Intake Eligibility Specialist in Austin, TX at BakerRipley

Date Posted: 7/7/2020

Job Snapshot

Job Description

JOB SUMMARY:

Ensure compliance with Workforce Solutions contractual obligations, policies, and procedures for child care intake and eligibility. Interacts with customers and child care providers to determine their needs and provide Workforce Solutions customers with child care services and information, including determining eligibility and enrolling customers in eligible child care providers.

CORE DUTIES AND RESPONSIBILITIES:

  • 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 documentation 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

Performs other duties as may be assigned

MINIMUM EDUCATION:

Bachelor's degree from four-year college or university

YEARS OF EXPERIENCE:

Equivalent combination of education and experience

SKILLS:

  • 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)