JOB
Special Notice: This is a REPOST -- Previous applicants are still being considered and do not need to re-apply for this position.Do you have a passion to provide meaningful contributions to your community? Would you like to be part of an organization whose central mission is helping to protect, stabilize and strengthen the lives of South Carolina's children, families, and vulnerable adults? If so, the SC Department of Social Services has the right job opportunity for you! Job Duties: The Extension of Foster Care Team Leader provides direct supervision to case managers and bridge navigators in the Extension of Foster Care (EFC) State Program in accordance with DSS Policy, Mission and GPS Practice Model. Reports to and aligns regional work with Central office team including Chafee & After Care Resources. Supports ongoing CQI, training and professional development of EFC staff. Monitor reports and compliance to ensure high alignment regarding transition age youth. Networks with and holds accountable regional providers serving transition age youth. Performs on-call duties and provides support to on-call staff.Directly supervises, provides support and oversight of EFC case managers and Bridge Navigators. Participates in hiring and training of all new employees, promotes equal opportunity, develops a diverse workforce, and gives fair opportunity to all staff. Completes performance and practice evaluations on direct reports biannually and upon request for level ascension. Assess staff for salary ascensions and submits evaluations for approval. Timely completes EMPS planning stage and evaluation of performance. Oversees /manages EFC implementation of the Youth Thrive practice model, ensuring a youth centered approach to engage and partner with young adult utilizing adolescent and emerging adult development, the impact of trauma, and methods/strategies to support young adult’s capacity to thrive and to provide a continuum of care in the areas of life skills development, stability, safety, permanency, and well-being. Promotes safety, permanency and well-being by ensuring fidelity to policy and procedures and conducting case consultation and case reviews, facilitating meetings, reviewing data reports, monitoring policy changes, and ensuring staff attendance in mandatory trainings.Ensures completion of Youth Thrive Needs and Strengths assessments, Transitional Teaming meetings. Ensures CAPSS reflects up to date case information and quality documentation. Ensures timely referrals for services and least intrusive interventions are used to address needs identified and maintain the transitional growth of young adults. Ensures every EFC participant receives an Administrative Case Review minimum once every six months and a Permanency Planning Hearing is held on an annual basis in family court. Ensures Transition Teaming are conducted in a developmentally appropriate manner, supportive transitional growth, and youth strength focused.Maintains child welfare certification. Completes 20 hours of training yearly and adolescent development track. Ensures professional development for direct reports.Maintains an active routine of self-care and pursues support when necessary to minimize the threat of secondary trauma to physical and mental health. Understands the impact of trauma on families and secondary trauma on child welfare staff and applies principles to support families and staff.Perform Red Cross shelter duty or other emergency shelter duties/services as directed.
EXAMPLE OF DUTIES
Agency Requirements: A Bachelor's Degree in Social Work, Behavioral Science, or Social Science.A Bachelor's Degree in any other field and one (1) year experience in a related field.A Bachelor's or Master's degree in a Social Work or Social Welfare Program accredited by the Council on accredited institution, plus experience as a professional Social Worker.
SUPPLEMENTAL INFORMATION

• Important Salary Information*With the recent implementation of the Child Welfare salary plan funded by the General Assembly beginning in July 2021, front line case managers and team leaders (supervisors) will not only earn higher starting salaries when joining DSS than in previous years, but will also enjoy supplements to their starting salaries upon completion of training and competencies, attainment of BSW/MSW degrees for front line case managers, annual increases for years of continuous service, and salary increases upon attainment of established competencies/certifications for moving into Level 2 and Level 3 salaries.New Child Welfare case managers will earn a starting salary of at least $43,700 during initial certification, depending on education level and degree type, with up-front starting salary supplements of 2.5% ($44,792) and 5% ($45,885) for candidates holding a Bachelor of Social Work (BSW) or a Master of Social Work (MSW) degree, and 10% ($48,070) for team leaders (supervisors), respectively. Following completion of training certification, assignment of caseloads with one year of completed experience, quarterly adjustments will be made to move successful trainees into the Level 1 salary bracket and will receive at least a 15% salary increase (adjusting their salary to $50,225, $51,510 or $52,769 depending on degree type), and $55,280 for team leaders (supervisors) at that time.Annual salary increases of up to 0.50% per year will be awarded on a quarterly basis for each consecutive year a Level 1 case manager remains in his/her class/position.In January of 2022, DSS rolled out additional opportunities for case managers to progress from Level 1 to Levels 2 and 3, with increases in salary averaging 2.5% for each increase in the case manager’s level of expertise under the salary plan. Level 2 and 3 child welfare staff will also see accelerated annual increases of 1% to 1.5% per year awarded for each continuous year served in his/her class/position. Progression from Level 1 to Levels 2 and 3 requires completion of specified requirements in the Advancement Pathway which include additional training, skill development, and practice model aligned competencies that increase in complexity as the career path progresses. Case reviews, data compliance reviews, field observations and employee self-assessments are used by supervisors to evaluate eligible employees’ demonstration of competencies and skills prior to approval to advance to the subsequent level.