Jun 10, 2024

FFT Supervisor

  • AMIKids
  • Hybrid
Full time Nonprofit-Social Services

Job Description

Job Details


Are you a Mental Health Professional looking for an opportunity to make a difference in today’s youth?

AMIkids has served over 150,000 kids and their families since 1969. Being part of the AMIkids team means that you are helping youth to realize their full potential and become a valuable part of their community.

Our Team Members are Essential to the success of our Youth.

What you will be doing:

The FFT Supervisor role provides leadership and supervision of day-to-day operations of assigned areas and clinical team and community based intensive counseling services to youth and their families utilizing the Functional Family Therapy (FFT) Model.

This position requires flexibility in hours to meet family availability including early mornings, late evenings and/or weekends working within the various locations. Travel is required.

 You must have:

Master’s Degree in Social Work, Psychology, Mental Health Counseling, or related Human Services field,

Ability to meet professional standards, licensure/certification and/or contract requirements,

Two (2) years’ related work experience, FFT experience preferred,

Flexible to meet family availability including early mornings, late evenings and/or weekends

Ability to travel

We are looking for individuals with the following type of experience/licensure:

-Mental Health


-Family Therapy






Perks and Benefits:

What we offer to our Team Members are growth opportunities, we develop our leaders from within, Health Benefits to eligible full-time employees, 9 Paid Holidays, PTO that you accumulate every pay period, Wellness Benefits (EAP, Health Coaching), Retirement Plans (yes more than 1) and more! Check out our website to learn more about what we offer! http://www.amikids.org/Our-Careers/why-amikids/benefits

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)