Intake Eligibility Specialist in Corpus Christi, TX at BakerRipley

Date Posted: 5/14/2021

Job Snapshot

Job Description

The Intake Eligibility Specialist (IES) completes with specific written policies and procedures to determine customer's eligibility to receive financial assistance for child care by verifying records and performing mathematical calculations based on documented data such as pay stubs or financial reports. The IES is organized and prepared, communicates in a professional and courteous manner that is sensitive toward working with diverse culture; and collaborates with team members and management.

The IES performs data entry into Excel spreadsheets, Word documents, and various databases, and is responsible
for maintaining files in specific order and completeness. The IES has intermediate working experience with MS Word, Excel and
Outlook, is detailed and composes professionally written correspondence with proper spelling and grammatical correctness.


CORE DUTIES AND RESPONSIBILITIES:

1.Establishes rapport and credibility with customers and providers by
providing excellent customer service in a professional and respectful manner.
2. Determines customer eligibility by reviewing the customer documentation
for completeness and accuracy.
3. Performs mathematical calculations to determine the parent's income and
share of cost.
4. Enter all data into The Workforce Information system of Texas (TWIST)
in a timely and accurate manner.
5. Enters data into databases as directed including the Financial Aid
Communication System (FACS).
6. Maintains accurate customer files in specific order and completeness.
7. Takes immediate action to address and resolve customer and provider
complaints.
8. 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)