GENERAL STATEMENT OF DUTIES

Work in this classification involves providing supervision to a staff of social workers who provide direct and indirect services to clients. Work supervised will generally include protective services work within a Social Services program, but may also include the supervision of other highly sensitive or specialized areas. Employees are responsible for guiding and coordinating the activities of a group of predominately Social Worker III-level staff who are engaged in social work, casework, and community services. Work involves the assignment of sensitive cases to workers for investigation, diagnosis, treatment, or referral in such areas alleged abuse, neglect or dependence, or exploitation and which require the response to complaints within specific time frames; employees review and consult on cases to ensure quality of services and compliance with regulations; and training and supervise workers through individual conferences and departmental staff meetings. The Social Work Supervisor's responsibilities may range from a single sub-unit in an agency to multiple service programs. Employees may provide input to higher level management on administrative, personnel, and budget issues. Employees report to a higher level supervisor or administrator.

DUTIES AND RESPONSIBILITIES I. SUPERVISORY/MANAGERIAL FUNCTIONS

Planning

• Work involves reviewing program objectives, client needs, and service delivery concerns with staff and formulating specific goals and objectives for the assigned program area. Employees provide input to higher-level management on short-range planning needs for staff or unit. Organizing and Directing
• Employees assign cases to staff and maintain workload balance. Employees make changes in work procedures to meet program demands and present recommendations to management on issues that impact on programmatic goals, objectives and policies. Budgeting
• Employees are minimally involved in the development, justification, or allocation of funds. Employees may manage a small unit budget and monitor staff and administrative expenditures. Training
• Employees provide on-the-job training for staff and make arrangements for staff to receive approved training. Setting Work Standards
• Employees ensure that policies, rules and regulations are followed. Employees explain and implement changes when necessary. Reviewing Work
• Employees monitor the work of subordinate staff through individual case reviews, progress and transaction reports, updates, conferences and informal discussions; employees assure compliance with operational standards and established policies. Counseling and Disciplining
• Employees discuss problems with staff; make recommendations regarding disciplinary action and conduct disciplinary conferences, all subject to approval and review by an upper level supervisor. Performing Other Personnel Functions
• Employees participate in the interview and selection process and make recommendations to higher level management on hiring decisions.

Employees provide input on discussions concerning promotions and salary adjustments for individuals supervised. Employees participate in subordinate's performance evaluations and approve leave requests.

II. SCOPE AND NATURE OF WORK SUPERVISED

Dynamics of Work Supervised

• Programs are periodically affected by changes in methodology, guidelines and shifting program emphasis. These changes may require employees to develop new approaches or procedures to meet program objectives. Variety of Work Supervised
• Employees supervise staff responsible for the delivery of basic social work services to clients and their families who have social, economic, emotional or mental problems. Numbers of Employees Responsible For
• Employees are responsible for supervising approximately five to twelve professional and paraprofessional employees.

III. EXTENT OF SUPERVISION RECEIVED

Employees are responsible for the quality of service provided by staff. Employees receive reviews through periodic conferences, meetings, informal interaction, reports, and performance appraisals. Review for quality is also received through periodic random case reviews.

RECRUITMENT STANDARDS

Knowledge, Skills, and Abilities Knowledge of methods and principles of casework supervision and training. Considerable knowledge of social work principles, techniques, and practices and their application to specific casework and community problems. Considerable knowledge of behavioral and socioeconomic problems and their treatment and of governmental and private organizations and community resources. Considerable knowledge of the laws, regulations and policies that govern social work programs. Ability to supervise, training, or orient lower-level social workers, students, interns, or other staff. Ability to express ideas clearly and concisely and to plan and execute work effectively.

MINIMUM QUALIFICATIONS

BSW from an accredited school of social work and one year of professional social work or counseling experience Master's degree in a counseling field and one year professional social work or counseling experience Bachelor's degree in a human service field or related curriculum and two years professional social work or counseling experience Bachelor's degree from an accredited college/university and two years professional experience in a related human service field providing experience in the techniques of casework, group work or community organization Must have possession of an appropriate driver's license issued by the State of North Carolina A motor vehicle record (MVR), background check, and drug screening will be conducted on candidates considered for positions Preferred Qualifications North Carolina Social Services experience Residency Requirement Candidate must reside within a two-hour driving radius of Guilford County to be considered for employment. Transcripts are required. Copy of transcript must be submitted with application for consideration. Official college transcripts required at time of hire. May Require Driving This position may require driving for this position whether driving a County owned or personal vehicle to conduct county business such as but not limited to attending conferences, meetings, or any other county related functions. Motor Vehicle Reports may be verified for valid driver's license and that the driving record is compatible with the county's driving criteria. If a personal vehicle is operated for county business proper insurance is maintained as per Guilford County's vehicle use policy. Special Note This generic class description gives an overview of the job class, its essential job functions and recommended job requirements. However, for each individual position assigned to this class, there is available a completed job questionnaire with a physical abilities checklist which gives further details, especially specific job requirements applicable for that position. These documents should be reviewed before initiating a selection process. They can provide additional detailed information on which to base various personnel actions and can assist management in making legal and defensible personnel decisions.