Job Information
The Salvation Army Guest Service in Aurora, Colorado
Description
Job Title: Social Service Guest Service
FLSA Status: Part Time - non-exemptReports to:
Schedule: Mon-Fri
Supervises: Corps Officer/ Social Service Coordinator
Rate of Pay: $18/hr
Closing Date: 7/23/2024
Benefits: Standard; Part-Time, 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.)
Vacation benefit – 10 vacation days per year, accrued at the rate of .0385 hours for each hour worked, excluding overtime (accrual begins at hire but may not be used until the completion of six months of employment; vacation accrual is pro-rated for part time hours.)
Pension Plan (after one year of continuous service) with at least 21 hours worked per week.
Duties and Responsibilities:
Greet all visitors in a kind, friendly, and professional manner.
Screen and direct all visitors to the building.
Answer all incoming calls and make necessary connections.
Check voicemail messages daily and follow up/forward as necessary.
Actively promote The Salvation Army Aurora Corps programs and opportunities to clients.
Learn Wellsky social service software and complete accurate input for Food Pantry clients.
Ensure TEFAP form is completed for each social services client.
Assist as needed with the EOC (Energy Outreach Colorado) utility program.
Assist with administrative support as directed.
Performs other duties as required.
Help with Stats as directed.
Qualification and Education Requirements:
Bilingual Spanish/English preferred.
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.
The Salvation Army Mission Statement
The Salvation Army, an international movement, is an evangelical part of the universal Christian Church. Its message is based on the Bible. Its ministry is motivated by the love of God. Its mission is to preach the gospel of Jesus Christ and to meet human needs in His name without discrimination.
Acknowledgement of Religious Purposes of The Salvation Army
I have been informed and understand The Salvation Army's religious purpose and status as a church. In my employ, I will not undermine the religious mission or religious purposes of the organization, nor will my professional conduct conflict with, interfere with, or undermine its religious programs or religious purposes.
Physical Requirements: (Edit as applicable)
Ability to walk, stand, 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 to 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.
Statement of Confidentiality:
The Front Desk Receptionist occupies a position of trust and is expected to maintain confidentiality and exhibit loyalty to The Salvation Army and the staff of the Intermountain Division in all job-related matters.
Employment at Will
Employees of The Salvation Army are considered employees at will. This means that the employment arrangement between the employee and The Salvation Army may be terminated by the employee or by The Salvation Army at any time with or without cause. No Salvation Army representative may change the at will employment relationship through oral or written promises.
Qualifications
Experience
Required
- Bilingual Spanish/English preferred.
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)