Intake Coordinator - Gulfport, MS - Canopy : Job Details

Founded in 1912 as an adoption agency, Canopy Children's Solutions is Mississippi's most comprehensive nonprofit provider of children's behavioral health, educational, and social service solutions. Canopy employs a diverse group of mission-driven individuals committed to honoring the voice of Mississippi children and families. Being an integral part of the Canopy team involves committing to the Core Values that drive our organization forward:The voice of our children and families always comes firstRelationships matter and our differences make us strongerWe take great joy in service to othersOur families and our communities deserve our very bestCanopy has been designated a Great Place to Work® for the fourth consecutive year, and is one of only eight companies in Mississippi to qualify for this certification in 2023-2024. Canopy's employees are charged with building a healthy work culture within their teams, that focus on trust, and the collective goal of helping kids thrive and families to overcome extraordinary challenges.We offer a comprehensive benefits package for all eligible full-time employees. Benefits include, but are not limited to:Competitive Compensation403b Retirement Plan with MatchMedical, Dental, Vision InsurancePTO/VacationEmployee Wellness Program and Counseling ServicesIntake Coordinator - Position Overview:The Intake Coordinator has the primary responsibility for scheduling client appointments, casework data entry, and effectively communicates with clients and visitors.This role will assist in record keeping, file maintenance, and assisting with special projects.The Intake Coordinator must understand the purpose and function of the CAC and be knowledgeable of existing policies and procedures.Additional responsibilities include supporting the SMCAC Program Director.Job Responsibilities:Answer phone calls and redirect them when necessaryManage and schedule daily/weekly/monthly calendar for forensic interviewsFile and update client's contact informationDevelop and maintain a filing systemReceive incoming referrals for allegations of child abuse from law enforcement and CPS.Process incoming referralsTo work collaboratively with all organization staffTo abide by the requirements of all policy and procedural manualsTo relate positively and collaborate effectively with the personnel of other agencies and community resourcesTo complete all case documentation within specific timeframesTo attend and participate in regularly scheduled case conferences to ensure case management standards are met and appropriate decisions are madeTo participate in staff meetings, training programs, workshops and conferences as requiredRequired Qualifications:The Intake Coordinator must have a High School Diploma or GED with a minimum of 3 years administrative related experience.Knowledge of Child Advocacy Center operations and its mission preferred.Adaptability when dealing with constantly changing processes, computer systems and federal grant programs.Ability to work independently and manage time effectively.Experience working with confidential and sensitive information; critical thinking skills and effective time management. Proficient experience utilizing Microsoft Office Suite with emphasis on Excel and Outlook. Ability to multi-task and prioritize in a fast-moving, deadline-driven setting.Demonstrate a high-level of customer service and professionalism in all communications.Prefer experience in working with diverse professionals from child protection, law enforcement, court systems and related community services. Must be at least 21 years of age, have a valid driver's license, a good driving record, proof of legally appropriate auto liability insurance, and must be willing to use personal vehicle for organization business.Moderate travel is required. Candidates must meet the basic requirements of passing a criminal history background check.Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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)