Child Protective Services - Human Services Professional I – Ongoing Case Manager

Position Summary And Job Duties

This is a professional level Social Worker/Case Manager position with Rock County. The work involves acting as a member of a multi-disciplinary team in serving the clients and families of Rock County Human Services' CYF, CPS Ongoing Division, in order to assure that children are safe, protected and receive permanence. This position will cross-train in other units throughout the CPS department.

This position supports and promotes the Mission, Vision and Guiding Principles of the Human Services Department and performs in a manner consistent with the Professional Standards, Commitment to Co-Workers and the Family First Prevention Services Act.

75%-Engage families in a positive, working relationship to support them in achieving a safe home and permanence for their children. Services are based on a well-reasoned assessment and planning process with the family that establishes a set of goal-directed, time-limited and measurable activities.

• Prepare family assessments and case plans.
• Evaluate the existing safety plan developed during the initial assessment phase.
• Manage and assure child safety through continuous assessment, oversight and adjustment of safety plans that are effective in assuring child safety and are the least intrusive to the family.
• Engage families in a case planning process that will identify services to address threats to child safety by enhancing parent protective capacities.
• Measure progress related to enhancing parent protective capacities and eliminating safety related issues.
• Document progress using the case progress evaluation every 90 days.
• Access and monitor needed safety services including placements.
• Update family interaction plans and safety plans as needed.
• Provide ongoing case management by coordinating, monitoring and adjusting services.
• Collaborate with service providers to effectively work as a team.
  
  

15%-Participation in the court process to assure safety and achieve permanence.

• Provide court testimony for judicial reviews, contested placement hearings, extension hearings and termination of parental rights trials.
• Write clear and concise professional court reports.
  
  

5%-Perform CPS Access function which includes receiving, analyzing, and documenting reports of alleged child maltreatment. (The agency is required to accept reports from the community 24 hours a day, seven days a week. Rock County has an After-hours program that meets this requirement for reports received during non-regular business hours. This position does require performing After-hours duties when there is no coverage available through the voluntary pool.)

• Gather information, interview reporters and determine what information is significant to the CPS Access purpose.
• Sufficient information should be gathered specific to Wisconsin Child Protective Services Access Standards to support the screening decision and urgency of response of each report. This includes identifying present danger and/or impending danger threats to child safety based on the analysis of information gathered.
  
  

4%-Miscellaneous duties:

• Attend supervisory conferences, staff, team and department meetings.
• Attend in-services, mandatory trainings, staffings, and other meetings with supervisor's approval.
• May be assigned to participate in committees within the department, county or community to represent CPS.
  
  

1%-Other Duties as assigned.

• Support new and existing staff by assisting, mentoring, and teaching, as needed.
• Assist and/or provide coverage for other areas/units within CPS, as needed.
  
  

Success Factors (KSA's)

• Ability to understand and carry out verbal and written instructions.
• Ability to plan and organize work effectively.
• Maintain prompt and regular attendance.
• Knowledge of the principles and practices of social work and its application.
• Knowledge of federal and state laws, policies and practice standards pertaining to Child Protective Services, especially Wisconsin Chapter 48 statues and Wisconsin CPS Access and Initial Assessment Standards as well as CPS Ongoing Standards and Integrated Case Plan.
• Knowledge of current social and economic problems and ways in which these problems affect individual families.
• Knowledge of human service/community resource types and how to effectively utilize them.
• Ability to maintain accurate, current case records in computerized data information system and prepare clear and concise reports from them.
• Ability to read and analyze detailed prior case records, organize thoughts, and write comprehensive case documentation.
• Ability to establish and maintain effective working relationships within the agency and community.
  
  

Job Requirements, Education, Training & Experience

• Bachelors Degree in Social Work or related field from accredited four-year college or university.
• Experience working with adults and children with disabilities preferred.
• Bilingual skills preferred.
• Must possess and maintain a current unrestricted (not due to corrective lenses) driver's license and auto insurance pursuant to the Rock County Administrative Policy and Procedure 5.02 and 5.27.
  
  

Physical Elements

Essential Job Functions (physical elements, equipment and working conditions)

• General mobility, including occasional use of stairs.
• Occasional bending, kneeling and reaching.
• Lifting and carrying approximately 50 pounds, which may included young children and/or infant/child car seat.
• Sitting, driving or standing for long periods of time.
  
  

Equipment Use

• Telephone--frequently
• Computer--PC and keyboard at desk or portable laptop in the field for case documentation entry.
  
  

Working Conditions

• Indoor--often
• Outdoor--rarely; primarily as a result of travel requirements to and from the office, client homes, schools, and other meeting sites in the community
• Cold temperatures--rarely; see above reference to travel
• Extreme heat--rarely; see above reference to travel
• Potential for contact with unpredictable and/or violent clients
  
  

Rock County Employee

Facts And Benefits Highlights

• Rock County historic and cultural attractions:Rock County is in south Central Wisconsin along the Illinois border. The County has a population of 161,188 making it the ninth largest County in Wisconsin. Janesville, Wisconsin (pop. 64,009) is the county seat. Janesville is located on the I39/90 corridor, forty miles south of Madison, seventy-six miles west of Milwaukee and about two hours from Chicago.
  
  

Rock County’s many historic and cultural attractions include the City of Evansville historic district, Beloit College (an acclaimed liberal arts institution located in the City of Beloit) and the City of Janesville’s Rotary Botanical Gardens and Tallman House (an exceptional example of Italian villa style architecture from the mid 1850’s).

The Cities of Janesville and Beloit have a combined symphony orchestra, as well as individual performing arts centers. The Rock County Fair and Riverfest are regional cultural celebrations held every summer in the Cities of Janesville and Beloit respectively. These Cities both have extensive park and open space networks, including portions of the Ice Age National Scenic Trail, a Statewide trail commemorating the State’s geologic history. Additionally, the Rock River runs through these Cities, offering many recreational opportunities.

• Salary:
  
  

Rock County has updated their pay grid in 2023 and it has 14 steps for every classification. Below is the link to locate the compensation grid and see each of the classifications that Rock County has to offer.

https://www.co.rock.wi.us/departments/human-resources/compens

Employees are paid every two weeks on Friday (26 checks in a year). Paychecks are directly deposited in the employee’s bank account. There is a two-week delay between the pay period worked and the payday. New employees generally wait four weeks before they receive their first check, which is a live paper check. Direct deposit is a requirement of employment.

• Holidays (Ordinance 18.501):
  
  

Required

The following holidays are observed by the County and shall be granted to regular employees with pay and to temporary employees without pay, unless such employees are required to be on scheduled work:

• New Year's Day
• Martin Luther King Jr. Day
• Spring Holiday to be observed the Friday immediately preceding Easter
• Memorial Day
• July 4th
• Labor Day
• Thanksgiving Day
• Friday following Thanksgiving
• Day before Christmas
• Christmas Day
• One Floating Holiday
• Any additional holiday granted by the County Board.
• The County Administrator may designate additional holidays in unusual circumstances with the approval of the County Board Chair and/or Vice Chair.
  
  

For employees working the standard work schedule, when a holiday falls on Saturday, it shall be observed on the preceding Friday. When a holiday falls on a Sunday, the following Monday shall be observed.

For employees not working the standard work schedule see the HR Policies and Procedures.

• Vacation (Policy & Procedure Manual 5.47):
  
  

Employees (.4 FTE or greater) hired on or after April 10, 2023, shall earn vacation according to the following schedule:

• Health Insurance including our Wellness component:
  
  

Rock County offers a dual choice point of service plan. Employees will have a choice to elect coverage with either Dean Health Care or Mercy Health Care. Employees can enroll within the first 30 days of employment, after that there is an annual open enrollment period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made. The County will pay 90% of the premium for health insurance and the Employee may earn the remaining 10% of the premium, based on the terms of participation of the Healthy Employee Incentive Program.

• Sick Leave (Policy 5.39):
  
  

Sick leave pay shall commence on the first day of any period of illness due to accident, injury, or disease.

All full-time employees shall earn one sick leave day per month of continuous employment. All part-time em­ployees whose regular workweek is sixteen hours or more shall earn one sick leave day on a prorated basis directly in rela­tion to the normal full time employment period. All part-time employees, who work less than sixteen hours per week, shall not earn sick leave. Temporary and seasonal employees are not eligible for sick leave. Sick leave shall accrue to a maximum of one hundred thirty days.

• Dental Plan:
  
  

The County offers a dental plan through Delta Dental and will pay 60% of the applicable

premium for the lowest cost plan. Employees can enroll within the first 30 days of

employment, after that there is an annual open enrollment period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made. Newly enrolled employees will likely see a double deduction on their first paycheck; premiums are paid one month in advance.

• Vision Plan:
  
  

The County offers a vision plan which employees can enroll in at their own cost. Employees

can enroll within the first 30 days of employment, after that there is an annual open enrollment

period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made.

Newly enrolled employees will likely see a double deduction on their first paycheck; premiums are paid one month in advance.

• Life Insurance:
  
  

The County provides term life insurance through the State of Wisconsin Plan. Employees can purchase insurance in increments based on their salary, up to five times their salary. The County will contribute 20% of the cost for the first increment only - one times the employee’s salary. Employees can also purchase coverage for their spouse and/or children.

• Eligibility for this benefit is tied to whether the employee is eligible for retirement benefits. (You must be expected to work for at least 12 months and 1200 hours, or have previously qualified for the WRS)
• Voluntary Benefits:
  
  

The County offers voluntary benefits which employees can enroll in at their own cost. Employees

can enroll within the first 30 days of employment, after that there is an annual open enrollment

period in the fall. Voluntary benefits may include: Disability, Hospital indemnity, Supplemental Life, Critical Illness, and Accident Insurance. Employees are responsible for 100% of the premiums for any voluntary benefits elected. Deductions are taken post tax. Please visit the Human Resources intranet page for more information.

• Deferred Compensation:
  
  

Employees can participate in one of the identified deferred compensation plans (Nationwide, Wisconsin Deferred Comp, and Security Benefits) at their own cost.

• Flexible Spending Account (Medical and Dependent Care):
  
  

Employees can elect to put an annually IRS established amount into a flexible spending account through (EBC) to pay for their own non-reimbursed medical care expenses. Employees can also put in up to $5,000 for dependent care accounts.

If you leave County employment, you have ninety (90) days to submit expenses incurred prior to your last day.

• Retirement:
  
  

Rock County participates in the Wisconsin Retirement System (WRS). Eligible employees are required to participate. What an employee receives at retirement is dependent upon several factors – age, length of service, salary.

Rock County and the employee make equal contributions to the Wisconsin Retirement System on behalf of the employer. The contribution rate is addressed in the employment letter.

Employees in protective status have the percentage contributions defined in their respective collective bargaining units.

Employees who have questions about their retirement benefits should contact WRS.

• Bereavement Leave (Policy 5.04):
  
  

In the event of a death an employee may be excused from work without loss of pay for up to a maximum of thirty-two (32) hours annually for the purpose of attending a person’s wake, visitation, memorial service, funeral, or make necessary arrangements regarding the person’s death, within a reasonable time after the occurrence. Reasonable time after the occurrence is defined as within six (6) months from the date of death.

No more than (32) hours can be used for the same decedent.

If additional time is required beyond the thirty-two (32) hours annually, an employee may request to use accumulated vacation, holiday, or comp-time. Sick leave can be used for a parent, spouse, or child only.

Bereavement leave cannot be accrued from one year to the next.

Bereavement leave can be used in increments of quarter hours.

A second or third shift employee may be excused from work the scheduled shift before or after the event, provided the shift begins or ends on the same calendar date of the event.

All leaves under this section shall be prorated based upon the employee’s FTE.

• EAP:
  
  

The County provides an Employee Assistance Program (EAP) for employees to use for all kinds of personal and professional assistance. In the case of counseling, professional counselors are available 24 hours a day, 7 days a week. An employee can establish a relationship with a counselor over the phone or set up an in-person appointment with a counselor in the area. As of March 1, 2022, the EAP program will pay for up to six visits.

• Parking:
  
  

The County provides free parking at all its facilities.

• Workplace Attire (Policy & Procedures 5.53):
  
  

All Rock County employees are expected to present a professional, businesslike image to clients, visitors, customers, and the public. Acceptable personal appearance, like proper maintenance of work areas, is an ongoing requirement of employment with the County. Supervisors should communicate any department-specific workplace attire and grooming guidelines to staff members during new-hire orientation and evaluation periods. Any questions about the department’s guidelines for attire should be discussed with the immediate supervisor.

• Employee Identification Badge (Policy & Procedure 5.08)
  
  

All Rock County employees shall have and display, an identification badge while conducting official County business. Minimal exceptions, for safety reasons, may be approved by Department Heads.

• Smoking:
  
  

All County buildings are smoke free. By County Ordinance anyone visiting or working in any County building is prohibited from smoking closer than 30 feet from any building entrance. The Ordinance also makes the entire Rock Haven Nursing Home a smoke free “campus.”

Prior to new hire orientation, please access policy documents here: https://www.co.rock.wi.us/hr

Active Employees: For full policy documents, please visit the Human Resources Intranet page, “Personnel Ordinance” and “Policy & Procedure Manual”. https://www.co.rock.wi.us/rchr/

Please note, you may also be subject to department specific work rules.

Still have questions? Call us! Human Resources: 608-757-5520