Data Automation & Evaluation Specialist in Houston, TX at BakerRipley

Date Posted: 12/23/2020

Job Snapshot

Job Description


  • Learn and take over Disaster Recovery weekly reporting requirements within the first month of work.
  • Learn and take over all Disaster Recovery reporting requirements by the end of the second month of work.
  • Learn about ongoing reporting in CFE and create plan to automate process components within the first month of work and begin planned automation by the end of the second month of work.
  • Attend Disaster Recovery program meetings, take notes, and report updates to CFE team.
  • Gain access to Salesforce and help create, modify, and maintain reports for all Disaster Recovery staff.


  • Collaborate with program leadership and provide recommendations on how to structure data, intake, and other survey tools to more effectively create automated reporting.
  • Develop, manage, and maintain data through object oriented analysis and design methodologies, supporting data structure and algorithm creation and maintenance, supporting efficient data visualization, data sharing, and more automated reporting.
  • Support longer term migration from on premise to cloud server infrastructure.
  • Support and work collaboratively with other data management staff across BakerRipley and with external partners as needed.
  • Respond to requests for information through internal ticket process.
  • Support Disaster Recovery programming meetings on regular basis (daily, weekly, as needed). Participate and advocate for program structures to more easily facilitate data and reporting management.
  • Manage deliverables and assignments in parallel and proactively communicate progress, roadblocks, and elevate to management when help is needed.

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)