Lead Intake Eligibility Specialist - Austin, Texas in Austin, TX at BakerRipley

Date Posted: 6/14/2021

Job Snapshot

Job Description

The Lead IES works in an office environment and complies with specific written policies and procedures to determine customer’s eligibility to receive financial assistance for child care. The Lead IES is organized and prepared, communicates in a professional and courteous manner; and collaborates with team members and management. The Lead IES addresses and resolves customer complaints. The Lead IES determines eligibility of the customer by verifying records and performing mathematical calculations based on documented data such as pay stubs or financial reports. The Lead IES performs data entry into Excel spreadsheets, Word documents, and various databases, and is responsible for maintaining files in specific order and completeness. Bilingual in English and Spanish is preferred


  • Establishes  rapport  and  credibility  with  customers  and  providers  by  providing excellent  customer  service   in   a   professional  and   respectful  manner  and   takes immediate action to address and resolve customer and provider complaints
  • Processes   customer   eligibility   as   needed   and   enters   data   into   The   Workforce Information system of Texas (TWIST) in a timely and accurate manner
  • Retrieves  and  enters  data  into  databases  as  directed  including  the  Financial  Aid Communication System (FACS) and takes appropriate actions
  • Oversees caseload maintenance of Intake Eligibility Specialists to ensure timeframes are met, files maintained in required format and completeness
  • Provides policy and procedure training and technical assistance to Intake Eligibility Specialists
  • Functions as liaison with all other areas within the program and with outside agencies for the delivery of the child care program to help ensure high quality of customer service
  • Performs other duties as may be 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)