Summary:
The R&R Center in Pawling, NY, is a unique program dedicated to providing integrated sheltering, behavioral, and medical care for canine victims of cruelty. The R&R Center team works closely with ASPCA teams in New York City to help animals rescued in partnership with the NYPD.
Are you passionate about helping animals in need and eager to advance the field of animal welfare? Do you thrive in a dynamic, complex, highly collaborative environment? If so, the role of Licensed Veterinary Technician at the ASPCA’s new Recovery & Rehabilitation Center (R&R Center) in Pawling, NY might be right for you!
The individual in this role is responsible for providing high quality veterinary care to canines recovering from the physical and behavioral impacts of animal cruelty at the R&R Center. The successful candidate for this role values teamwork, collaboration, and an integrated approach to recovery and rehabilitation that balances medical, behavioral, and environmental needs.
When & Where You’ll Work:
Schedules include days, evenings, weekends, and holidays; regular schedule will include at least one weekend day
Starting pay for the successful applicant will depend on a variety of factors, including but not limited to education, training, experience, location, business needs, internal equity, market demands or budgeted amount for the role. The target hiring range is for new hire offers only, and staff compensation may increase beyond the maximum hiring range based on performance over time. The maximum of the hiring range is reserved for candidates with the highest qualifications and relevant experience. The expected hiring salary range for this role is set forth below and may be modified in the future.
- The target hiring range for this role is $34.60 - $37.00 per hour.
At the ASPCA, you don’t have to choose between your passion and making a living. Our comprehensive benefits package helps ensure you can live a rewarding life at work and at home. Our benefits include, but are not limited to:
Flexible time off that includes vacation time, sick and bereavement time, paid parental leave, 10 company paid holidays, and paid personal time off that allows you even more flexibility to observe the days that mean the most to you.
Robust professional development opportunities including classes, on-the-job training, coaching and mentorship with industry-leading peers, internal mobility, opportunities to support in the field, and so much more.
Responsibilities:
Responsibilities include but are not limited to:
Observe individual animals and the overall population for signs of illness, injury, and/or poor welfare, communicating any issues quickly and effectively
Provide veterinary medical care within the scope of license, including but not limited to basic examinations and triage, surgical support, venipuncture, catheter placement, intubation, administering and monitoring anesthesia, diagnostic testing, radiographs, CPCR, and humane euthanasia
Oversee the implementation of preventative, vaccination, and treatment schedules, ensuring all animals are up-to-date
Ensure thorough, accurate, and timely data entry to animals’ medical records including previous medical history and all exam findings, test results, and treatments
Assist in staff training across all areas, ensuring all staff understand shelter disease control protocols, nutritional guidelines, preventative and vaccination schedules, and the importance of daily monitoring
Assist other teams in cleaning, organizing, and providing daily animal care as time allows, or when circumstances require
Administrative, Financial, and Operational Duties (15%)
Education and Work Experience
Views conflict as generative, using disagreement to drive innovation, improve communication, clarify and articulate values, and build stronger relationships
Willing and able to work with chemical and biological hazards such as medications, cleaning products, urine, feces, blood, and sharp objects
Able to work in a physically demanding environment that requires standing, walking, bending, squatting, and/or kneeling for extended periods of time
Able to lift and carry animals (50 pounds unassisted, 100 pounds with assistance) and equipment, such as food bags, bedding, and cleaning supplies
Ability to wear appropriate Personal Protective Equipment, including but not limited to disposable coveralls, respirators or face masks, and booties
Stay Connected – Join Our Talent Community
If you are interested in joining our team but do not see a position listed that fits your experience or interests, please join our Talent Community to stay connected to future opportunities with the ASPCA.
Qualifications:
See above for qualifications details.
Language:
English (Required)
Education and Work Experience:
High School Diploma
Our EEO Policy:
The ASPCA is an Equal Employment Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex, national origin, ancestry, gender, gender identity or expression, age, marital or domestic partner status, citizenship status, sexual orientation, disability, genetic information, military or veteran status, or any other characteristic protected by applicable federal, state or local laws, regulations or ordinances.
Applicants with disabilities may be entitled to a reasonable accommodation under the terms of the Americans with Disabilities Act and certain state or local laws. A reasonable accommodation is a change in the ASPCA’s standard application process, which will ensure an equal employment opportunity without imposing undue hardship on the ASPCA. Please inform the ASPCA’s People Team if you need an accommodation in order to complete any forms or to otherwise participate in the application process.
Individuals seeking employment are considered without regards to race, color, creed, religion, sex, national origin, ancestry, gender, gender identity or expression, age, marital or domestic partner status, citizenship status, sexual orientation, disability, genetic information, military or veteran status, or any other characteristic protected by applicable federal, state or local laws, regulations or ordinances.
ASPCA is an Equal Opportunity Employer (M/F/D/V).
About Us:
The ASPCA was founded in 1866 on the belief that animals are entitled to kind and respectful treatment by humans and must be protected under the law. As a 501(c)(3) not-for-profit corporation with more than two million supporters nationwide, the ASPCA is committed to preventing cruelty to dogs, cats, equines, and farm animals throughout the United States.
The ASPCA is headquartered in New York City, where we maintain a full-service animal hospital, spay/neuter clinic, mobile spay/neuter and primary pet care clinics, a rehabilitation center for canine victims of cruelty, kitten nursery, adoption center, and two community veterinary centers.
The ASPCA also operates programs and services that extend nationwide. We assist animals in need through on-the-ground disaster and cruelty interventions, behavioral rehabilitation, animal placement, legal and legislative advocacy, and the advancement of the sheltering and veterinary community through research, training, and resources.
At the ASPCA, we are committed to fostering a collaborative and compassionate culture and we welcome all voices to contribute to our lifesaving mission. Our staff represent a vast array of backgrounds and diversity dimensions, bringing with them valuable experiences and perspectives. They join the ASPCA to learn, grow, and continually do their best work on behalf of animals. We are inspired by our staff, partners, and the communities we support across the country who work to improve animal lives. We are committed to diversity, equity, and inclusion at the ASPCA because it elevates our organizational culture, aligns with our Core Values, and enables us to move further and faster toward the ASPCA’s vision – that all animals live good lives; valued by society, protected by its laws, and free from cruelty, pain and suffering.
Your Employee Rights Under the Family and Medical Leave Act:
Pursuant to regulations of the Family and Medical Leave Act (FMLA), we provide this notice to applicants about eligible employees’ protected leave for certain reasons. Click on the link to learn more.
Applicants that are residents of Colorado and Oregon: Per CO Senate Bill 23-058 and ORS 659A.030, we cannot generally request or require any age-related information (i.e., age, DOB, attendance or graduation dates from an educational institution) on an initial employment application; this includes any age-related inquiries through completion of the initial interview. We can require/request additional application materials; if those materials contain any age-related information, an applicant should redact the information before submitting an initial employment application.
Indiana Applicants: Pursuant to Indiana law, we are providing notice that it is an unlawful employment practice for an employer to discriminate against a prospective employee on the basis of status as a veteran by: (1) refusing to employ an applicant for employment on the basis that the applicant is a veteran of the armed forces of the United States; or (2) refusing to employ an applicant for employment on the basis that the applicant is a member of the Indiana National Guard or a member of a reserve component. Should you feel that you were a victim of discrimination on the basis of veteran status, please let us know at careers@aspca.org. Alternatively, you can file a complaint with the following agencies at any time: Indiana Civil Rights Commission (ICRC) 100 North Senate Avenue, Room N103, Indianapolis, IN 46204; Office: (317) 232-2600 | Toll Free: (800) 628-2909; Hearing Impaired: (800) 743-3333 | Fax: (317) 232-6580; E-mail: icrc@crc.in.gov | Website: www.in.gov/icrc. Equal Employment Opportunity Commission - Indianapolis Field Office; 115 W. Washington Street South Tower Suite 600; Indianapolis, IN 46204; Phone: 463-999-1240; Fax: 317-226-7953; TTY: 1-800-669-6820;ASL Video Phone: 844-234-5122.
Massachusetts Applicants: Per Massachusetts law, we are providing notice that it is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
Philadelphia Applicants: You may view your rights under the Fair Criminal Record Screening Standards Act here.
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