Job Description

Job Description

Job Description

Job Summary 

The TRS Mentor is responsible for implementing child care quality services and activities, with a primary focus on providing technical assistance and mentoring to Texas Rising Star providers and those interested in joining the program. This position includes assisting in the identification of priorities and standards for achieving desired outcomes related to child care quality programming. The Mentor will maintain knowledge of quality care standards, early childhood development best practices, and relevant laws and regulations at the federal, state, and local levels. The role requires coordination with internal work units and external organizations, working with minimal supervision and exercising initiative and independent judgment. 

Job Duties 

• Conduct on-site visits to provide mentoring and technical assistance to current and potential Texas Rising Star providers, assisting in the improvement and maintenance of quality standards. This may include the use of standardized evaluation tools. 

• Assist in implementing quality initiatives, including collaboration with external partners and evaluating the effectiveness of activities. 

• Provide individual and group technical assistance to child care providers, including conducting group sessions or one-on-one visits. 

• Support the implementation of child care quality program activities, ensuring compliance with best practices and quality standards in early childhood education. 

• Stay informed on current research, best practices, and effective strategies for assessing and improving early childhood programs. 

• Maintain knowledge of local, state, and federal regulations, ensuring that child care quality initiatives comply with all applicable laws and guidelines. 

• Texas Rising Star Mentor Staff must participate in the Mentor Micro-Credentialing and Assessment Training and Certification Program Modules, within the timeframes prescribed by the Texas Workforce Commission  

• This job description is intended to identify the essential functions of a position and should not be interpreted as all-inclusive. Other duties may be assigned as necessary.  

• Must have a valid driver's license, agree to maintain satisfactory MVR, and minimum insurability required by law, or available alternative means of transportation. 

• Must successfully pass a criminal background check and fingerprinting (if required) by Texas Child Care Licensing and Texas Rising Star guidelines 

Job Qualifications 

Candidates must meet one of the following education and experience combinations:  

• Bachelor’s degree from an accredited four-year college or university in Early Childhood Education, Child Development, Special Education, Child Psychology, Educational Psychology, Elementary Education, or Family and Consumer Science, with a minimum of one  year of full-time early childhood classroom experience in  a child care facility, Early Head Start, Head Start, or Pre-Kindergarten through third-grade school program. Transcripts are required to verify educational attainment  

• Bachelor’s degree from an accredited four-year college or university, including at least 18 credit hours in Early Childhood Education, Child Development, Special Education, Child Psychology, Educational Psychology, Elementary Education, or Family and Consumer Science, with at least 12 credit hours in Child Development, and a minimum of one year of full-time early childhood classroom experience in a child care facility, Early Head Start, Head Start, or Pre-Kindergarten through third-grade school program. 

• Associate’s degree in Early Childhood Education, Child Development, Special Education, Child Psychology, Educational Psychology, Elementary Education, or Family and Consumer Science, and two years of full-time experience in Early Childhood Education. Experience in Early Childhood Education includes, working in a child care and early learning program, providing early childhood coaching or mentoring, owning or operating a child care and early learning program; or teaching college coursework in early childhood.    

Knowledge, Skills, and Abilities 

• Knowledge of developmentally appropriate practices for children ages birth through 12 years and the ability to mentor and impart practical knowledge to caregivers.  

• Experience in observation, evaluation, and assessment of early childhood programs, including familiarity with research-based early childhood assessment tools.  

• In-depth knowledge of the Texas Rising Star Guidelines and the subsidized child care program, along with an understanding of principles and practices in the administration of publicly funded programs.  

• Strong written and verbal communication skills, with proficiency in using standard office software (e.g., Microsoft Word and Excel) to create reports and documents.  

• Detail-oriented, highly organized, and capable of working both independently and as part of a team.  

• Strong problem-solving skills and the ability to complete high-quality work within set timeframes.  

• Experience in teaching and training adults, including preparing lesson plans.  

• Ability to plan, organize, and collect relevant information to develop monitoring tools, instruments, and reporting processes.  

• Ability to understand, interpret, and apply federal and state guidelines related to child care services.  

• Ability to work with individuals from culturally diverse backgrounds and interact effectively with a wide variety of groups, including child care providers, educational institutions, community organizations, business leaders, elected officials, and the general public.  

• Must perform all job functions while maintaining high ethical and professional standards.  

Benefits 

• Paid health, dental, and vision insurance  

• Retirement plan (401(k) with matching) 

• Paid time off (vacation, sick leave, holidays) 

• Flexible work arrangements (remote, hybrid, flexible hours) 

This job description is intended to identify the essential functions of a position and should not be interpreted as all-inclusive. The incumbent(s) may be required to perform or assume additional job-related responsibilities other than those stated in this description. 

CONCHO VALLEY WORKFORCE DEVELOPMENT BOARD
CVWDB BACKGROUND HISTORY
Concho Valley Workforce Development Board (CVWDB) was established according to federal government criteria, with the current organization based on Workforce Investment Act of 1998, which set forth guidelines for the formation of Local Workforce Development Boards. Although directed by the Federal Government, Texas' own in-place system was recognized as a leader among the states and many Texas processes are grandfathered to allow our system to continue to set the standard among the States. Texas Workforce Commission (TWC) annually allocates funds to CVWDB and assigns related performance targets / standards.
Funding originates from federal governments agencies - primarily the Department of Labor, Department of Health and Human Services, and Department of Agriculture- and state government regulations - Wagner Peyser Act. Standards are established by federal law, federal agency, and TWC. The CVWDB is primarily responsible to TWC for the management administration of grant funds allocated to the local area and ensuring such resources are efficiently and effectively used to achieve the intended results.
Workforce Development Boards & Employers
Local Workforce Development Boards play an important role in the building of a quality workforce to meet the skill demands of Texas employers, as well as assisting Texans in their pursuit of good paying, productive jobs. Designed in the mid-1990s, the Federal government used Texas' system in drafting the Workforce Investment Act (WIA) and in the newer, follow-on Workforce Innovation and Opportunity Act (WIOA). The Texas system has many exemptions, called "grandfather" provisions, that allow Texas to continue to serve its customers in its proven system.
MISSION
The mission of the Concho Valley Workforce Development Board (CVWDB) is to promote the economic well-being of all residents through the delivery of employer-driven and customer-centered services. It is the intention of the board to ensure that every CVWDB resident has the opportunity to work in his or her chosen field at their highest desired capacity, and that each business' workforce is trained and ready as responsible employees. More details can be found in the Concho Valley Local Workforce Development Board Plan.
Local Workforce Development Board-12 (LWDB-12, or CVWDB) is one of 28 TWC Boards serving the State of Texas. CVWDB serves a 13-county area covering approximately 17,000 square miles and approximately 175,000 people (LWDB-12 region). It is primarily a rural-based economy with San Angelo and Brady as the largest 2 cities in the region
CHIEF ELECTED OFFICIALS
Judges from each county are Board Chief Elected Officials (CEOs) tasked with overseeing the Board's operations and appointing its members. Three CEOs are chosen as the Board's Lead CEOs and take the majority of responsibility for supporting the Board's daily operations where needed.
The partnership agreement between CVWDB and its CEOs sets forth their roles, responsibilities, relationships, and functions. The CEOs are primarily responsible for:
o\tCVWDB member appointments
o\tReview and final approval of the local workforce development plan
For more information in regards to our Board and the Workforce Center we support. Please refer to our website at

Company Description

CONCHO VALLEY WORKFORCE DEVELOPMENT BOARD\r\nCVWDB BACKGROUND HISTORY\r\nConcho Valley Workforce Development Board (CVWDB) was established according to federal government criteria, with the current organization based on Workforce Investment Act of 1998, which set forth guidelines for the formation of Local Workforce Development Boards. Although directed by the Federal Government, Texas' own in-place system was recognized as a leader among the states and many Texas processes are grandfathered to allow our system to continue to set the standard among the States. Texas Workforce Commission (TWC) annually allocates funds to CVWDB and assigns related performance targets / standards.\r\nFunding originates from federal governments agencies - primarily the Department of Labor, Department of Health and Human Services, and Department of Agriculture- and state government regulations - Wagner Peyser Act. Standards are established by federal law, federal agency, and TWC. The CVWDB is primarily responsible to TWC for the management administration of grant funds allocated to the local area and ensuring such resources are efficiently and effectively used to achieve the intended results.\r\nWorkforce Development Boards & Employers\r\nLocal Workforce Development Boards play an important role in the building of a quality workforce to meet the skill demands of Texas employers, as well as assisting Texans in their pursuit of good paying, productive jobs. Designed in the mid-1990s, the Federal government used Texas' system in drafting the Workforce Investment Act (WIA) and in the newer, follow-on Workforce Innovation and Opportunity Act (WIOA). The Texas system has many exemptions, called "grandfather" provisions, that allow Texas to continue to serve its customers in its proven system.\r\nMISSION\r\nThe mission of the Concho Valley Workforce Development Board (CVWDB) is to promote the economic well-being of all residents through the delivery of employer-driven and customer-centered services. It is the intention of the board to ensure that every CVWDB resident has the opportunity to work in his or her chosen field at their highest desired capacity, and that each business' workforce is trained and ready as responsible employees. More details can be found in the Concho Valley Local Workforce Development Board Plan.\r\nLocal Workforce Development Board-12 (LWDB-12, or CVWDB) is one of 28 TWC Boards serving the State of Texas. CVWDB serves a 13-county area covering approximately 17,000 square miles and approximately 175,000 people (LWDB-12 region). It is primarily a rural-based economy with San Angelo and Brady as the largest 2 cities in the region\r\nCHIEF ELECTED OFFICIALS\r\nJudges from each county are Board Chief Elected Officials (CEOs) tasked with overseeing the Board's operations and appointing its members. Three CEOs are chosen as the Board's Lead CEOs and take the majority of responsibility for supporting the Board's daily operations where needed.\r\nThe partnership agreement between CVWDB and its CEOs sets forth their roles, responsibilities, relationships, and functions. The CEOs are primarily responsible for:\r\no\tCVWDB member appointments\r\no\tReview and final approval of the local workforce development plan\r\nFor more information in regards to our Board and the Workforce Center we support. Please refer to our website at

Job Tags

Similar Jobs