WHEAP Intake Specialist Job Responsibilities:

• Provide efficient, interactive intake services for the WHEAP by phone, face-to face or by mail to determine program eligibility.

• Enter program applications into the WHEAP electronic data system timely and accurately.

• Answer phones, schedule appointments, and provide program information to applicants.

• Provide quick, pro-active response to client requests for assistance, adhering to required response times.

• Will coordinate and perform administrative activities and support by storing, retrieving, and integrating information for dissemination to staff and clients, answer and relay calls and messages, with follow-up to recipients in a professional manner.

• Communicate with vendors regarding the repair and emergency fuel fills.

• Verify earned and unearned income, including wages, child support, TANF, Social Security, Unemployment Insurance, etc.

• Conduct community outreach and provide mobile intake services to community agencies, senior centers, housing/neighborhood centers, etc.

• Maintain and secure client information, ensuring confidentiality whether in the office or out in the community.

• Conduct home visits as necessary for the elderly, handicapped and disabled.

• Respond to applicant questions, assist with verification, and carry out benefit processing in a timely manner.

• Make referrals to the Weatherization program for WHEAP participants.

• Work as part of a team to ensure the energy assistance program runs efficiently.

• Participate in program awareness events held throughout the community.

• Attend trainings, meetings and perform other duties as assigned.

WHEAP Intake Specialist Job Qualifications:

• Associate degree or at least two years of experience with the WHEAP or LHEAP programs.

• Two years' experience in case management or any equivalent combination of training and experience in the social services field.

• Ability to work independently within established policies, procedures, and guidelines.

• Strong interpersonal and communication skills.

• Able to work flexible and irregular hours including on call evening hours.

• Proficient in Microsoft Office Suite.

• Bilingual in English and Spanish (Hmong, Rohingya, Burmese or Arabic) in verbal and written form PREFERRED.

• Must have reliable transportation, a valid Wisconsin Driver License and adequate vehicle insurance and be able to travel within the state of Wisconsin.

Work Environment, Physical, and Sensory Demands:

The demands described here are representative of those that must be met by an employee to successfully perform the job functions. Reasonable accommodations will be considered to enable individuals with disabilities to perform the essential job functions.

Physical Demands:

• Employee is frequently required to stand, walk, sit, bend.

• Occasionally required to lift and /or move up to 30 lbs.

• Occasionally required to drive.

• Frequently exposed to moderate temperature generally encountered in a controlled and uncontrolled temperature environment.

• Noise level in this work is usually quiet to moderate.

Tools & Equipment Used:

• Phones, computer system, web-based software.

• Fax machine, scanner, copy machine.

• First aid equipment, fire extinguisher.

Usage varies by position.

Additional Eligibility Requirements:

Employment with UMOS is contingent upon successful completion of a criminal background check prior to commencing.

UMOS is an equal opportunity Affirmative Action employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.

Education

• Associates or better in Human Services or related field

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)