Salary : $48,411.00 Annually
Location : Nashville, NC
Job Type: Full Time
Job Number: 2024-00008
Department: Department of Social Services
Opening Date: 01/22/2024
Closing Date: Continuous
General Statement of Duties

Family & Children's Medicaid. Position supervises unit of 14 Income Maintenance Caseworkers. FCMA and NC Fast experience required. Strong computer, organizational, work ethics and time management skills required.
I. Principal Purpose of the Organization Unit
The primary purpose of the Family and Children's Medicaid Supervisor is to administer the Family and Children's Medicaid Program for Nash County according to federal, state and county guidelines as well as the Alexander vs. Flaherty Exit court order. This unit is responsible for taking and processing applications and re-determining eligibility on a day-to-day basis. The unit must adhere to all guidelines as well as to insure accuracy of eligibility and continued updating policy, records, job aids and NC Fast System.
II. Primary Purpose of this Position
The primary purpose of this position is to provide, in a professional and responsible manner, the administrative, technical and supportive supervision to 18 Income Maintenance Caseworker II's, 1 Income Maintenance Caseworker I and 2 Income Maintenance Caseworker III's (Lead Worker). 13 of the 18 Income Maintenance Caseworker II's have ongoing caseloads of approximately 900 to 1100 each. The other 5 remaining Income Maintenance Caseworker II's are responsible for all application intakes and processing whether face-to-face, Epass, online, mail-in/drop offs etc. These total 21 staff are split between 2 Supervisor II's with 1 having 10 staff and the other having 11 staff. All caseworkers under this Supervisor are responsible for determining eligibility and case maintenance for the Family and Children's Medicaid Program for Nash County. This program's positions are all located at the Department of Social Services. This position is responsible for interpreting and understanding policy and regulations for the MAF (Medicaid for Families), MIC (Medicaid for Infants and Children), MPW (Medicaid for Pregnant Women), NCHC (North Carolina Health Choice), IAS and HSF (Foster Care and Adopted Children), BCCM (Breast and Cervical Cancer), FPP (Family Planning Program, ANB (Automatic Newborns), TMA (Transitional Medicaid - income disregarded when certain criteria are met) and all SSI eligible children (age 19 and under) and insuring the Program is understood and administered correctly by caseworkers and within NC Fast System. This position is also responsible for Outreach for Family and Children's Medicaid particularly in the area of NCHC, which may include informational meetings or speaking to community groups or organizations. This position involves decision making on difficult cases as well as reviewing cases to determine accuracy of benefits to avoid costly errors or sanctions to the county resulting in county charge backs. This position is responsible for development and maintenance of a training plan for both Family and Children's Medicaid policy as well as function and processes within NC Fast system for new staff and seasoned staff also. This position is responsible for ensuring that the unit's caseworkers complete required administrative paperwork and all reports timely. This position must also complete an employee's annual evaluation which may include corrective actions for a marginal employee. In case of a man made or natural disaster, this worker would be responsible for operation of an emergency disaster shelter and/or perform other duties as assigned by the Income Maintenance Administrator, Deputy Director or Director.
Essential Duties and Tasks

OPERATING RESPONSIBILITIES
1. Planning - The Supervisor II is responsible for setting short-and-long range goals for the unit to target quality, timeliness and productivity objectives or case flow objectives. This requires the monitoring of productivity reports, quality control reports and complaints received from the client and the community. The goals of the individual caseworkers are reviewed and incorporated into the unit's goals. The goals and objectives are reviewed and revised as frequently as needed based on the need of the agency and community change.
Organizing and Directing - The Supervisor II is responsible for directing the day-to-day activities of the Income Maintenance Caseworkers and assigning work. Constant assessments of the workload are conducted and the staff is organized and/or shifted to meet the demands of the work. Assignments are made in an effort to ensure equitable distribution of workloads. The flow of work must be organized to adequately cover the workloads for absent Income Maintenance Caseworkers and/or vacant positions.
Time Reports and Leave - The Supervisor II monitors all time reports and approves all leave for the unit. This position has the responsibility of coordinating coverage of positions when someone is out, on sick leave or annual leave.
Financial Management - The Supervisor II gathers statistical data regarding production and individual job performance. This data is used to make recommendations to the Income Maintenance Administrator regarding budget and staffing needs. The Supervisor II also assesses the need for equipment and supplies.
Review - The Supervisor II is responsible for monitoring work to ensure that medical services are being provided to applicants/recipients in a timely manner. The monitoring process also determines whether the completed work meets the acceptable qualitative standards. Statistical records are compiled from monthly production schedules prepared by the Income Maintenance Caseworkers and the daily activity sheets are reviewed. Reviewing case records is crucial because of the varied types of medical coverage and the need to assess all applicants/recipients for whatever coverage they are entitled to receive. Failure to properly evaluate all individuals can result in loss of medical coverage and create county errors. The Supervisor II also reviews case files for compliance with the FRR and BEER reports.
Setting Work Standards - The Supervisor II is responsible for setting work standards. Federal, State, County and Agency policies are reviewed to ascertain that all time frames, policies and guidelines are adhered to and that all deadlines are met to ensure accurate payments and benefits are authorized timely to applicants/recipients. Failure to meet the standards could cause a delay in the recipient/applicant receiving needed medical attention or placement. The applicants/recipients could receive penalty payments and the county could be sanctioned/charged and could cause a loss of federal funds as well.
2. Personnel Responsibilities
Training - The Supervisor II is responsible for all areas of training for new employees and retraining of seasoned staff in both Family and Children's Medicaid policy, new and/or updated Job Aids and NC Fast System. Training is directed toward the needs of the particular worker, encountering particular problems and who needs individualized training. The employees are requested to read and apply the policies and procedures in the Family and Children's Medicaid manuals. The Supervisor II meets with employees to discuss their job description and to discuss the agency's goals and objectives as well as agency expectations. After orientation of new staff the workload is closely monitored for at least 6 months and randomly thereafter. The Supervisor counsels with staff regarding any problems they may have pertaining to their job and/or any outside influence that may have an effect on their job performance. Daily monitoring and discussion is an aspect of the informal training plan. The Supervisor reads publications, bulletins and news articles that relate to the program. She must study manuals, review all memorandums, county letters, plans, terminal messages, new and updated NC Fast Job Aids and conduct unit meetings to disseminate the information. The Supervisor is responsible for all programmatic training. Unit meetings are held by the Supervisor as often as needed. This is to help with the Medicaid Unit interpreting manual materials, county letters, policy, procedures, terminal messages and new and updated NC Fast Job Aids. Training is a continuing process due to constant changes in policy, procedures, NC Fast system updates and the complexity of the programs.
Counseling and Disciplining Employees - Conferences are planned with employees to discuss problem cases, answer questions and to give and receive feedback regarding the workload. Conferences are also designed to discuss any concerns workers may have regarding their job performance in an effort to improve and eliminate the problems in order to obtain maximum performance. The Supervisor must be available to counsel employees with problems concerning duties within their job description or any other problems that might affect the job performance. The Supervisor may suggest that worker seeks counseling through the Employee Assistance Program or may refer them. If necessary, the Supervisor may schedule a conference with the Income Maintenance Administrator to discuss disciplinary action to be taken. The Supervisor keeps an "Open-Door" policy to address issues that cannot wait until the next scheduled conference.
Selection and Appraisal of Employees - The Supervisor, along with the Income Maintenance Administrator is responsible for interviewing prospective employees for the Medicaid Unit, using a structured interview. The Supervisor makes a recommendation to the Income Maintenance Administrator and together they make a final recommendation to the Director. The Supervisor conducts formal annual evaluations to evaluate job performance in order to offer commendation for outstanding performance and to address areas in which improvement is needed. The formal evaluation is based upon daily observations, client/worker and supervisor/employee relationships. Case records are monitored to evaluate staff knowledge and skills. The Supervisor is concerned with both the quality of performance and the quantity of accomplishment. An adopted county document is used in completing the evaluation.
3. Employees Supervised
18 Income Maintenance Caseworker II's
1 Income Maintenance Caseworker I
2 Income Maintenance Caseworker III's
Staff are divided between the 2 Supervisors within the department with 1 Supervisor having 10 staff and the other having 11 staff.
V. OTHER WORK CHARACTERISTICS
1. The tools most used by the Supervisor II are the Family and Children's Medicaid Manual, Fast Help, Job Aids, Terminal Messages, computer, calculator, copier, fax machine, telephone, scanner and all other general office equipment. Also access to the Eligibility Information System, NC Fast, Nash County Clerk of Court, Child Support Enforcement,
Department of Motor Vehicles, Agency Intranet, Internet, Social Security Administration and Employment Security Commission.
2. It is imperative that the Medicaid Supervisor II ensures that the Income Maintenance Caseworkers are trained to produce quantity as well as work in a quality manner in order to comply with the 3% tolerance level. With quality and timely work, we eliminated Federal sanctions, overdue reviews, penalties, overpayments and underpayments. Medicaid Quality Control reviews a percentage of the work performed. The state has a tolerance level of 3% for errors and overdue reviews. As long as the State stays below the tolerance level, Federal sanctions will not be applied to the county.
3. Close visual attention is needed in every phase of the job. A tremendous volume of reading, and interpretation is required as well as writing and use of various kinds of office machines. Monitoring and close examination of case records is required along with observation of staff. Intense mental concentration must be maintained so that errors are avoided, which could have a negative impact on the agency, State and/or applicant/recipient.
4. The operating house of the Department of Social Services is 8:00 am to 5:00 pm, Monday through Friday.
5. Job duties constantly change due to the complexity of the Family and Children's Medicaid programs and the ever-increasing work and caseloads.
Knowledges, Skills and Abilities

This position requires a general knowledge of all Social Services administered social and financial services with a more thorough knowledge of the specific program of medical services.
a. Knowledge of supervisory techniques relating to affirmative action, civil rights, personnel recruitment and North Carolina State Personnel regulations.
b. As basic working knowledge of the principles, techniques and practices of Human Services providers.
c. A thorough knowledge of the use of many public assistance policy manuals and supporting letters.
d. A considerable knowledge of the needs, problems and attitudes of disadvantaged people and how to best interact with people with behavioral or social-economic related problems.
e. A general knowledge of North Carolina Civic law, property laws, insurance forms, and banking procedures, medical terminology, legal jargon and tax laws
f. The ability to maintain effective working relationships with administrative superiors, other professionals, other agencies and the community at large as well as the clients that we serve.
g. The ability to plan, evaluate, lead and direct the services of a financial program.
h. The ability to represent the agency and the eligibility program in meetings, conferences and through the news media.
i. The ability to function under prolonged high stress levels.
j. The ability to maintain flexibility in dealing with the complexity of programs and the needs of workers and the clients.
Desirable Education and Experience

Training: Three years of experience as a caseworker or investigator in an Income Maintenance program, preferably with one year of supervisory experience; or an equivalent combination of training and experience.
This position must maintain a valid North Carolina Driver's License and maintain suitable insurance coverage on a safe and reliable automobile.
INSURANCE PROGRAMS
Group Health Insurance

Nash County provides full time and part-time benefit eligible employees working 30 plus hours per week with Health Insurance coverage with the North Carolina State Health Plan
Included in each selection is:

• Preventative Care Coverage
• Prescription Coverage
• Chiropractic Coverage

Health Insurance may become effective for employees the first day of the month following employment.
Group Dental Insurance
Nash County provides full-time and part-time regular employees working 30 plus hours per week. Dental Insurance becomes effective for employees the first day of the month following the 30th day of employment.
Group Life Insurance
Nash County provides term Life Insurance for full-time and part-time regular employees working 30 or more hours per week.
Life insurance is paid for you by Nash County and pays your beneficiary one time your annual salary not to exceed $200,000 in the event of your death. Accidental death and dismemberment coverage is also provided.
Life Insurance becomes effective the first day of the month following 30 days of employment. Voluntary supplemental term life insurance coverage for you, your spouse or your dependent children is also available - please see the Human Resources Department for more details.
Short Term Disability Insurance
Nash County provides active full-time regular employees working 30 plus hours per week the option to purchase Short Term Disability Insurance.
Short Term Disability Insurance may cover up to 70% of an employee's monthly salary with a maximum of $2,000 per month, in the event of an injury or illness, for up to 13 weeks.
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 AccountSection 125 of the IRS Code allows yearly voluntary enrollment to set aside pre-tax dollars for eligible health care expenses.
• Dependent Care Spending AccountSection 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.
Credit Union
Local Government Federal Credit Union membership is available to all employees. Once you join, you can remain a member for as long as you choose. Immediate family members such as spouse, children, stepchildren, brothers, sisters, and parents can all become members.
Employees of both the Departments of Social Services and Public Health are eligible to join the State Employees Credit Union.
LEAVE PROGRAMS
Vacation Leave
For regular full-time County employees, vacation leave accrues based on length of service. 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 at 8.0 hours per month. 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:
1. mail: U.S. Department of Agriculture
Office of the Assistant Secretary for Civil Rights
1400 Independence Avenue, SW
Washington, D.C. 20250-9410;
2. fax: (202) 690-7442; or
3. email: program.intake@usda.gov
USDA is an equal opportunity provider, employer, and lender.
01

Which best describes your level of education?

• No GED and no High School Diploma
• GED or High School Diploma
• Some college
• Associates Degree
• Bachelor's Degree
• Master's Degree
• Doctorate's Degree

02

How many years experience as an Income Maintenance Caseworker?

• No experience
• 2 - 23 months
• 2 years - 5 years
• 5 years

03

How many years experience in Family and Children's Medicaid?

• No experience
• 1 month - 11 months
• 1 year - 2 years
• 2 years - 5 years
• 5 years

04

Please indicate your level of experience using Microsoft Excel.

• No experience
• Beginner
• Intermediate
• Advanced

05

Please indicate your level of experience using Microsoft Word.

• No experience
• Beginner
• Intermediate
• Advanced

06

Have you had training and experience working with the NC Fast software system?

• Yes
• No

07

If so, date completed.
08

How many years of supervisory experience do you have?

• None
• 0 - 2 years
• 2 - 5 years
• 5 years

09

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

• Accept
• Decline

10

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