CORE DUTIES AND RESPONSIBILITIES:

• Develops and implements appropriate investigation plan.
• Collects facts relating to suspected fraudulent act.
• Locating and interviewing suspects.
• Reviews computation of overpayments resulting from fraudulent act.
• Analyze and examine a variety of records to secure information concerning suspected violations.
• Gathers, assembles, preserves, and reports facts, sworn statements or affidavits and other evidence for use in legal actions upon request by TWC.
• Testifies in court to conduct of investigation and/or methods of evidence collection when requested upon request by TWC.
• Keep up-to-date written documentation of the overall Workforce Solutions operations.
• Deals effectively with citizens, Workforce Solutions staff, and public officials under conditions requiring tact and good judgment.
• Maintains professional working relationship with Workforce Solutions staff, vendors, customers, Houston-Galveston Area Council staff, and Texas Workforce Commissions.

Performs other duties as may be assigned.

Skills

• Technology
• Multitasking
• Analytical
• Auditing
• Active Listening
• Organizing
• Communication

• Deductive Reasoning

Behaviors

• Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well

• Thought Provoking: Capable of making others think deeply on a subject

Motivations

• Goal Completion: Inspired to perform well by the completion of tasks
• Flexibility: Inspired to perform well when granted the ability to set your own schedule and goals
• Self-Starter: Inspired to perform without outside help

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)