LEAP Data Entry Clerk, Temporary


Colorado Springs, CO
United States

Experience Required
Yes
Employment Type
Employee
Work Schedule
Full-Time

Job Description

OBJECTIVE:

This is a temporary position working within the LEAP program to perform the Data Entry requirements for program operations for all applications received via the following; mailed hard-copy, digital, PEAK and telephonic applications.

QUALIFICATIONS:

High school diploma or equivalent with a minimum of two years of clerical and administrative experience in an office environment. Demonstrate proficiency in grammar, math skills, heavy computer use and ability to accurately type 30 words per minute. The incumbent must also conduct oneself in a professional manner and maintain a professional appearance that enhances the firm’s reputation. The incumbent must provide excellent customer service to applicants, vendors and agencies and all other stakeholders. The incumbent must be able to maintain accurate records and be detailed oriented. It is preferred that the incumbent have excellent written and verbal communication skills and demonstrate the ability to interact with various types of internal and external applicants and agencies in a high stress environment. Weekend work and OVERTIME WILL BE REQUIRED.

Incumbent will complete a background check after an offer has been made. As a role that handles very confidential information the incumbent may be disqualified if they have a criminal record for illegal drug use or sale, financial fraud, identity theft, physical abuse, crimes involving violence and/or theft. We do consider the specifics of the offense, including how long ago the offense took place. A valid Colorado driver’s license without a history of violations may also be required with current automobile insurance and vehicle.

KEY RESPONSIBILITY AREAS:

LEAP Program Support

The Data Entry Clerk will attend all required training and continue to develop a thorough working knowledge of LEAP in order to support the program and other LEAP staff. The Data Entry Clerk will obtain knowledge to assist in the processing of applications and explain eligibility criteria to applicants and agencies if necessary. The Data Entry Clerk will provide assistance with sending out approval and denial notices within the required time frame and provide technical and/or clerical support when needed. The Data Entry Clerk will also distribute applications, from all sources, to technicians for processing and eligibility determination. The Data Entry Clerk will also assist in contacting our vendors to determine and verify emergency status of all incoming applications identifying an emergency.

LEAP Data Entry, Tracking and Reporting

The Data Entry Clerk will complete data entry for all incoming applications into the LEAP master file on the state computer system daily and within the time frame allotted to determine eligibility of applications, determine approval or denial of applications for LEAP benefits, while maintaining applicant confidentiality at all times. In addition, the Data Entry Clerk will enter and extract data from files and the computer system as required. The Data Entry Clerk is responsible for providing assistance to the Supervisor II and/or Program Manager in tracking statistical information and with file records as needed. In addition, the Data Entry Clerk will maintain the caseload characteristics database, grievance/complaint logs and assist with the maintenance of trend analysis statistics.

Relationship Management

The Data Entry Clerk is responsible for establishing and maintaining a positive and professional relationship with all customers, vendors, clients, other LEAP staff and human services agencies and other stakeholders presenting a positive image of the company. The Data Entry Clerk will attend meetings with Discover Goodwill of Southern & Western Colorado and the Department of Human Services that are deemed necessary by the Supervisor II and/or Program Manager. The Data Entry Clerk will also perform other duties as requested by the Supervisor II and/or Program Manager.

Physical Requirements

Attachment to Job Description

This information is required to ensure compliance with various workplace regulations.

Please identify each physical activity required in the performance of this position and mark the relative column below.

Continuously
Frequently
Occasionally
Never

5-8 hours

3-4 hours

1-2 hours

0

LIFTING: (as defined by ADA)

    

Heavy: 45 lbs. & over

  

x

 

Moderate: 15-44 lbs.

  

x

 

Light: 14 lbs. & under

  

x

 

CARRYING:

    

Heavy: 45 lbs. & over

  

x

 

Moderate: 15-44 lbs.

  

x

 

Light: 14 lbs. & under

  

x

 

PUSHING/PULLING:

  

x

 

REACHING:

    

Above Shoulder

  

x

 

At Shoulder

x

   

Below Shoulder

 

x

  

TWISTING:

x

   

BENDING:

 

x

  

KNEELING/CRAWLING:

  

x

 

SQUAT:

  

x

 

CLIMBING: Use of legs only (stairs)

  

x

 

CLIMBING: Use of arms & legs (ladders)

   

X

HEARING:

x

   

VISION:

    

Visual – close

X

   

Visual – distant

X

   

Visual - depth perception

x

   

HANDS/FINGERS:

    

Simple grasping

x

   

Fine Manipulation

X

   

Repetitive Movements

x

   

WALKING:

x

   

STANDING:

x

   

SITTING:

X

   

Goodwill is an Equal Opportunity Employer dedicated to employing qualified individuals including those with disabilities and/or protected veterans.

We promote a Safe & Drug-free Workplace.

Goodwill participates in E-Verify. For more information on E-Verify, please contact DHS: 888-897-7781 or www.dhs.gov/E-Verify

Qualifications

Education

Required

High School / GED or better.

Experience

Required

2 years: High school diploma or equivalent with a minimum of two years of clerical and administrative experience in an office environment.


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)