Position Description

Pay: $24/hour

This position is eligible for Daily Pay! Work today, get paid today! We’ve partnered with DailyPay, a voluntary benefit to offer employees access to their pay on their own schedule.

Work Schedule: Monday-Friday 8:00-5:00pm

This Full Time job is eligible for Medical, Dental, Vision, Retirement, Long Term Disability, Short Term Disability, Life and Accidental Death and Dismemberment, Flexible Spending Accounts and several voluntary supplemental benefit offerings. In addition, this position is eligible for paid time off in the form of vacation, sick, holiday, floating holiday, jury duty and bereavement leave.

Per contract requirements with vehicle insurance provider: Qualified candidates must be 21 years of age and have no major traffic violations for previous 3 years (for driving/insurance purposes). Must have reliable transportation; must also be able to operate company vehicle.

OBJECTIVE:

The Coordinator I, Job Development will assist the Career Development Center (CDC) and DHS Clients in finding employment.

QUALIFICATIONS:

Bachelor’s Degree in Business, Marketing or related field. Four years work experience in the same or related field will be considered. A valid Colorado driver’s license and a dependable vehicle are required.

The incumbent must have a working knowledge of career development processes, strategies and community resources and must have a good awareness of Colorado Springs and El Paso County. The incumbent must be personable, present self in a professional manner and have the ability to interact with diverse customers (clients, employees, referral sources and business to business) in order to build sound working relationships. The incumbent must be a self-starter, demonstrating the ability to stay focused and disciplined while being flexible to the demands of the job. In addition, the incumbent must possess effective written and oral communication skills and meet reporting deadlines. The Job Development Coordinator must also conduct self in a professional manner and maintain a professional appearance that enhances the firm’s reputation. The incumbent must be able to work effectively as a team member and able to speak effectively to various sized groups.

Overtime may be required when necessary and on call when needed for emergencies.

KEY RESPONSIBILITY AREAS:

Job Development of employment opportunities

The Job Development Coordinator will assist and motivate CDC and DHS clients, using guided choice strategies to find appropriate employment using job leads, Milestones Business Center and other resources. The Specialist is responsible for coordinating services and maintaining effective communication with DHS and Goodwill of Colorado’s staff that or case managing clients referred for services.

Tracking, Documenting and Reporting

The Job Development Coordinator will maintain accurate records of client participation and jobs obtained, utilizing direct contacts, CBMS, collateral contacts and other means to obtain information. The incumbent will maintain confidentiality at all levels.

Relationship Management

The Job Development Coordinator will communicate in a timely manner and keep the Placement Services Director informed of progress, considerations, and pertinent information. The incumbent will assist with special projects, serve on committees, and attend all pertinent staff and other meetings as required. The Job Development Coordinator will deal effectively and calmly with non-routine situations following accepted guidelines and perform other duties as required by the Director.

Research and Industry Awareness

While maintaining current knowledge and awareness of labor trends, the Job Development Coordinator will demonstrate a higher level of understanding and have the ability to report discrepancies and areas of emphasis needed. The incumbent will have a working knowledge of services available through the Business Center and all classes offered at CDC. The Job Development Coordinator is required to research, keep updated by reading trade journals as needed to be aware of trends, theories or initiatives within the employment/job placement industry.

Goodwill is an Equal Opportunity Employer dedicated to employing qualified individuals including those with disabilities, protected veterans and military spouses.

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

We promote a Safe & Drug-free Workplace.

Physical Requirements

Attachment to Job Description

Position: Coordinator I, Job Development Dept Number: 5420

(This information is required to ensure compliance with various workplace regulations. Please identify each physical activity required in the performance of this position using the guide below)

Guide to Physical Requirements:

• Continuously (5-8 hours)

• Frequently (3-4 hours)

• Occasionally (1-2 hours)

• Never

LIFTING: (as defined by ADA)

Heavy: 45 lbs & over - NEVER

Moderate: 15-44 lbs - NEVER

Light: 14 lbs & under - OCCASIONALLY

CARRYING:

Heavy: 45 lbs & over - NEVER

Moderate: 15-44 lbs - NEVER

Light: 14 lbs & under - OCCASIONALLY

PUSHING/PULLING - NEVER

REACHING:

Above Shoulder - OCCASIONALLY

At Shoulder - OCCASIONALLY

Below Shoulder - OCCASIONALLY

TWISTING – NEVER

BENDING - OCCASIONALLY

KNEELING/CRAWLING - NEVER

SQUAT - OCCASIONALLY

CLIMBING:

Use of legs only (stairs) - OCCASIONALLY

Use of arms & legs (ladders) - NEVER

HEARING - CONTINUOUSLY

VISION:

Visual, close - CONTINUOUSLY

Visual, distant - CONTINUOUSLY

Visual, depth perception - CONTINUOUSLY

HANDS/FINGERS:

Simple grasping - CONTINUOUSLY

Fine Manipulation - CONTINUOUSLY

Repetitive Movements - OCCASIONALLY

WALKING - OCCASIONALLY

STANDING - OCCASIONALLY

SITTING - FREQUENTLY

SPEAKING - FREQUENTLY

OTHER, please describe -

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)