Social Work Supervisor III - Foster Care Unit

Salary : $68,493.00 Annually
Location : Nashville, NC
Job Type: Full Time
Job Number: 2026-00054
Department: Department of Social Services
Opening Date: 06/09/2026
Closing Date: Continuous


General Statement of Duties


Position supervises 5 Social Workers. Preferred candidate should have at least two years related experience in Foster Care and current pre-service training certification.


The primary purpose of the Foster Care Unit is to carry out the agency's mandate to develop and implement case plans for individual children who are in the agency's placement responsibility in order to obtain a permanent plan which is in their best interest. Plans include return to parent or relative, adoption, or in the case of children ages16-18 who are not interested in adoption to provide them with skills for independent living. Children, biological families, and foster parents receive services and are linked with appropriate resources to meet this goal.

A second purpose is to provide a safe and nurturing placement in the least restrictive environment for each child. This unit licenses local foster homes according to state standards. The unit in conjunction with the Adoption/Child Protective Services Intake Unit provides training to all prospective foster care and adoptive parents using the Model Approach to Partnership in Parenting curriculum and also makes licensed foster parents aware of additional training which would enhance their skills. The unit maintains an active recruitment effort and keeps the public aware of the needs of foster children in the county.

B. Primary Purpose of the Position

Employee provides supervision to a staff of four Social Worker IIIs and one Senior Social Worker III.

The supervisor establishes, supports, and implements standards that are consistent with state and federal statutes, Administrative Rules and foster care 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

C.Work Schedule

Working hours are generally from 8:00 a.m. to 5:00 p.m. Monday through Friday. Employee also serves as a consultant for "after hours" coverage on a rotating basis.
Essential Duties and Tasks
(All responsibilities and duties described in II.A are essential to the effective

performance of a Supervisor III.)

(65%) 1. Operational Responsibilities

*a. Planning

1.Develops and revises goals, work standards, policies, 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.Prepares agenda of children to be reviewed by Foster Care Review Team and ensures that all interested parties are invited.

6.Reviews and interprets manuals, legal mandates, new policies, foster care standards, etc., adjusting programmatic and operational goals, policies, and procedures as needed.

7.Meets with Area Team Children's Services Representative/State staff periodically to review changes in regulations, policies, and standards 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, Children's Services, and the Unit.

9.Provides input to Program Administrator and/or Deputy Director regarding need for staff, equipment, training programs, etc.

10.Meets with Agency Attorney, Adoption/CPSI Supervisor, Program Administrator, Deputy Director, and Director to prioritize and review children in need of termination of parental rights, legal issues associated with clearance for adoption and other needs associated with obtaining permanence for children in agency custody.


11.On occasion, employee may supervise a student intern in his/her field placement.

*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 field of social work.

4.Operationalizes new policies and procedures.

5.Serves on Inter-Agency committees, community boards and committees as an Agency representative, chairs the Foster Care Review Team, and co-chairs the Adoption Committee.

6.Coordinates Unit activities with Children's Services staff, Agency Attorney, Medicaid, Child Support staff, Work First, and community resources.

7.Interviews dissatisfied or special clients to resolve problems.

*c. Financial Management

1.Makes recommendations for additional personnel, equipment, space, etc. based on

sound factual date to the Program Administrator.

2.Manages budgets for any grants applied for within the Unit.

3.Oversees trust accounts for children in agency custody and approves workers' requests to utilize funds.

4.Oversees the coordination of volunteer Christmas funds for foster children and approves expenditures from this resource.

5.Reconciles foster care room and board funding monthly to insure proper reimbursement agency and foster parents.

6.Approves initial foster care clothing expenditures requested by social workers when a new child comes into agency placement responsibility.

7.Oversees the completion of Medicaid applications for children in agency placement responsibility and in need of these benefits.

8.Keep abreast of all funding sources and assist workers in coding to the agency's benefit.

*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 interventions.

3.Reviews staff compliance in assuring timely foster home relicensure.

4.Assures children in agency placement responsibility are reviewed administratively and judicially according to law.

5.Reviews written court summaries, interstate compact studies, risk assessments, case plans for appropriateness.

6.Reviews eligibility applications for IV-E and State Foster Home Funds, Medicaid, At-Risk Case Management, day care and transportation.

35% 2. Personnel Responsibilities

*a. Training

1.Provides on-the-job training for new staff and ongoing training for all Unit staff in individual and group settings.

2.Makes arrangements for staff to attend mandated training within timeframes and other formal training to improve skills when offered.

3.Maintains a log by individual worker showing training topic, dates attended, location, and facilitator.

4.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.

5.Helps staff gain knowledge of Agency programs and community resources.

6.Arranges for new "on-call" staff to view the training entitled "After Hours Coverage for On-Call Workers" at least two weeks prior to assuming responsibility.

*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.Evaluates each supervisee on an on-going basis and prepares and annual evaluation.

4.Makes recommendations to the Program Administrator regarding promotion, dismissal, reassignment, and salary adjustments of staff.

5.Approves daysheets and 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 to the Deputy Director based on interviews and reference checks.

2.Designs new positions with the Unit and is responsible for preparation of new job descriptions and assisting staff with updating of existing positions when changes occur.

II. B. Other Position Characteristics

1.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 protection of children as well as the liability of the agency. Monitoring funding sources and requesting reimbursement 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 law suits is essential.

2.Consequence of Error

Error in training activities, organizing and directing work, and in planning activities may affect the safety/protection of children and 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 funding or reimbursement matters may result in loss of benefits to children, biological families, foster families, and the agency could result in loss of funding to the agency or legal sanctions against it.

3.Instructions Provided to Employee

Instructions are provided in written and oral form. Employee has scheduled conferences with the Program Administrator. Instructions are also provided by the State through manual changes, administrative letters and the Children's Program Representative. Employee attends appropriate workshops regarding policy, procedure, supervision, social work trends, and staff development.

4.Guides, Regulations, Policies, and References Used by Employee

a.NC Child Welfare Manual

b.Service Information System Manual

c.North Carolina General Statutes applicable to children in agency placement responsibility.

d.Social Work Code of Ethics

e.North Carolina Personnel Regulations

f.County and Agency Personnel Handbooks

g.Instructions from Director, Deputy Director, Program Administrator, and Children's Program Representative.

h.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 random case reviews by the Program Administrator, Children's Program Representatives and the Biennial Child Welfare Review by State staff.

6.Variety and Purpose of Personal Contacts

Employee has contact with Unit staff, other units within the agency, clients, Health Department, Guardian Ad Litem Program, Mental Health, crisis organizations, churches, civic organizations, regional state team personnel, law enforcement, Emergency Services personnel, 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 children in agency placement responsibility (causes and effects) and foster parenting (policies, standards, and procedures).

7. Physical Efforts

Employee must be able to move within the agency and climb stairs. Employee occasionally lifts small children and car seats. 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 are aware of precautions to take when such events occur.


Employee will be expected to work in emergency shelters and/or perform disaster tasks and perform other reasonable tasks requested by the Program Administrator, Deputy Director or Director.

9. Machines, Tools, Instruments, Equipment, and Materials Used

Employee uses laptop, printer, copier, calculator, automobile, telephone, iPhone, iPad, and car seats 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 foster care standards, funding matters, and legal, safety, administrative, and personnel issues.


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), importance of attitude and professionalism.

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 standards.

Knowledges, Skills and Abilities
a.Considerable knowledge and ability to apply methods and principles of casework supervision and training.

b.Considerable knowledge of social work principles, techniques and their application to specific casework and community problems.

c.Considerable knowledge of laws, regulations and policies governing Work First Block grant, IV-E, SSBG, Medicaid, Transportation, At-Rick Case Management, Permanency Planning, foster care, foster care licensure, and foster parent training.

d.Considerable knowledge of governmental and private organizations and other resources within and without the community.

e.Considerable knowledge of behavioral and socio-economic problems and their treatment.

f.Considerable knowledge of personnel policies regarding leave, grievances, discipline, work hours, breaks, documentation requirements and overtime.

g.Ability to plan, organize, evaluate, direct, and execute work effectively.

h.Ability to establish and maintain effective working relationships with administrative superiors, associates, clients, social, medical, legal, civic and religious organizations.

i.Ability to supervise, train or orient lower-level employees or interns.

j.Ability to express ideas clearly and concisely, orally, and in writing.

k.Ability to operate a motor vehicle.

Desirable Education and Experience
Master's degree from 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 a human services field 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 appropriately accredited institution and five years of directly related experience; or an equivalent combination of training and experience.

License or Certification Required by Statue or Regulation

Minimum North Carolina automobile liability insurance.

Valid North Caroline driver's license is required.
INSURANCE PROGRAMS
Nash County offers cafeteria-style benefits including:
- Health Insurance
- Dental Insurance
- Life Insurance
- Vision Insurance
- Supplemental Health Benefits (Accident, Critical Illness, and Hospital Indemnity Insurances)
- Disability Insurance (Long-Term and Short-Term Disability)
and more!
FINANCIAL PROGRAMS
Retirement

Membership in the North Carolina Local Government Employees Retirement System is a requirement for all regular full-time and regular part-time employees. Employees contribute 6% of their annual compensation before it is taxed. If you leave County service before retirement, you may withdraw your retirement contributions or elect to freeze your contributions in anticipation of future local government employment. If you have 5 years of service, you are 100% vested in the NCLGERS.

NC401(k)

The NC401(k) supplemental retirement program is available to regular full-time and regular part-time employees. The County establishes this 401(k) account for each eligible employee and makes a 5% contribution based on monthly earnings. Employees may elect to make voluntary contributions through payroll deduction.

457 Deferred Compensation

The 457 Deferred Compensation program is available to regular full-time and regular part-time employees through payroll deduction. Deferred compensation is a voluntary investment plan to supplement retirement income and to defer taxable income.

Special Separation Allowance

The Separation Allowance is available to law enforcement officers between the ages of 55 and 62 years that are eligible and retire under the provisions of the NC Local Government Employees Retirement System.

125 Flexible Benefit Plan

Flexible Spending Account options are available to regular full-time and regular part-time employees who wish to use pre-tax dollars for eligible medical, pharmacy, dental, vision, and daycare expenses. The Flex Convenience Card program gives you instant access to your account funds.

• Health Care Spending Account -- Section 125 of the IRS Code allows yearly voluntary enrollment to set aside pre-tax dollars for eligible health care expenses.
• Dependent Care Spending Account -- Section 125 of the IRS Code allows yearly voluntary enrollment to set aside pre-tax dollars for eligible dependent care expenses.

Direct Deposit

Direct Deposit is a condition of employment for all employees. Deposit of your paycheck will be made to checking or savings accounts in a bank of your choice.
LEAVE PROGRAMS
Vacation Leave

For regular full-time County employees, vacation leave accrues based on length of service in the NC Local Government Employees Retirement System. Regular part-time employees accrue prorated vacation leave based on a percentage of the full-time benefit.

Sick Leave

For regular full-time County employees, sick leave accrues each pay-cycle. Regular part-time employees accrue prorated sick leave based on a percentage of the full-time benefit. Your unused sick leave balance can be applied as creditable service toward a service retirement under the guidelines of the NCLGERS.

Holidays

The policy of the County is to follow the holiday schedule as published by the State of North Carolina each year.
The following holidays are observed:

• New Year's Day,
• Martin Luther King, Jr. Day,
• Good Friday,
• Memorial Day,
• Independence Day,
• Labor Day,
• Veteran's Day,
• Thanksgiving Day and the day after, and
• Three (3) days at Christmas.

Military Leave

Annual Training - Reserves and National Guard -Ten paid workdays per fiscal year.
Active Duty - Reserves and National Guard - Ten paid workdays upon activation.

Civil Leave

Paid leave is provided to full-time or regular part-time County employees called for jury duty or as a witness of the court for the federal or state government, or a subdivision thereof.

Family Medical Leave Act

Federal law provides job protection and continuation of existing paid health insurance during 12 weeks of leave, paid or unpaid, to an eligible employee for qualifying events. These events can include birth or adoption, and serious illness of an immediate family member, or of the employee.
OTHER PROGRAMS
Employee Assistance Program (EAP)

The Employee Assistance Program is open to all employees and their dependents. It is a confidential service provided at no cost to the employees of the County. EAP provides certified counselors who administer assessment and brief therapy to employees who want help with a variety of personal and work-related issues such as stress, parenting concerns, grief, alcohol/drug use, family problems, financial concerns, and work-related problems.

Wellness Center and Telemedicine

We believe that staying healthy is inclusive of exercising regularly and taking care of your physical body. Nash County has a Wellness Center, which consists of various exercise equipment and videos, open to all full and part-time employees.


All full-time employees also have access to telemedicine through Teladoc. Teladoc treats conditions like allergies, sore throats, asthma, and more. Doctors are available by phone or video 24/7 from wherever you are. They are available to diagnose symptoms and send a prescription if needed.


NOTICE OF PRIVACY PRACTICES

The benefits offered by Nash County are subject to change. In the event there is a conflict between the above contents and Nash County policies and/or a State or Federal statute, the policy/statute shall control. Plan documents will govern benefits plans should there be a conflict with this information. They are not held out to any employee as part of any contractual agreement. Benefits, policies, and procedures are subject to change or termination at any time.

Information provided on this site is for informational purposes only. Actual provisions of each plan will be provided on the certificate of coverage as part of the Summary Plan description.

Nash County is an Equal Opportunity Employer/Provider

In accordance with Federal civil rights law and the U.S. Department of Agriculture (USDA) civil rights regulations and policies, the USDA, its Agencies, offices, employees, and institutions participating in or administering USDA programs are prohibited from discriminating based on race, color, national origin, religion, sex, gender identity (including gender expression), sexual orientation, disability, age, marital status, family/parental status, income derived from public assistance program, political beliefs, or reprisal or retaliation for prior civil rights activity, in any program or activity conducted or funded by USDA (not all bases apply to all programs).
Remedies and complaint filing deadlines vary by program or incident. Persons with disabilities who require alternative means of communication for program information (e.g., Braille, large print, audiotape, American Sign Language, etc.) should contact the responsible Agency or USDA's Target Center at View phone number on click.appcast.io (voice and TTY) or contact USDA through the Federal Relay Service at View phone number on click.appcast.io.
Additionally, program information may be made available in languages other than English. To file a program discrimination complaint, complete the USDA Program Discrimination Complaint Form, AD-3027, found online at filing cust.html and any USDA office or write a letter addressed to USDA and provide in the letter all of the information requested in the form.
To request a copy of the complaint form, call View phone number on click.appcast.io. Submit your completed form or letter to USDA by:


1. mail: U.S. Department of Agriculture

Office of the Assistant Secretary for Civil Rights

1400 Independence Avenue, SW
Washington, D.C. 20250-9410;
2. fax: View phone number on click.appcast.io; or
3. email: View email address on click.appcast.io

USDA is an equal opportunity provider, employer, and lender.
01


Which best describes your level of education? (Social Worker Supervisor)

• Master's Degree in Social Work
• Master's Degree in a Human Services field
• Master's Degree (in a field other than Social Work or Human Services)
• Bachelor's Degree in Social Work
• Bachelor's Degree in a Human Services field
• Bachelor's Degree (in a field other than Social Work or Human Services)
• Associates Degree
• High School Diploma or GED
• No HS Diploma or GED

02


Do you hold a current NC Child Welfare training certification?

• Yes
• No

03


How many years of experience do you have as a Social Worker?

• No experience
• Up to 1 year
• 1-2 years
• 3-5 Years
• 5+ Years

04


How many years of experience do you have in Foster Care?

• No Experience
• 0 - 1 Year
• 1 - 2 Years
• 2 - 3 Years
• 3 - 5 Years
• More than 5yrs

05


How many years of supervisory experience do you have?

• None
• 0 - 2 years
• 2 - 5 years
• 5+ years

06


Do you have a valid NC drivers license?

• Yes
• No

07


Do you have North Carolina automobile liability insurance on your vehicle?

• Yes
• No

08


Employees are expected to work in emergency shelters and/or perform disaster related tasks.

• Accept
• Decline

09


Your application must illustrate all relevant education and experience you have acquired in the last 10 years, to include any gaps you have had between employment (gaps in employment MUST be documented under the work experience section of the application). Failure to complete the "Work Experience" & "Education" sections of the application may result in your application not being considered. A resume will not be considered in determining your qualification for this position.

• I have read and complied with the above statement
• I have not read this information

Required Question