Employment Opportunities for Residential Care
E & S Residential Care Services is dedicated to offering high-quality residential care options to all of the developmentally disabled individuals who need our services. Employment with us requires patience and a sense of safety awareness for all of the individuals who live in our facilities. The core of our organization is made up of our Direct Support Professional (DSP) staff members, who are responsible for providing hands-on assistance to our clients.
Their daily responsibilities include tasks such as supervising, cleaning, cooking, and the organization of doctor appointments and community outings, as well as ensuring that personal hygiene and clean laundry are provided daily. They also teach Adult Daily Living (ADL) skills to our clients and enforce Behavior Intervention Plans, as well as documenting the hourly progress of each client’s behavior and attitude.
Learn About Our Current Job Openings
With the constant need for client assistance, the Direct Support Professional position always remains open. You will be supervised by lead staff and a field supervisor to ensure that all of the necessary tasks are completed for the programs we provide. Additional job openings include opportunities for the following positions:
- Behavioral Intervention Support Staff (Day Program)
- Lead Staff
- Field Supervisor
- Program Facilitator
Filling Out an Employee Application Form
If you are interested in applying for a position, please complete the job application form.
Our employment application form lists several prerequisites of the job, including fingerprint clearance through the FBI and DOJ, First Aid and adult CPR certification, Hepatitis B series shots, a Physical, and TB test. You must also be at least 18 years of age, and we prefer for you to have at least six months of experience in providing direct care and supervision to disabled individuals.
You will also need to fill out the motor vehicle report (MVR) form, which establishes the driving responsibilities required by our employees. This form includes an agreement regarding the driving of a company-owned vehicle or your own car for company business. This document also requires authorization by your insurance company to ensure that your driving record will allow insurability.
Once you have completed the application form, you will receive a receipt confirming that your application has been successfully submitted. If we are interested in providing an interview, we will be sure to contact you within a two-week period. Due to the large amount of applications that we receive, your application form will be kept on file for a period of only three months. In the event that you have not heard back from us after that time, you may reapply if you’d like to do so.
Employee Duties & Responsibilities
As one of our employees, you will assist in ensuring that we operate in compliance with both governmental and non-governmental standards and regulations. You will also utilize IPP, BIP, and company policy to ensure that all of our clients receive quality care, and attend in-service trainings in order to advance your professional competency. High-performing employees are expected to have positive interactions to develop a rapport that increases the quality of life for the individuals we serve. Such employees are required to follow procedures, conduct themselves in a professional manner, and possess the desire to further develop their careers within this field.
The developmental disabilities of our clients often contribute to challenging situations that require a calm demeanor to safely deescalate and diffuse any problems by using techniques that we provide during our training. Some of the common behaviors that you may encounter include the following:
- Verbal Abuse
- Inappropriate Comments
- Physical Aggression
- Property Destruction
Our Equal Employment Opportunity & Discrimination Policy
As an equal opportunity employer, we make all of our employment decisions based on personal merit and qualifications, as well as performance potential and overall competence. In order to comply with laws that ensure equal employment opportunities for qualified individuals who have a disability, we will make any reasonable accommodations necessary for known physical or mental limitations belonging to an otherwise qualified individual (unless undue hardship would occur). In an effort to hire the best employees available, our company policy prohibits the unlawful discrimination of applicants based on the following factors:
- National Origin
- Sexual Orientation
- Marital Status
- Physical or Mental Disability
- Medical Condition (Except When Physical Fitness is a Valid Occupational Qualification)
- Any Other Consideration Made Unlawful by Federal, State, or Local Laws
Additional Information Regarding Employee Accommodations
Applicants or employees who require accommodations to perform their essential work functions should contact our Executive Director to request permission for such an accommodation. Individuals with disabilities need to specify the accommodations necessary to perform their job. We will then begin an interactive process involving the employee or applicant in order to determine which accommodations can be provided. This will be followed by an investigation that identifies any barriers that would potentially prohibit the applicant or employee from having an equal opportunity to properly perform his or her job. We will then identify potential accommodations for eliminating the limitation and make the accommodation if we determine that it is reasonable and will not impose an undue hardship.
In the event that you consider yourself to have been subjected to any type of unlawful discrimination, please provide a written complaint to your immediate supervisor as quickly as possible. If your complaint is related to your supervisor, then you should provide the complaint to your Executive Director. The complaint should be as specific as possible and include the names of all individuals and witnesses involved. We will immediately conduct a thorough and objective investigation in order to resolve the situation. If we determine that any unlawful discrimination has occurred, then we will take remedial actions that are proportionate to the severity of the offense committed. We will also take appropriate action to deter any incidences of future discrimination. All actions that we take will be made known to you, and we will remedy any losses that you have suffered from the discrimination. We will not retaliate against anyone who files a complaint, and will not willingly allow any retaliation by members of management, employees, or coworkers.
Our Drug & Alcohol Testing Policy
We are dedicated to ensuring that our working environment is free of substance abuse, so we provide pre-employment drug tests that require job applicants to take and submit a drug and/or alcohol test before we offer conditional employment and before work begins. Drug tests will be performed during the initial pre-employment physical examination. Refusing to receive this test will result in the revoking of the conditional employment offer. In the event that we have reasonable suspicion and there is cause to believe that an employee is violating our drug and alcohol policy, we will perform a “reasonable suspicion” drug and alcohol test. Employees who are involved in serious accidents while on duty may be asked to take a post-accident drug and/or alcohol test if we have reasonable suspicion to believe that they were under the influences of drugs or alcohol at the time of the accident.
We also perform random drug and alcohol testing programs for the safety of our employees and clients. Employees will be selected for random testing throughout the year from a list of those who are eligible for selection. Alcohol tests may also be performed on the basis of pre-employment, reasonable suspicion, post-accident, or random testing. Some employees receive unannounced alcohol tests in accordance with return-to-work agreements, as well. Employees or applicants who refuse to participate in testing, attempt to dilute, alter, or substitute test samples, or otherwise engage in behavior that may potentially obstruct, delay, or invalidate the process of testing will be considered insubordinate and dealt with accordingly.
Reach out to us to learn more about our employment opportunities. We serve clients in Fresno, California.