Director of Employee Crisis Support

TITLE: Director of Employee Crisis Support 

CHARACTERISTICS OF THE CLASS: Under general direction, manages and administers the Chicago Park District’s Employee Crisis Support Team and related services. Oversees trauma-informed support for employees impacted by traumatic events, workplace incidents, or mental health-related concerns. Leads crisis response coordination, staff supervision, resource referral, external partnerships, external Employee Assistance Program (EAP) coordination, and related record-keeping and reporting. Directs district-wide efforts to strengthen trauma-informed and healing-centered practices through trainings and other upstream resiliency initiatives. Performs related duties as required.

EXAMPLES OF DUTIES:

• Leads the Crisis Support Team through a healing-centered framework to provide swift, trauma-informed responses and support for employees impacted by workplace incidents, traumatic events, grief, burnout, emotional distress, or mental health crises.

• Coordinates with internal leadership and departments to support appropriate post-incident response. 

• Supports crisis intervention efforts and assists with complex situations requiring clinical expertise. 

• Serves in an on-call capacity to respond to mental health crises and urgent situations outside regular business hours, as needed.

• Conducts site visits and travels to parks, regions, and units throughout the city to assess employee needs, connect employees with resources, provide follow-up support, gather feedback, and implement healing-centered initiatives. 

• In consultation with leadership, manages internal and external post-incident communications, including written outreach and resource sharing with employees and, when deemed appropriate by Park District leadership, outreach to patrons. 

• Provides consultation, debriefing, and guidance to Crisis Support Team staff regarding employee needs, post-incident response, referrals, documentation, and follow-up.

• Provides guidance to employees and departmental management regarding available crisis support resources and their appropriate use during or after crisis events.

• Keeps current with crisis intervention techniques, mental health policies, best practices, and community resources, including City of Chicago mental health and resiliency resources.

• Identifies training and professional development opportunities for the Crisis Support Team to strengthen staff knowledge and application of best practices.

• In collaboration with Human Resources, Park Public Safety, Health and Wellness, and other departments, develops and conducts preventative learning opportunities and training to build emotional health literacy and resiliency among staff and support a healing-centered environment throughout the Park District.

• Leads implementation of, and raises awareness regarding, employee crisis support resources, policies, protocols, and responsive training programs, including Mental Health First Aid or similar programs, as assigned.

• Serves as the Park District’s liaison to the Employee Assistance Program and connects employees with appropriate local resources, including Chicago Department of Public Health services and other community-based organizations.

• Establishes and maintains effective partnerships with representatives from city agencies, departments, and community organizations to remain informed about available crisis services and resources; may chair interagency meetings.

• Collaborates with leadership to evaluate opportunities to strengthen the Crisis Support Team and expand internal employee support services, including the feasibility of offering clinical services or developing an internal EAP to supplement existing external resources.

• Oversees internal incident reports and related records to remain informed about crisis events occurring at Park District sites, identify trends and commonly affected areas, and report on actions taken in response to such incidents.

• Ensures the maintenance of detailed and accurate case documentation, including progress notes and crisis intervention plans.

• Uses data and feedback to identify priority areas for crisis support, recommend organizational improvements, and inform the distribution of training, resources, and support.

• In consultation with leaders