Onboarding Toolkits for ESG-Funded Programs

Supporting the implementation of equity-centered and comprehensive re-housing strategies.

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Welcome

Emergency Solutions Grants (ESG) recipients and subrecipients have rapidly scaled up rapid re-housing (RRH) and targeted prevention efforts, including repositioning existing staff, adding new staff, and/or rapidly refilling vacated positions due to COVID-19. This work is critical to support communities implementing equitable COVID-19 responses to quickly stem a rising tide of housing insecurity and avoid swamping an already strained homeless system.

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Overview

Each Onboarding Toolkit provides a series of informational videos and resources to orient and train new or transitioning staff. A short quiz accompanies most videos to reinforce learning.

Featured Toolkits

Grant Administrator

Grant Administrator

Responsible for monitoring and coordinating all technical aspects of the ESG grant, including supervising the strategic planning process and daily operations, overseeing project management activities, monitoring ESG grant compliance, providing primary financial oversight, etc.

 

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Program Director

Program Director

Directs, develops, and plans the activities associated with housing and support services across one or more programs. Key duties include building collaborative partnerships, establishing multi-agency agreements, supervising staff across programs, and providing budget oversight.

 

Toolkit

 

RRH Supervisor

RRH Supervisor

Responsible for the overall staff supervision, program management, day-to-day operations, and monitoring/reporting of RRH program activities.

 

Toolkit

 

RRH Case Manager

RRH Case Manager

Assists individuals and families experiencing homelessness in finding housing in a timely manner and works with program participants to eliminate barriers to housing stability. This includes increasing income, addressing mental/physical health, securing transportation and childcare, and encouraging community engagement.

 

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Job Description Templates

Each of the Onboarding Toolkits for ESG-Funded Programs is accompanied by one of the following four customizable job description templates:

The four positions play a critical role in helping individuals and families quickly exit homelessness and return to permanent housing.

These templates are designed to simplify and speed up the process of creating clear and compelling job descriptions for ESG- and ESG-CV-funded positions. The job descriptions are flexible and may be adapted to each organization’s standard practices, human resource policies and procedures, and local needs and considerations. The documents can be edited directly, or the information from the templates can be copied and pasted or adapted to create job descriptions for organizations and their communities.

To encourage inclusivity and to aid in recruiting diverse and capable staff at all levels, each job description highlights core competencies (knowledge, skills, attributes) and the value of personal experience, rather than prioritizing formal education.

To design and deliver effective services to individuals and families experiencing homelessness, all the job descriptions underscore key competencies including, but not limited to, initiative, time management, cultural humility, adaptability, problem solving, communication, collaboration and inclusivity, quality assurance, and technical skills.

Each of the four job descriptions emphasize the value of hiring individuals with lived experience of homelessness. Individuals with lived experiences of homelessness have deeper insights about system barriers and challenges and may offer a more complex understanding of the critical work needed to prevent and end homelessness. The job descriptions also encourage stating commitments to anti-racism and equity.

In addition to the information provided in the templates, organizations are encouraged to consider including total compensation information (e.g., specific salary ranges and fringe benefits), along with specific details and dates for the application review process and specific contact information for the hiring point of contact in the organization (instead of sharing a generic email address). Lastly, organizations may want to consider listing job vacancies on various job boards across their community, to encourage a diversified applicant pool.