Do you have a passion to provide meaningful work in the community? Would you like to be part of an organization whose central mission is helping to protect, stabilize and strengthen the lives of children, families, and vulnerable adults? Then the
South Carolina Department of Social Services has the right job opportunity for you.
Job Duties:-
The CWS Team Leader - Midlands Transition Support Services provides direct supervision to Case Managers and Bridge Navigators in the Extension of Foster Care (EFC) Program under the Transition Services and Support Division of Child Welfare Operations in accordance with DSS Policy, Mission and GPS Practice Model. Reports to and aligns Regional work with Central office team with all resources, services, and supports for transition into adulthood. Supports ongoing CQI, training and professional development of staff being supervised. Monitor reports and compliance to ensure high alignment regarding transition age youth. Networks with and holds accountable regional providers serving transition age youth. Performs on-call duties and provides support to on-call staff.
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Directly supervises, provides support and oversight of case managers overseeing 18 and older caseload and Bridge Navigators. Ensures accountability of case managers by conducting case consultations, case reviews, facilitating meetings, reviewing data reports, monitoring policy changes, Performs on-call duties and provides support to on-call staff.
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Oversees / manages EFC implementation ensuring a youth centered approach to fidelity to policy and procedures, with ability to engage and partner with young adult utilizing adolescent and emerging adult development, the impact of trauma, and methods / strategies to support young adult’s capacity to thrive and to provide a continuum of care in the areas of life skills development, stability, safety, permanency, and well-being.
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Ensures timely court packets are submitted, monitors adherence to court orders, identifies and addresses legal barriers that impact timely permanency and legal proceedings.
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Ensures completion of Child and Adolescent Needs and Strengths (CANS) assessments, Transitional Teaming meetings. Ensures CAPSS reflects up to date case information and quality documentation. Ensures timely referrals for services and least intrusive interventions are used to address needs identified and maintain the transitional growth of young adults.
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Ensures every EFC participant receives an Young Adult Transitional Teaming (YATT) Administrative Case Review minimum once every six months and a Permanency Planning Hearing is held on an annual basis in family court. Ensures Transition Teaming are conducted in a developmentally appropriate manner, supportive transitional growth, and youth strength focused.
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Authentically engages and works collaboratively with child welfare staff, families and other professionals with empathy, respect and leadership. Responds timely and professionally to constituent inquiries.
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Provides coaching, training, and support with EPMS planning and evaluation plans. Participates in hiring and training of all new employees, promotes equal opportunity, develops a diverse workforce, and gives fair opportunity to all staff. Timely completes performance and practice evaluations on direct reports biannually and upon request for level ascension.
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Maintains child welfare certification. Completes 20 hours of training yearly and adolescent development track. Ensures professional development for direct reports. Ensuring staff attendance in mandatory trainings.
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Ensures personal identifying information (PII) is properly used, accessed, gathered, shared and disposed. Protects the agency networks and applications by safeguarding systems, equipment and data.
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Maintains an active routine of self-care and pursues support when necessary to minimize the threat of secondary trauma to physical and mental health. Understands the impact of trauma on families and secondary trauma on child welfare staff and applies principles to support families and staff.
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Performs Red Cross shelter duty or other emergency shelter duties/services as directed.
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Other duties as assigned.
Bachelor's Degree in Social Work, Social Welfare, Behavioral Science, or a related field and four (4) years of any combination of experience including working with communities on health or social service related matters, social work/case management experience, behavioral health and/or health care.
Master’s Degree in Social Work, Social Welfare, Behavioral Science, or a related field and two (2) years of any combination of experience including working with communities on health or social service related matters, social work/case management experience, behavioral health and/or health care.
This application for employment with the SC Department of Social Services must be completed in its entirety. A resume may be included; but shall not be substituted in lieu of the completion of this application in part or in whole. "See Resume" is not acceptable information for the completion of any part of the requirements of this application. If such is submitted, this employment application will be considered incomplete and may not be forwarded as eligible for consideration to hiring managers.
Must possess a valid driver's license and have access to and be able to operate a motor vehicle. Individuals must comply with necessary field work assignments.
If you certify, by completion and submission of this application, that you possess educational credentials that qualify you for the available DSS positions, you will be required to provide a certified official transcript, if you are selected for job offer.
The South Carolina Department of Social Services offers an exceptional benefits package that includes:
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Health, Dental, Vision, Long Term Disability, and Life Insurance for Employee, Spouse, and Children
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15 days annual (vacation) leave per year
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15 days sick leave per year
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13 paid holidays
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Paid Parental Leave
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State Retirement Plan and Deferred Compensation Programs
DIVISION: Child Welfare Services / Richland County
*Important Salary Information*
With the recent implementation of the Child Welfare salary plan funded by the General Assembly beginning in July 2021, front line case managers and team leaders (supervisors) will not only earn higher starting salaries when joining DSS than in previous years, but will also enjoy supplements to their starting salaries upon completion of training and competencies, attainment of BSW/MSW degrees for front line case managers, annual increases for years of continuous service, and salary increases upon attainment of established competencies/certifications for moving into Level 2 and Level 3 salaries.
New Child Welfare case managers will earn a starting salary of at least $45,721 during initial certification, depending on education level and degree type, with up-front starting salary supplements of 2.5% ($46,865) and 5% ($48,006) for candidates holding a Bachelor of Social Work (BSW) or a Master of Social Work (MSW) degree, and 10% ($50,293) for team leaders (supervisors), respectively. Following completion of training certification, assignment of caseloads with one year of completed experience, quarterly adjustments will be made to move successful trainees into the Level 1 salary bracket and will receive at least a 15% salary increase (adjusting their salary to $52,843, $54,165 or $55,400 depending on degree type), and $58,125 for team leaders (supervisors) at that time.
Annual salary increases of up to 0.50% per year will be awarded on a quarterly basis for each consecutive year a Level 1 case manager remains in his/her class/position.
In January of 2022, DSS rolled out additional opportunities for case managers to progress from Level 1 to Levels 2 and 3, with increases in salary averaging 2.5% for each increase in the case manager’s level of expertise under the salary plan. Level 2 and 3 child welfare staff will also see accelerated annual increases of 1% to 1.5% per year awarded for each continuous year served in his/her class/position. Progression from Level 1 to Levels 2 and 3 requires completion of specified requirements in the Advancement Pathway which include additional training, skill development, and practice model aligned competencies that increase in complexity as the career path progresses. Case reviews, data compliance reviews, field observations and employee self-assessments are used by supervisors to evaluate eligible employees’ demonstration of competencies and skills prior to approval to advance to the subsequent level.
