CEAP Operations Manager in Houston, TX at BakerRipley

Date Posted: 5/19/2020

Job Snapshot

Job Description

CORE DUTIES AND RESPONSIBILITIES:        

  • Responsible for management and daily operational aspects of service delivery of the Comprehensive Energy Assistance Program (CEAP) grants as it relates to staff, third party agencies, customers, and funding sources
  • Develops, monitors, and evaluates efficiency and effectiveness of service delivery methods and procedures; provides innovative ideas and concepts to enhance implementation of the CEAP in accordance with state and agency policies
  • Responsible for hiring, training, supervision, coaching, and development of CEAP staff in accordance with stage and agency policies
  • Develops and supervises workshops and training activities for CEAP staff, outreach agencies, and customers
  • Monitors program budget and fund expenditures relating to customer services; works closely with the Operations Coordinator and HEM Director to ensure appropriate level of expenditures; prevents disallowed program costs
  • Develops and oversees preparation of statistical information and review preparation of program reports required by agency and funding sources
  • Assists with communicating with funding sources regarding program funding, development, and assists in preparation of applications to the federal government or other funding sources for planning assistance
  • Assists in resolving internal and external monitoring and audit exceptions by defining causes or error and recommending appropriate dispositions
  • Attends local, state, and national conferences and trainings pertaining to energy-related issues; stays abreast of and implements new policies, procedures, and regulations concerning client services of CEAP grant
  • Performs other administrative duties as assigned


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)