Compliance & Systems Coordinator in Houston, TX at BakerRipley

Date Posted: 4/15/2021

Job Snapshot

Job Description

The Compliance Systems Coordinator ensures that all Senior Health and Wellness centers are operated within funder compliance guidelines. 

  • Ensures Health and Wellness centers are in AAA Program compliance by conducting periodic site visits. Verifies proper equipment functions, required posting adherence, and site safety precautions are in place. Identifies and provides corrective actions if necessary.
  • Stays informed and keeps manager updated on all AAA contract rules and policy changes. Trains new staff on compliance rules and provides continuing education to Senior Center Staff.  Implements necessary changes at sites accordingly.
  • Creates and maintains training database of all food managers/handlers and other required certifications.  Schedules required training as needed.  Communicates training needs to Senior Center Staff.
  • Schedules all site inspections in accordance with AAA compliance requirements.
  • Requests compliance documents from staff and subcontractors in a timely manner to prepare for AAA monitoring.  Maintains all funder required compliance documents electronically on the shared drive.
  • Uses internal client management system to track client assessments for completion in preparation for annual monitoring.
  • Assists Systems Manager in keeping policies, procedures and process maps current.
  • Assists in training and providing technical support to senior center staff and subcontractors on software usage.
  • Audits client data in software system for accuracy and makes necessary corrections.
  • In the event of a staff vacancy, acts as a member of the site coverage rotation team when necessary. 
  • Performs other 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)