Coordinator, Workforce Support and Development

Didlake, Inc. is a non-profit rehabilitation services organization. At Didlake, creating opportunities that enrich the lives of people with disabilities is our mission. Since 1965, Didlake has served thousands of people with significant disabilities by providing training, job placement, employment opportunities, and day support services. We provide rewarding and purposeful work.

Why This Role Matters

At Didlake, we believe meaningful employment transforms lives. The Workforce Support and Development Coordinator play a critical role in ensuring employees with disabilities receive the individualized support they need to succeed across our contract, retail, and corporate worksites. This position serves as a key resource for employees and supervisors, helping remove barriers to employment and maximizing everyone's potential.

What You Will Do

• Conduct intake and assessment meetings to identify individualized support needs for employees with disabilities.
• Develop clear, concise Employee Support Plans (ESP) based on assessment findings, observed needs, and management input.
• Enter and maintain Employee Support Plans and documentation in the Lauris electronic database.
• Gather, analyze, and summarize support needs to maximize employee success across worksites.
• Assist employees in understanding and obtaining required Documentation of Disability in coordination with Human Resources and regulatory requirements (including communication with medical, rehabilitation, psychiatric, or school professionals when authorized).
• Provide assistance with clearance and badging paperwork as needed.
• Train and guide supervisors on how to effectively use the Employee Support Plan as a practical support tool.
• Serve as a Subject Matter Expert on disability-related supports and workplace accommodations.
• Conduct routine follow-up with employees and site management to ensure ESP effectiveness and identify additional resources if needed.
• Document all contacts and support activities within the Lauris electronic system.
• Follow established SOPs for responding to acute issues or workforce support concerns reported by HR or site management.
• Provide direct interaction and follow-up support to assist HR with workforce support-related personnel matters.
• Keep the Workforce Support and Development Director informed of participant issues that may impact employment status and document all support efforts.
• Maintain established timelines, scheduling requirements, and program deadlines.
• Travel extensively to Didlake worksites and offsite meeting locations throughout Northern VA, Maryland, and DC.