The position works under the supervision of a CVS supervisor and provides permanent planning and placement services to abused or neglected children. The position recruits, trains, studies, licenses, and develops foster and adoptive homes for the Child Protective Services program. The position supports families and children in dealing with separation and attachment issues in preparation for permanent placements, actively seeks placement options for specific children, and recommends placements. The position participates in abuse and neglect investigations related to foster/adoptive families as assigned. The position may assist the Texas Adoption Resource Exchange Coordinator by gathering and reviewing information pertaining to children available for adoption, preparing information listed on the Department of Family and Protective Services internet website for Texas Adoption Resource Exchange, fielding calls, screening families inquiring about adoption and forwarding information to caseworkers assigned to recruit for the child. The position interacts routinely with Texas Department of Family and Protective Services staff, children, foster/adoptive parents, child placement agencies, lawyers, court personnel, therapist and other state agencies.
Newly hired employees holding a Master's Degree in Social Worker may qualify for an increase at the point of hire.
A Child Protective Services Adoption Preparation Worker- SAO CPS Adoption Preparation Worker.
WHY WORK FOR DFPS?
The Texas Department of Family and Protective Services (DFPS) is responsible for protecting the unprotected — children, elderly, and people with disabilities — from abuse, neglect, and exploitation. DFPS accomplishes this responsibility by employing over 12,000 workers who live up to the agency's Mission, Vision, & Values in service to the citizens of Texas.
DFPS is not only a qualifying organization for the Service Loan Forgiveness Program, which forgives the remaining balance on college student Direct Loans after making 120 qualifying monthly payments, but also offers excellent health benefits, special discounts on many products and services through the Discount Purchase Program, a lifetime monthly retirement annuity as well as Texa$aver 401(k) and 457 Programs under the Employees Retirement System of Texas. An additional benefit you will receive is 12 days of paid annual leave, 12 sick days, and the potential to earn up to four days of administrative leave each year. Your annual paid leave accrual increases as your tenure increases.
HELP US MAKE A DIFFERENCE:

This position may be filled at any level from a CPS Specialist I to CPS Specialist IV. Factors such as education and experience may be considered when establishing the starting salary.
Applicants considered for placement in this position will be required to pass a drug screening. At the point of offer, candidates will be referred to a testing site. Note that it is important to maintain current contact information in the event you are referred for testing. A final offer of employment will not be extended until the agency receives confirmation of successful test results.
During the 83rd Legislature (2013), the Texas Legislature passed Senate Bill (SB) 427 which requires prospective and current child placing agency (CPA) employees to complete a Federal Bureau of Investigations (FBI) fingerprint check. Child Protective Services functions as a CPA therefore a fingerprint check will be required for each Conservatorship (CVS) and Foster/Adoption home (FAD) direct delivery staff or applicant being considered for employment.
This position will be in a mobile unit which means the majority of the work will be conducted using mobile technology, such as a tablet, while away from the office. Being mobile requires working independently yet still being responsive to supervision and your assigned unit.
Newly hired DFPS employees in eligible positions will be assigned a DFPS cellular phone.
COMPETENCIES REQUIRED/ACQUIRED DURING THE FIRST FEW MONTHS OF EMPLOYMENT:
PROCESS COMPETENCIES
A process competency refers to a general approach to practice that can be observed in a newly hired CPS Specialists' interactions with children, families, and safety networks.
Engaging

Understands and is able to articulate how family engagement is critical to achieving safety, permanency, and well-being.

Can identify basic strategies for engaging children and families.

Understands and appreciates the different views, expertise and experience of others; takes into account the perspectives of other individuals

Teaming

Understands the need to expand the child's safety network beyond caregivers and to other adults who care about the child and can participate in day to day safety of the child.

Interviews caregivers to identify individuals who may be supportive of the caregiver and/or child.

Interviews children to identify individuals who may be supportive of the child and/or caregiver.

Assessing

Understands and is able to articulate the concept of child safety.

Is able to identify one's own biases and is willing to challenge one's own thinking.

Regularly seeks information from a variety of sources to make and revise assessments.

Understands the importance of and is able to make judgments based on factual information vs. assumptions.

Planning

Considers ways to ensure personal safety in addition to safety of children and families during interviews and other meetings

Intervening

Understands and is able to articulate what an intervention is and the variety of interventions CPS might use under which circumstances.

Evaluating

Understands and is able to articulate personal responsibility for outcomes in a case.

CONTENT COMPETENCY
A content competency refers to a specialized domain of knowledge that should be integrated into process competencies.
Domestic Violence

Understands and is able to identify power and control.

Distinguishes domestic violence from other types of violence

Is able to identify and refer both victims and perpetrators of domestic violence to appropriate services.

Mental Health

Can articulate symptoms of broad mental health diagnostic categories.

Is able to make appropriate referrals for crisis intervention, psychological and psychiatric evaluations.

Can articulate mental health resilience factors and recovery process.

Substance Abuse

Distinguishes between substance use, abuse, and chemical dependency.

Can articulate physical and behavioral warning signs of substance use and abuse.

Administers and/or makes referrals for drug testing as appropriate.

Makes referrals to community and contracted services available to treat substance abuse.

Can articulate substance abuse resiliency factors and recovery process.

PROFESSIONAL COMPETENCIES
Demonstrates a basic understanding of the following

Federal and state law, regulations and rules for the operation of child protection programs.

The statutory responsibility for reporting suspected abuse and neglect

Roles and responsibilities of participants in the global child welfare system, including children, families, child protection, various courts, and other child/family serving agencies

Legal definitions and concepts, including ethics, and is able to apply them within the law to casework and judicial process

Establishes Effective Relationships with Colleagues

Is willing to accept and provide support and assistance from/to co-workers, supervisors and other child protective services employees

Is able to build and maintain effective working relationships with external stakeholders

Follows policy and procedures

Is able to learn and understand the specific policies and procedures for child protective services

Understands the policy requirements of ethical practice and the ramifications to staff and clients when this does not occur.

Demonstrates adherence to policy and best practice

Documenting

Records observations accurately as part of case documentation, using specific quotes and precise behavioral descriptions of the danger and its impact on the child

Prepares clear, accurate, and appropriate written communications or documents

Prepares court documents such as petitions, affidavits and court reports

Managing Time

Acts quickly to solve problems and to get things done

Uses technology, "to-do" lists or other tools to manage time, keep track of what needs to be done, and manage multiple, pressing job demands

Regularly re-assesses and re-prioritizes in order to focus attention on the most important tasks

PHYSICAL REQUIREMENTS:
These requirements are not exhaustive, and additional job related physical requirements may be added to these by individual agencies on an as needed basis. Corrective devices may be used to meet physical requirements. These are typical requirements; however, reasonable accommodations are possible.
Physical Activities: He/she is frequently asked to stand, hear and talk; he/she is occasionally asked to climb.
Physical Demands: The incumbent typically performs work that requires him/her to exert up to 20 pounds occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects.
Visual Requirements: The incumbent must be able to see objects clearly at 20 inches or less, and at 20 or more feet. In addition, he/she must be able to adjust his/her eyes to bring objects into focus, distinguish colors, see objects in his/her peripheral vision, and see objects in three dimensions.
Working Conditions: He/she typically works in a mobile environment (the majority of work is performed outside of the office environment) and is exposed occasionally to adverse environmental conditions including, but not necessarily limited to, extreme heat, wetness and humidity, chemicals, close quarters, gases and heights.
Interview Requirements:
Any candidate who is called to an agency for an interview must notify the interviewing agency in writing of any reasonable accommodation needed prior to the date of the interview.

MOS Code:
Note: There are no direct military occupation(s) that relate to the initial selection criteria and registration or licensure requirements for this position. All active duty, reservists, guardsmen, and veterans are encouraged to apply. For more information, see the Texas State Auditor's Military Crosswalk.