Social Worker III - Foster Care

Role Summary An employee in this class is responsible for seeking permanence for children placed in the foster care system. Work involves creating and maintaining a case file that captures and specifically documents the child’s life while in foster care. The employee will work with family/caretakers to develop a primary detailed plan that will allow the family to be reunified and an alternative plan if reunification fails. This employee must demonstrate a high level of knowledge and good judgment in carrying out the duties of this position, and should seek supervisory or attorney consultation as needed in determining the appropriate action. Work is performed under the general supervision of the Social Work Supervisor III. Responsibilities Aggressively seeks out permanence for children in foster care. Conducts monthly personal visits with children in their caseload. Attends all court hearings and prepares all necessary reports and documentation. Contacts and conducts visits with all appropriate family members and collaterals. Visits the home where the child resides, observes the environment and talks with the caretakers. Conducts ongoing assessments to ensure the best interests of the child are being met. Coordinates and facilitates visits between children and removes family/caretakers as necessary. Advocates for and obtains all services the children need which includes medical, emotional, educational, as well as placement needs. Conducts home visits (announced and unannounced) at removal homes. Attends all necessary meetings (i.e., treatment team, IEP, PPAT, DJJDP, etc.) required by NCDHHS-Division of Social Services Policy, North Carolina Juvenile Statute, and through local court direction. Creates a case file which captures and specifically documents a child's life while in foster care and away from family/caretakers. Prepares pictures, correspondence, medical records, educational records and running narratives which document and detail all DSS activities, copies of all court paperwork and orders, Permanency Planning Team paperwork, case plans developed with caretakers, risk assessments, strengths & needs assessments, visitation plans, referrals for child or parent, release of information forms, any mental health records, eligibility for funding forms, all identifying information (such as birth certificates and social security numbers), social histories, home studies, parental information - assessments, criminal histories, past CPS involvements, referred programs progress notes (i.e., DV Groups, Substance Abuse information, therapists notes, parenting group updates, etc.). Takes child (and sometimes parent) to appointments to help achieve the well‑being and permanency goals, helps facilitate visitation between child and caretaker(s), drug screenings of caretakers, and court attendance. Conducts visits with children in out-of-state placements, which may require overnight stays and/or long-distance travel. Provides back-up for on-call worker for a week approximately every three months (called on ONLY if primary is overloaded or unavailable). These arrangements may be subject to modification based on agency needs. Staffs cases with immediate supervisor weekly, participates in court staffing’s, team meetings, and unit meetings. Attends local and state‑mandated training, as well as professional development conferences, seminars, webinars. Performs other duties as assigned. In the event of an emergency, as determined by the County Manager or designee, participation in preparedness and response operations is expected. Employee is required to fill a temporary assignment in a role different from standard duties, work hours and/or work location in preparation for, during, and after the emergency. Employee is also required to participate in relevant exercises and regular preparedness training. Qualifications Knowledge of social work principles, techniques, and practices must be demonstrated and applied to specific casework and community problems. Must have training around grief and loss, and be able to understand the effects of separation on a child. Considerable knowledge of behavioral and socioeconomic problems is required. Working knowledge of government, civic, and private organizations as well as community resources. Working knowledge of the organization, functions, and programs of County government. Ability to understand laws, regulations, and policies which govern social work programs. Ability to communicate effectively with all individuals orally and in writing. Knowledge and ability to use correct grammar, vocabulary, and spelling skills. Ability to express ideas clearly and concisely, and to plan and execute work effectively. Ability to accurately prepare and maintain accurate records and reports. Considerable knowledge of computers for word processing, data retention and retrieval and the ability to utilize office equipment. Educational and Experience Requirements Master's degree in social work from an accredited school of social work, or Bachelor's degree in social work from an accredited school of social work and completion of the Child Welfare Collaborative (Child Welfare positions only); or Bachelor's degree in social work from an accredited school of social work and one year directly related experience; or Master's degree in a human services field and one year of directly related experience; or Bachelor's degree in a human services field from an accredited college or university and two years directly related experience; or Bachelor's degree from an accredited college or university and three years of directly related experience. North Carolina Child Welfare Pre‑service training or completion within 6 months of date of hire. Possess a valid North Carolina driver's license. Possess a valid REAL ID, U.S. Passport, or another federally approved identification. Additional Requirement A minimum of 24 hours of additional training is required for each social work position annually after preliminary requirements for pre‑service training are met. Many opportunities are provided for the employee to attend program‑specific and/or technical training. Additionally, local training and professional conferences are available as reasonable and appropriate. #J-18808-Ljbffr