Temporary Intake Coordinator

Job Title: Temporary Intake Coordinator

FLSA Status: Full Time - non-exempt/Temporary
Reports to: Program Supervisor

Schedule: MONDAY-FRIDAY /Hours Vary

Supervises: N/A

Rate of Pay:$26/hour

Closing Date: 2/25/2025

Benefits: Standard; Full-Time(Temporary) , Non-Exempt employees are eligible for but not limited to the following:

• Sick leave benefit – 1 day per month, 12 sick days per year (accrual and availability begins at hire; sick time accrual is pro-rated for part-time hours.)

Function

Denver Metro Social Services (DMSS) is seeking an Intake and Discharge Coordinator (IDC). IDC core activities through DMSS will include (but is not limited to) coordinating intakes, guiding guests through the intake process and referring them to what the shelter has to offer, and assisting the other teams with documentation, organization, and recordkeeping.

Duties and Responsibilities

• Strong communication and people skills
• Demonstrated history of providing professional, effective programming with individuals, children, and families
• Ability to complete timely and detailed documentation (including assessments)
• Ability to use professional judgment to determine appropriate interventions
• Desire to serve others by building on their strengths
• Strong skills in customer service
• Competent in working independently within clear parameters in a team environment
• Bi-lingual (preferred)

• Continued employment will be contingent on a biennial (every 2 years) background check that is processed in accordance with The Salvation Army’s policies.

• Internal PTM training within first three months of employment

• Performs other duties as required.

Education, Experience, Skills, Qualifications

• Master’s degree in social work (MSW), preferred.
• Bachelor’s degree in human services, Social Work, Public Health or comparable field required.
• Two years’ work experience with homeless populations
• Be supportive of The Salvation Army’s mission. Ability to reflect and model the high standards of our organization as one of the world’s most distinguished human services charitable organizations.
• Driving
  • If the position requires driving:
    • A minimum age of 21 (for insurance provision) and possession of a valid in-state driver’s license is required.
    • An MVR will be processed every year in accordance with The Salvation Army’s policies.
  • Background Check
    • Continued employment will be contingent upon a biennial (every two years) background check that is processed in accordance with The Salvation Army’s policies.
  
  

Physical Requirements

• Ability to maneuver.
• Ability to remain in a stationary position.
• Ability to bend, squat, climb, kneel, and twist on an intermittent or continuous basis.
• Ability to grasp, push, pull, and reach overhead.
• Ability to operate telephone.
• Ability to lift 25 pounds.
• Ability to access and produce information from the computer.
• Ability to understand written information.
• Qualified individuals must be able to perform the essential duties of the position with or without accommodation.

A request to modify or adjust these requirements may be made to your supervisor and HR. The Salvation Army would attempt to satisfy requests if the accommodation needed is reasonable and presents no undue hardship.

Experience

• 2 year(s): Work experience with homeless populations

Education

• Bachelors or better in Social Work

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)