The Executive Director reports to the DRCC board of directors which is made up of a variety of community leaders. The position oversees a highly tenured and committed staff of full-time, part- time and volunteer professionals. Roles reporting directly to the Executive Director are one Chief Financial Officer, seven Program Managers, IT and Maintenance. DRCC is seeking a visionary, empathetic, and enthusiastic leader, with a background in nonprofit or community leadership and a passion for the mission of DRCC and the individuals served. The Executive Director will lead DRCC in defining and executing its strategic plan and will oversee the implementation of annual operating objectives. The Executive Director will also oversee the continued emphasis on quality and innovation.
The position is open due to the upcoming retirement of long-time leader Michael Mills.
The Executive Director serves as the chief executive officer of the organization and is responsible for overall professional leadership and administration. This includes establishing and maintaining an overall organizational philosophy and standards to guide managers and staff in carrying out their responsibilities This position is responsible for strategically assessing the external environment and recommending growth opportunities that will help DRCC continue to achieve its mission. He or she also organizes and plans for the operational efforts that carry out the work of DRCC.
Specific responsibilities include:
Coordination with Board of Directors
Communication/Coordination with Other Agencies
The Executive Director will be a proven leader who has a passion for creating person-centered, innovative supports and services for people with disabilities. The ideal candidate is focused on continued excellence in current programs and services as well as increased visibility and viability for the organization. Collaboration and positive long-term relationships with multiple stakeholders is vital.
The requirements listed below are representative of the knowledge, skill, and/or ability required. The Executive Director will:
The Executive Director will be a capable and thoughtful leader of people and will demonstrate the following leadership characteristics:
Specific attributes of the Executive Director include:
The Executive Director will be an individual who:
The compensation package for this position is competitive and includes participation in the organization’s benefits plan.
For additional information and to apply for the position please contact:
Marcia Ballinger, PhD
DRCC is an Equal Employment Opportunity Employer
Location: The Future, 2223 E. 35th St. Minneapolis, MN
This workshop is a public component of The Future’s Artist Residency program. In this workshop participants will explore how writing can help us heal our relationship to our own stories. Discussions and writing exercises will be drawn from Louise DeSalvo’s Writing as a Way of Healing and Writing Works: A Resource Handbook for Therapeutic Writing Workshops and Activities, among other sources. This workshop is open to all writers at any level, including those interested in getting started writing and writers who have been working for years. Please bring a notebook or paper and pen or pencil.
$5-$50 sliding scale suggested admission.
Teaching Artist: Glenda Reed Glenda Reed is an award-winning, feminist writer, artist, educator, and adventurer. She’s received funding from the Jerome Foundation, the McKnight Foundation, and the Barbara Deming Memorial Fund. Her work has appeared or is forthcoming in Creative Nonfiction and Waves: A Confluence of Women’s Voices, among others. Glenda is also a winner of The Moth StorySLAM. She teaches writing classes at the Loft Literary Center and through the Hennepin County Library. (GlendaReed.com)
Writing as Healing Workshop Series for Femme/Trans/Women/
Meet the entrepreneurs of 26 Letters: Josh Thelemann and Caroline Karanja. These two Pollenites are behind one of the 14 values-driven businesses that have come together in support of Pollen’s mission to invest in human connection. Together, they challenge Pollenites to raise $15,000 by Give to the Max Day on November 16, which they will match dollar for dollar. Match he hive and donate today.
26 Letters is a software solution company that produces insights and analytics which help employers attract, retain and grow top talent by fostering engaged and inclusive cultures. The data generated by 26 Letters enables their clients to outline, address, and measure success in areas that can at times be tough to quantify. 26 Letters is focused on improving employee diversity, engagement, and inclusion in organizations.
How long have you been running your business? When did you know you wanted to become an entrepreneur?
26 letters has been in operation since late 2015.
Caroline Karanja: 26 Letters was my first exposure to entrepreneurship. I saw challenges in the workplace and felt passionately about addressing them.
Rather than talking about it, I wanted to take action and empower others to do the same.
Entrepreneurship allowed me to do that.
Josh Thelemann: For me it was in college when I started my first nonprofit. Studying elementary education I saw a few areas where I thought I could really create an impact in the lives of the students I wanted to teach, beyond the classroom.
What responsibilities do you feel as a business leader in your community and why?
We believe our responsibility to our community is both an individual and organizational responsibility. People are ultimately why 26 Letters was created. Employees should feel comfortable, safe, and productive at work but not everyone gets that experience. The average full-time U.S. worker will spend over 2,300 hours at work this year—if their basic social and emotional needs are neglected, what type of physical and mental toll does that take on them? On their family? On the community? Organizationally, as we continue to deliver on our promise of creating more inclusive and engaging workforces, organizations benefit monetarily through an increase in revenue such as increased productivity and retention of top talent while seeing a decrease in expenses through turnover, litigation, loss of engagement, and productivity. These companies also see a benefit culturally as they are able to build and foster cultures and values that make them a place where people of all walks of life can thrive while truly being themselves.
Do you have a favorite mantra or quote to keep you going and inspired?
“Coming together is a beginning. Keeping together is progress. Working together is success.” – Henry Ford
Join Josh and Caroline:
DONATE TO MATCH THE HIVE TODAY.
Find 26 Letters and give them an online hug for supporting Pollen.
Imagine yourself here. Be a part of something great at Science Museum of Minnesota.
The Science Museum of Minnesota believes in the diversity of our community – diversity generates ideas, inspires creativity and is essential to building a positive work place. As an Employer of Choice we hire and keep the best employees by valuing differences, creating a collaborative work environment, and providing promotional and career development opportunities.
Join our team as a Human Resources Recruiter and help us coordinate the full life cycle of recruiting throughout the organization, from recruiting to onboarding. This position will create new recruiting and onboarding strategies, with a focus on increasing applicant diversity to align with our strategic goals and will also be the super user of the recruiting technology platform.
The tentative start date for this position is Thursday, February 1st 2018.
Job Duties & Responsibilities:
• Recruit, orient, coach, and retain diverse youth employees, as well as collegiate/adult program volunteers and interns.
• Coordinate and implement organizational recruiting initiatives to drive a successful talent pipeline.
• Collaborate with organizational leaders to respond to, as well as anticipate, talent needs.
• In partnership with the HR Director, develop and track measurable recruiting and onboarding metrics.
• Define, create and implement a consistent, organizational-wide onboarding program.
• Comply with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.
• Update job knowledge by participating in educational opportunities; reading professional publications; maintaining personal and professional networks; participating in professional organizations.
• Enhance department and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments.
• Performs other related duties as assigned.
• High School Diploma or equivalent.
• One year of recruiting experience, including working with an Applicant Tracking System (ATS).
• This position is primarily office based with the ability to go to periodic job fairs within the Twin Cities Minneapolis/St. Paul metro area.
• Talent Acquisition, Staffing and/or Recruitment experience preferred.
• Bilingual a plus (Hmong, Somali, Spanish, ASL). Cultural competency and experience working with diverse communities.
• Willingness to be open and respectful of all backgrounds.
• Bilingual a plus (Hmong, Somali, Spanish, ASL).
Starting salary: $55,000 annually / Depending on Qualifications
The job duties describe the general nature and level of work assigned to this position and is not an exhaustive list. For some positions, detailed procedures may be outlined in supplemental documents.
We exist to turn on the science and inspire learning, inform policy and improve lives. We envision a world in which all people have the power to use science to make lives better. We value science as an essential literacy and strive for inclusion inside and out so that our museum and our people reflect and respond to the diverse needs and cultures of our community. It is the museum’s policy and practice to hire and promote qualified job seekers from a variety of backgrounds and experiences. We offer benefit packages for full-time and part-time employees.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
Click the link below to apply.
Pollen helps people break down barriers to build better connected communities. Founded in a belief that connecting is about more than exchanging business cards, we share the stories behind individuals, turn opportunities into realities, and champion getting off the couch to learn about the world.
Match The Hive on Give to the Max Day and get a special Pollen reward.
Becoming a Pollenite is as simple as signing up for our newsletter. By doing so, you’ll be among the first to get the latest issue of Pollen, full of content that tells the stories behind incredible individuals, special opportunities from our community, and access to Pollen events.
Nearly 350 gathered at Minneapolis Institute of Art on Tuesday, October 17, 2017, to celebrate this year's "50 Over 50" honorees—50 accomplished leaders from across Minnesota who are smashing stereotypes and living life on their own terms.
Pollen Midwest Terms of Service
Last Updated: June 1, 2015
Thanks for visiting www.pollenmidwest.org (the “Site”), which is owned and operated by Pollen Midwest. These Terms of Service (“Terms”) govern your use of the Site. Please read them carefully.
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Last Updated: June 1, 2015
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