Seeking a diligent, organized program administrator to execute all elements pertaining to Eligibility, Recruitment, Selection, Enrollment, and Attendance of Early/Head Start. This position will collaborate with the ERSEA team to ensure that the program is fully enrolled, year-round, with eligible children and families, upholding the agency’s and funders’ guidelines and requirements. The ERSEA Specialist will contribute to the overall success of program operations by monitoring and developing strategies to enhance and improve the program’s practices related to enrollment, recruitment, selection, eligibility, and attendance/engagement. This position offers competitive pay, medical, vision, dental, paid time off, 401K and other voluntary benefits.

Position Highlights

1. Enroll all Early Head Start Families and pregnant mothers in the Home-based program
2. Support efforts to identify, target, and coordinate locations for all recruitment efforts for ELA Programs.
3. Ensure files and documentation are complete, accurate, and confidentially maintained, in addition to entering and monitoring documentation in the Child Plus system.
4. Collaborates with EHS home visitors and HB Supervisor to ensure services to families are coordinated and communication with families is consistent and ongoing for participation in EHS programs.
5. Establishes, develops, and maintains relationships with social services agencies to create partnerships for referrals and recruitment.
6. Ensures 204 files for ERSEA and IDHS are maintained and monitored.
7. Completes other adhoc tasks as assigned by the ERSEA Supervisor.

For a full description of the ERSEA Specialist, please click here to find all job descriptions in alphabetical order.

COVID-19 Vaccination Policy: Casa Central requires all new hires to be fully vaccinated by the first day of employment or be fully vaccinated within 60 days of hire date.

Employee Rights under the Family and Medical Leave Act

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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)