The Emergency Planning & Preparedness Manager is responsible for ensuring the chapter has adequate available resources (human and material) to respond to any disaster in its jurisdiction to meet the Readiness requirements of the organization; and maintaining and updating all required disaster plans. These plans include the base plan and response annexes to include: Aviation Disasters, WMD/Terrorism disasters, Public Health Crisis emergencies, Spontaneous Volunteer Management, Pandemic Planning & Continuity of Operations Plan. 

Responsibilities also include educating the community to help people prevent, prepare for and respond to emergencies at home, school and work. Other key responsibilities include Management of all Grant Funded Programs such as AmeriCorps, CERT and ODP. Will also provide supervision for the National Red Cross Call Center, RCN (1-866-GET-INFO), when activated ensuring that the operation is adequately staffed to handle incoming calls and provide program support to our clients. 

Experience or Training Required:

        1. College degree and 3 years of supervisory 

            experience, or equivalent in supervisory experience.

        2. Excellent oral and written communication skills 

           (frequent public speaking).

        3. Excellent human relations skills.

        4. Effective teaching and presentation skills.

        5. Ability to recruit, work with and motivate volunteers is 

            essential.

        6. Ability to make independent evaluations and 

            judgements in order to accomplish objectives.

        7. Ability to research and organize information from a 

            variety of sources.

        8. Ability to develop action plans with a minimum of 

            supervision.

        9. Ability to maintain confidentiality of information.

       10. Ability to handle multiple tasks, work independently, 

             and meet deadlines.

       11. Ability to work with diverse paid staff, volunteers,  

             customers,   visitors with  diverse needs.

       12. Willingness to work flexible hours.

       13. Computer experience: Microsoft Word and Excel.

     Required Licenses and/or Certificates:

      North or South Carolina driver's license and satisfactory   

      driving record                     

      Lay Responder CPR/AED + First Aid Basic Level 

     Certification

      Lay Responder Instructor Certification w/in 6 mos of  start 

      date

People and Environment

 The core staff has an average length of service of 12 years with the American Red Cross. 

 Enjoy the autonomy in executing against agreed upon objectives without being "micro-managed". 

 Be part of a company of dedicated people, where everyone jumps in to do what needs to be done, regardless of position.

 Work in a small company dedicated to the welfare of your community.

 Avoid bureaucracy and red tape.

 Experience the energy of being on a talented team elevating the Greater Carolinas Chapter to prominence.

GCC- American Red Cross salary is competitive for the non-profit Charlotte business sector. In addition, a wide variety of benefit options are available including:

1. Health Insurance with GCC contribution

2. Life Insurance

3. Long-term Disability

4. Defined benefit pension plan

5. 401-K with GCC matching %

6. 403(b) Retirement Savings program

7. Flexible Spending Accounts

8. Pre-tax plan for ancillary benefits

9. Employee Assistance Plan

10. 12 Paid Holidays

11.. Bereavement leave

12. Time-off after disaster assignments

13. Community Service time

Performance Feedback 

Employees and their supervisors are encouraged to discuss job performance and goals on an informal, day-to-day basis.  A formal performance review may be conducted at any time at the discretion of the employee's supervisor.  Performance reviews are intended to reflect the employee's effectiveness on the job, and are a continuing record of job performance.  They allow the supervisor to measure the employees' work against the requirements of their positions, review results of negotiated business goals, and assess general performance behaviors.

Employees can expect to receive performance reviews at least annually on the close of the Chapter's fiscal year.   

Salary increases are related in part to individual performance as assessed on the employee's performance review and are considered on the basis of the salary grade, the Chapter's financial capacity and in the Chapter's sole and absolute discretion.

As a result of performance feedback, employee development activities may be pursued.  Employee development is a collaborative effort between the Chapter, supervisors, and employees to align individual goals with the overall direction of the Chapter.  Development efforts are focused on building the capabilities of all employees.