THE SELECTED CANDIDATE WILL BE OFFERED A SALARY BETWEEN $167,531.00 - $187,716.00

The Administration for Children’s Services (ACS) protects and promotes the safety and well-being of children and families through child welfare and juvenile justice services and community supports. ACS manages community-based supports and foster care services, and provides subsidized childcare vouchers. ACS child protection staff respond to allegations of child maltreatment. In juvenile justice, ACS oversees detention, placement and programs for youth in the community.

The FCLS Child Advocacy Center (CAC) Deputy Borough Chief will be part of the borough's management team and will be stationed at the borough-based CAC, providing oversight of ACS’ legal work at the CAC. This will include:

- Provide direct supervision to the junior FCLS CAC Attorney co-located at the CAC as well as borough-based junior staff

- Review workload and distribute assignments related to legal work at CAC and in borough FCLS office

- Provide managerial review of legal advice and guidance given to the ACS CPS team located at the CAC through formal legal consults and other attorney / client communication and in the borough FCLS office

- Screen cases at intake

- Collaborate with DCP senior managers on case related issues

- Oversee and ensure proper documentation by FCLS staff at the CAC and provide data to FCLS Central office

- Work with Safe Horizon and other multidisciplinary team staff around issues of CAC process and protocols

- Provide legal guidance on all cases involving children seen at the CAC including to foster care case planners and other CPS units including OSI

- Observe forensic interviews with children and provide input when necessary

- Liaise with court based FCLS attorneys assigned to cases involving the CAC

- Collaborate with the other multi-disciplinary team members co-located at the CAC including law enforcement staff, assistant district attorneys, child welfare staff, medical providers and victim service providers while they investigate these cases

- Attend various inter-agency meetings including the weekly case planning meetings

- Prepare and present trainings to FCLS staff and to other agencies and stakeholders

- Respond to agency needs on an emergency basis during and outside of business hours

TO APPLY:

Please go to www.cityjobs.nyc.gov or www.nyc.gov/ess for current NYC employees and search for Job ID#756560

NO PHONE CALLS, FAXES OR PERSONAL INQUIRES PERMITTED

NOTE: ONLY CANDIDATES UNDER CONSIDERATION WILL BE CONTACTED

EXECUTIVE AGENCY COUNSEL - 95005

Admission to the New York State Bar; and four years of recent full-time responsible, relevant, satisfactory legal experience subsequent to admission to any bar, eighteen months of which must have been in the supervision of other attorneys, in an administrative, managerial or executive capacity, or performing highly complex and significant legal work.

Incumbents must remain Members of the New York State Bar in good standing for the duration of this employment.

Candidate must have a demonstrated commitment to working with a multidisciplinary team experience with serious physical and sexual abuse cases extensive knowledge of Family Court Act and ACS policy the ability to provide legal advice to CPS staff as to the legal options available and the ability to give guidance to CPS on how to strengthen their investigation. The candidate must be skilled at ensuring that the agency is working to achieve safety for the children involved in the investigations as demonstrated by his or her capacity to advise and counsel case workers and agency workers concerning safety and legal options.

As a prospective employee of the City of New York, you may be eligible for federal loan forgiveness programs and state repayment assistance programs. For more information, please visit the U.S. Department of Education’s website at https://studentaid.gov/pslf/.

New York City Residency is not required for this position

The City of New York is an inclusive equal opportunity employer committed to recruiting and retaining a diverse workforce and providing a work environment that is free from discrimination and harassment based upon any legally protected status or protected characteristic, including but not limited to an individual's sex, race, color, ethnicity, national origin, age, religion, disability, sexual orientation, veteran status, gender identity, or pregnancy.