40 Seats for a City of Workers?
The Little Apple is a good idea. New York City has opened a free, full-day, year-round child-care center for municipal employees. As an early-childhood educator, I support anything that makes quality child care more accessible.
But there are only 40 seats.
That is where I have questions.
More than 2,000 City employees work in the Municipal Building where The Little Apple is located, while the center serves just 40 children. Put simply, that is one child-care seat for every 50 employees working in that building — and that is before we even start talking about municipal workers across the rest of New York City.
The program is overseen by the Department of Citywide Administrative Services, or DCAS. Full-time DCAS employees can apply no matter where they work, while other full-time City employees are eligible if they work at 1 Centre Street.
But what about the thousands of other municipal workers across the five boroughs — police officers, firefighters, EMTs, sanitation workers, correction officers, teachers and so many others?
Many work nights, weekends, holidays and unpredictable overtime. A police officer cannot always leave because her shift ended. A firefighter may work a 24-hour tour. An EMT’s schedule does not stop because day care is closing. Reliable child care is not a luxury for these workers. It is what allows them to do their jobs.
So yes, The Little Apple is a good idea.
But 40 seats for a city of workers is a very small beginning.
The numbers become even harder to ignore when you look at the investment. The City spent roughly $10 million renovating and building out the 4,000-square-foot center. That is a capital construction cost, not the annual cost of caring for 40 children, but it is still a significant public investment.
And then there are the CBOs already doing the work.
For years, New York City has relied on community-based organizations to educate and care for young children. These programs employ teachers, pay rent, purchase supplies, maintain classrooms and build relationships with families in the neighborhoods they serve. Yet providers continue to navigate a complicated government funding system where delays can have very real consequences.
That makes The Little Apple particularly interesting because the City contracted with an outside early-childhood provider, Imagine Early Learning Centers, to operate it.
Government contracts with an outside early-childhood organization. The organization employs educators and operates classrooms. Public dollars make the care free for families.
We already have organizations doing something remarkably similar across this city: CBOs.
The programs are not identical and their funding comes through different systems, but the larger point matters: New York City clearly understands the value of using public dollars to partner with outside early-childhood providers.
So why are longstanding CBOs still struggling with the timing of the government funding they depend upon?
The contradiction becomes even more obvious when we look at why The Little Apple exists in the first place. The City has promoted the program as a workforce investment — something that can help recruit and retain employees and make it easier for parents to remain in the municipal workforce.
That makes perfect sense.
But if New York City understands that reliable child care helps retain municipal employees, why isn’t it applying that same logic to the people providing the child care?
CBO teachers and early-childhood staff are workers, too. They have children. They pay rent. They buy groceries. They need health insurance and predictable paychecks. Yet many do not receive the same compensation, benefits or long-term security available to educators employed directly by the public-school system.
The City’s reasoning behind The Little Apple is that supporting employees with child care can help keep good workers in their jobs.
Interesting concept. Take care of your employees, and they might actually want to stay.
Meanwhile, early-childhood programs have been trying to retain experienced teachers while asking them to work within a system that does not always offer that same stability.
We cannot talk seriously about retaining the municipal workforce through child care without also talking about retaining the early-childhood workforce that makes child care possible.
A beautiful new center means very little without qualified teachers walking into those classrooms every morning.
And when CBO funding is delayed, the consequences do not stay on a government spreadsheet. Directors still have to make payroll. Rent is still due. Teachers still need to be paid. Classrooms still need materials. Providers may have to use reserves, delay expenses or seek financing while waiting for money.
Directors and teachers in early childhood are remarkably resourceful. Give a preschool teacher six paper plates, two markers and ten minutes, and somehow there will be a lesson plan by morning.
But there is a difference between encouraging teachers to be creative and expecting creativity to compensate for a system that has not provided the resources it promised.
Improvisation is a teaching skill. It is not a funding strategy.
I do not have to imagine what this looks like. I am a preschool teacher working in a school that is still waiting for its funding.
While our program waits for money, the DOE did send us supplies.
And I want to be fair. We received the Feed-the-Dog Fine Motor Game from Lakeshore Learning. It is a perfectly legitimate preschool activity. Children use tweezers to pick up pretend bones and feed them to a plastic dog, developing fine-motor skills and hand-eye coordination.
Wonderful.
The problem?
We received three of the same game for each classroom.
Three.
Apparently, the dog was very hungry.
Our art shelves, on the other hand, were starving.
We needed paint. Construction paper. Glue sticks. The basic materials preschool classrooms go through constantly because young children learn by creating, building, touching, mixing and experimenting.
But we had dogs.
Three of them.
Meanwhile, we had no paint.
Try making that make sense to a preschool teacher.
This is not about being ungrateful for supplies. Fine-motor development matters. The game itself is not the problem. The problem is a system that can apparently identify the need for three identical plastic dogs in one classroom but somehow miss the fact that preschool children might also need paint.
One of my teachers needed watercolor paint for an activity.
We did not have any.
So we went looking for food coloring.
Food coloring.
We mixed it with water so she could make something resembling watercolor paint for her students.
There is almost something funny about it — until you remember why we were doing it.
A publicly funded preschool is waiting for funding. Programs have bills to pay. Classrooms need basic materials. And somewhere in the middle of all of that, we have enough copies of the same game to start a tournament while I am searching for food coloring so a teacher can paint with her students.
We can feed the plastic dog. We just cannot paint a picture of him.
And that is where the situation stops being merely frustrating and begins to feel insulting to the educators doing the work.
Preschool teachers are supposed to be creative. Creativity is practically written into the job description. We can turn a walk around the block into a science investigation, a few household items into a sensory experience and food coloring into watercolor paint.
But creativity should enhance education.
It should not be the emergency funding mechanism for it.
A teacher making watercolor paint from food coloring because she came up with a clever activity is resourceful. A teacher doing it because her publicly funded classroom cannot purchase paint while waiting for government funding is something entirely different.
Perhaps that little plastic dog is the perfect symbol of the larger problem.
The system can tell us funding has been allocated. It can tell us supplies have been provided. It can tell us programs are supported.
But teachers live in the space between what a spreadsheet says has been provided and what is actually sitting on the classroom shelf.
Right now, sitting on ours is a plastic dog.
At least he’s well fed.
And while educators are improvising, New York City has demonstrated that when it decides a child-care initiative is a priority, it can invest millions of dollars into creating one.
That is why this conversation is bigger than The Little Apple.
Free child care is a good idea. But so is properly supporting the early-childhood programs that already exist.
A police officer in Queens should not wonder why a City employee at a particular Manhattan location has access to a benefit unavailable to her. A firefighter or EMT should not wonder why a child-care initiative created for municipal employees does not reach their family.
And a CBO director should not have to struggle with delayed government payments while watching the City demonstrate how quickly it can invest when a new child-care initiative becomes a priority.
Preschool teachers certainly should not be standing in supply closets trying to figure out whether red and blue food coloring can get them through Tuesday’s art lesson.
The argument is about priorities.
If New York City believes child care is important enough to invest millions in a new program, then the City should also make sure the early-childhood programs it already relies upon have the stability and resources to do their jobs.
The Little Apple can be a pilot. But a pilot should lead somewhere.
Its success should eventually be measured by whether what New York City learns from those first 40 seats can reach more of the people who keep this city running — the firefighter in Staten Island, the EMT in the Bronx, the police officer in Queens, the sanitation worker in Brooklyn and the early-childhood educator caring for the next generation of New Yorkers.
And perhaps the most important question is this:
Who takes care of the people who take care of New York City’s children?
If New York City has recognized child care as essential workforce infrastructure, then think bigger. Stabilize the CBOs we already have. Pay providers reliably and on time. Retain experienced early-childhood educators. And if The Little Apple works, figure out how to grow it beyond one building and 40 children.
Because if child care is essential infrastructure for the people who keep New York City running, 40 seats are not a solution. They are a beginning — and in a city of more than eight million people, a very small one.
Until we fix the larger system, preschool teachers will continue doing what we always do: finding a way.
But there comes a point when “teachers are resourceful” stops being a compliment and starts becoming an excuse for a system that expects us to do more with less.
We’ve fed the dog. Now please send us the paint.
References
New York City Department of Citywide Administrative Services. “Mayor Mamdani Opens Applications for ‘The Little Apple,’ New York City’s First Free Child Care Pilot Program for Municipal Workers.” April 30, 2026.
Office of the Mayor of New York City. “Mayor Mamdani Opens The Little Apple, Delivering Free Child Care to City Workers.” September 8, 2026.
Lakeshore Learning Materials. “Feed-The-Dog Fine Motor Game,” Item EE601.
More from 2 Topics
Explore related articles on similar topics
Top Paying Jobs in Community Service and Education PK-12
Highest paying opportunities related to this article
ABOUT THE ROLE The San Francisco Adult Probation Department (SFAPD) seeks a Pretrial Linkage Coordinator to support program operations addressing socioeconomic barriers affecting clients in the pretrial process. This role coordinates, develops, monitors, and evaluates housing, public benefits, employment, and stabilization services. The position works collaboratively with SFAPD staff, City departments, community-based organizations, and other partners to reduce barriers to stability, successful pretrial participation, and compliance with court requirements, promoting public safety, accountability, and positive client outcomes. KEY RESPONSIBILITIES - Coordinate housing, benefits, employment, and stabilization services for clients. - Assess client needs and barriers affecting court appearances, release conditions, or overall stability. - Provide referrals, service navigation, warm handoffs, and transportation to City departments and community organizations. - Assess service gaps, fill them, and support grant management duties. - Develop and maintain partnerships and service pathways for timely access to resources. - Assist clients with public benefits (e.g., Medi-Cal, CalFresh) and essential documents. - Connect clients to employment, job readiness, vocational training, and workforce development. - Collaborate with staff, clinicians, and service providers on complex or high-need cases. - Track and analyze referrals, service engagement, barriers, and outcomes to improve service delivery. - Develop and maintain referral protocols, resource directories, workflows, and performance measures. - Support grants, contracts, procurement, and provider monitoring. - Represent SFAPD in meetings and collaborative initiatives, and prepare reports or presentations. - May supervise staff and perform related duties as assigned. MINIMUM QUALIFICATIONS 1. Baccalaureate degree AND three (3) years of administrative/professional experience in community development, housing, workforce development, public benefits, finance, education, social work, human services, or criminal justice; OR 2. Baccalaureate degree with a major in public/business administration, urban planning, government, social work, education, finance, human services, public policy, or criminal justice AND two (2) years of related experience; OR 3. Master's degree in public policy, planning, social work, public administration, finance, education, criminal justice, human services, or business administration AND one (1) year of related experience; OR 4. Juris Doctor degree AND one (1) year of related experience. Substitution: Verifiable administrative/professional experience in the listed fields may substitute for the educational requirement in option 1 on a year-for-year basis. SPECIAL REQUIREMENTS - Desirable experience working with justice-involved, pretrial, reentry, homeless, or high-need populations. - Knowledge of San Francisco housing, homelessness-response, workforce development, and public-benefit systems. - Experience coordinating housing placement, benefits enrollment, or client stabilization activities. - Strong client-engagement, problem-solving, and service-navigation skills. - Experience collecting, analyzing, tracking, and presenting program and client-outcome data. - Contract monitoring, grant administration, or program evaluation experience. - Ability to work effectively across multiple systems while maintaining confidentiality and professionalism. SELECTION PROCESS The hiring process follows City and County of San Francisco guidelines, which includes application review, evaluation of minimum qualifications, conviction history review, and adherence to Equal Employment Opportunity and ADA Accommodation policies. Applicants may be contacted via email for further steps in the recruitment process. HOW TO APPLY 1. Applications are only accepted online via SmartRecruiters at https://careers.sf.gov/. 2. Select the "Apply Now" button and follow the on-screen instructions. 3. Ensure your registered email address is accurate and does not block emails from CCSF domains (e.g., @sfgov.org, @smartrecruiters.com). 4. Retain the confirmation email received after submitting your application as proof of submission. 5. For questions regarding the recruitment or application process, contact Janet MacEachern, Sr. HR Analyst, at janet.maceachern@sfgov.org. EMPLOYMENT DETAILS - Department: Adult Probation - Role Type: Permanent Exempt - Hours: Full-time - Union Representation: Service Employees International Union Local 1021 - Benefits: Robust health, retirement, and other benefits (see https://sfdhr.org/benefits-overview) - Additional Status: Disaster Service Worker - The City and County of San Francisco is an Equal Opportunity Employer and encourages applications from women, minorities, and persons with disabilities.
ABOUT THE ROLE The Administration for Children’s Services (ACS) protects and promotes the safety and well-being of children and families through child welfare, juvenile justice services, and community supports. The Office of Family Team Conferencing facilitates a continuum of conferences to support Child Protection divisional best practices. This role focuses on family support, well-being, child safety, risk, and permanency, ensuring appropriate safety decisions and plans are developed to prevent removal when safe, or to decide on the best suitable out-of-home placement through the exploration of familial and fictive kin resources. KEY RESPONSIBILITIES - Attend and facilitate all Family Team Conferences focusing on child safety, risk, well-being, permanency, and family support. - Address critical issues and concerns of the child, family, provider agencies, divisional partners, and Family Court during conferences. - Utilize a decision-making process involving key stakeholders to make recommendations for referrals and resources. - Prepare and complete administrative functions, including timely documentation of conferences, data, action plans, and related reports. - Complete Expedited Home study packages (5300 series) with kinship resources in the community. - Make DOAS requests for items to support children in kinship resource homes. - Request Emergency Funds or Miscellaneous Reimbursement Payments for kin resources caring for children. - Interface with interagency critical support resources (e.g., clinical consultation team, MCHU, Investigative Consultants) to identify barriers to children's safety. - Provide case conferencing and consultation, including consulting with FCLS attorneys for guidance on legal posture and relevant court orders. - Provide conferencing in the family's natural community when appropriate, necessary, and safe. MINIMUM QUALIFICATIONS A Master's Degree in Social Work from an accredited school of social work and one of the following: 1. A valid New York State Registration as a Licensed Clinical Social Worker (LCSW) and at least one year of full-time, satisfactory, post-graduate experience in facilitation of family team conferences, clinical group work, or professional training related to child and family services. 2. A valid New York State Registration as a Licensed Master of Social Work (LMSW) and at least three years of the experience required in item 1 (up to two years may be in supervision). 3. At least three years of the experience required in item 1. A valid NYS LCSW or LMSW license must be obtained within one year of appointment. Note: At least one year of the required experience must have been obtained in the last five years. SPECIAL REQUIREMENTS - Civil Service Exam: Candidates must take and pass the next open competitive exam for the civil service title to avoid being removed from the position when the eligible list is established. - Licensing: Failure to obtain the LCSW or LMSW within one year of appointment (or extended probation) will result in dismissal. - Background Check: Section 424-A of the NYS Social Services Law requires inquiry into whether the candidate has been the subject of a child abuse and maltreatment report. - Residency: New York City residency is generally required within 90 days of appointment (with specific exceptions for eligible continuous City employees). - 55-a Program: This position is open to qualified persons with a disability eligible for the 55-a Program. SELECTION PROCESS Only candidates under consideration will be contacted. An exam may be required for the civil service title. HOW TO APPLY Apply online at www.cityjobs.nyc.gov or www.nyc.gov/ess (for current NYC employees) and search for Job ID # 768185. No phone calls, faxes, or personal inquiries are permitted. EMPLOYMENT DETAILS - Posted Date: 09/01/2026 - Posted Until: 10/01/2026 - Location: QUEENS (90-25 161 Street, Jamaica, NY) - Department: DCP Family Team Conferencing - Employment Type: Full-Time - Job ID: 768185 - Title Code: 52408 - Title Classification: Competitive-1 - Experience Level: Experienced (Non-Manager) - Job Level: 00 - Number of Positions: 1 - Category: Social Services - Benefits: May be eligible for Public Service Loan Forgiveness and state repayment assistance programs.
ABOUT THE ROLE This is a full-time position with the Administration for Children's Services (ACS), Department of DCP Family Team Conferencing, located in the Bronx. The Office of Family Team Conferencing facilitates a continuum of conferences to support Child Protection divisional best practices. The role focuses on family support, well-being, child safety, risk, and permanency, ensuring appropriate safety decisions and plans are developed to prevent removal when safe, or to decide on the best suitable out-of-home placement through the exploration of familial and fictive kin resources. KEY RESPONSIBILITIES - Attend and facilitate all scheduled Family Team Conferences focusing on child safety, risk, well-being, permanency, and family support. - Address critical issues and concerns of the child, family, provider agencies, divisional partners, and Family Court during conferences. - Utilize decision-making processes involving key stakeholders to make recommendations for referrals and resources. - Prepare and complete administrative functions, including timely documentation of conferences, data, action plans, and related reports. - Complete Expedited Home study packages (5300 series) with kinship resources in the community. - Make DOAS requests for items to support children in kinship resource homes. - Request Emergency Funds or Miscellaneous Reimbursement Payments for kin resources caring for children. - Interface with interagency critical support resources (e.g., clinical consultation team, MCHU, Investigative Consultants) to identify safety barriers and concerns. - Provide case conferencing and consultation, including consulting with FCLS attorneys regarding the legal posture of cases and relevant court orders. - Provide conferencing in the family's natural community when appropriate, necessary, and safe. MINIMUM QUALIFICATIONS A Masters Degree in Social Work from an accredited school of social work and one of the following: 1. A valid New York State Registration as a Licensed Clinical Social Worker (LCSW) and at least one year of full-time, satisfactory, post-graduate experience in facilitation of family team conferences, clinical group work, or professional training related to child and family services. 2. A valid New York State Registration as a Licensed Master of Social Work (LMSW) and at least three years of the experience required in option 1 (up to two years may be in supervision). 3. At least three years of the experience required in option 1. A valid NYS LCSW or LMSW must be obtained within one year of appointment. Note: At least one year of the required experience must have been obtained in the last five years. SPECIAL REQUIREMENTS - Exam Requirement: An exam may be required. Candidates are strongly encouraged to take and pass the next open competitive exam for this civil service title to avoid being bumped when the eligible list is established. - Licensure Deadline: Failure to obtain the LCSW or LMSW within one year of appointment may result in a probationary extension (up to six months) or dismissal. - Residency: New York City residency is generally required within 90 days of appointment. Certain employees with 2 continuous years of City service may be eligible to reside in specific surrounding counties. SELECTION PROCESS Candidates will be evaluated based on their qualifications and experience. Permanent Child and Family Specialists are encouraged to apply. Passing the open competitive civil service exam is highly recommended to secure the position long-term. HOW TO APPLY Apply through the official City of New York employment portal using Job ID 784399. The posting is open until 09/30/2026. Qualified persons with a disability eligible for the 55-a Program must indicate this at the top of their resume and cover letter. EMPLOYMENT DETAILS - Employer: Administration for Children's Services (ACS) - Department: DCP Family Team Conferencing - Work Location: 1200 Waters Place, Bronx, NY - Employment Type: Full-Time - Experience Level: Experienced (Non-Manager) - Job Level: 00 - Number of Positions: 4 - Category: Social Services - Benefits: May be eligible for Public Service Loan Forgiveness and state repayment assistance programs. - Equal Opportunity: The City of New York is an inclusive equal opportunity employer committed to a diverse workforce free from discrimination and harassment.
ABOUT THE ROLE The Department of Social Services (DSS), comprising the New York City Human Resources Administration (HRA) and the Department of Homeless Services (DHS), is dedicated to fighting poverty and income inequality. The Supportive Programs and Initiatives Fair Fares Program Division is a Mayoral initiative subsidizing NYCT fares for low-income families and residents living at or below the federal poverty line. The Enrollment Specialist is responsible for enrolling consumers at walk-in locations, reviewing necessary documents, navigating the database, gathering information, and maintaining strict confidentiality while completing the enrollment and application process. KEY RESPONSIBILITIES - Verify and enroll participant referrals daily via walk-in, electronic, or telephonic methods. - Review consumer documents for completeness and authenticate them as official documentation while maintaining the highest level of confidentiality and discretion. - Navigate the enrollment database, scan authenticated official documents, and accurately data-enter demographic and relevant consumer information. - Finalize and submit complete Fair Fare applications, notify consumers of missing documentation, and guide them on how to obtain official documents. - Respond to consumer questions and concerns in a timely manner. - Coordinate communication around site-specific issues under supervisor direction. - Create, organize, schedule, and present information to community audiences via public speaking, information sessions, flyers, and brochures. - Facilitate communications across the five boroughs to support the enrollment process and ensure adequate personnel coverage. MINIMUM QUALIFICATIONS 1. High school graduation or equivalent and three (3) years of experience in community work or community-centered activities in an area related to the duties described above; or 2. Education and/or experience which is equivalent to the above. SPECIAL REQUIREMENTS - Must undergo mandatory specialized training in how to review and authenticate official documentation. - Must handle highly sensitive documents with strict confidentiality and discretion. - Residency Requirement: New York City residency is generally required within 90 days of appointment. City employees in certain titles who have worked for the City for 2 continuous years may be eligible to reside in Nassau, Suffolk, Putnam, Westchester, Rockland, or Orange County. SELECTION PROCESS No Exam Required. Title classification is Non-Competitive-5. HOW TO APPLY Apply through the official job posting portal using Job ID 792549. The posting is open until 11/03/2026. EMPLOYMENT DETAILS - Schedule: Full-Time, Monday – Friday, 9am - 5pm - Location: Bronx (Work location: 132 W 125Th St., N.Y.) - Department: Fair Fare Program - NM, HRA/Dept of Social Services - Experience Level: Entry-Level - Job Level: 00 - Number of Positions: 4 - Benefits: May be eligible for federal Public Service Loan Forgiveness and state repayment assistance programs. - Equal Opportunity: The City of New York is an inclusive equal opportunity employer committed to a diverse workforce free from discrimination and harassment.
ABOUT THE ROLE Join the Snohomish County Human Services Team within the Grants and Planning team under the Office of Housing and Community Services. This role is responsible for the grant management of sub-recipient contracts for federal, state, and local homeless housing funding. You will be part of an eleven-person team performing grants administration and planning functions to manage funds, review applications, and evaluate service performance data. KEY RESPONSIBILITIES - Manage sub-recipient contracts including writing contracts, reviewing budgets, analyzing program performance, and conducting fiscal oversight. - Coordinate program planning and development activities with supervisors, other departments, government agencies, and private organizations. - Conduct needs assessments and prepare comprehensive program plans, goals, objectives, budgets, and contract documents. - Coordinate data collection and reporting requirements, including the organization and computerization of reports and data analysis. - Develop, negotiate, and monitor contracts with program subcontractors for quality assurance and compliance. - Provide technical assistance, community leadership, and education to program subcontractors and community groups. - Facilitate funding application processes, including requests for proposals. - Inspect multi-family housing units for health, safety, and code violations, and monitor projects to ensure intended use and compliance with fair housing and tenant income requirements. - Prepare down-line capital contracts and work with real estate documents such as mortgages, subordination agreements, and title insurance. MINIMUM QUALIFICATIONS - Bachelor's degree in business, public administration, social sciences, or a field directly related to human services, plus two years of progressively responsible experience in human services program planning, grant preparation and management, or a closely related field. An equivalent combination of training and experience may substitute. - Must pass job-related tests. - Knowledge of human services and governmental agencies, grant writing methods, relevant federal, state, and local laws, research principles, and programmatic best practices. - Ability to develop human services programs, establish effective working relationships, analyze problems, gather and evaluate data, and communicate effectively orally and in writing. SPECIAL REQUIREMENTS - A valid Washington State Driver's License, unrestricted except as to vision, is required prior to appointment. - Must be able to work evenings, weekends, and holidays as necessary. - Work may involve site visits to client residences, including the inspection of crawl spaces and attics. - Snohomish County will not sponsor or take over sponsorship of an employment visa for this opportunity. SELECTION PROCESS - Applications will be reviewed to ensure education and experience comply with minimum requirements. - Job offers are contingent upon the successful completion of reference and background checks. - All persons hired will be required to verify identity and eligibility to work in the United States in compliance with federal law. HOW TO APPLY - Submit an application electronically through Snohomish County's NeoGov site by 11:59 p.m. on the closing date. - Attach a resume, a cover letter, and a copy of your driver's license. - Verify your information and click Apply & Submit, then Check Application Status to ensure completion. - For application support, contact NeoGov at 855-524-5627. For job posting questions, contact Joeann Turck at joe.turck@snoco.org. EMPLOYMENT DETAILS - Employer: Snohomish County - Location: Main County Campus, 3000 Rockefeller Ave, Everett, WA - Job Type: Full-Time - Remote Employment: Flexible/Hybrid - Job Number: 2026-00226 - Department: Human Services - Division: Human Services Housing & Community Services - Opening Date: 07/14/2026 - Closing Date: Continuous
ABOUT THE ROLE This position leads a full range of social services at the Delaware Valley Veterans' Home, ensuring residents receive clear, complete, and well-coordinated support. The role involves guiding a team that supports the well-being of veterans and their families, requiring strong organization, leadership, and a commitment to high-quality social service practices. KEY RESPONSIBILITIES - Oversee social service operations, set procedures, and assign responsibilities. - Coordinate assessments, admissions, transfers, and documentation for residents. - Participate in interdisciplinary meetings and complete required assessment sections for care plans. - Monitor and manage grievance investigations according to policy. - Provide individual or group counseling using appropriate treatment methods. - Represent the department, support planning, and assist with staff development. MINIMUM QUALIFICATIONS - One year of experience as a Social Worker 2 or Forensic Social Worker 2 (Commonwealth or equivalent Federal title) and a master's degree in social work or social welfare. - OR three years of professional social work experience, including one year in a consultative, administrative, advisory, or lead work capacity, and a master's degree in social work or social welfare. SPECIAL REQUIREMENTS - Must possess a valid license as a Licensed Social Worker or Licensed Clinical Social Worker issued by the Pennsylvania State Board of Social Workers, Marriage and Family Therapists and Professional Counselors. - Must meet the Pennsylvania residency requirement. - Must be able to perform essential job functions. - A conditional offer of employment requires a medical examination. - Subject to the Older Adult Protective Services Act, which requires submission and approval of satisfactory criminal history reports, including PA State Police and FBI clearance. SELECTION PROCESS - Completing the application and supplemental questions serves as the exam. No additional written exam at a test center is required. - Your score is based on the detailed information provided in the application and supplemental questions and is valid for this specific posting only. - You may only apply and test once for this posting. - Generative AI tools may be used for preparation purposes only. Using AI to misrepresent information or assist during interviews is not permitted. HOW TO APPLY - Resumes and cover letters will not be reviewed. All relevant experience and education must be detailed directly on the application. - If claiming education, you must attach a copy of your college transcripts (unofficial transcripts are acceptable). - Applications must be submitted by the closing date, September 16, 2026, at 11:59 PM Eastern. Late applications will not be accepted. - Qualified veterans may be eligible for employment preference under Pennsylvania law. - If you need accommodations for an interview due to a disability, discuss your request with the interviewer in advance. - Contact: Jaime Doyle at 215.856.2836 or jaidoyle@pa.gov. EMPLOYMENT DETAILS - Department: Department of Military & Veterans Affairs (Delaware Valley Veterans' Home / Nursing Department) - Location: 2701 Southampton Road, Philadelphia, Pennsylvania 19154 - Job Type: Civil Service Permanent Full-Time - Work Schedule: 37.5 hours per week, Monday through Friday, 8:00 AM to 4:00 PM, with a 30-minute lunch. - Telework: Not available for this position. - Union: SEIU Local 668, Bargaining Unit F5
ABOUT THE ROLE The Group Violence Reduction Strategy (GVRS) Intervention Specialist works within the City of Baltimore Mayor's Office of Neighborhood Safety and Engagement (MONSE). This role provides targeted support and evidence-based interventions to youth and adults facing behavioral, emotional, academic, or social challenges. The focus is on assessment, individualized service planning, crisis response, skill development, and collaboration with multidisciplinary teams to promote long-term stability for individuals at the highest risk of involvement in gun violence. KEY RESPONSIBILITIES - Conduct comprehensive assessments to identify behavioral, emotional, social, and environmental needs of GVRS participants - Develop, implement, and monitor individualized intervention plans - Provide direct one-on-one and group interventions using evidence-based practices - Deliver crisis intervention and de-escalation support as needed - Collaborate with families, caregivers, educators, case managers, and community providers, and facilitate conflict resolution and restorative practices - Track and document progress, maintaining accurate and timely case notes - Participate in multidisciplinary team meetings and case reviews - Connect participants to community resources and supportive services - Provide advocacy support within school, court, community, or social service systems - Maintain confidentiality and adhere to ethical and professional standards MINIMUM QUALIFICATIONS - Not explicitly specified in the provided job description text. SPECIAL REQUIREMENTS - This is a non-civil service position - May require evening or occasional weekend availability - Must possess emotional resilience to handle exposure to high-stress situations - Ability to sit, stand, and move for extended periods and respond quickly in crisis situations - Occasional lifting of up to 25 lbs. SELECTION PROCESS - Not explicitly specified in the provided job description text. HOW TO APPLY - Submit your application before the closing date: September 23, 2026 - Job Requisition ID: R0019552 EMPLOYMENT DETAILS - Location: 2700 Rayner Ave., Baltimore - Time Type: Full time - Work Environment: Combination of office, community, school, and home-based settings within a fast-paced, mission-driven team culture - Benefits: Medical, prescription drug, dental, vision, optional life, AD&D, and FSA plans, plus wellness programs, support groups, and workshops - The City of Baltimore is an Equal Opportunity Employer
ABOUT THE ROLE The Selection Advisory Committee Administrator manages, plans, and coordinates activities within the Capital Implementation Program (CIP). This includes the selection of consultant services, negotiation and preparation of professional and technical contracts, capital planning, budgeting, scheduling, and policy recommendation development. The role provides complex staff assistance to management and coordinates activities with other divisions, outside agencies, and the general public. KEY RESPONSIBILITIES - Manage and administer the selection of architectural and engineering design consultants according to the Selection Advisory Committee (SAC) Ordinance. - Conduct public meetings in accordance with ordinance requirements. - Negotiate architectural and engineering design services fees, scope, and schedule with City project managers. - Prepare contractual documents and manage the review and approval process. - Provide professional advice to project and contract managers on contract and task order documentation. - Educate Elected Officials, City Departments, the consultant community, and the public on the SAC process. - Attend City Council meetings to provide information on consultant selection when required. - Participate in developing and implementing goals, objectives, policies, and priorities for the CIP. - Review master, sector, and facility plans for CIP input into City-wide processes. - Ensure compliance with adopted ordinances, plans, policies, schedules, budgets, and approved contracts. - Compile data and compose capital plan publications; conduct research on CIP issues. - Provide electronic software project tracking and support for CIP Division programs using spreadsheets, ProCore, and other software. - Participate in budget development and administration, including forecasting funds, monitoring expenditures, and recommending adjustments. - Coordinate CIP program activities with other City divisions, outside agencies, and the public. - Provide project management for architectural, engineering design, and construction projects as needed. MINIMUM QUALIFICATIONS - Bachelor's degree from an accredited college or university in construction management, engineering, architecture, landscape architecture, public administration, or a related field. - Six years of progressively responsible experience in public procurement, contract administration, consultant selection, capital improvement programs, public administration, or planning. - Three years of supervisory experience. - Education and directly related experience may be interchangeable on a year-for-year basis. SPECIAL REQUIREMENTS - Public speaking experience is preferred. - Possession of a valid New Mexico Driver's License, or the ability to obtain one by the date of hire. - Possession of a City Operator's Permit (COP) within six months from the date of hire. - Working conditions include an office and field environment with travel between sites, exposure to computer screens, and inclement weather. - Physical requirements include maintaining the condition necessary for walking, standing, or sitting for prolonged periods, and operating motorized vehicles. SELECTION PROCESS - Candidates will be evaluated based on their education, progressively responsible experience, supervisory background, and alignment with the essential functions of the role. - The selection process adheres to the guidelines of the Selection Advisory Committee (SAC) Ordinance and standard municipal hiring practices. HOW TO APPLY - Applications must be submitted by the closing date: September 27, 2026, at 11:59 PM Mountain Time. - Interested candidates should apply through the official City of Albuquerque employment portal or human resources website. EMPLOYMENT DETAILS - Job Number: 2700189 - Job Type: Full Time - Department: Municipal Development - Division: MD-CIP IDOH Projects - Bargaining Unit: NU - Location: Albuquerque, NM - Employer: City of Albuquerque - Employer Address: 400 Marquette N.W., Albuquerque, New Mexico, 87103 - Opening Date: September 10, 2026 - Closing Date: September 27, 2026, 11:59 PM Mountain