What are the responsibilities and job description for the Social Worker Supervisor III - IA&T for CPS Investigations position at Nash County?
This position supervises a team of five Social Worker IA&Ts. On-call rotation required. Needs current NC Child Welfare training status. Prefer employee who demonstrates leadership knowledge and characteristics, knowledge of the court process and experience in court, on-call experience, ability to adapt to on-going and frequent changes, positive attitude and a willingness to learn and adapt.
Primary Purpose of Organizational Unit
The primary purpose of the Child Protective Services Investigations/Assessment unit is to
receive and investigate assessment referrals of child neglect abuse and dependency. Services
to families in Nash County will enhance the family's ability to function independently and will
prevent child neglect or abuse from re-occurring. Services for maltreated services are aimed
at strengthening family life by supporting and improving parental/caretaker abilities, which,
in turn, assure a safe nurturing home for children. Services are home-based and are preventive,
rehabilitative and non-punitive with efforts toward identifying, providing or arranging services
needed. This is done through parent/caretaker cooperation and consent or, in the event the
child's safety is at eminent risk through court petition as the agency's responsibility foremost,
is to protect the child. The unit is to provide public education regarding risk of maltreatment,
incidents of child maltreatment methods and procedures and the availability of preventive,
protective and case management services.
B. Primary Purpose of the Position
Employee provides supervision to a staff of five Social Worker Investigative/Assessment and
Treatment (SWIA&T) Investigators.
The supervisor establishes, supports, and implements standards that are consistent with state
and federal statutes, Administrative Rules and CPS standards. The supervisor is responsible
for:
1. Assuring implementation of agency policy.
2. Providing regular supervision to staff in order to evaluate performance, maintain
objectivity, and process client specific issues.
3. Focusing interventions on expected outcomes.
4. Receiving training, consultation, and support which will enhance effectiveness of staff.
5. Coordinating work flow operation.
6. Assigning cases.
7. Arranging mandated training efficiently and effectively
8. Assuring that quality services are rendered.
Employee also assists with the Agency's efforts in conducting disaster related 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.
Occasionally employee may be required to speak or represent the agency at a community
function. Employee also serves as a consultant for after-hours coverage on a rotating basis.
D. Change in Responsibilities or Organizational Relationship
None.Order of Importance (percentage of time) in sequential order. All responsibilities and duties
described in IIA are essential to the effective performance of a Social Work Supervisor III.
A. Operational Responsibilities (75%)*
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. Meets with the Regional Children Services Consultant/State staff periodically to review
changes in regulations, and polices affecting the unit.
7. 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.
8. Provides input to Program Administrator and/or Deputy Director and/or Director
regarding need for staff, equipment, training programs, etc.
B. Organizing and Directing Work*
1. Assigns cases to staff and maintains workload balance.
2. Evaluates individual case loads 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 the Child Protective Services
Program.
4. Operationalizes new policies and procedures.
5. Serves on Inter-Agency committees, community boards and committees as an agency
representative.
6. Coordinates unit activities with Income Maintenance staff, with agency attorney to
Children's Services, Child Support staff and community resources.
7. Interviews dissatisfied or special clients to resolve problems.
8. Screens referrals with Intake workers in two-party review.
C. Financial Management*
1. Makes recommendations for additional personnel, equipment, space, etc. based on sound
factual data to the Program Administrator/Deputy Director/Director.
2. Keeps abreast of CPS funding availability assists workers in using correct daysheet codes
to maximize funding.
3. Executes contracts for needed services (for example translation services) of unit.
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 quarterly for compliance
with regulations, policies, standards and appropriateness of
3. Reviews written court summaries and Safety Assessments/Strengths & Needs/Risk
Assessment/initial Case Plans.
E. Personnel Responsibilities (25%)*
1. Training
a. Provides on-the-job training and orientation for new staff and on-going training for
all unit staff in individual and group settings (including social worker well-being
protocol and confidentiality).
b. Plan for staff to attend formal training to improve skills according to State standards
and timelines.
c. Maintains a log by individual worker showing training topic, dates attended, location,
and facilitator and assures that staff receive mandated training within established time
frames.
d. 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.
e. Arrange for new on-call staff to view the videotape of the June 15, 1992
Teleconference "After Hours CPS Coverage for On-Call Workers” at least two weeks
before staff member assumes on-call responsibility.
2. Counseling and Disciplining Employees
a. Provides counseling to staff regarding workload, assisting staff in dealing with their
own anger and sadness resulting from work with dysfunctional families.
b. 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.
c. Evaluates each supervisee on an on-going basis and prepares an annual evaluation got
employees with permanent status. Evaluation for probationary employees occur at
intervals (four months and eight months) and annually.
d. Makes recommendations to the Program Administrator regarding promotion,
dismissal, reassignment, and salary adjustments of staff.
e. Approves leave requests and reports.
3. Selection of Employees*
l. 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 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.
Section III: Other Position Characteristics
A. Accuracy Required in Work
A high degree of accuracy is required in training new staff and monitoring work of existing
staff as decisions made/actions taken affect the safety and well-being of children as well as
the liability of the agency. The supervisor must correctly screen CPS reports as children's
safety is at risk. Monitoring funding sources & personnel actions involving hiring, discipline
and dismissal of employees require accurately abiding by legal mandates (i.e. Equal
Opportunity, American Disabilities Act of 1990) and adequate documentation of the process
to avoid and to defend against law suits.
B. 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 law suits. Error in screening Intake referrals may put a
child's safety at risk. Error in personnel matters may result in lawsuits.
C. 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.
D. Guides, Regulations, Policies, and Refences Used by Employee
1. North Carolina Statutes pertaining to child neglect, abuse, and dependency and Social Services
2. Service Information System Manual
3. Vol. I Family and Children's Services Manual
4. Social Work Code of Ethics
5. North Carolina Personnel Regulations
6. County and Agency Personnel Handbooks
7. Instructions from Director, Deputy Director, Program Administrator, and Regional
Consultants
8. Social Work periodicals and journals
E. 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 random case reviews by the Program Administrator, Regional Consultant, and the
Child and Family Services Review.
F. 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, State
Department of Social Services personnel, State Division of Child Development CPS
personnel, law enforcement, Emergency Services personnel, educational organizations
community action 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, child neglect and abuse interpreting policies, standards, and procedures.
G. Physical Efforts
Employee must be able to move within the agency and use office equipment described in
section H below on a frequent basis. Employee occasionally lifts small children and car
seats. Employee must travel to court and meetings within the county as well as workshops
and meetings out of the county. Overnights stays are sometimes necessary.
H. 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. Home visits
are sometimes made with social workers to homes that are poorly maintained and have unsafe
living conditions. Some may be in unsafe areas where the threat of violence is real or in
isolated areas where access to emergency services may be difficult. All staff is aware of
precautions to take when such events occur. All staff are also trained in the use of fire
extinguishers.
I. Machines, Tools, Instruments, Equipment, and Materials Used
Employee uses laptop, printer, copier, calculator, automobile, telephone, cell phone and car
seats in order to perform duties.
J. Visual Attention, Mental Concentration, and Manipulation Skills
Employee must use high degree of mental concentration and visual attention to ensure that
attention is to detail when dealing with CPS Intake, standards, and procedures, legal, safety,
administrative, and personnel issues. Employee must have physical dexterity required to
successfully and efficiently operate machinery and tools outlined in section I above.
K. Safety for Others
The supervisor must carefully review with the Intake Worker to correctly screen referrals
according to standards as children's safety may be at risk. Every Child Protective Services
case has the potential for confrontation. The supervisor strengthens staff’s awareness of jobrelated
safety precautions and ensures that staff understands the agency's Safety Protocol
(including use of law enforcement), and the importance of attitude and professionalism and
the use of Touch to Talk Cell phones. See section H above for issues confronting this
employee and unit and for precautions.
L. 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 standards.1. Considerable knowledge and ability to apply methods and principles of casework supervision
and training.
2. Considerable knowledge of social work principles, techniques and their application to
specific casework and community problems.
3. Considerable knowledge of laws, regulations, and policies governing Child Protective
Services.
4. Considerable knowledge of governmental and private organizations, educational and other
resources within and without the community.
5. Considerable knowledge of behavioral and socio-economic problems and their treatment
including knowledge and understanding of the characteristics of disadvantaged socioeconomic
groups and environmental factors affecting public assistance programs.
6. Considerable knowledge of state and local personnel policies regarding leave, grievances,
discipline, work hours, breaks, documentation requirements and overtime.
7. Ability to plan, organize, evaluate, direct and execute work effectively.
8. Ability to establish and maintain effective working relationships with administrative
superiors, associates, clients, social, medical, legal educational, civic and religious
organizations.
9. Ability to supervise, train or orient lower-level employees, students or interns.
10. Ability to express ideas clearly and concisely, orally and in writing.
11. Ability to operate a motor vehicle.
12. Ability to use personal computer and access state and county information systems.Minimum Education and Experience Requirements
Master's degree in social work from an accredited institution and two years of directly related
experience; or a bachelor's degree in social work from an accredited institution and three years
directly related experience; or a master's degree in a human services field from an
appropriately accredited institution and three years 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 appropriately accredited institution
and five years of directly related experience.
B. Additional Training/Experience
None
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. Must have reliable vehicle available for work always available.
Primary Purpose of Organizational Unit
The primary purpose of the Child Protective Services Investigations/Assessment unit is to
receive and investigate assessment referrals of child neglect abuse and dependency. Services
to families in Nash County will enhance the family's ability to function independently and will
prevent child neglect or abuse from re-occurring. Services for maltreated services are aimed
at strengthening family life by supporting and improving parental/caretaker abilities, which,
in turn, assure a safe nurturing home for children. Services are home-based and are preventive,
rehabilitative and non-punitive with efforts toward identifying, providing or arranging services
needed. This is done through parent/caretaker cooperation and consent or, in the event the
child's safety is at eminent risk through court petition as the agency's responsibility foremost,
is to protect the child. The unit is to provide public education regarding risk of maltreatment,
incidents of child maltreatment methods and procedures and the availability of preventive,
protective and case management services.
B. Primary Purpose of the Position
Employee provides supervision to a staff of five Social Worker Investigative/Assessment and
Treatment (SWIA&T) Investigators.
The supervisor establishes, supports, and implements standards that are consistent with state
and federal statutes, Administrative Rules and CPS standards. The supervisor is responsible
for:
1. Assuring implementation of agency policy.
2. Providing regular supervision to staff in order to evaluate performance, maintain
objectivity, and process client specific issues.
3. Focusing interventions on expected outcomes.
4. Receiving training, consultation, and support which will enhance effectiveness of staff.
5. Coordinating work flow operation.
6. Assigning cases.
7. Arranging mandated training efficiently and effectively
8. Assuring that quality services are rendered.
Employee also assists with the Agency's efforts in conducting disaster related 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.
Occasionally employee may be required to speak or represent the agency at a community
function. Employee also serves as a consultant for after-hours coverage on a rotating basis.
D. Change in Responsibilities or Organizational Relationship
None.Order of Importance (percentage of time) in sequential order. All responsibilities and duties
described in IIA are essential to the effective performance of a Social Work Supervisor III.
A. Operational Responsibilities (75%)*
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. Meets with the Regional Children Services Consultant/State staff periodically to review
changes in regulations, and polices affecting the unit.
7. 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.
8. Provides input to Program Administrator and/or Deputy Director and/or Director
regarding need for staff, equipment, training programs, etc.
B. Organizing and Directing Work*
1. Assigns cases to staff and maintains workload balance.
2. Evaluates individual case loads 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 the Child Protective Services
Program.
4. Operationalizes new policies and procedures.
5. Serves on Inter-Agency committees, community boards and committees as an agency
representative.
6. Coordinates unit activities with Income Maintenance staff, with agency attorney to
Children's Services, Child Support staff and community resources.
7. Interviews dissatisfied or special clients to resolve problems.
8. Screens referrals with Intake workers in two-party review.
C. Financial Management*
1. Makes recommendations for additional personnel, equipment, space, etc. based on sound
factual data to the Program Administrator/Deputy Director/Director.
2. Keeps abreast of CPS funding availability assists workers in using correct daysheet codes
to maximize funding.
3. Executes contracts for needed services (for example translation services) of unit.
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 quarterly for compliance
with regulations, policies, standards and appropriateness of
3. Reviews written court summaries and Safety Assessments/Strengths & Needs/Risk
Assessment/initial Case Plans.
E. Personnel Responsibilities (25%)*
1. Training
a. Provides on-the-job training and orientation for new staff and on-going training for
all unit staff in individual and group settings (including social worker well-being
protocol and confidentiality).
b. Plan for staff to attend formal training to improve skills according to State standards
and timelines.
c. Maintains a log by individual worker showing training topic, dates attended, location,
and facilitator and assures that staff receive mandated training within established time
frames.
d. 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.
e. Arrange for new on-call staff to view the videotape of the June 15, 1992
Teleconference "After Hours CPS Coverage for On-Call Workers” at least two weeks
before staff member assumes on-call responsibility.
2. Counseling and Disciplining Employees
a. Provides counseling to staff regarding workload, assisting staff in dealing with their
own anger and sadness resulting from work with dysfunctional families.
b. 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.
c. Evaluates each supervisee on an on-going basis and prepares an annual evaluation got
employees with permanent status. Evaluation for probationary employees occur at
intervals (four months and eight months) and annually.
d. Makes recommendations to the Program Administrator regarding promotion,
dismissal, reassignment, and salary adjustments of staff.
e. Approves leave requests and reports.
3. Selection of Employees*
l. 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 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.
Section III: Other Position Characteristics
A. Accuracy Required in Work
A high degree of accuracy is required in training new staff and monitoring work of existing
staff as decisions made/actions taken affect the safety and well-being of children as well as
the liability of the agency. The supervisor must correctly screen CPS reports as children's
safety is at risk. Monitoring funding sources & personnel actions involving hiring, discipline
and dismissal of employees require accurately abiding by legal mandates (i.e. Equal
Opportunity, American Disabilities Act of 1990) and adequate documentation of the process
to avoid and to defend against law suits.
B. 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 law suits. Error in screening Intake referrals may put a
child's safety at risk. Error in personnel matters may result in lawsuits.
C. 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.
D. Guides, Regulations, Policies, and Refences Used by Employee
1. North Carolina Statutes pertaining to child neglect, abuse, and dependency and Social Services
2. Service Information System Manual
3. Vol. I Family and Children's Services Manual
4. Social Work Code of Ethics
5. North Carolina Personnel Regulations
6. County and Agency Personnel Handbooks
7. Instructions from Director, Deputy Director, Program Administrator, and Regional
Consultants
8. Social Work periodicals and journals
E. 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 random case reviews by the Program Administrator, Regional Consultant, and the
Child and Family Services Review.
F. 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, State
Department of Social Services personnel, State Division of Child Development CPS
personnel, law enforcement, Emergency Services personnel, educational organizations
community action 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, child neglect and abuse interpreting policies, standards, and procedures.
G. Physical Efforts
Employee must be able to move within the agency and use office equipment described in
section H below on a frequent basis. Employee occasionally lifts small children and car
seats. Employee must travel to court and meetings within the county as well as workshops
and meetings out of the county. Overnights stays are sometimes necessary.
H. 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. Home visits
are sometimes made with social workers to homes that are poorly maintained and have unsafe
living conditions. Some may be in unsafe areas where the threat of violence is real or in
isolated areas where access to emergency services may be difficult. All staff is aware of
precautions to take when such events occur. All staff are also trained in the use of fire
extinguishers.
I. Machines, Tools, Instruments, Equipment, and Materials Used
Employee uses laptop, printer, copier, calculator, automobile, telephone, cell phone and car
seats in order to perform duties.
J. Visual Attention, Mental Concentration, and Manipulation Skills
Employee must use high degree of mental concentration and visual attention to ensure that
attention is to detail when dealing with CPS Intake, standards, and procedures, legal, safety,
administrative, and personnel issues. Employee must have physical dexterity required to
successfully and efficiently operate machinery and tools outlined in section I above.
K. Safety for Others
The supervisor must carefully review with the Intake Worker to correctly screen referrals
according to standards as children's safety may be at risk. Every Child Protective Services
case has the potential for confrontation. The supervisor strengthens staff’s awareness of jobrelated
safety precautions and ensures that staff understands the agency's Safety Protocol
(including use of law enforcement), and the importance of attitude and professionalism and
the use of Touch to Talk Cell phones. See section H above for issues confronting this
employee and unit and for precautions.
L. 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 standards.1. Considerable knowledge and ability to apply methods and principles of casework supervision
and training.
2. Considerable knowledge of social work principles, techniques and their application to
specific casework and community problems.
3. Considerable knowledge of laws, regulations, and policies governing Child Protective
Services.
4. Considerable knowledge of governmental and private organizations, educational and other
resources within and without the community.
5. Considerable knowledge of behavioral and socio-economic problems and their treatment
including knowledge and understanding of the characteristics of disadvantaged socioeconomic
groups and environmental factors affecting public assistance programs.
6. Considerable knowledge of state and local personnel policies regarding leave, grievances,
discipline, work hours, breaks, documentation requirements and overtime.
7. Ability to plan, organize, evaluate, direct and execute work effectively.
8. Ability to establish and maintain effective working relationships with administrative
superiors, associates, clients, social, medical, legal educational, civic and religious
organizations.
9. Ability to supervise, train or orient lower-level employees, students or interns.
10. Ability to express ideas clearly and concisely, orally and in writing.
11. Ability to operate a motor vehicle.
12. Ability to use personal computer and access state and county information systems.Minimum Education and Experience Requirements
Master's degree in social work from an accredited institution and two years of directly related
experience; or a bachelor's degree in social work from an accredited institution and three years
directly related experience; or a master's degree in a human services field from an
appropriately accredited institution and three years 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 appropriately accredited institution
and five years of directly related experience.
B. Additional Training/Experience
None
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. Must have reliable vehicle available for work always available.
Salary : $70,164
