Senior Manager, Data Analysis & Program Evaluation - Child Development & Family Support

Job Summary and Responsibilities/Duties For best consideration, please submit application materials by October 2, 2026. *To be considered for this role, please submit a complete application including Employment History, Resume & Cover Letter.

Job Summary Provides strategic leadership and oversight in data management, quantitative and qualitative analysis, and continuous quality improvement (CQI) across all Child Development and Family Support (CDFS) operations. Focuses on supporting the ultimate growth and development of children and families by providing analytical leadership to supportive, non-instructional program functions, including health, facilities, nutrition, and professional learning. Directs, supervises, and evaluates managers of supportive functions, leveraging data-driven decision-making to optimize operations, monitor Head Start Performance Standards, and enhance service delivery. Creates reports and communicates the growth, quality, and health of the organization’s various operational components to CDFS leadership, the College, and external stakeholders using research design and data visualization to assist with program evaluation.

Essential Duties

1. Directs, supervises, and evaluates the performance and daily duties of program managers in supportive, non-instructional service areas, including health, facilities, nutrition, and professional learning, ensuring cross-functional alignment with overall child and family outcomes.
2. Trains, mentors, and develops supervisees in the areas of leadership, staff accountability, and performance monitoring. Builds capacity among managers to use data systems and key performance indicators (KPIs) to drive continuous operational improvements.
3. Directs the design, implementation, and maintenance of CDFS data architecture, software systems, and data management workflows. Ensures data integrity, security, and accessibility across all supportive service departments.
4. Evaluates program efficacy, service delivery, and functional growth across health, facilities, nutrition, and professional learning. Synthesizes quantitative and qualitative data to identify trends, mitigate operational risks, and evaluate program impact.
5. Translates complex datasets into clear, compelling narratives, interactive dashboards, and executive reports. Effectively communicates the health, quality, compliance, and growth of the organization’s functions to leadership, Policy Council, and external partners. Attends Policy Council and College Board meetings and presents organizational health, evaluation findings, or programmatic data reports in the absence of or in collaboration with leadership.
6. Uses data tracking and monitoring systems to monitor and evaluate ongoing compliance with federal Head Start/Early Head Start Performance Standards, state licensing requirements, USDA/CACFP regulations, facilities safety protocols and other applicable federal, state, and local regulations, accrediting bodies, and MHCC board policies.
7. Provides strategic support and input to the design and continuous improvement of CDFS early learning programs. Assists with short- and long-term planning that promotes diversity, equity, and inclusion in staffing, curriculum, culture, and services and align with College and CDFS mission, vision, and strategic goals. Prepares reports to various funding sources in collaboration with fiscal managers.
8. Manages assigned department and program budgets, ensuring spending remains within budget allocations. Participates in budget planning, reviews, forecasting, and grant proposal development in partnership with leadership.
9. Establishes and maintains collaborative working relationships with internal College departments, external agencies, community partners, and educational institutions to strengthen ties and support programming, shared resources, and other initiatives. Serves as a College representative on local, regional, and state early childhood committees as appropriate.
10. Ensures and promotes health, safety, and proper risk management in the workplace and across all early learning sites.

Additional Duties

1. Attends training sessions and participates in ongoing professional development opportunities.
2. Performs all other duties as assigned.Minimum and Desired Qualifications Minimum Qualifications

Education: Master’s degree in Social Sciences, Health Services, Education, Business Management, Data Mining, Statistics, or a closely related quantitative/analytical field

Experience/Training:

•Minimum (5) years of experience in data analysis, program evaluation, and data management, including at least (2) years of supervision experience •Expertise in advanced data management, statistical analysis, survey design, data visualization tools (e.g., Tableau, Power BI, R, SQL, or Excel), and using data to drive organizational decision-making. •Advanced skills in database administration, word processing, spreadsheets, evaluation software, and virtual reporting tools •Experience working with diverse backgrounds within the College’s community, families, and staff; demonstrated commitment to equity, access, and inclusion. •Current driver's license, insurance, and access to a reliable automobile during work hours for travel to multiple site locations. Must have at least three (3) years of driving history. Equivalent combinations of education and experience may be considered on a year-for-year basis.

Preferred Qualifications•Bilingual skills with oral and written fluency in English and Spanish, Russian, Arabic or another language that meets the community/department’s needs •Leadership and supervisory experience in Head Start or Early Head Start programs

Additional Qualifications •Must be enrolled in the Oregon Central Background Registry prior to beginning employment, and enrollment must be maintained throughout employment. •Post-offer fitness for duty evaluation (including TB screening and health appraisal) within 30 days of hire date. •Must complete required Oregon Department of Early Learning and Care Self-Study Trainings within 30 days of hire Working Conditions and Important Information Job Details Employee Group: CDFS ManagementClassification: CDFS Management – Range 6Employment Type: Full-Time (1.0 FTE)FLSA Status: Exempt (Salaried)Compensation: $79,091-$118,685 AnnuallySchedule: 40 hours per week, Monday – FridayRemote Eligibility: On-Site (Not eligible for remote work)Working Conditions -Work is typically performed in a normal office environment while sitting at a computer terminal. -Visual eye strain and repetitive hand/wrist motion for data entry and keyboarding functions. -Works assigned schedule and exhibits regular and predictable attendance. -As necessary to meet work load demands, works outside of typical schedule including evening/weekend hours. -Work requires frequent travel to multiple off-campus early learning sites. -Work is sometimes performed in an emotional and stressful environment.

Salary Placement Initial salary placement will be based on years of applicable education, full-time equivalent experience, and other job-related qualifications at the sole discretion of the College and in accordance with all applicable state and federal laws. Please include all relevant education and full and part-time experience (including unpaid and volunteer experience) in your application that you want the College to review towards potential placement. Hired employees will not have an opportunity to update past experience or appeal initial placement after the time of hire.

Benefits

The following is a brief description of the benefits offered by Mt. Hood Community, this is intended to be a summary only – any errors or omissions are unintentional. Please refer to benefit booklets, plan documents, college policy and regulations for more detailed information.

COLLEGE PAID BENEFITS

Health Benefit Options MHCC is a member of the Oregon Educators Benefit Board (OEBB) which administers Medical, Dental, Vision, Life Insurance, Accidental Death & Dismemberment (AD&D), Long Term Disability (LTD) and Employee Assistance Plan (EAP). The effective date of employer-provided benefits is the beginning of the month after the employee’s date of hire at MHCC, unless otherwise indicated. Available medical, dental and vision plans and rates are available. on the MHCC intranet site, under Human Resources/Benefits.

Important Retirement Information:

Make sure you are enrolled in the medical, dental and/or vision plans you want when you retire. Retirement is not considered a Qualified Status Change (QSC) so you cannot add or change plans at the time of retirement.

In order to ensure that a spouse/domestic partner and/or eligible dependent can be covered when you retire you will need to enroll them on MHCC's policy at the open enrollment period prior to your retirement date even though they may be covered under another policy. The College pays the employer portion of the premiums during double coverage periods.

Although the College pays the employer portion of premiums during any double coverage period, double coverage is discouraged other than prior to retirement as it incurs additional expenses to the College.

Coverage for domestic partners is a taxable benefit under IRS guidelines. Appropriate taxes will be deducted from your payroll.

Other College Paid Insurances

• Life Insurance Coverage = 2x’s annual salary not to exceed $300,000
• Accidental Death & Dismemberment (AD&D) Coverage = 2x’s annual salary not to exceed $300,000
• Long Term Disability (LTD)

Approved benefit claims begin after 90-day elimination period. Maximum benefit is 66 2/3 of monthly salary; benefit may be adjusted based on other income received by retirement benefits.

Employer Paid Tax Sheltered Annuity MHCC contributes $200.00/month to a tax-sheltered annuity (TSA) 403 (b) on behalf of the employee as a benefit. It is up to the employee to establish an account with an approved investment/insurance company.

Public Employees Retirement Plan (PERS) Consistent with PERS rules, the employee contributes 6% of their gross salary into an Individual Account Program (IAP) with PERS. The contribution is set up automatically. At the time of retirement, based on one of the following programs, a monthly pension benefit is calculated. Please refer the Public Employees Retirement System (PERS) website for detailed information on retirement benefits: http://oregon.gov/PERS/

Public Employees Retirement System – Tier One/Tier Two:hired by a PERS employer before August 28, 2003 and have an active account. Oregon Public Service Retirement Plan - OPSRP: hired on or after August 28, 2003 and do not have active account in the PERS Program.

Tuition Waiver Plan Full-time employees, their spouses, domestic partners and children through the age of 23 will be entitled to tuition-free enrollment in MHCC courses. Application fee, College Service Fee per term and course fees are the responsibility of the employee.

Employee Assistance Program (EAP) MHCC’s Employee Assistance Program (EAP) is through Canopy which provides services to help people privately resolve problems that may interfere with work, family, and other important areas of life.

The EAP provides FREE (no charge for utilization) and confidential services to employees and their dependents, living at or away from home, and all household members, related or not. MHCC employees, spouses/domestic partner, dependents and their eligible household members have eight (8) free EAP services per new issue, including relationship, family, stress, anxiety, and other common challenges. Employees must get a referral from the EAP for each issue for services to be covered.

Employee Assistance Program (EAP) Link

Use of MHCC Swimming Pool Full-time employees and dependents have free access to the MHCC swimming pool during open recreation sessions. Swimming classes through the American Red Cross Learn-to-Swim program are not free under the tuition waiver plan or the swim pass. Employees are responsible to pay for the classes.

Professional Development Funds As approved by the President, professional development funds are available for management employees. Contact the Director of Human Resources for information on accessing these funds.

Vacation Scheduling and Use of Vacation Leave Vacation leave is scheduled in advance with the approval of the employee's manager and should be planned cooperatively with the employee. Vacation leave will be scheduled in such a manner as to minimize disruption to the organization. Managers must be reasonable in allowing the use of vacation leave and may not unreasonably deny vacation requests where the result would be the forfeiture of accrued vacation. For purposes of calculation, one normal workday is the equivalent of eight hours of vacation leave for a full-time employee.

Holidays falling within a period of vacation leave will not be counted against vacation leave.

Separation from Employment Upon separation from employment, an employee will be paid for any accumulated vacation leave. The employee is responsible for repayment of any overuse of accrued vacation leave. The ending date of employment cannot be extended by using vacation. Exceptions to this policy must be approved by Human Resources.

Vacation Accruals Management and confidential employees with a 1.0 FTE assignment accrue 13.33 hours of vacation per month (20 days per year). Management and confidential employees with assignments of less than 1.0 FTE accrue vacation in proportion to their FTE. Management and confidential employees accrue vacation on a monthly basis, beginning the first calendar month of employment. Vacation accrues on the last day of the month and is available for use the first day of the next month. Vacation leave will not accrue to any employee on leave without pay or suspension with duration of more than 30 days.

Maximum Vacation Leave Accrual Balance An employee’s total balance of accrued vacation may not exceed 320 hours. The hours of vacation leave earned each month will be adjusted to ensure thatthe maximum accrued vacation limit is not exceeded.

Sick Leave Employees shall have ten (10) days of sick leave placed in their sick leave bank upon beginning employment and shall accrue one (1) day of sick leave per month worked. Yearly accruals will be posted on the first day of each fiscal year. Employees working less than 1.0 FTE in a fiscal year will have sick leave accruals prorated. There will be no limit on the number of days accumulated during an employee’s employment. If termination occurs before the end of the fiscal year, sick leave accruals shall also be pro-rated.

Holidays Employees will be paid for 16 holidays, which are: Juneteenth (June 19th), Independence Day, Labor Day, Veteran’s Day, day before Thanksgiving, Thanksgiving Day, day after Thanksgiving, Christmas Eve, Christmas Day, the four days between Christmas and New Years, New Years Day, Memorial Day and typically either Martin Luther King Day or President’s Day in alignment with represented employee contracts. If a holiday falls on Saturday, Friday will be the holiday. If a holiday falls on Sunday, Monday will be the holiday.

Personal Leave Days Management employees receive up to 2 days (16 hrs) of personal leave per fiscal year to be used for personal reasons and are not accumulated or paid out upon separation of employment. For non-exempt positions, personal leave can be used in hourly increments at the employee’s discretion with prior approval from their immediate supervisor.

Detailed information regarding all management benefits are available in the Management and Confidential Handbook.