What are the responsibilities and job description for the Child Support Agent II (Establishment) position at City of Glendale AZ?
Description
Work in this class involves the initiation, preparation and organization, and enforcement of child support orders in a Child Support Enforcement (IV-D) program. An agent in this class may perform some or all of the duties of the Agent I but is primarily involved in establishment of voluntary and involuntary paternity and support, enforcement, or in a generalist role. Work in this class can be distinguished from the Agent I by the in-depth investigation and preparation of cases for court, the enforcement of court support orders, and variables affecting a case and the independent role in presenting cases (with the attorney) in the courtroom.
I. Difficulty Of Work
Variety and Scope -An agent in the generalist role does intake and location, established voluntary and involuntary support and/or obligation, and enforces court orders. Agents in some programs may be responsible for one of the following areas: enforcement, establishment of paternity and support obligations and enforcement, or establishment specialist.
Intricacy - An agent investigates and prepares cases (for the attorney) and determines the course of action, tracks witnesses and determines their credibility, assists the attorney in the courtroom in presenting the case and reviewing evidence, negotiates agreement with the absent parent, and testifies in court as required. In monitoring court-ordered payments, agents determine what action to take when the absent parent is in arrearages negotiate out of court, take to court, wage garnishments.
Subject Matter Complexity- Work requires considerable knowledge of all areas of the Child Support Enforcement Program, thorough knowledge of applicable legal procedures, and knowledge of investigating cases.
Guidelines -These include the Child Support Enforcement manual (state and/or local), office procedural guidelines, the applicable N.C. General Statutes, applicable courtroom procedures, and other reference manuals.
Ii. Responsibility
Nature of Instructions- Employees function independently in all areas, and in office management.
Nature of Review -Work is reviewed at the time a case is in court by the attorney and judge for technical accuracy. Decisions are reviewed after the fact by a program supervisor or regional consultant.
Scope of Decisions -Employee's work directly affects the client and absent parent in establishing paternity and support, and the children of these parents. The work also affects the general public since support obligations pay back the tax fund used to pay Public assistance.
Consequence of Decisions -Decisions could result in the wrong absent parent/ defendant being taken to court, and the threat of a lawsuit. If a case is not properly prepared or information is incorrect, there is the potential for waste of court and administrative time; reduced support, state and county collections; and credibility problems. The children involved in cases may be determined eligible for state and federal benefits.
Iii. Interpersonal Communications
Scope of Contacts -Work brings agents in contact with clients, absent parents, offices of the Clerk of Court, Magistrates, District Attorney, Sheriff, other court officials, private attorneys, and location resources.
Nature and Purpose -Employees gather information necessary to locate absent parents, to establish paternity and support, and to determine the course of action of a case. An agent will direct, motivate, negotiate and compromise with a client or absent parent to be truthful regarding the establishment of paternity and support.
Iv. Other Work Demands
Work Conditions -Employees work in an office setting.
Hazards -Employees have frequent contact with hostile clients and absent parents, some who are potentially dangerous.
V. Recruitment Standards
Knowledges, Skills, and Abilities -Thorough knowledge of the Child Support Enforcement Program and applicable legal procedures; considerable ability to interview clients, absent parents and related sources, and to investigate cases; considerable ability to organize, analyze, and summarize case information; basic math skills; ability to establish and maintain effective working relationships with clients and absent parents, location resources, offices of the Clerk of Court, Magistrates, District Attorney, Sheriff, other court officials, and private attorneys.
Minimum Education and Experience– A four year degree and six months experience in eligibility, investigative, judiciary, or legal work that provides knowledges, skills and abilities needed to perform the work; or an associates degree in business administration, human resources, law enforcement or closely related degree and two years of experience in eligibility, investigative, judiciary, or legal work that provides knowledges, skills and abilities needed to perform the work; or graduation from high school and three years of experience in eligibility, investigative, judiciary, or legal work that provides knowledges, skills and abilities needed to perform the work; or an equivalent combination of education and experience.
Program
Benefits
Cost to Employee (PPP)
Insurance Benefits
Medical Insurance
Blue Cross Blue Shield of NC
Blue Cross Blue Shield of NC
Community Eye Care
The Hartford Life Insurance Co.
BHS
800-327-2251
Vacation
Retirement
Local Government Employees Retirement System
Full Retirement After
Empower
www.empower.com
Empower
www.empower.com
Credit Union Membership
(CIVIC)
Salary Progression
Additional Benefit Information can be found @ www.warrencountync.com.
The above list is not all inclusive of the benefits that are provided by Warren County Government.
Come join our team!
01
Do you have a valid driver's license in good standing?
Work in this class involves the initiation, preparation and organization, and enforcement of child support orders in a Child Support Enforcement (IV-D) program. An agent in this class may perform some or all of the duties of the Agent I but is primarily involved in establishment of voluntary and involuntary paternity and support, enforcement, or in a generalist role. Work in this class can be distinguished from the Agent I by the in-depth investigation and preparation of cases for court, the enforcement of court support orders, and variables affecting a case and the independent role in presenting cases (with the attorney) in the courtroom.
I. Difficulty Of Work
Variety and Scope -An agent in the generalist role does intake and location, established voluntary and involuntary support and/or obligation, and enforces court orders. Agents in some programs may be responsible for one of the following areas: enforcement, establishment of paternity and support obligations and enforcement, or establishment specialist.
Intricacy - An agent investigates and prepares cases (for the attorney) and determines the course of action, tracks witnesses and determines their credibility, assists the attorney in the courtroom in presenting the case and reviewing evidence, negotiates agreement with the absent parent, and testifies in court as required. In monitoring court-ordered payments, agents determine what action to take when the absent parent is in arrearages negotiate out of court, take to court, wage garnishments.
Subject Matter Complexity- Work requires considerable knowledge of all areas of the Child Support Enforcement Program, thorough knowledge of applicable legal procedures, and knowledge of investigating cases.
Guidelines -These include the Child Support Enforcement manual (state and/or local), office procedural guidelines, the applicable N.C. General Statutes, applicable courtroom procedures, and other reference manuals.
Ii. Responsibility
Nature of Instructions- Employees function independently in all areas, and in office management.
Nature of Review -Work is reviewed at the time a case is in court by the attorney and judge for technical accuracy. Decisions are reviewed after the fact by a program supervisor or regional consultant.
Scope of Decisions -Employee's work directly affects the client and absent parent in establishing paternity and support, and the children of these parents. The work also affects the general public since support obligations pay back the tax fund used to pay Public assistance.
Consequence of Decisions -Decisions could result in the wrong absent parent/ defendant being taken to court, and the threat of a lawsuit. If a case is not properly prepared or information is incorrect, there is the potential for waste of court and administrative time; reduced support, state and county collections; and credibility problems. The children involved in cases may be determined eligible for state and federal benefits.
Iii. Interpersonal Communications
Scope of Contacts -Work brings agents in contact with clients, absent parents, offices of the Clerk of Court, Magistrates, District Attorney, Sheriff, other court officials, private attorneys, and location resources.
Nature and Purpose -Employees gather information necessary to locate absent parents, to establish paternity and support, and to determine the course of action of a case. An agent will direct, motivate, negotiate and compromise with a client or absent parent to be truthful regarding the establishment of paternity and support.
Iv. Other Work Demands
Work Conditions -Employees work in an office setting.
Hazards -Employees have frequent contact with hostile clients and absent parents, some who are potentially dangerous.
V. Recruitment Standards
Knowledges, Skills, and Abilities -Thorough knowledge of the Child Support Enforcement Program and applicable legal procedures; considerable ability to interview clients, absent parents and related sources, and to investigate cases; considerable ability to organize, analyze, and summarize case information; basic math skills; ability to establish and maintain effective working relationships with clients and absent parents, location resources, offices of the Clerk of Court, Magistrates, District Attorney, Sheriff, other court officials, and private attorneys.
Minimum Education and Experience– A four year degree and six months experience in eligibility, investigative, judiciary, or legal work that provides knowledges, skills and abilities needed to perform the work; or an associates degree in business administration, human resources, law enforcement or closely related degree and two years of experience in eligibility, investigative, judiciary, or legal work that provides knowledges, skills and abilities needed to perform the work; or graduation from high school and three years of experience in eligibility, investigative, judiciary, or legal work that provides knowledges, skills and abilities needed to perform the work; or an equivalent combination of education and experience.
Program
Benefits
Cost to Employee (PPP)
Insurance Benefits
Medical Insurance
Blue Cross Blue Shield of NC
- Fiscal Year Deductible: Individual: $1,500; Family: $3,000
- Doctor Visits:
- Primary: $25 co-pay; Specialist: $50 co-pay
- Preventative care: no charge
- Prescriptions: covered
- No cost to employee
- Employee/Child: $151.99
- Employee/Children: $325.29
- Employee/Spouse: $393.54
- Employee/Family: $699.72
Blue Cross Blue Shield of NC
- Fiscal Year Deductible: Individual: $50; Family: $150
- Fiscal Year Maximum benefit: $1,500
- Diagnostic and Preventive Care paid at 100%
- Basic Services paid at 80%
- Crowns, Inlays Services paid at 50%
- No cost to employee
- Employee/Child: $11.30
- Employee/Children: $26.14
- Employee/Spouse: $12.73
- Employee/Family: $34.91
Community Eye Care
- Eye Exam once a year: $10 co-pay
- $180 allowance for eyewear annually: $10 co-pay
- Employee only: $5.36
- Employee/Spouse: $10.18
- Employee/Family: $15.00
The Hartford Life Insurance Co.
- $25,000 Life; $25,000 Accidental for employee
- Dependent Life available
- Supplemental Life available
- No cost to employee
- Employee paid; $0.45
- Employee paid; cost varies by age, no contribution from the County
- Accident
- Critical Illness
- Hospital Indemnity
- Short term disability
- Price varies however, employee paid
BHS
800-327-2251
- 24-hour access to services
- Professional consultation by phone
- Connections and referrals to additional supports and services as needed
- Services are provided for you as well as your family
- Up to 5 sessions per condition
- No cost to employee
Vacation
- Maximum accumulation of 225 (1950 employees) or 240 hours (2080 employees). Time over 225 or 240 hours at the end of the year will convert to sick leave.
- No cost to employee
- Earned at a rate of 7.5, 8, 12 hours per month
- No maximum accumulation
- No cost to employee
- 12 paid Holidays per year; paid birthday leave; 2 paid wellness days
- No cost to employee
- If you previously worked for another NC local or state government agency, you may be eligible to transfer up to 10 years of credible service to earn vacation at a higher accrual rate (verification from your former employer is required).
- No cost to employee
Retirement
Local Government Employees Retirement System
Full Retirement After
- 30 years of service credit; OR
- Age 60 with 25 years of service credit; OR
- Age 65 with 5 years of service credit.
- 6% of annual salary
Empower
www.empower.com
- Contributions are tax-sheltered.
- Employees may make voluntary contributions.
- 10% penalty for withdrawal before you are 59 ½ years of age.
- You may sign up or change at any time.
- Employee paid
- No contribution from the County
Empower
www.empower.com
- Contributions are tax-sheltered.
- Employees may make voluntary contributions.
- Employee paid
- No contribution from the County
Credit Union Membership
(CIVIC)
- NC Local Government Employees Credit Union
- Bank fees may apply
Salary Progression
- Increased based on years of services and met minimal expectation on performance evaluation
- No cost to employee
Additional Benefit Information can be found @ www.warrencountync.com.
The above list is not all inclusive of the benefits that are provided by Warren County Government.
Come join our team!
01
Do you have a valid driver's license in good standing?
- Yes
- No
- Required Question
Salary : $10 - $1,500
