Social Work Supervisor III - Foster Care Unit

Position supervises 5 Social Workers. Preferred candidate should have at least two years related experience in Foster Care and current pre-service training certification. The primary purpose of the Foster Care Unit is to carry out the agency's mandate to develop and implement case plans for individual children who are in the agency's placement responsibility in order to obtain a permanent plan which is in their best interest. Plans include return to parent or relative, adoption, or in the case of children ages16-18 who are not interested in adoption to provide them with skills for independent living. Children, biological families, and foster parents receive services and are linked with appropriate resources to meet this goal. A second purpose is to provide a safe and nurturing placement in the least restrictive environment for each child. This unit licenses local foster homes according to state standards. The unit in conjunction with the Adoption/Child Protective Services Intake Unit provides training to all prospective foster care and adoptive parents using the Model Approach to Partnership in Parenting curriculum and also makes licensed foster parents aware of additional training which would enhance their skills. The unit maintains an active recruitment effort and keeps the public aware of the needs of foster children in the county. B. Primary Purpose of the Position Employee provides supervision to a staff of four Social Worker IIIs and one Senior Social Worker III. The supervisor establishes, supports, and implements standards that are consistent with state and federal statutes, Administrative Rules and foster care standards.

The supervisor is responsible for:

1)assuring implementation of agency policy 2)providing regular supervision to staff in order to evaluate performance, maintain objectivity, and process client specific issues 3)focusing interventions on expected outcomes 4)receiving training, consultation, and support which will enhance effectiveness of staff 5)coordinating work flow operation 6)assigning cases 7)arranging mandated training efficiently and effectively 8)assuring that quality services are rendered C.Work Schedule Working hours are generally from 8:00 a.m. to 5:00 p.m. Monday through Friday. Employee also serves as a consultant for "after hours" coverage on a rotating basis. (All responsibilities and duties described in II.A are essential to the effective performance of a Supervisor III.) (65%) 1. Operational Responsibilities •a. Planning 1.Develops and revises goals, work standards, policies, and procedures affecting the unit. 2.Schedules office visits, field visits, and conferences with supervisees. 3.Aids supervisees in setting priorities and deadlines to meet goals. 4.Prepares Unit meeting agendas and individual conference agendas. 5.Prepares agenda of children to be reviewed by Foster Care Review Team and ensures that all interested parties are invited. 6.Reviews and interprets manuals, legal mandates, new policies, foster care standards, etc., adjusting programmatic and operational goals, policies, and procedures as needed. 7.Meets with Area Team Children's Services Representative/State staff periodically to review changes in regulations, policies, and standards affecting the Unit. 8.Acts as a member of the Management Team assisting in establishing agency goals, policies, procedures, etc. and keeps Unit informed of Management Team decisions relating to the agency, Children's Services, and the Unit. 9.Provides input to Program Administrator and/or Deputy Director regarding need for staff, equipment, training programs, etc. 10.Meets with Agency Attorney, Adoption/CPSI Supervisor, Program Administrator, Deputy Director, and Director to prioritize and review children in need of termination of parental rights, legal issues associated with clearance for adoption and other needs associated with obtaining permanence for children in agency custody. 11.On occasion, employee may supervise a student intern in his/her field placement. •b. Organizing And Directing Work 1.Assigns cases to staff and maintains workload balance. 2.Evaluates individual case loads and staff skills on an on-going basis making necessary changes to keep operations running smoothly and fairly. 3.Organizes Unit to efficiently carry out changing mandates in the field of social work. 4.Operationalizes new policies and procedures. 5.Serves on Inter-Agency committees, community boards and committees as an Agency representative, chairs the Foster Care Review Team, and co-chairs the Adoption Committee. 6.Coordinates Unit activities with Children's Services staff, Agency Attorney, Medicaid, Child Support staff, Work First, and community resources. 7.Interviews dissatisfied or special clients to resolve problems. •c. Financial Management 1.Makes recommendations for additional personnel, equipment, space, etc. based on sound factual date to the Program Administrator. 2.Manages budgets for any grants applied for within the Unit. 3.Oversees trust accounts for children in agency custody and approves workers' requests to utilize funds. 4.Oversees the coordination of volunteer Christmas funds for foster children and approves expenditures from this resource. 5.Reconciles foster care room and board funding monthly to insure proper reimbursement agency and foster parents. 6.Approves initial foster care clothing expenditures requested by social workers when a new child comes into agency placement responsibility. 7.Oversees the completion of Medicaid applications for children in agency placement responsibility and in need of these benefits. 8.Keep abreast of all funding sources and assist workers in coding to the agency's benefit. •d. Review 1.Conducts individual and group conferences regularly to determine if Unit and individual standards and goals are met. 2.Reviews case records monthly for compliance with dictation and quarterly for compliance with regulations, policies, standards and appropriateness of interventions. 3.Reviews staff compliance in assuring timely foster home relicensure. 4.Assures children in agency placement responsibility are reviewed administratively and judicially according to law. 5.Reviews written court summaries, interstate compact studies, risk assessments, case plans for appropriateness. 6.Reviews eligibility applications for IV-E and State Foster Home Funds, Medicaid, At-Risk Case Management, day care and transportation. 35% 2. Personnel Responsibilities •a. Training 1.Provides on-the-job training for new staff and ongoing training for all Unit staff in individual and group settings. 2.Makes arrangements for staff to attend mandated training within timeframes and other formal training to improve skills when offered. 3.Maintains a log by individual worker showing training topic, dates attended, location, and facilitator. 4.Conducts staff meetings at least monthly to review new manual material and Agency policy, discussing problems within the Unit, and giving staff an opportunity to share problems, concerns, ideas, etc. 5.Helps staff gain knowledge of Agency programs and community resources. 6.Arranges for new "on-call" staff to view the training entitled "After Hours Coverage for On-Call Workers" at least two weeks prior to assuming responsibility. •b. Counseling and Disciplining Employees 1.Provides counseling to staff regarding workload, assisting staff in dealing with their own anger and sadness resulting from work with dysfunctional families. 2.Provides counseling and support regarding work performance and work habit issues. If counseling and support do not work supervisor begins the disciplinary process following written agency policy regarding discipline and grievance. 3.Evaluates each supervisee on an on-going basis and prepares and annual evaluation. 4.Makes recommendations to the Program Administrator regarding promotion, dismissal, reassignment, and salary adjustments of staff. 5.Approves daysheets and leave requests and reports. •c. Selection of Employees 1.Assists the Program Administrator in preparation of structured interviews, participates in interviews of potential Unit members, and makes recommendations in conjunction with the Program Administrator to the Deputy Director based on interviews and reference checks. 2.Designs new positions with the Unit and is responsible for preparation of new job descriptions and assisting staff with updating of existing positions when changes occur. II. B. Other Position Characteristics 1.Accuracy Required in Work A high degree of accuracy is required in training new staff and monitoring work of existing staff as decisions made/actions taken affect the safety and protection of children as well as the liability of the agency. Monitoring funding sources and requesting reimbursement is a very important function also. Personnel actions involving hiring, discipline, and dismissal of employees require accurately abiding by legal mandates (i.e. Equal Employment Opportunity, American Disabilities Act of 1990). Accurate documentation of the process to avoid and defend against law suits is essential. 2.Consequence of Error Error in training activities, organizing and directing work, and in planning activities may affect the safety/protection of children and quality of family life negatively (socially, emotionally, or economically) and may cause legal sanction against the agency. Error in personnel matters may result in law suits. Error in funding or reimbursement matters may result in loss of benefits to children, biological families, foster families, and the agency could result in loss of funding to the agency or legal sanctions against it. 3.Instructions Provided to Employee Instructions are provided in written and oral form. Employee has scheduled conferences with the Program Administrator. Instructions are also provided by the State through manual changes, administrative letters and the Children's Program Representative. Employee attends appropriate workshops regarding policy, procedure, supervision, social work trends, and staff development. 4.Guides, Regulations, Policies, and References Used by Employee a.

NC Child Welfare Manual b.

Service Information System Manual c.

North Carolina General Statutes applicable to children in agency placement responsibility. d.

Social Work Code of Ethics e.

North Carolina Personnel Regulations f.

County and Agency Personnel Handbooks g.

Instructions from Director, Deputy Director, Program Administrator, and Children's Program Representative. h.

Social Work periodicals and journals 5.Supervision Received by the Employee Employee receives review through scheduled conferences, meetings, informal interaction, reports, and an annual performance appraisal. Review for quality is also received through periodic random case reviews by the Program Administrator, Children's Program Representatives and the Biennial Child Welfare Review by State staff. 6.Variety and Purpose of Personal Contacts Employee has contact with Unit staff, other units within the agency, clients, Health Department, Guardian Ad Litem Program, Mental Health, crisis organizations, churches, civic organizations, regional state team personnel, law enforcement, Emergency Services personnel, and the general public. Purpose of contact varies. Employee may serve as Agency representative on various boards and committees, act as liaison between the numerous persons and agencies involved in the delivery of service to clients, handle and resolve complaints from clients, or may educate the public on an individual or group basis regarding children in agency placement responsibility (causes and effects) and foster parenting (policies, standards, and procedures). 7. Physical Efforts Employee must be able to move within the agency and climb stairs. Employee occasionally lifts small children and car seats. Employee must travel to meetings within the county as well as workshops and meetings out of the county. Overnights stays are sometimes necessary. 8. Work Environment and Conditions Work is performed in a county social service agency. Employee has a private office within the agency to perform duties. Employee is occasionally exposed to infectious diseases such as scabies, head lice, flu, AIDS, etc. as well as hostile and mentally ill clients. All staff are aware of precautions to take when such events occur. Employee will be expected to work in emergency shelters and/or perform disaster tasks and perform other reasonable tasks requested by the Program Administrator, Deputy Director or Director. 9. Machines, Tools, Instruments, Equipment, and Materials Used Employee uses laptop, printer, copier, calculator, automobile, telephone, iPhone, iPad, and car seats in order to perform duties. 10. Visual Attention, Mental Concentration, and Manipulation Skills Employee must use high degree of mental concentration and visual attention to ensure that attention is given to detail when dealing with foster care standards, funding matters, and legal, safety, administrative, and personnel issues. 11. Safety for Others The supervisor strengthens staff's awareness of job-related safety precautions and ensures that staff understands the agency's Safety Protocol (including use of law enforcement), importance of attitude and professionalism. 12. Dynamics of Work Programs are periodically affected by changes in methodology, guidelines, legislation, and shifting program emphasis. Employee must develop and implement new approaches or procedures and train staff to meet program objectives and standards. a.

Considerable knowledge and ability to apply methods and principles of casework supervision and training. b.

Considerable knowledge of social work principles, techniques and their application to specific casework and community problems. c.

Considerable knowledge of laws, regulations and policies governing Work First Block grant, IV-E, SSBG, Medicaid, Transportation, At-Rick Case Management, Permanency Planning, foster care, foster care licensure, and foster parent training. d.

Considerable knowledge of governmental and private organizations and other resources within and without the community. e.

Considerable knowledge of behavioral and socio-economic problems and their treatment. f.

Considerable knowledge of personnel policies regarding leave, grievances, discipline, work hours, breaks, documentation requirements and overtime. g.

Ability to plan, organize, evaluate, direct, and execute work effectively. h.

Ability to establish and maintain effective working relationships with administrative superiors, associates, clients, social, medical, legal, civic and religious organizations. i.

Ability to supervise, train or orient lower-level employees or interns. j.

Ability to express ideas clearly and concisely, orally, and in writing. k.

Ability to operate a motor vehicle. Master's degree from in social work from an appropriately accredited institution and two years of directly related experience; or a bachelor's degree in social work from an appropriately accredited institution and three years of directly related experience; or a master's degree in a human services field and three years of directly related experience; or a bachelor's degree in a human services field from an appropriately accredited institution and four years of directly related experience; or a bachelor's degree from an appropriately accredited institution and five years of directly related experience; or an equivalent combination of training and experience. License or Certification Required by Statue or Regulation Minimum North Carolina automobile liability insurance. Valid North Caroline driver's license is required.