What are the responsibilities and job description for the Social Work Supervisor III - Adult Care Home & Guardian Unit position at Nash County?
A. Primary Purpose of Organizational Unit
The primary purpose of this unit is to provide social work services to adults. This unit
manages Guardianship and Adult Home Specialist services for the county.
B. Primary Purpose of the Position
Employee provides supervision to a staff of four social workers 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. This
Supervisor also screens APS reports as needed.
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.
Position serves in on-call rotation for Adult Protective Services. 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
None.A. Description of Responsibilities and Duties (in order of importance):
(All responsibilities and duties described in II. A. are essential to the effective
performance of a Supervisor III.)
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 Representative, Consultant, Representative 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 Administrator, 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
areas.
4. Operationalizes new policies and procedures.
5. Serves on Inter-Agency committees, community boards and committees
as an Agency representative.
6. Reviewing initial assessments, reassessments and quarterly reviews for
all clients.
7. Coordination with senior workers in intake unit for full-time coverage of
intake.
8. Interviews dissatisfied or special clients to resolve problems.
9. Screens APS reports and assigns reports.
C. Financial Management
1. Makes recommendations for additional personnel, equipment, etc. based
on sound factual data to the Program Administrator.
2. Monitors use of adult services funds to ensure they are used to secure the
protection of adults in the county as well as meeting the needs of all wards.
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.
2. 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 Administrator regarding
promotion, dismissal, reassignment, and salary adjustments of staff.
4. Approves leave requests and reports.
C. Selection of Employees
1. Assists the Program Administrator in preparation of structured interviews,
participates in interviews of potential Unit members, and makes
recommendations, in conjunction with the Program Administrator and 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
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. Other Duties
Employee will be expected to work in emergency shelter and/or perform
related disaster tasks and perform tasks requested by the Program Manager,
Deputy Director, and Director.
III. Other Position Characteristics
1. Accuracy Required in Work
Exactness and accuracy are required in all aspects of duties performed. 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. Management Team meetings
are held to develop and receive instructions on administrative policies and
procedures. Employee also has scheduled conferences with the Program
Administrator. 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. A Model of Excellence in Adult Services
d. A Guide to Recordkeeping for Adult Services Social Worker
f. Nash County Work First County Plan
g. County Personnel Handbook
h. Instructions from Director, Deputy Director, Program
Administrator, 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, 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.
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 service agency. Employee has a private
office within the agency to perform duties. Employee is occasionally exposed
to infectious diseases such as scabies, head lice, flu, AIDS, etc. as well as
hostile and mentally ill clients. All staff is aware of precautions to take when
such events occur. All staff are trained in the use of fire extinguishers.
9. Machines, Tools, Instruments, Equipment, and Materials Used
Employee uses personal computer, iPad, scanner, printer, 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.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 a computer and access state information systems.Required Minimum Training
Master's degree in Social Work from an appropriately accredited
institution and two years of directly related experience; or a bachelor's
degree in Social Work from an appropriately accredited institution and
three years of directly related experience; or a master's degree in in a
human services field from an appropriately accredited institution and
three years of directly related experience; or a bachelor’s degree in a
human services field from an appropriately accredited institution and
four years of directly related experience or a bachelor’s degree from an
accredited institution and five years of directly related experience; or an
equivalent combination of education and experience.
License or Certification Required by Statute or Regulation
a. Minimum North Carolina automobile liability insurance.
b. Valid North Carolina driver's license is required.
Candidate should have at least two years directly related experience in Guardianship, Special Assistance In-Home or facility licensure.
The primary purpose of this unit is to provide social work services to adults. This unit
manages Guardianship and Adult Home Specialist services for the county.
B. Primary Purpose of the Position
Employee provides supervision to a staff of four social workers 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. This
Supervisor also screens APS reports as needed.
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.
Position serves in on-call rotation for Adult Protective Services. 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
None.A. Description of Responsibilities and Duties (in order of importance):
(All responsibilities and duties described in II. A. are essential to the effective
performance of a Supervisor III.)
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 Representative, Consultant, Representative 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 Administrator, 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
areas.
4. Operationalizes new policies and procedures.
5. Serves on Inter-Agency committees, community boards and committees
as an Agency representative.
6. Reviewing initial assessments, reassessments and quarterly reviews for
all clients.
7. Coordination with senior workers in intake unit for full-time coverage of
intake.
8. Interviews dissatisfied or special clients to resolve problems.
9. Screens APS reports and assigns reports.
C. Financial Management
1. Makes recommendations for additional personnel, equipment, etc. based
on sound factual data to the Program Administrator.
2. Monitors use of adult services funds to ensure they are used to secure the
protection of adults in the county as well as meeting the needs of all wards.
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.
2. 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 Administrator regarding
promotion, dismissal, reassignment, and salary adjustments of staff.
4. Approves leave requests and reports.
C. Selection of Employees
1. Assists the Program Administrator in preparation of structured interviews,
participates in interviews of potential Unit members, and makes
recommendations, in conjunction with the Program Administrator and 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
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. Other Duties
Employee will be expected to work in emergency shelter and/or perform
related disaster tasks and perform tasks requested by the Program Manager,
Deputy Director, and Director.
III. Other Position Characteristics
1. Accuracy Required in Work
Exactness and accuracy are required in all aspects of duties performed. 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. Management Team meetings
are held to develop and receive instructions on administrative policies and
procedures. Employee also has scheduled conferences with the Program
Administrator. 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. A Model of Excellence in Adult Services
d. A Guide to Recordkeeping for Adult Services Social Worker
f. Nash County Work First County Plan
g. County Personnel Handbook
h. Instructions from Director, Deputy Director, Program
Administrator, 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, 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.
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 service agency. Employee has a private
office within the agency to perform duties. Employee is occasionally exposed
to infectious diseases such as scabies, head lice, flu, AIDS, etc. as well as
hostile and mentally ill clients. All staff is aware of precautions to take when
such events occur. All staff are trained in the use of fire extinguishers.
9. Machines, Tools, Instruments, Equipment, and Materials Used
Employee uses personal computer, iPad, scanner, printer, 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.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 a computer and access state information systems.Required Minimum Training
Master's degree in Social Work from an appropriately accredited
institution and two years of directly related experience; or a bachelor's
degree in Social Work from an appropriately accredited institution and
three years of directly related experience; or a master's degree in in a
human services field from an appropriately accredited institution and
three years of directly related experience; or a bachelor’s degree in a
human services field from an appropriately accredited institution and
four years of directly related experience or a bachelor’s degree from an
accredited institution and five years of directly related experience; or an
equivalent combination of education and experience.
License or Certification Required by Statute or Regulation
a. Minimum North Carolina automobile liability insurance.
b. Valid North Carolina driver's license is required.
Candidate should have at least two years directly related experience in Guardianship, Special Assistance In-Home or facility licensure.
Salary : $66,822 - $107,610
