Social Work Supervisor II - Adult Intake/Energy/NEMT

General Statement of Duties

Position supervises 4 workers. Candidate should have at least two years related experience in Energy or NEMT programs.

A. Primary Purpose of Organizational Unit
The primary purpose of this unit is to provide social work services to adults. This unit
manages Medical Transportation Services and Intake Services, the portal of entry for all
services referrals for the agency, and administers all Crisis Programs including CIP,
LIEAP, burial and unclaimed bodies, FIG benefits and Work First Family Emergency
Assistance.

B. Primary Purpose of the Position
Employee provides supervision to a staff of one Social Worker and three Income
Maintenance Caseworkers II providing direct services to clients.
The supervisor establishes supports, and implements standards which are consistent with
state and federal statutes, The supervisor is responsible for: 1) assuring implementation
of agency policy; 2) providing regular supervision and guidance to staff through case
review and consultation in order to evaluate performance, maintain objectivity, and
process client specific issues; 3) receiving training, consultation, and support which
will enhance effectiveness of staff; 4) coordinating work flow operation; 5) assigning
caseloads: 6) arranging mandated training efficiently and effectively, and 7) resolving
problems and ensuring that quality services are rendered.
Employee also assists with the Agency's efforts in implementing programs and performs
other duties as required.

C. Work Schedule
Working hours are generally from 8:00 a.m. to 5:00 p.m. Monday through Friday.
Worker may occasionally may be required to speak at a community function,
represent the agency or assist a staff member after hours.

D. Change in Responsibilities or Organizational Relationship
N/A

Essential Duties and Tasks

A. Description of Responsibilities and Duties:
Order of Importance _X_ (% of time)
Sequential Order ____
(All responsibilities and duties described in II. A. are essential to the effective
performance of a Supervisor II.)

1. Operational Responsibilities (80%)

A. Planning
1. Develops and revises goals, work standards, polices, and procedures
affecting the unit.
2. Schedules office visits, field visits, and conferences with supervisees.
3. Aids supervisees in setting priorities and deadlines to meet goals.
4. Prepares Unit meeting agendas and individual conference agendas.
5. Reviews and interprets manuals, legal mandates, new policies, etc.,
adjusting programmatic and operational goals, policies, and procedures as
needed.
6. Plans and coordinates with contracts and other purchased services.
7. Meets with the State Consultant and Regional Medicaid Representative
periodically to review changes in regulations, and polices affecting the
Unit.
8. Acts as a member of the Management Team assisting in establishing
agency goals, policies, procedures, etc. and keeps Unit informed of
Management Team decisions relating to the agency and the Unit
9. Provides input to Program Manager, Deputy Director and/or Director
regarding need for staff, equipment, training programs, etc.
10. Attends Human Services board meetings when requested by Director to
present proposals or information concerning contracts, agency services,
etc.
12. Acts as local hearing officer for appealed cases within the agency.

B. Organizing and Directing Work
1. Assigns cases to staff and maintains workload balance.
2. Evaluates individual caseloads and staff skills on an on-going basis
making necessary changes to keep operations running smoothly and
fairly.
3. Organizes Unit to efficiently carry out changing mandates in all program
area&
4. Operationalizes new policies and procedures.
5. Serves on Inter-Agency committees, community boards and committees
as an Agency representative.
6. Interviews dissatisfied or special clients to resolve problems.
7. Manages the CIP and LIEAP application process and programs as
funding becomes and remains available.
8. Manages the NEMT application process and program.
9. Manages the unclaimed bodies standard operational procedure process
and program.
10. Manages the FIG application process and program as funding becomes
and remains available.

C. Financial Management
1. Makes recommendations for additional personnel, equipment, etc. based on
sound factual data to the Program Manager.
2. Maintain monthly expenditure reports for transportation and Crisis
Programs to ensure maximum spending of monies in each program.
3. Prepares yearly contract for Medicaid Transportation and authorizes
monthly expenditures.

D . Review
1. Conducts individual and group conferences regularly to determine if Unit
and individual standards and goals are met.
2. Reviews case records monthly for compliance with dictation and for
compliance with regulations, policies, standards and appropriateness of
interventions.
3. Monitors established contracts to assure compliance.

Personnel Responsibilities (20%)
A. Training
1. Provides on-the-job training and orientation for new staff and on-going
training for all staff in individual and group settings.
2. Make arrangements for staff to attend formal training to improve skills
when offered.
3. Conducts staff meetings at least monthly to review new manual material
and agency policy, discussing problems within the Unit, and giving staff
an opportunity to share problems, concerns, ideas, etc.

B. Counseling and Disciplining Employees
1. Provides counseling to staff regarding workload, assisting staff in dealing
with their own anger and sadness resulting from work with dysfunctional
families,
2. Provides counseling and support regarding work performance and work
habit issues. If counseling and support do not work, supervisor begins the
disciplinary process following written agency policy regarding discipline
and grievance.
3. Makes recommendations to the Program Manager, Deputy Director and
Director regarding promotion, dismissal, reassignment, and salary
adjustments of staff.
4. Approves leave requests and reports.

C. Selection of Employees
1. Assists the Program Manager in preparation of structured interviews,
participates in interviews of potential Unit members, and makes
recommendations in conjunction with the Deputy Director to the Director
based on interviews and reference checks.
2. Designs new positions within the Unit and is responsible for preparation
of new job descriptions and assisting staff with updating of existing
positions when changes occur.

D. Performance Review
1. Evaluates each supervisee on an on-going basis and prepares an annual
evaluation or probationary evaluations as required by personnel policy.

E. Designing Positions and Preparing Descriptions
1. Participates in agency’s decisions for additional positions as deemed
necessary according to mandates and agency goals.
2. Prepares and updates job descriptions as necessary to maintain positions
current duties.

F. Employees Supervised
Social Worker II - 22740-069
Income Maintenance Caseworker II-227-02-380
Income Maintenance Caseworker II-227-02-316
Income Maintenance Caseworker II-227-02-377
Contract workers during LIEAP

G. Other Duties
1. Employee will be expected to work in emergency shelter and/or perform
related disaster tasks and perform tasks requested by their immediate
supervisor, Deputy Director or Director.

Other Position Characteristics
1. Accuracy Required in Work
Exactness and accuracy are required in all aspects of duties performed.
Numerical accuracy is required in working with energy funding and statistical
information. Accurate interpretation of program, agency, county, state and
federal policies, regulations, laws, etc. is critical. A high degree of accuracy is
required in training new staff and monitoring work of existing staff as decisions
made/actions taken affect the future wellbeing of clients as well as the liability of
the agency. Monitoring funding sources is a very important function also.
Personnel actions involving hiring, discipline, and dismissal of employees
require accurately abiding by legal mandates (i.e. Equal Employment
Opportunity, American Disabilities Act of 1990). Accurate documentation of the
process to avoid and defend against lawsuits is essential.

2. Consequence of Error
Error in training activities, organizing and directing work, and in planning
activities may affect the well-being of clients and the quality of family life
negatively (socially, emotionally, or economically) and may cause legal sanction
against the agency. Error in personnel matters may result in lawsuits.

3. Instructions Provided to Employee
Instructions are provided in written and oral form. Monthly Management Team
meetings are held to develop and receive instructions on administrative policies
and procedures. Employee also has scheduled conferences with the Program
Manager. Instructions are also provided by the State through manual Changes
and administrative letters. The supervisor attends appropriate workshops
regarding policy, procedure, supervision, social work trends, and staff
development.

4. Guides, Regulations, Policies, and References Used by Employee
a. Service Information System Manual
b. Division of Aging Policy Manual
c. Medicaid Manual for Transportation
d. State Department of Transportation Manual/Local
Transportation Development Plan (TDP)
e. North Carolina Energy Assistance Programs Manual
1. Nash County Work First County Plan
f. North Carolina Personnel Regulations
g. County and Agency Personnel Handbooks
h. Instructions from Director, Assistant Director, Program
Manager, and Regional Consultants
i. Social Work periodicals and journals

5. Supervision Received by the Employee
Employee receives review through scheduled conferences, meetings, informal
interaction, reports, and an annual performance appraisal. Review for quality is
also received through periodic county audits and random case reviews conducted.

6. Variety and Purpose of Personal Contacts
Employee has contact with Unit staff, other units within the agency, clients,
Health Department, Mental Health, crisis organizations, churches, civic
organizations, doctors, nurses, hospital social workers, environmental health
personnel, coordinated transportation system staff (Tar River Transit),
Department of Social Services personnel, educational organizations, community
action agencies, employment agencies and the general public. Purpose of contact
varies. Employee may serve as Agency representative on various boards and
committees, act as liaison between the numerous persons and agencies involved
in the delivery of service to clients, handle and resolve complaints from clients,
or may educate the public on an individual or group basis regarding the Energy
and Medicaid/NEMT Programs interpreting policies and procedures.

7. Physical Efforts
Employee must be able to move within the agency and use office equipment
described in #9 below on a frequent basis. Employee must travel to meetings
within the county as well as workshops and meetings out of the county.
Overnights stays are sometimes necessary.

8. Work Environment and Conditions
Work is performed in a county social services agency. Employee has an office
within the agency to perform duties. Employee is occasionally exposed to
infectious diseases such as scabies, lice, flu, AIDS, etc. as well as hostile and
mentally ill clients. All staff is aware of precautions to take when such events
occur.

9. Machines, Tools, Instruments, Equipment, and Materials Used
Employee uses computer, printer, scanner, copier, calculator, automobile and
telephone in order to perform duties.

10. Visual Attention, Mental Concentration, and Manipulation Skills
Employee must use high degree of mental concentration and visual attention to
ensure that attention is given to detail when dealing with expenditure approval,
funding matters, and legal, safety, administrative, and personnel issues.
Employee must have physical dexterity required to successfully and efficiently
operate machinery and tools outlined in #9 above.

11. Safety for Others
The supervisor strengthens staff's awareness of job-related safety precautions
and ensures that staff understands the agency's Safety Protocol (including use
of law enforcement), and the importance of attitude and professionalism. See
#8 above for issues confronting the employee and unit and for precautions.

12. Dynamics of Work
Programs are periodically affected by changes in methodology, guidelines,
legislation, and shifting program emphasis. Employee must develop and
implement new approaches or procedures and train staff to meet program
objectives and maintain standards.

Knowledges, Skills and Abilities

a. Considerable knowledge and ability to apply methods and principle of
casework supervision and training.

b. Considerable knowledge of social work principles, techniques and
practices and their application to specific casework and community
problems.

c. Considerable knowledge of laws, regulations, policies and philosophy
of the Division of Social Services employment programs.

d. Considerable knowledge of governmental and private organizations,
educational and other resources within and without the community.

e. Considerable knowledge of behavioral and socio-economic problems
and their treatment including knowledge and understanding of the
characteristics of disadvantaged socioeconomic groups and
environment factors affecting public assistance recipients.

f. Considerable knowledge of state and local personnel policies regarding
leave, grievances, discipline, work hours, breaks, documentation
requirements and overtime.

g. Ability to plan, organize, evaluate, direct, and execute work effectively.
Ability to establish and maintain effective working relationships with
administrative superiors, associates, clients, social, medical, legal,
educational, employment, civic and religious organizations.

h. Ability to supervise, train or orient lower-level employees, students,
interns or other staff.

i. Ability to express ideas clearly and concisely, orally, and in writing and
execute work effectively.

j. Ability to operate a motor vehicle.

k. Ability to use personal computer and access state information systems.

Desirable Education and Experience

a. Required Minimum Training
Master's degree in Social Work from an appropriately accredited
institution and one year of directly related experience; or a
bachelor's degree in Social Work from an appropriately accredited
institution and two years of directly related experience; or a
master's degree in in a human services field from an appropriately
accredited institution and two years of directly related experience;
or a bachelor’s degree in a human services field from an
appropriately accredited institution and three years of directly
related experience or a bachelor’s degree from an accredited
institution and four years of directly related experience; or an
equivalent combination of education and experience.

b. Additional Training/Experience
None

License or Certification Required by Statute or Regulation
a. Minimum North Carolina automobile liability insurance.
b. Valid North Carolina driver's license is required.