What are the responsibilities and job description for the Child Care Specialist (FAPO) position at BakerRipley?
Workforce Solutions is seeking a dedicated Child Care Specialist (CCS) to support early learning programs and professionals in the Gulf Coast region. The CCS will collaborate with the Child Care Program Manager, Workforce Solutions board staff, and Financial Aid Payment Office staff to implement and manage initiatives that enhance the quality of childcare services, upskill early education professionals, and foster a robust childcare industry.Key Responsibilities : Professional Development Support : Develop skills in individuals to meet the demand for qualified early education teachers.Implement processes for trainer payments and manage logistics for Child Development Associate (CDA) coursework and other professional development activities.Observe and evaluate the effectiveness of training sessions for early learning providers.Scholarships and Incentives : Process, track, and report on scholarships, grants, substitute pay, wage supplementation, and other childcare incentives.Manage scholarship payments to colleges, conferences, and professional organizations.Program Coordination : Establish and maintain tracking systems for training sessions, attendance, and invoices.Collaborate with departments across the Workforce Solutions system to coordinate childcare activities and services.Mission Support : Align activities with Workforce Solutions' mission to support quality education for young children and assist early education professionals with long-term career planning.Qualifications : Strong organizational and project management skills.Experience with program coordination, professional development, or financial incentive programs is preferred.Passion for early childhood education and workforce development.Ability to evaluate training effectiveness and maintain detailed records.Excellent communication and collaboration skills. 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)
