Intake Eligibility Specialist in Austin, TX at BakerRipley

Date Posted: 6/10/2021

Job Snapshot

Job Description

The Intake Eligibility Specialist ensures compliance with Workforce Solutions Child Care Services contractual obligations, policies and procedures for child care intake and eligibility.  Interacts with customers and child care providers to determine their needs and provide customers with child care services and information, including determining eligibility and enrolling customers in eligible child care providers.


  • Establishes rapport and credibility with customers and providers by providing excellent customer service in a professional and respectful manner.
  • Determines customer eligibility by reviewing the customer documentations for completeness and accuracy
  • Performs mathematical calculations to determine the parent’s share of cost
  • Enter all data into The Workforce Information system of Texas (TWIST) in a timely and accurate manner
  • Enters data into databases as directed including the Financial Aid Communication System (FACS)
  • Maintains accurate customer files in specific order and completeness
  • Takes immediate action to address and resolve customer and provider complaints
  • Handles customer issues with professionalism and tact

Performs other duties as may be assigned


Bachelor’s degree from a four-year college or university


Equivalent combination or education and experience


  • Ability to write clear and accurate correspondence
  • Ability to calculate figures and amounts
  • Ability to interpret a variety of instructions furnished in written, oral, diagram or schedule form

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)