Based in the Rio Grande area of Texas, the Borderlands Program Coordinator (BPC) is responsible for supporting borderlands programming. This includes overseeing the distribution of material resources to partners serving asylum-seekers and other immigrants working along the border, connecting volunteers to partner needs, relating to constituent congregations (with special emphasis on Mennonite Brethren constituencies) and collaboratively resourcing educational activities including learning tours in the RGV (Rio Grande Valley) and other borderlands communities. This position will also work and collaborate with constituency churches and organizations doing similar borderlands work, MCC CS’s Borderlands partners, all in collaboration with MCC CS (Central States) Immigration Program Coordinator and other MCC CS staff (e.g., Material Resource Coordinators, Director of Programs). This position will also participate in MCC U.S. Immigration Network.
• Advanced communication skills in English and Spanish required to communicate frequently both internally within MCC, and externally with partners, constituency churches, and other faith-based organizations doing similar work.
• Skills for written and spoken communication around sensitive issues are essential.
• Skills for listening to varying constituent opinions around sensitive issues are essential.
• Listening, flexibility, and responsiveness are essential. The tasks for this position are diverse and involve navigating multiple stakeholders and resources.
• Work requires strong organizational and networking skills and initiative (i.e. self-starter) to follow through on facilitating MCC Central States immigration work related to material resources and volunteers.
• Work requires the ability to plan, organize, implement, and follow through without direct supervision and is reviewed primarily for adequacy in meeting objectives.
• While the work is primarily geared toward supporting partners that serve recently arrived immigrants to the U.S., the position also serves the needs of a broad range of people, community, and like-minded partners, including MCC staff and boards, people of color, program partners, sister organizations (e.g., MDS (Mennonite Disaster Service)) and constituent congregations.
• Decisions are made in a collaborative manner with counsel from MCC program staff and other MCC colleagues.
• 65% Borderlands Resource and Partner Support:
• 15% Education and Connecting Peoples
• 10% Networking and Communication
• 10% Regional Support and Collaboration
Borderlands Resource and Partner Support – 65%
• Facilitate and build relationships among borderlands stakeholders to effectively support partner-led projects and other activities (e.g., the distribution process of Immigrant Detainee Kits/hygiene kits, other material resources as requested, advocacy and solidarity initiatives, volunteers) requested by partners and/or MCC CS Immigration programs.
• Facilitate the MCC part of the distribution process of Immigrant Detainee Kits/hygiene kits, and other material resources as requested by partners and MCC CS Immigration programs, with reference to Mennonite Brethren (MB) congregations in South Texas.
• Collaborate with MCC CS Immigration Program Coordinator, MCC CS MR (Material Resources) Coordinator, and volunteers on the delivery of material resources to the Valley (in relationship with partner needs).
• Collaborate with MCC CS Immigration Coordinator on discerning MCC partnerships and other borderlands response to asylum-seekers and immigration partners
Education and Connecting Peoples- 15%
• Educational Orientation:
– Collaborate as a resource person on 2 MCC-led Borderlands Learning Tours annually
– Facilitate educational activities for constituents visiting the borderlands area to provide an entry-level awareness about borderlands issues. Topics will be discerned and designed with constituent churches, faith-based agencies (e.g., MDS) and immigration partners.
• Connecting Peoples:
-Connect volunteers from constituent congregations, universities, and agencies (e.g., MDS) with borderlands partner organizations who need volunteer support
-Build relationships with immigrant-serving partners to identify needs and service gaps where volunteers could meaningfully contribute
-Communicate with constituent congregations, universities, and agencies (e.g., MDS) about identified needs
Networking and Communication- 10%
• Collaborate with MCC U.S. Immigration network and other places to provide feedback and perspective from a proximity to the borderlands region and the lived lives that the border itself impacts.
• Occasionally provide written articles, social media contributions, or other communications
Regional Support and Collaboration- 10%
• Participate in regular MCC Central States all-staff meetings (2x month), planning retreat (1 week per year), and department-specific meetings (1-2x month). Represent region on networks or working groups as requested (no more than 2 extra-programmatic groups per year). Represent MCC at 1 regional conference annually; and in addition, 1 national conference every other year.
• Participate in Dismantling Oppression Team on a rotating basis (identify and document 10 hours per month of reduced program responsibilities with supervisor when serving). Develop and follow through on annual intercultural development and anti-oppression skillset building plan for oneself.
Supervision: No direct supervision
Travel expectations: Travel up to 15% per year within surrounding states
• Occasionally ascending or descending stairs/ladders or the like.
• Constantly remaining in a stationary position, often standing or sitting for prolonged periods of time.
• Occasionally moving about to accomplish tasks or move from one worksite to another.
• Occasionally light work that includes moving objects up to 20 pounds.
• Constantly repeating motions that may include the wrists, hands and/or fingers.
• Occasionally operating motor vehicles or heavy equipment.
Environment Conditions – exposed to…
• Occasionally low temperatures.
• Occasionally high temperatures
• Occasionally outdoor elements such as precipitation and wind.
Organizational values and culture: All MCC workers are expected to exhibit a commitment to a personal Christian faith and discipleship; active church membership; and nonviolent peacemaking. MCC is an equal opportunity employer, committed to employment equity. MCC values diversity and invites all qualified candidates to apply.
• Associates degree or Preferred Bachelor’s Degree in peace and conflict studies, social work, immigration studies, and/or theology or equivalent experience
• 1-3 years relevant experience in social work, social services, or a similar role.
• 1-3 years relevant experience with multi-cultural relationship building; multi-cultural relationship building with Latino immigrants preferred.
• Capacity for biblical and theological reflection from an Anabaptist perspective
• Bilingual Spanish/English skills
-Strong communication skills: written, spoken, and listening
-Skills in budgeting, record-keeping and report writing.
• Proficiency in MS Office, internet and managing databases.
• Ability to develop and guide working relationships with new and current partners.
• Ability to build capacity, connect and network creatively with partners, MCC Central States staff and constituents
• Working knowledge of the impact of racism, sexism, colonialism, and other forms of systemic violence
• Volunteer coordination skills
• Understanding of racism and white privilege; commitment to being anti-racist
• Training and experience in community engagement preferred.
-Ability to facilitate educational experiences for the constituency
Employment eligibility: Legally eligible to work in the U.S. MCC offers of employment are subject to a successful criminal background check(s).
• Preferred Bachelor’s Degree
Anti-oppression commitment: MCC expects all staff to actively participate in an organization culture that focuses on dismantling any barriers based on race, economic inequality or gender-based oppression. This includes an expectation to assess and address any barriers within themselves, within their team(s), and within MCC; supervisors are expected to take leadership in assessing and addressing these barriers.
All MCC Staff are expected to work collaboratively to create and maintain an organizational culture that prevents and responds to situations of abuse of power (sexual harassment, child abuse, racism, exploitation, and fraud among other situations).
Support partners to strengthen their organizational capacity for prevention and response to abuses of power. Assess, manage and monitor risks related to abuses of power in program design, implementation, and monitoring.
Assess, manage, and monitor risks related to abuses of power in program design, implementation and monitoring.
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