What are the responsibilities and job description for the SOCIAL CASEWORKER II - CIVIL SERVICE EXAMINATION ANNOUNCEMENT position at State of Rhode Island?
After submitting an application, it will be required to sit for and pass the Civil Service Exam before being offered an interview for the position
This examination is being offered to establish a civil service list that will be in effect for up to four years per RI General Law § 36-4-20.
EXAMINATION WEIGHT: 100% WRITTEN
GENERAL STATEMENT OF DUTIES: To perform casework duties and responsibilities of a specialized nature; and/or to be assigned to a special area of service in child and family services and family preservation, family support and/or family reintegration; such assignments can be considered unique for various reasons such as geographical location, irregular hours of work, and the nature of the work which could include: to appear and present material at Court hearings and trials; to exercise basic computer skills; to maintain and improve skill level through ongoing relevant training and education; and to do related work as required. Knowledges, Skills, Capabilities: A thorough knowledge of social casework principles, practices, and techniques and the ability to apply these effectively; a thorough knowledge of individual physical emotional and behavior patterns as well as the social, cultural, ethnic, and economic factors that contribute to personal maladjustment and dependency and the forces that effect interpersonal and interfamilial relationships and impair parental functions; a thorough knowledge of the wide variety of the diverse population (i.e.: cultural, ethnic, socio-economic, and alternative lifestyles) serviced by state agencies and departments and the ability to apply this knowledge effectively; a working knowledge of the provisions of federal and state laws relating to the performance of caseworker duties and responsibilities of an extraordinary nature; and/or to be assigned to children and family preservation services; knowledge of resources in the community offering specialized services to children and their families, particularly the voluntary services; the ability to establish and maintain effective relationships with individuals and groups within and outside the agency; basic computer skills including keyboarding, use of a mouse device, and word processing; and related capacities and abilities.
Apply within the application period as shown on this announcement.
MINIMUM REQUIRED RATING
The minimum required final earned rating shall be 70. Whenever two or more competitors have equal final earned ratings, their names shall be arranged on employment or promotional lists in the order of their performance on the written tests; provided, however, that when such arrangement fails to resolve a tie, the order on the lists shall be the same as the order in which their applications were time-stamped in the Division of Human Resources or by seniority within state service. Where practical, determination by seniority shall have preference.
DEFINITION OF VETERANS CREDIT (RIGL § 36-4-19)
The names of all persons attaining the minimum final earned rating established by the personnel administrator shall be placed upon the employment list in the order of their ratings; provided, however, that there shall be added to the final earned ratings of examinees who are veterans in competitive tests for entrance into the classified service, but not for promotion in the service, who receive at least the minimum required final earned rating as stated in the public notice, service credits amounting to five (5) points for veterans or service credits amounting to ten (10) points for disabled veterans. On all employment lists, the letter "V" shall be placed opposite the name of each veteran as defined in chapter 3 of this title, who, by reason of his or her final earned rating, is entitled to have his or her name placed on an employment list, and the letters "DV" shall be placed opposite the name of each disabled veteran, as defined in chapter 3 of this title, who, by reason of his or her final earned rating is entitled to have his or her name placed on the list.
"War veteran" means any veteran of any conflict war, undeclared war or contingency operation who has earned a campaign ribbon or expeditionary medal for his or her service, in these operations, as noted on acceptable military documentation. The war veteran must have been honorably or generally discharged from the armed forces of this nation.
"Veteran" means a person who served on active duty for other than training for a period of more than thirty (30) days and was discharged or released there from with other than a dishonorable discharge; or was discharged or released from active duty because of a service-connected disability; or served as a member of the national guard or reserve forces and served a minimum of twenty (20) years of honorable service in the national guard or reserve forces, has received a certificate of retirement and has been honorably or generally discharged from the national guard or reserve forces.
LOCATION OF JOB DESCRIPTIONS
A class specification describing the duties of the position and the minimum qualifications is available on the Division of Human Resources' website: www.hr.ri.gov. Click on "Classification and Compensation - Job Specifications."
INVESTIGATION
The Division of Human Resources reserves the right to investigate all statements made on your application and to require proof of such statements when deemed necessary.
PROMOTIONAL EXAMINATIONS (RIGL § 36-4-22)
A person is eligible for promotional examination provided the employee is currently employed in the classified, unclassified, or non-classified service as of the official closing date of the examination announcement or twenty one (21) calendar days prior to the administration of the first phase of the examination, whichever is later, and meets one or more of the following requirements; (a) any employee who holds or within three (3) years has held permanent status in the classified service; (b) any employee who is serving in a probationary period as of the official closing date of the examination announcement; (c) a minority (as currently defined in federal employment law as Blacks, Hispanics, American Indians including Alaska Natives, and Asians including Pacific Islanders) who is a qualified exam applicant seeking entry to a classification where there is a manifest imbalance in the job category; or (d) any employee who has served twelve (12) months service in the classified, unclassified, or non-classified service and, in addition, meets the minimum requirements established in the class specification. Promotion lists shall remain in effect for a period of three (3) years or until exhausted or until combined with or replaced by a more recently prepared list. This section shall not apply to the Rhode Island State Police or the Legislative Branch of state government. An employee who is not on the promotional list shall be eligible to take the promotional examination for the position the employee occupies.
ADDITIONAL POINTS (RIGL § 36-4-31)
Any employee who holds temporary or provisional status for at least twelve consecutive months in the class in which (s)he is serving and who takes the appropriate examination for the position shall receive in addition to his/her test score five additional points for each year of state service, which shall be added to his/her test score, provided however, that in no case shall an employee receive credit for more than four years of service. An employee who holds temporary provisional status for at least twelve consecutive months in the class in which (s)he is serving and is found to be reachable for certification to the position (s)he holds shall be appointed to the position unless the appointing authority certifies to the Personnel Administrator that said individual's service has been unsatisfactory.
This examination is being offered to establish a civil service list that will be in effect for up to four years per RI General Law § 36-4-20.
EXAMINATION WEIGHT: 100% WRITTEN
GENERAL STATEMENT OF DUTIES: To perform casework duties and responsibilities of a specialized nature; and/or to be assigned to a special area of service in child and family services and family preservation, family support and/or family reintegration; such assignments can be considered unique for various reasons such as geographical location, irregular hours of work, and the nature of the work which could include: to appear and present material at Court hearings and trials; to exercise basic computer skills; to maintain and improve skill level through ongoing relevant training and education; and to do related work as required. Knowledges, Skills, Capabilities: A thorough knowledge of social casework principles, practices, and techniques and the ability to apply these effectively; a thorough knowledge of individual physical emotional and behavior patterns as well as the social, cultural, ethnic, and economic factors that contribute to personal maladjustment and dependency and the forces that effect interpersonal and interfamilial relationships and impair parental functions; a thorough knowledge of the wide variety of the diverse population (i.e.: cultural, ethnic, socio-economic, and alternative lifestyles) serviced by state agencies and departments and the ability to apply this knowledge effectively; a working knowledge of the provisions of federal and state laws relating to the performance of caseworker duties and responsibilities of an extraordinary nature; and/or to be assigned to children and family preservation services; knowledge of resources in the community offering specialized services to children and their families, particularly the voluntary services; the ability to establish and maintain effective relationships with individuals and groups within and outside the agency; basic computer skills including keyboarding, use of a mouse device, and word processing; and related capacities and abilities.
Education: Such as may have been gained through: possession of a bachelor's degree from an accredited institution of higher education in sociology, or psychology, social work, child development, or a related field; and
Experience: Such as may have been gained through: two years experience in the field of family and children services. Special requirement: maintain a valid drivers license.
Applicants MUST submit a copy of their degree or transcript (official or unofficial). Applicants can forward copy of degree or transcript to DCYF.HRTesting@dcyf.ri.gov.
Special Requirement: Must maintain a valid driver's license.
SPECIAL NOTE TO CANDIDATES: This classification provides child and family casework and family preservation services, where the "child" is the focus of case management. Therefore, to qualify and participate in this examination process, candidates must possess a minimum of two years of experience in the field of family and children services as described in this classification.
Apply within the application period as shown on this announcement.
MINIMUM REQUIRED RATING
The minimum required final earned rating shall be 70. Whenever two or more competitors have equal final earned ratings, their names shall be arranged on employment or promotional lists in the order of their performance on the written tests; provided, however, that when such arrangement fails to resolve a tie, the order on the lists shall be the same as the order in which their applications were time-stamped in the Division of Human Resources or by seniority within state service. Where practical, determination by seniority shall have preference.
DEFINITION OF VETERANS CREDIT (RIGL § 36-4-19)
The names of all persons attaining the minimum final earned rating established by the personnel administrator shall be placed upon the employment list in the order of their ratings; provided, however, that there shall be added to the final earned ratings of examinees who are veterans in competitive tests for entrance into the classified service, but not for promotion in the service, who receive at least the minimum required final earned rating as stated in the public notice, service credits amounting to five (5) points for veterans or service credits amounting to ten (10) points for disabled veterans. On all employment lists, the letter "V" shall be placed opposite the name of each veteran as defined in chapter 3 of this title, who, by reason of his or her final earned rating, is entitled to have his or her name placed on an employment list, and the letters "DV" shall be placed opposite the name of each disabled veteran, as defined in chapter 3 of this title, who, by reason of his or her final earned rating is entitled to have his or her name placed on the list.
"War veteran" means any veteran of any conflict war, undeclared war or contingency operation who has earned a campaign ribbon or expeditionary medal for his or her service, in these operations, as noted on acceptable military documentation. The war veteran must have been honorably or generally discharged from the armed forces of this nation.
"Veteran" means a person who served on active duty for other than training for a period of more than thirty (30) days and was discharged or released there from with other than a dishonorable discharge; or was discharged or released from active duty because of a service-connected disability; or served as a member of the national guard or reserve forces and served a minimum of twenty (20) years of honorable service in the national guard or reserve forces, has received a certificate of retirement and has been honorably or generally discharged from the national guard or reserve forces.
LOCATION OF JOB DESCRIPTIONS
A class specification describing the duties of the position and the minimum qualifications is available on the Division of Human Resources' website: www.hr.ri.gov. Click on "Classification and Compensation - Job Specifications."
INVESTIGATION
The Division of Human Resources reserves the right to investigate all statements made on your application and to require proof of such statements when deemed necessary.
PROMOTIONAL EXAMINATIONS (RIGL § 36-4-22)
A person is eligible for promotional examination provided the employee is currently employed in the classified, unclassified, or non-classified service as of the official closing date of the examination announcement or twenty one (21) calendar days prior to the administration of the first phase of the examination, whichever is later, and meets one or more of the following requirements; (a) any employee who holds or within three (3) years has held permanent status in the classified service; (b) any employee who is serving in a probationary period as of the official closing date of the examination announcement; (c) a minority (as currently defined in federal employment law as Blacks, Hispanics, American Indians including Alaska Natives, and Asians including Pacific Islanders) who is a qualified exam applicant seeking entry to a classification where there is a manifest imbalance in the job category; or (d) any employee who has served twelve (12) months service in the classified, unclassified, or non-classified service and, in addition, meets the minimum requirements established in the class specification. Promotion lists shall remain in effect for a period of three (3) years or until exhausted or until combined with or replaced by a more recently prepared list. This section shall not apply to the Rhode Island State Police or the Legislative Branch of state government. An employee who is not on the promotional list shall be eligible to take the promotional examination for the position the employee occupies.
ADDITIONAL POINTS (RIGL § 36-4-31)
Any employee who holds temporary or provisional status for at least twelve consecutive months in the class in which (s)he is serving and who takes the appropriate examination for the position shall receive in addition to his/her test score five additional points for each year of state service, which shall be added to his/her test score, provided however, that in no case shall an employee receive credit for more than four years of service. An employee who holds temporary provisional status for at least twelve consecutive months in the class in which (s)he is serving and is found to be reachable for certification to the position (s)he holds shall be appointed to the position unless the appointing authority certifies to the Personnel Administrator that said individual's service has been unsatisfactory.
Salary : $68,646 - $78,690
