- Assists the Child Nutrition Manager with meeting all reporting responsibilities for USDA Food Programs, Head Start and Charter requirements.
- Manages NSLP program components, including monitoring, training, and reporting.
- Serves as a liaison between funded programs, staff and vendors, and keeps updated information to ensure proper compliance.
- Plans and prepares menus that comply with USDA food program standards.
- Works in collaboration with Family Wellness staff and FDWs in identifying children with special dietary considerations and creates special diet menus to meet those identified needs.
- Provides internal monitoring of Head Start locations and Charter Schools to ensure compliance with USDA Food Program regulations and Head Start Performance Standards in content area.
- Provides training, technical support and guidance to staff related to Head Start Performance Standards and USDA Food Program policies, procedures and processes to ensure clear understanding of contract compliance issues.
- Reviews completed Nutrition Assessment and Individual Care Plan forms and links families to nutritional resources throughout the community that will address the nutritional needs of the family.
- Promotes awareness of nutrition-related issues to staff, children and parents through the distribution of materials, provision of training and nutrition activities and nutritional counseling. Encourages parent and community involvement in the nutrition program by involving them in the development, decisions and evaluation.
- Assists in the preparation for monitoring of USDA food programs by state and local authorities and the Head Start Monitoring Protocol federal authorities.
- Performs other duties as assigned.
- Some travel between sites is required
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)