National Workforce Program Integrity Specialist

We need to output HTML fragment with sections only when content present. Use

for headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must not repeat job title as heading. We need to extract content. Job posting includes description: "Career Team is a leading workforce development organization..." That's about the organization, maybe "About the role"? Actually "About the role" could be the introductory paragraph describing role. We'll treat that as About the role. Responsibilities: The bullet points under "Your Impact on Career Team's Success:" with subcategories: Project Stabilization..., Program Integrity..., Training... Those are responsibilities. We'll list them as

• . Requirements: maybe "The Ideal Qualifications for this Position Include:" list. That's qualifications. Could be Requirements and Qualifications separate? We can combine as Qualifications. But we need separate headings if content. We have both Requirements and Qualifications headings available. We could put education/experience under Requirements, and skills under Skills. But we can also just use Qualifications for all. However we need to follow instruction: use headings only when posting has real specific content. We can decide to have sections: About the role, Responsibilities, Qualifications, Benefits, Pay. Schedule not mentioned (no schedule details). Benefits mentioned: "competitive benefits package including healthcare, dental, vision, retirement savings, paid time off, paid holidays, and professional development opportunities." So Benefits section. Pay: Salary range $80,000 - $90,000 annually, based on experience. Also note "Salary is commensurate with education and experience." That's placeholder? It's not specific but we have range. So we can include Pay. We must not include boilerplate like EEO, background check, CCPA, etc. Remove those. We must not include duplicated lines. We need to preserve all substantive info. So include travel requirement? Travel is mentioned under "This is a remote, 100% corporate position. The selected candidate must be available to work across applicable business hours based on organizational and project needs and must be able to travel frequently, sometimes on short notice, to support project stabilization, monitoring, training, and implementation." Also later "Willingness and ability to travel frequently to project sites across the country." This could be part of Requirements or Qualifications. Could be under Requirements (travel). But we have no specific heading for Travel; we could include under Qualifications or Responsibilities? Probably under Qualifications as "Willingness and ability to travel frequently". We'll include in Qualifications list. Also "Advanced proficiency in Microsoft Office..." etc. We need to avoid filler like "commensurate with experience" but we have salary range, so okay. We must not include "About Career Team" history? That's boilerplate? It's about the organization, not role. Might be considered boilerplate but it's substantive about company. The instruction: remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The "About Career Team" section is not legal; it's company description. Might be okay to keep? But we already have About the role; we could include a brief about company under About the role? The instruction: "Use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So About the role likely refers to role description, not company. But we could still include company description under About the role? Might be okay. However we already have a lot of role description at start. We'll keep that as About the role. We must not include "See www.careerteam.com for more information." That's maybe application instruction? It's not exactly instruction but could be considered extra. Safer to omit. We must not include "Career Team is an Equal Opportunity Employer." etc. Remove. We must not include "Background Check Requirements." etc. Now craft HTML. Structure:

  About the role

  Career Team is a leading workforce development organization ... (the introductory paragraph up to "you’ll feel right at home here.") Also maybe include the sentence about remote 100% corporate position? That's more about role. Could include. But we need to avoid duplication. Let's extract the introductory paragraph before TITLE. The text: "Career Team is a leading workforce development organization on a mission to transform lives. We blend cutting-edge technology with compassionate, high-touch services to drive real, measurable outcomes in the lives of job seekers across the country. At Career Team, we’re solving today’s unemployment challenges with smart software, world-class trainers, dedicated case managers, dynamic job developers, and innovative partners. If you're passionate about making a difference and believe in the power of technology to transform lives, you’ll feel right at home here." That's good. Then after that we have TITLE etc. We'll not include title. Then we have description of role: "Career Team is looking to hire a National Workforce Quality & Performance Specialist. Reporting directly to the Senior Director of Performance and Tech Innovation, this 100% corporate role is a hands-on, multi-project resource that steps into Workforce Services projects when performance, quality, or day-to-day operations are at risk...." That's part of responsibilities. We'll include in Responsibilities. But we also have "Your Impact on Career Team's Success:" with subcategories. We'll incorporate those as responsibilities. Thus About the role can be the first paragraph only. Responsibilities: combine the role description and the impact sections. We'll produce

  • items for each bullet. We need to capture all substantive details from the impact sections. Let's list responsibilities: From role description paragraph: - Serve as a deployable corporate resource for projects experiencing performance, compliance, staffing, or operational breakdowns. - Step in to do the work, stabilize operations, and leave the project with clear processes and ownership. - Deploy (remotely or on-site) to assigned projects when performance, QA results, staffing levels, or contract deliverables are at risk, and quickly assess the current state of operations, backlogs, and compliance exposure. - Perform day-to-day project work as needed to prevent service disruption — including eligibility and enrollment processing, case file documentation, service-submission preparation (OJT, SS, ITA, WEX, supportive services, and other participant services), data entry in state workforce systems, and corrections. - Make and document operational decisions needed to re-stabilize a project, such as reprioritizing workloads, clearing backlogs, reassigning caseload tasks, tightening approval workflows, and setting interim procedures, in coordination with project and regional leadership. - Build and execute short-term stabilization plans with clear goals, timelines, owners, and exit criteria, and provide regular status updates to the Senior Director of Performance and Tech Innovation and Workforce Services leadership. - Coach project directors, supervisors, and frontline staff in real time while working alongside them, modeling correct practice rather than only reviewing it after the fact. - Transition responsibilities back to local staff with documented procedures, trained owners, and follow-up checkpoints to confirm performance holds after exit. From Program Integrity, QA, & Operations Partnership (30%): - Act as a bridge between the Performance team and Corporate QA, bringing a QA mindset to performance work and making sure QA findings turn into operational fixes. - Partner closely with Corporate QA and Operations to align quality standards, review criteria, and priorities with performance goals, and help translate QA findings into practical, project-level corrective action. - Conduct targeted file reviews, pre-audit and pre-monitoring reviews, and risk assessments on assigned projects covering eligibility, enrollment, documentation, service approvals, and data integrity. - Analyze QA, monitoring, and performance data to identify recurring errors, root causes, and bottlenecks — including where eligibility and service-submission approvals stall between local teams and corporate QA. - Develop and track corrective action plans, validate sustained improvement through follow-up sampling, and escalate unresolved or systemic issues to leadership. - Contribute QA and integrity measures to project scorecards and dashboards, and work with performance, data, and technology resources to automate exception reporting and reduce manual review where feasible. - Prepare monthly reporting on assigned projects summarizing quality results, stabilization status, training delivered, and outstanding risks. From Training, Technical Assistance, and Continuous Improvement (30%): - Deliver the training and technical assistance that keeps projects stable after intervention and prevents repeat issues across the portfolio. - Design and deliver job-specific training for local operational staff, supervisors, and leadership — including eligibility/enrollment, approval processes, corrections, customer flow, documentation standards, and state workforce systems. - Use QA trends and stabilization findings to target retraining for specific individuals, teams, or projects, and measure whether training improves results. - Support new project start-ups and transitions with readiness reviews, initial staff training, and early-life monitoring at approximately 30, 60, and 90 days after launch. - Build and update SOPs, desk guides, checklists, and job aids based on lessons learned in the field, in coordination with Corporate QA, the Program Integrity Manager, and the training team. - Serve as a subject matter expert on new local, state, and federal workforce guidance (including WIOA and related funding streams), advise project leadership on implications, and recommend process, tool, and training updates. Also mention travel requirement: must be able to travel frequently, sometimes on short notice, to support project stabilization, monitoring, training, and implementation. Also willingness and ability to travel frequently to project sites across the country. We could add a responsibility: "Travel frequently to project sites as needed for stabilization, monitoring, training, and implementation." Now Qualifications: list from "The Ideal Qualifications for this Position Include:" plus maybe skills. We'll create Qualifications section with list items: - Bachelor's degree or higher in Business Administration, Public Administration, Social Services, or a related field, or an equivalent combination of education and experience. - 3–5+ years of experience in workforce development operations, with a strong background in quality assurance, compliance, program monitoring, or audit. - Hands-on experience performing frontline or supervisory workforce program work (eligibility, enrollment, case management, service approvals, or data entry) and the ability to step into those roles immediately. - Working knowledge of WIOA and other public workforce funding streams (SNAP E&T, TANF, or similar experience preferred), eligibility requirements, and service documentation standards. - Demonstrated experience conducting file audits, root-cause analysis, and corrective action planning, and turning findings into operational improvements. - Proven ability to stabilize or turn around under-performing teams, programs, or processes, and to make sound decisions quickly with incomplete information. - Experience designing and delivering training for adult learners, preferably across multiple states or projects. - Strong analytical skills, with the ability to identify trends and systemic issues in QA and performance data. - Excellent communication and relationship skills, with the ability to coach staff, influence leaders without direct authority, and collaborate across Performance, QA, and Operations. - Advanced proficiency in Microsoft Office and case-management or QA reporting systems; experience with state workforce management systems (e.g., CalJOBS, WorkInTexas, or comparable) strongly preferred. - A hands-on, "get it done" mindset and comfort balancing strategy with execution. - Willingness and ability to travel frequently to project sites across the country. Skills: Could we separate some as Skills? The instruction includes Skills heading. We could pull out skills like analytical, communication, Microsoft Office, etc. But we already have them in Qualifications. To avoid duplication, we could keep Qualifications only and omit Skills if no distinct content. But we need to decide if we should create Skills section. The posting includes many skill-like items; we could create Skills section for things like "Advanced proficiency in Microsoft Office", "Strong analytical skills", "Excellent communication and relationship skills", "Hands-on, 'get it done' mindset". However that would duplicate content. Better to keep Qualifications and not create Skills unless we have distinct skill list not already covered. Since we have no separate skill list, we can omit Skills heading. Benefits: