Social Worker III - Adoptions

Salary : $54,975.00 - $88,531.00 Annually

Location : Nashville, NC

Job Type : Full Time

Job Number : 2024-00078

Department : Department of Social Services

Opening Date : 09 / 04 / 2024

Closing Date : Continuous

General Statement of Duties

Completion of preservice training preferred. Experience in Foster Care, Adoptions and court testimony preferred. Ongoing recruitment.

A. 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 is to execute the agency's mandate to provide

services to the adoption triad which includes the child, the birth family, and the adoptive

family. The adoption social worker's role encompasses the provision of problem pregnancy

services to the birth family, evaluation and assessment of the child's needs, including

determination of eligibility for Adoption Assistance benefits and the evaluation and

assessment of the prospective placement family's ability to meet the needs of a child.

Services are offered to find families for children in need of placement because their parents

are unable to accept or to continue parental responsibilities to the child, Adoption serves as a viable resource for families who are choosing to build or increase their unit through the

adoptive process. The adoption process requires a commitment from the agency to find the

best home for every child who is cleared for adoption, to protect the rights of children, birth

parents, and adoptive parents, and to enable adoptive parents to receive the assistance they need to help them to meet the needs of an adopted child prior to and after the Decree of Adoption is entered. The social worker uses the Trauma Informed Partnering for Safety and Permanence : Model Approach to Partnerships in Parenting (TIPS-MAPP) curriculum to

train prospective placement families. This curriculum helps families to assess their strengths

and needs and facilitates the evaluation and assessment of the placement family's ability to

meet the needs of a child. This position's responsibilities may also include the completion of

relative / stepparent / independent adoptive home assessment on families as well as completion and submission of the Report on Proposed Adoption as specified in NC General Statutes and ordered by the Clerk of Superior Court.

C. Work Schedule

Regular work hours are from 8 : 00 am to 5 : 00 pm Monday- Friday. Work requires CPS on-call

worker tracking "Radio" duties after work hours on a rotation basis, Monday through

Friday. 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 am on weeknights and also around the clock on weekends. As this position completes Pre-placement Assessments, trains prospective placement families, and places children cleared for adoption, nighttime and weekend work may be required to allow for training and after regular work hour appointments to meet the needs of children and families.

Essential Duties and Tasks

All responsibilities and duties are essential to the effective performance of a Social Worker

in this position.

A. Services to children who need of adoptive placement - 10%

These services facilitate the legal clearance of children including termination of parental rights,

obtaining consents to adoption and denial of paternity. The social worker uses the judicial

system to give sanction to the adoption process which requires case presentation, court

testimony and recommendations regarding case disposition. He / she consults with the

supervisor, staff attorney, co-workers, service providers and other experts in the field

regarding agency custody cases.

B. Preparation of the child for adoptive placement - 30%

The worker completes an assessment / evaluation of the child and prepares a pre- adoptive

summary on them. The summary indicates birth and developmental history, background

information, hospital records, immunization record, school records and any other available

medical or psychological reports. Counseling with a child prior to adoptive placement

involves positive reinforcement, behavior modification and grief counseling to help he / she

deal with separation and loss and assists the child in identifying feelings and in learning how

to express them in acceptable ways. The worker helps the child to be aware of their

biological heritage and placement history and arranges visitation with an adoptive family

prior to placement.

C. In-depth assessment of the prospective placement family through Pre-placement

Assessment - 25%

The assessment evaluates the strengths and weaknesses of the family in order to determine

their capacity to become parents of an adoptive child. A determination is made as to their

readiness to parent and the characteristics of child who can benefit from their home. The

Trauma Informed Partnering for Safety and Permanence : Model Approach to Partnerships

in Parenting (TIPS-MAPP) curriculum is used to facilitate assessment of prospective

placement families. This assessment includes the following : Adoptive Home / Foster Home

Application, Acceptance Sheet, Financial Tally Sheet, medical information, criminal records

check, fingerprint results, reference letters and copies of marriage certificates and divorce

decrees to document marital status. After completion, the assessment is presented to the

prospective placement family for clarification and correction and then to the agency's

Adoption Committee and / or Foster Home Licensing Committee for final approval. The

assessment is then finalized and circulated to other agencies to determine the appropriateness of placement of a child in their home.

D. Supervision of the adoption after placement - 10%

Assistance is provided by the social worker to the adoptive family to ensure that a child's

physical, mental and emotional needs are met. Foster home licensure may be necessary if a

placement is a legal risk. Counseling includes structural family therapy techniques centering

around nurturing and control issues and complimentarily. Therapy to help adoptive parents

understand normal child development and identify and cope with abnormalities is addressed as is helping families understand the problems children have in resolving guilt, separation and attachment. The worker stresses the need for adoptive parents to be aware of the low self-esteem that many children may have and encourages the use of patience and sensitivity in providing opportunities to develop a more positive self-image. Other interventions include : problem identification, client advocacy, problem solving, role play, environmental guidance, therapy, cognitive trauma focused therapy, behavior enactments and positive reinforcement. Progress of the child in their adoptive placement is documented in the case record and reports sent to the placement county. The worker files the necessary reports with the court until the child's adoption is completed through the adoption process.

E. Recruitment of families for children cleared for adoption and circulation of

approved adoptive home studies - 5%

The social worker communicates with other agencies to recruit adoptive families recognizing

the need to find the best home for every child who is cleared for adoption. Pre-adoptive

Summaries are circulated among other DSS agencies as well as NC licensed private adoption

agencies. The Adoptive Resource Exchange, NC Kids and AdoptUSKids recruitment

agencies / resources are also utilized. Information about waiting children is shared with social

workers in other counties and agencies who recruit, train and assess prospective placement

families.

F. Services to individuals identified as having an unplanned pregnancy - 2 %

Casework intervention includes counseling to assist individuals explore alternative solution

to the unplanned pregnancy (abortion, adoption or parenting themselves), and exploring the

probable consequences of each alternative. Assistance is also given to help individuals obtain and utilize other needed services, including maternity home placement, health services, Medicaid, housing and daycare as needed and is available. The social worker completes applications for State Maternity Home Funds as necessary.

G. Interpretation of adoption services - 3%

The worker is available to speak to church and civic groups regarding the agency's adoption

program and attends Adoption Orientation Meetings as needed to give information

prospective placement families. This forum provides an excellent teaching opportunity to

instruct prospective families on requirements needed to complete a Pre-placement

Assessment and information on adoption laws, policies and procedures and waiting children.

H. Determination of service eligibility and Adoption Assistance Benefits - 10%

The social worker gathers all medical and psychological information regarding a child's

special needs and shares this information with the agency's Adoption Committee making

recommendations for the components of Adoption Assistance which the child may be

eligible. The worker completes the necessary documentation for initial eligibility and assists

Office Assistant in managing payments to vendors for services authorized under the

program. Also included is managing Medicaid benefits for eligible children and determining

eligibility for Foster Care funding, At-Risk Medicaid Case Management Services, state

Maternity Home Funds and AFDC-Emergency Assistance. Responsibilities also includes

managing funds by authorizing payments when the agency is representative payee for Social Security and Supplemental Security Income.

I. Other Duties - 5%

The social worker may represent the Unit on interagency teams and may be asked to

represent the agency on community teams or boards. The worker will obtain at least

twenty-four hours of training annually after initial training of seventy-two before

assuming case responsibility. The Employee will be expected to work in emergency

shelters and / or perform related disaster tasks and perform other reasonable tasks requested by their immediate supervisor.

III. Other Position Characteristics

A. Accuracy Required in Work

Accuracy is essential in the thorough assessment of the child and prospective placement families, so that all needs can be et and strengths and weaknesses are addressed. For financial reimbursement purposes, it is necessary that all criteria for foster home licensure be met, as well as eligibility requirements for families to participate in this program. Legal clearance of a child, for adoption, is essential, as is the completion of pre-adoptive studies of the child cleared for adoption. Accuracy in writing reports to other counties and states regarding placement and to the court regarding adoptive placements is also needed. The determination of Social Services Block Grant services, State Maternity Home Funds, and Adoption Assistance Benefits is essential, as is payment of any benefits under the last program. Documentation, time reports, day sheets, and other state and county forms must be completed accurately and timely.

B. Consequences of Error

Children could be at risk for proper care and supervision if a thorough assessment and evaluation of the prospective placement family is not completed, thus jeopardizing a child's self-esteem and adjustment, as well as the family's functioning. Adequate representation to the court of the child's progress in their adoptive placement is essential in deciding as to whether a child's rights are upheld through the adoption process. Failure to insure a foster family meets all criteria for licensure could mean considerable liability to the county, should a child's needs not be met. If determination for Social Services Block Grant services, State-Maternity Home funds, and Adoption Assistance is in error, potential payback by the county to the State and Federal Government is a possible consequence. Incomplete or inaccurate documentation or reports may negatively affect agency funding and possibly lead to sanctions against the agency.

C. Instructions Provided to Employee

Instructions are provided to the employee, both verbally and written, by the supervisor through scheduled conferences, at agency staff meetings, in Adoption Committee, in the agency's foster care team reviews, at workshops, and in trainings offered by the agency and state as they are available and appropriate. Such instructions serve to provide guidance, clarifying information, and procedures essential to assure accuracy in the completion of job functions. These instructions may be in detail or in general, depending on the intensity needed.

D. Guides, Regulations, Policies, and References Used by the Employee

1. Volume 1, Children's Services Manual - focusing on the chapters on Adoption and

Permanency Planning

2. Service Information System (SIS) Manual

3. North Carolina General Statutes applicable to Child Protective Services, Foster Care, and

Adoption

4. Social Work Code of Ethics

5. County and Agency Personnel Handbooks

6. Instructions from Director, Assistant Director, Program Administrator, Supervisor, and

On-Call Consultants

7. Trauma Informed Partnering for Safety and Permanence : Model Approach to

Partnerships in Parenting (TIPS-MAPP) manual

8. At-Risk Medicaid Manual

9. Emergency Assistance Manual

E. Supervision Received by the Employee

Employee receives review through scheduled conferences, meetings, informal interaction,

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

Representatives, and the Biennial Child Welfare Review by State staff. To monitor employee

effectiveness and skills, the supervisor participates in office and home visit interviews with

the employee.

F. 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 Litem, 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.

G. Physical Efforts

The social worker must be able to move within and outside the agency, climb stairs, and use

office equipment described 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.

H. 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.

I. Machines, Tools, Instruments, Equipment, and Materials Used

The social worker uses a personal computer, printer, copier, calculator, camera, automobile,

telephone, mobile radio, and car seat to perform duties.

J. Visual Attention, Mental Concentration and Manipulative Skills

Body language, eye contact and behavior of client and family members require close visual

attention to assist the worker during assessment of the adoptive child and prospective family's needs and monitoring progress toward transfer of rights through the adoption process. Determination of SSBG eligibility, State Maternity Home funds, At-Risk Medicaid benefits, Adoption Assistance Benefits, review of Pre-placement Assessments, pre-adoptive studies and manual materials, completion of court reports, and case review forms and driving a car also require close visual acuity. Intense mental concentration is required in all functions of this position as children's safety and well-being are at risk. The employee must carefully document times, dates and other factual information so that accurate assessments and recommendations are made. The_ employee must have physical dexterity required to

efficiently operate machinery and tools outlined above.

K. Safety for Others

The employee makes decisions daily that affect the lives of children and insures their care,

safety and well-being, as well as the functioning of a prospective placement family. Should

a worker contact an infectious disease, head lice or scabies, these may be passed on to others.

The worker abides by confidentiality guidelines to adhere to Adoption Statutes and protect

clients. The employee uses caution when operating a motor vehicle and when transporting

clients.

L. Dynamics of Work

Work in this classification is periodically affected by changes in methodology, guidelines,

and legislations, shifting program emphasis and agency policies and procedures. Such

changes may impact the assessment of family functioning, necessitate changes in forms and

the implementation of these forms, affect the approval or denial of prospective placement

families, impact on the legal clearance of children for adoption and alters the outcome of

court recommendations. These changes are apt to occur at any time and effect work with

birth parents, prospective placement families and children.

Knowledges, Skills and Abilities

1. 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.

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

techniques.

3. 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.

4. Considerable knowledge of governmental and private organizations and other resources

within the community.

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

Services.

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

7. Ability to establish and maintain effective working relationships with clients, associates,

administrative superiors, social, medical, legal, civic and religious organizations.

8. Ability to supervise, train or orient prospective adoptive and foster parents, lower-level

employees, students or Interns.

9. Ability to express ideas clearly and concisely - orally and in writing.

10. Ability to plan and execute work effectively.

11. Ability to operate an automobile.

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

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

personalities.

14. Ability to function with a high level of autonomy.

Desirable Education and Experience

Required Minimum Training

Master's degree in social work from an accredited school of social work; Bachelor's degree in

social work 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 service field and one year of directly related experience; Bachelor's degree in a human services field from an accredited

university and two years of directly related experience; Bachelor's degree from an accredited

university and three years of directly related experience.

C. License or Certification Required by Statute or Regulation

1. Minimum North Carolina automobile liability insurance.

2. Valid North Carolina driver's license is required.

3. Completion of preservice training.

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.

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 :

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

2. fax : (202) 690-7442; or

3. email : program.intake@usda.gov

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

Which best describes your level of education? (SWIII)

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

How many years of Adoptions, Adult Services, and Foster Care experience do you have?

Do you have a valid NC drivers license?

Do you own a reliable vehicle that can be used for work-related transportation?

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

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

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.

Required Question

Salary : $54,975 - $88,531