GENERAL EMPLOYMENT INFORMATION
Our most important resource is our staff. Unlike some local substance abuse programs, RHP does not have a large amount of money tied up in internet technicians, grant writing personnel, quality improvement staff, and other administrative staff devoted to non-participant care duties. RHP is focused on the competence, training, education, and expertise of the staff providing care and support services to the participant. Since 1970, RHP has endeavored to recruit the highest quality professional staff available within the community. It is anticipated that recruitment of substance abuse counselors and corrections officers over the next several years should not be problematic. The reason for this is the movement toward community corrections and, recently, away from substance abuse treatment in the institutions.
Retaining highly sought after and trained staff is of paramount importance. Having to constantly recruit and retrain staff is not economically feasible. Retaining staff requires a dedication by leadership to listen to employee suggestions, to provide appropriate training, and to determine the level of employees’ satisfaction with their work and work environment.
Thank you for your interest in employment opportunities at Reality House Programs, Inc., please keep the following requirements in mind during the application process.
Prior to participant contact, the RHP Administrative Director or designee will initiate a criminal background check, a DMH Disqualification Registry check, and a Division of Aging check on all newly hired employees/volunteers who have direct participant contact. All results of these checks will be disclosed only to the employee’s supervisors and will be kept secured in their personnel file. Prospective employees who have disqualifying crimes [per DMH 9CSR10-5.190(8)(B)] will not be terminated from employment with RHP. Qualification and credentials will be verified prior to employment with primary source verification done within 90 days. RHP will not employ any individual who is under the supervision or jurisdiction of any parole, probation or correctional authority. Persons with previous criminal convictions who have not been under supervision for at least 2 years may be considered for employment. Additionally, each employee and any subcontractor will be required to provide a social security card issued by the U.S. Social Security Administration. A copy of the card will be placed in the employee file or vendor file, signed and dated by the person witnessing the actual card.
Additionally, the Bureau of Prisons (BOP) will conduct a background check of all prospective employees. Submission of full name, all aliases used, date of birth, state of birth, sex, race, social security number, and previous cities and state(s) of residence is required. A National Crime Information Center/National Law Enforcement Telecommunication System (NCIC/NLETS), fingerprint, criminal records and other appropriate background checks will be processed by the BOP to verify this information.
For further information feel free to email our Human Resource Manager at: firstname.lastname@example.org
Equal employment opportunities exist for all positions. Full consideration will be given to the recruitment, hiring, placement, retention, training, and advancement, of women, members of minority groups, disabled veterans, and qualified individuals with disabilities who, with or without reasonable accommodation, can perform the essential functions of the job in question. Additionally, RHP will encourage applicants with a history of successful substance abuse treatment, incarceration with successful remuneration, and/or successful mental illness treatment. RHP will not discriminate against individuals based on race, color, religion, sex, national origin, physical or mental disability, age, retaliation, or sexual orientation. Any decision on hiring of personnel must have prior approval of our contracts’ referral agents. Reality House Programs, Inc. is an Equal Opportunity Employer.
The ADA prohibits discrimination in all employment practices, including job application procedures, hiring, firing, advancement, compensation, training, and other terms, conditions, and privileges of employment. It applies to recruitment, advertising, tenure, layoff, leave, fringe benefits, and all other employment-related activities.