Growth Line: Staffing and Support Plan for 4th Dimension Sobriety

CEO: Jason Gonzalez

Organization: 4th Dimension Sobriety

Objective:

  • To build a sustainable, effective team structure by first ensuring current employees are fully supported and equipped with fair pay, benefits, and a positive culture. With a foundation of well-supported staff, 4th Dimension Sobriety can strategically add new roles to further enhance resident support and program efficiency.

Current Situation:

  • 4th Dimension Sobriety has a committed team that often operates under high demand. Existing roles need improved support to ensure staff can manage their responsibilities without excessive overtime. By strengthening pay, benefits, and workplace culture, the organization will reduce burnout and increase job satisfaction, creating a solid foundation for expanding roles and services.

Primary Priorities:

1. Support Current Staff

  • Pay and Benefits: Review and adjust compensation packages to reflect fair market value, providing additional benefits where feasible to ensure staff stability.

  • Culture and Workload: Cultivate a supportive, balanced work environment to reduce overtime and increase employee satisfaction.

  • Employee Feedback: Implement regular check-ins and feedback opportunities to address concerns and foster a collaborative culture.

2. Key New Roles for Enhanced Resident and Program Support

Case Manager (or Social Worker)

Role: Manage resident treatment plans, track recovery progress, and guide transitions post-program.

Benefit: Provides specialized support, relieving untrained staff from case management duties.

Program Coordinator

Role: Oversee arts, restorative justice, and other core initiatives, keeping programs on track and well-organized.

Benefit: Streamlines programs, freeing leadership to focus on strategy and growth.

Resource and Transition Specialist

Role: Connect residents with job placement, housing, and continued sobriety support for a successful transition.

Benefit: Ensures residents have a clear post-program plan, reducing relapse risks.

Peer Support Specialist

Role: Offer relatable mentorship through lived recovery experience, leading sessions and support groups.

Benefit: Strengthens the recovery community, fostering connection among residents.

Volunteer Coordinator

Role: Organize volunteer efforts to support day-to-day tasks and special programs.

Benefit: Streamlines volunteer management, maximizing impact on residents and operations.

Strategic Impact:

Supporting current employees and establishing new specialized roles will create a sustainable, structured environment at 4th Dimension Sobriety. A well-supported team will reduce burnout, increase efficiency, and strengthen resident care. This foundational investment in staff will position 4th Dimension Sobriety for long-term growth and success in its mission.

Next Steps for Staffing and Support Plan

  • Evaluate and Adjust Current Staff Compensation and Benefits

  • Conduct Market Analysis: Review current pay and benefits to ensure competitiveness within the nonprofit and recovery sectors.

  • Adjust Compensation: Propose adjustments as needed to meet fair market standards.

  • Review Benefits Package: Add or expand benefits where possible (e.g., health, PTO, mental health support) to retain staff and increase job satisfaction.

Implement Employee Support and Culture Initiatives

  • Schedule Regular Check-Ins: Conduct monthly one-on-one meetings with all staff to gather feedback and identify support needs.

  • Create a Feedback System: Set up an anonymous feedback tool to allow staff to share concerns and suggestions on an ongoing basis.

  • Organize Team-Building Activities: Host quarterly team events to foster a supportive work culture and prevent burnout.

Hire for Key New Roles in Phases

Phase 1 – High-Impact Roles to Relieve Staff Pressure

  • Case Manager: Recruit a licensed professional to manage treatment plans and oversee residents’ recovery journeys.

  • Resource and Transition Specialist: Identify candidates with experience in job placement and housing support to ensure smooth transitions for residents.

Phase 2 – Program and Community Engagement Roles

  • Program Coordinator: Hire a coordinator to streamline arts, restorative justice, and community programs, enabling more effective operations.

  • Peer Support Specialist: Bring in an individual with lived recovery experience to lead group sessions and support residents, building a strong recovery culture.

Phase 3 – Volunteer Management

  • Volunteer Coordinator: Recruit a coordinator to manage internal and external volunteer efforts, maximizing community support for residents.

Secure Funding for Staffing Expansion

  • Develop a Funding Proposal: Outline the needs and benefits of the new staffing plan, targeting donors and grants.

  • Identify Funding Sources: Apply for grants in mental health, recovery support, and workforce development to support staffing costs.

  • Launch a Mini-Campaign: Start a short-term fundraising effort focused on community support for resident services and staff growth.

Create Metrics for Monitoring Success

  • Define Success Metrics: Track metrics like reduced overtime hours, staff satisfaction rates, program participation, and resident transition success.

  • Quarterly Reviews: Assess the impact of new hires and adjustments on overall staff efficiency and resident outcomes.

  • Adjust as Needed: Regularly revisit staff needs and adjust the hiring plan based on organizational growth and funding.