Adoption Unit. 2+ years Adoption experience required. Candidate must have excellent communication and interpersonal skills, the ability to adapt to frequent changes, court experience, and leadership skills.
Primary Purpose of Organizational Unit:
The Permanency Planning unit is a dual functioning unit, providing both foster care and adoption services.
The primary purpose of the Permanency Planning unit is to arrange and support substitute care and obtain permanence for children who are abused, neglected or dependent when the agency has been given placement responsibility, either through custody or a Voluntary Placement Agreement (VPA) with the child's legal custodian/guardian. Additionally, the unit recruits, trains, licenses, and supervises foster homes. Lastly, this unit carries out the agency’s mandate to facilitate the adoption of children who are legally cleared or whose permanency plan has changed to adoption.
B. Primary Purpose of the Position:
The primary purpose of the social worker in this position is to execute the agency's mandate to arrange and support substitute care appropriate to a child's needs and work towards obtaining permanence by:
Providing services to children who are in agency custody or placement responsibility as a result of their parents or caretakers being unable or unwilling to provide adequate protection or care.
Providing services to biological families/caregivers that will help them improve the conditions that led to agency intervention, thus facilitating reunification.
Providing support to foster families or other substitute caregivers to ensure a positive experience for all involved.
Developing alternative options for permanence should reunification fail.
Working towards a safe, permanent home within one year for children in agency custody/placement responsibility.
Provide coaching and guidance to interns and less experienced workers.
For families that are unable to find permanency through reunification, the primary purpose of the social worker in this position also includes executing 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:
The general work schedule is Monday through Friday, 8:00 a.m. to 5:00 p.m. with an hour for lunch. The worker may sometimes have an early morning, late afternoon or evening appoint-ment which may necessitate the eight-hour workday being managed differently. In such cases, supervisory approval is needed. The worker is occasionally on call for emergency child welfare issues between the hours of 5:00 p.m. and 8:00 a.m. on weeknights and also around the clock on weekends.
D. Change in Responsibilities or Organizational Relationship
None.
All responsibilities and duties described are essential to the effective performance of a Senior Social Worker III in this position and are listed in ORDER OF IMPORTANCE.
Case Management (50%)
The social worker participates in Child and Family Team Meetings prior to children coming
into care to help identify relatives and/or other options to prevent children coming into care. The worker prepares children and families for separation and placement into substitute care, places and monitors children in foster care, and provides or arranges for counseling and other supportive services for children and their families. Prepares children and biological family/caregivers and foster families for re-entry into the home or other permanent plans. The Senior Social Worker develops a case plan with input from the family and other members of the Child and Family Team meeting, identifying problems that lead to the need of substitute care. Worker will prepare written court studies and testify when needed in judicial reviews of children in foster care. Complete room and board payments for foster families and participation in the determination of eligibility for services for Medicaid, state foster home funding and or IV-E funding. The Senior Social Worker keeps documentation of all casework current within 7 days of last contact.
Likewise, the social worker will provide services to children who need adoptive placement, including providing preparation of the child for adoptive placement. This includes, but not limited to, completing Pre-Adoptive Summaries for the child(ren) in need of adoptive placement and in-depth assessments of the prospective placement family through Pre-Placement Assessments. Additionally, the social worker provides supervision of the adoption after placement. Case management in adoptions also includes: recruitment of families for children cleared for adoption and circulation of approved adoptive home studies; services to individuals identified as having an unplanned pregnancy; interpretation of adoption services; determination of service eligibility and Adoption Assistance Benefits; and serving on the Adoption Committee.
Lead Worker (35%)
Function in the capacity as a lead worker to provide coaching/guidance to interns and to less experienced workers in case consultations that will help them achieve a higher level of performance. Provide guidance involving application of policy and other job functions including preparation of court studies. Accompany workers as a support in complex situations in absence of a supervisor. Keep supervisor abreast of any work performance or training concerns noted when coaching staff. Provide necessary support to resolve problems and ensure that quality services are provided.
Conferences and Staff Development (10%)
Supervisory conferences and staff development activities provide guidance, feedback and evaluation of the worker's interventions and an opportunity to upgrade skills and knowledge of substitute care. Such conferences also allow the opportunity to discuss program questions, agency mandates and monitoring issues as they arise.
Community Liaison (4%)
These duties include public speaking, participation on community boards and committees, and participation in community affairs relating to substitute care and child welfare.
E.Other duties as required (1%)
These duties include, but are not limited to, Disaster Relief, including shelter duty, and occasional on-call for emergency child welfare issues.
Section III. Other Position Characteristics
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, daysheets, and other sate and county forms must be completed accurately and timely.
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.
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 Employee
Volume I, Children's Services Manual
Service Information System (SIS) Manual
North Carolina General Statutes applicable to Child Protective Services and Foster Care and Adoption
Social Work Code of Ethics
County and Agency Personnel Handbooks
Instructions from Director, Deputy Director, Program Administrator, Supervisor, and On-Call consultants
Trauma Informed Partnering for Safety and Permanence: Model Approach to Partnerships in Parenting (TIPS-MAPP) manual
At-Risk Medicaid Manual
Emergency Assistance Manual
Supervision Received by the Employee
The Senior Social Worker receives supervision and review through scheduled conferences, meetings, informal interactions, 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 Representative, and the Child Welfare Review by State staff.
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 litems, 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.
Physical Efforts
The social worker must be able to move within and outside the agency, climb stairs, and use office equipment described in section I 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.
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 Senior Social Worker may be exposed to infectious diseases such as scabies, head lice, flu, HIV/AIDS, etc.
Machines, Tools, Instruments, Equipment and Materials Used
The social worker uses a personal computer, printer, copier, calculator, camera, automobile, telephone, cell phone, iPad and car seats to perform duties.
Visual Attention, Mental Concentration, and Manipulation Skills
Close visual attention is required when operating a motor vehicle. Case management duties require visual attention and mental concentration. Body language, eye contact, and behavior of family members assist the Senior Social Worker in assessing family situations and must be viewed carefully. Preparation of court reports, development of protection plans, and completion of risk assessments require intense mental concentration as does reviewing placement options for children. The Senior Social Worker must carefully document times, dates, and other factual information so that accurate assessments and recommendations are made.
Safety for Others
The social worker makes decisions daily that affect the lives of clients. The
worker assesses risk and devises plans accordingly Recommendations
are made regarding the removal of children when homes are not safe and the
return of children when homes are safe.
Dynamics of Work
Child Placement Services and Child Protective Services are periodically affected by changes in methodology, guidelines, legislation, and shifting program emphasis. 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.
Section IV. Knowledge, Skills and Abilities, and Training and Experience Requirements
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.
Considerable knowledge of family and group dynamics and a range of intervention techniques.
Considerable knowledge of developmental stages and tasks human behavior, and socio-economic 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.
Considerable knowledge of governmental and private organizations and other resources within the community.
Considerable knowledge of laws, regulations, and policies which govern Child Protective Services.
General knowledge of methods and principles of casework supervision and training.
Ability to establish and maintain effective working relationships with coworkers, supervisors, clients, associates, social, medical, legal, civic and religious organizations.
Ability to supervise, train or orient lower-level employees, students or interns, exhibited by strong leadership skills.
Ability to express ideas clearly and concisely - orally and in writing.
Ability to plan and execute work effectively.
Ability to operate an automobile.
Ability to use a personal computer and access the State Network.
Ability to effectively function under stress and to deal with conflict situations and personalities.
Ability to function with a high level of autonomy.
Ability to function cooperatively with members of a team.
Ability to accept constructive criticism.
Ability to refrain from causing or contributing to disruptions or hostility in the workplace.
Ability to make thorough assessments through intense observation skills, interviews, and social work practice and be able to accurately orally and in writing communicate the process and results of the assessment.
