Social Worker III - Adoptions

General Statement of Duties

Completion of preservice training preferred. Experience in Foster Care and court testimony preferred.

Primary Purpose of Organizational Unit

The primary purpose of the Adoption Unit is to carry out the agency's mandate to facilitate the adoption of children who are legally cleared or whose permanency plan has been changed to adoption; to provide case management services to a small number of children who are neglected, abused and or dependent; to provide counseling to prospective placement families and to recruit, assess and provide training based on the Trauma Informed Partnering for Safety and Permanence: Model Approach to Partnerships in Parenting (TIPS-MAPP) for prospective placement families.

B.Primary Purpose of the Position

The Primary Purpose Of The Social Worker In This Position Is To Execute The Agency's Mandate To Arrange And Support Substitute Care Appropriate To a Child's Needs And Work Towards Obtaining Permanence By

• Providing services to children who are in agency custody or placement responsibility as a result of their parents or caretakers being unable or unwilling to provide adequate protection or care:
• Providing services to biological families/caregivers that will help them improve the conditions that led to agency intervention, thus facilitating reunification;
• Providing support to foster families or other substitute caregivers to ensure a positive experience for all involved;
• Developing alternative options for permanence should reunification fail; and
• Working towards a safe, permanent home within one year for children in agency custody/placement responsibility.
  
  

C.Work Schedule

The general work schedule is Monday through Friday, 8:00 am. to 5:00 p.m. with an hour for lunch. The worker may sometimes have an early morning, late afternoon or evening appointment which may necessitate the eight-hour workday being managed differently. In such cases, supervisory approval is needed. Work requires radio coverage duty during the week on a rotating basis. The worker is occasionally on call for emergency child welfare issues and disruption of placement between the hours of 5:00 p.m. and 8:00 a.m. on weeknights and also around the clock on weekends.This may include overnight stay in the agency with a foster child that has disrupted placement.

D.Change in Responsibilities or Organizational Relationship

None

Essential Duties and Tasks

All responsibilities and duties described are essential to the effective performance of a Social Worker III in this position and are listed in ORDER OF IMPORTANCE.

• Case Management (85%)
  
  

The social worker participates in Child and Family Team Meetings prior to children coming into care to help identify relatives and/or other options to prevent children coming into care. The worker prepares children and families for separation and placement into substitute care, places and monitors children in foster care, and provides or arranges for counseling and other supportive services for children and their families. Prepares children and biological family/caregivers and foster families for re-entry into the home or other permanent plans. The social worker develops a case plan with input from the family and other members of the Child and Family Team meeting, identifying problems that lead to the need of substitute care. Worker will prepare written court studies and testify when needed in judicial reviews of children in foster care. Complete room and board payments for foster families and participation in the determination of eligibility for services for Medicaid, state foster home funding and or IV-E funding. The social worker keeps documentation of all casework current within 7 days of last contact.

• Conferences and Staff Development (10%)
  
  

Supervisory conferences and staff development activities provide guidance, feedback and evaluation of the worker's interventions and an opportunity to upgrade skills and knowledge of substitute care. Such conferences also allow the opportunity to discuss program questions, agency mandates and monitoring issues as they arise.

• Community Liaison (4%)
  
  

These duties include public speaking, participation on community boards and committees, and participation in community affairs relating to substitute care and child welfare.

• Other duties as required (1%)
  
  

These duties include, but are not limited to, Disaster Relief and occasional on-call for emergency child welfare issues.

Section III - Other Position Characteristics

• Accuracy Required in Work
  
  

The worker must gather information with great accuracy in order to determine if substitute care continues to be needed. This determination is important in that information directly affects children and families and becomes part of the agency's record as well as a court record.Daysheets, timesheets, board lists, and other agency and state forms must be completed timely and accurately to maximize funding and maintain positions.

• Consequence of Error
  
  

Inaccurate decisions may cause inappropriate actions to be taken which could put children at risk.Inaccurate recordkeeping may result in the loss of funding and positions.

• Instructions Provided to Employee
  
  

Instructions are provided in written and oral form by the supervisor through scheduled conferences, unit meetings, staff meetings and in workshops and professional training sessions attended by the social worker.

• Guides, Regulations, Policies and References Used by Employee
• Volume I, Children's Services Manual
• Service Information System (SIS) Manual
• North Carolina General Statutes applicable to Child Protective Services and Foster Care
• Social Work Code of Ethics
• County and Agency Personnel Handbooks
• Instructions from Director, Assistant Director, Program Administrator,
  
  

Supervisor, and On-Call consultants

• Supervision Received by the Employee
  
  

The social worker receives supervision and review through scheduled conferences, meetings, informal interactions, reports, and an annual performance appraisal. Review for timeliness, quality, and accuracy is also received through periodic random case reviews by the supervisor, Children's Program Representative, and the Child Welfare Review by State staff

• Variety and Purpose of Personal Contacts
  
  

The social worker has contact with unit staff, other units within the agency, clients, Health Department, other social services departments, Guardian ad Litems, Mental Health, medical personnel, crisis organizations, churches, civic organizations, judicial systems, law enforcement, emergency services personnel, and the general public.Contacts are often used as a means of assessing and assisting clients as part of the human services delivery system

• Physical Efforts.
  
  

The social worker must be able to move within and outside the agency, climb stairs, and use office equipment described in #9 below on a frequent basis. The social worker occasionally lifts small children, cameras, suitcases, toys, car seats, etc. in the performance of duties. The social worker must travel to meetings and workshops in and outside county. Overnight stays are sometimes necessary.

• Work Environment and Conditions
  
  

Work is performed in a county social services agency with contacts in the field. The social worker may encounter hostile clients, some of whom are dangerous. Clients may include those who are mentally ill, substance abusers, or those who are verbally abusive and threatening, Field contacts are sometimes required even in adverse weather conditions such as snow, sleet, and extreme heat. The social worker may be exposed to infectious diseases such as scabies, head lice, flu, HIV/AIDS, etc.

• Machines, Tools, Instruments, Equipment and Materials Used
  
  

The social worker uses a personal computer, printer, copy machine, calculator, camera, automobile, telephone, and car seat to perform duties.

• Visual Attention, Mental Concentration, and Manipulation Skills
  
  

Close visual attention is required when operating a motor vehicle. Case management duties require visual attention and mental concentration. Body language, eye contact, and behavior of family members assist the social worker in assessing family situations and must be viewed carefully. Preparation of court reports, development of protection plans, and completion of risk assessments require intense mental concentration as does reviewing placement options for children. The social worker must carefully document times, dates, and other factual information so that accurate assessments and recommendations are made.

• Safety for Others
  
  

The social worker makes decisions daily that affect the lives of clients. The worker assesses risk and devises plans accordingly Recommendations are made regarding the removal of children when homes are not safe and the return of children when homes are safe.

• Dynamics of Work
  
  

Child Placement Services and Child Protective Services are periodically affected by changes in methodology, guidelines, legislation, and shifting program emphasis.

Knowledges, Skills And Abilities

Thorough knowledge of social work principles, techniques, and practices and their application to complex casework and community problems in order to effectively work with the wide cross section of clients and their presenting problems.

Considerable knowledge of family and group dynamics and a range of intervention techniques.

Considerable knowledge of developmental stages and tasks human behavior, and socioeconomic problems and their treatment as the worker is responsible for identifying children who are abused, neglected, or dependent, assessing the contributory factors and making recommendations for solutions to the identified problems.

Considerable knowledge of governmental and private organizations and other resources within the community.

Considerable knowledge of laws, regulations, and policies which govern Child Protective Services.

General knowledge of methods and principles of casework supervision and training.

Ability to establish and maintain effective working relationships with clients, associates, administrative superiors, social, medical, legal, civic and religious organizations.

Ability to train or orient lower-level employees, students or Interns.

Ability to express ideas clearly and concisely — orally and in writing

Ability to plan and execute work effectively.

Ability to operate an automobile.

Ability to use a personal computer and access the State Network.

Ability to effectively function under stress and to deal with conflict situations and personalities.

Ability to function with a high level of autonomy.

Desirable Education and Experience

Training and Experience

Master's degree from an accredited School of Social Work; Bachelor's degree from an accredited School of Social Work and completion of the Child Welfare Collaborative; Bachelor’s degree in social work from an accredited school of social work and one year of directly related experience; Master's degree in a human services field and one year of directly related experience; Bachelor’s degree in a human services field from an accredited college or university and two years of directly related experience; Bachelor’s degree from an accredited college or university and three years of directly related experience,

License or Certification Required by Statute or Regulation

• Minimum North Carolina automobile liability insurance.
• Valid North Carolina driver's license is required.
  
  

INSURANCE PROGRAMS

Nash County Offers Cafeteria-style Benefits Including

• Health Insurance
• Dental Insurance
• Life Insurance
• Vision Insurance
• Supplemental Health Benefits (Accident, Critical Illness, and Hospital Indemnity Insurances)
• Disability Insurance (Long-Term and Short-Term Disability) and more!
  
  

FINANCIAL PROGRAMS

Retirement

Membership in the North Carolina Local Government Employees Retirement System is a requirement for all regular full-time and regular part-time employees. Employees contribute 6% of their annual compensation before it is taxed. If you leave County service before retirement, you may withdraw your retirement contributions or elect to freeze your contributions in anticipation of future local government employment. If you have 5 years of service, you are 100% vested in the NCLGERS.

NC401(k)

The NC401(k) supplemental retirement program is available to regular full-time and regular part-time employees. The County establishes this 401(k) account for each eligible employee and makes a 5% contribution based on monthly earnings. Employees may elect to make voluntary contributions through payroll deduction.

457 Deferred Compensation

The 457 Deferred Compensation program is available to regular full-time and regular part-time employees through payroll deduction. Deferred compensation is a voluntary investment plan to supplement retirement income and to defer taxable income.

Special Separation Allowance

The Separation Allowance is available to law enforcement officers between the ages of 55 and 62 years that are eligible and retire under the provisions of the NC Local Government Employees Retirement System.

125 Flexible Benefit Plan

Flexible Spending Account options are available to regular full-time and regular part-time employees who wish to use pre-tax dollars for eligible medical, pharmacy, dental, vision, and daycare expenses. The Flex Convenience Card program gives you instant access to your account funds.

• Health Care Spending Account -- Section 125 of the IRS Code allows yearly voluntary enrollment to set aside pre-tax dollars for eligible health care expenses.
• Dependent Care Spending Account -- Section 125 of the IRS Code allows yearly voluntary enrollment to set aside pre-tax dollars for eligible dependent care expenses.
  
  

Direct Deposit

Direct Deposit is a condition of employment for all employees. Deposit of your paycheck will be made to checking or savings accounts in a bank of your choice.

LEAVE PROGRAMS

Vacation Leave

For regular full-time County employees, vacation leave accrues based on length of service in the NC Local Government Employees Retirement System. Regular part-time employees accrue prorated vacation leave based on a percentage of the full-time benefit.

Sick Leave

For regular full-time County employees, sick leave accrues each pay-cycle. Regular part-time employees accrue prorated sick leave based on a percentage of the full-time benefit. Your unused sick leave balance can be applied as creditable service toward a service retirement under the guidelines of the NCLGERS.

Holidays

The policy of the County is to follow the holiday schedule as published by the State of North Carolina each year.

The Following Holidays Are Observed

• New Year’s Day,
• Martin Luther King, Jr. Day,
• Good Friday,
• Memorial Day,
• Independence Day,
• Labor Day,
• Veteran’s Day,
• Thanksgiving Day and the day after, and
• Three (3) days at Christmas.
  
  

Military Leave

Annual Training - Reserves and National Guard -Ten paid workdays per fiscal year.

Active Duty - Reserves and National Guard - Ten paid workdays upon activation.

Civil Leave

Paid leave is provided to full-time or regular part-time County employees called for jury duty or as a witness of the court for the federal or state government, or a subdivision thereof.

Family Medical Leave Act

Federal law provides job protection and continuation of existing paid health insurance during 12 weeks of leave, paid or unpaid, to an eligible employee for qualifying events. These events can include birth or adoption, and serious illness of an immediate family member, or of the employee.

Other Programs

Employee Assistance Program (EAP)

The Employee Assistance Program is open to all employees and their dependents. It is a confidential service provided at no cost to the employees of the County. EAP provides certified counselors who administer assessment and brief therapy to employees who want help with a variety of personal and work-related issues such as stress, parenting concerns, grief, alcohol/drug use, family problems, financial concerns, and work-related problems.

Wellness Center and Telemedicine

We believe that staying healthy is inclusive of exercising regularly and taking care of your physical body. Nash County has a Wellness Center, which consists of various exercise equipment and videos, open to all full and part-time employees.

All full-time employees also have access to telemedicine through Teladoc. Teladoc treats conditions like allergies, sore throats, asthma, and more. Doctors are available by phone or video 24/7 from wherever you are. They are available to diagnose symptoms and send a prescription if needed.

NOTICE OF PRIVACY PRACTICES

The benefits offered by Nash County are subject to change. In the event there is a conflict between the above contents and Nash County policies and/or a State or Federal statute, the policy/statute shall control. Plan documents will govern benefits plans should there be a conflict with this information. They are not held out to any employee as part of any contractual agreement. Benefits, policies, and procedures are subject to change or termination at any time.

Information provided on this site is for informational purposes only. Actual provisions of each plan will be provided on the certificate of coverage as part of the Summary Plan description.

Nash County is an Equal Opportunity Employer/Provider

In accordance with Federal civil rights law and the U.S. Department of Agriculture (USDA) civil rights regulations and policies, the USDA, its Agencies, offices, employees, and institutions participating in or administering USDA programs are prohibited from discriminating based on race, color, national origin, religion, sex, gender identity (including gender expression), sexual orientation, disability, age, marital status, family/parental status, income derived from public assistance program, political beliefs, or reprisal or retaliation for prior civil rights activity, in any program or activity conducted or funded by USDA (not all bases apply to all programs).

Remedies and complaint filing deadlines vary by program or incident. Persons with disabilities who require alternative means of communication for program information (e.g., Braille, large print, audiotape, American Sign Language, etc.) should contact the responsible Agency or USDA's Target Center at (202) 720-2600 (voice and TTY) or contact USDA through the Federal Relay Service at (800) 877-8339.

Additionally, program information may be made available in languages other than English. To file a program discrimination complaint, complete the USDA Program Discrimination Complaint Form, AD-3027, found online at http://www.ascr.usda.gov/complaint filing cust.html and any USDA office or write a letter addressed to USDA and provide in the letter all of the information requested in the form.

To request a copy of the complaint form, call (866) 632-9992. Submit your completed form or letter to USDA by:

• mail: U.S. Department of Agriculture
  
  

Office of the Assistant Secretary for Civil Rights

1400 Independence Avenue, SW

Washington, D.C. 20250-9410;

• fax: (202) 690-7442; or
• email: program.intake@usda.gov
  
  

USDA is an equal opportunity provider, employer, and lender.

01

Which best describes your level of education? (SWIII)

• BSW
• 4-Year Human Services Degree
• 4-Year Degree
• BSW in Child Welfare Collaborative
• Masters Degree in Social Work
• Masters Degree in Human Services Field
• High School Diploma or GED
• No HS Diploma or GED
• Associates Degree
  
  

02

Have you completed the pre-service in Child Welfare training?

• Yes
• No
  
  

03

How many years of experience do you have as a Social Worker?

• No experience
• Up to 1 year
• 1-2 years
• 3-5 Years
• 5 Years
  
  

04

Do you have a valid NC drivers license?

• Yes
• No
  
  

05

Do you have North Carolina automobile liability insurance on your vehicle?

• Yes
• No
  
  

06

How many years of Foster Care, Adoptions, and court testimony experience do you have?

• No Experience
• 0 - 1 Year
• 1 - 2 Years
• 2 - 3 Years
• 3 - 5 Years
• More than 5yrs
  
  

07

Employees are expected to work in emergency shelters and/or perform disaster related tasks.

• Accept
• Decline
  
  

08

Your application must illustrate all relevant education and experience you have acquired in the last 10 years, to include any gaps you have had between employment (gaps in employment MUST be documented under the work experience section of the application). Failure to complete the "Work Experience" & "Education" sections of the application may result in your application not being considered. A resume will not be considered in determining your qualification for this position.

• I have read and complied with the above statement
• I have not read this information
• Required Question