CWS Case Manager - OHAN

Job Duties Conduct statewide investigations of allegations of child abuse and neglect in residential institutions, foster homes, residential treatment facilities, and child care facilities. Investigate reports of alleged child abuse or neglect in institutions, foster homes, facilities licensed by and/or operating in the state, residential treatment facilities, intermediate care facilities, and child care facilities. Maintain accurate, thorough, and timely documentation of all case information, observations, and investigative findings in both the case file and the CAPSS data system. Engage in scheduled case staffing with licensing agencies, contract management units, service providers, and other key stakeholders to review investigative progress. Plan and coordinate with the Office of General Counsel to prepare for appeal hearings and court actions. Provide 24‑hour on‑call coverage, seven days a week, on a rotating schedule. Maintain child welfare certification; complete 20 hours of training yearly. Maintain an active routine of self‑care and pursue support when necessary to minimize the threat of secondary trauma. Perform other assigned duties. Qualifications Bachelor's Degree in Social Work, Behavioral Science, or Social Science. Alternatively, a Bachelor's Degree in any other field and one year experience in a related field (child welfare experience highly desired). Valid driver's license with access to a personal vehicle; able and willing to drive and transport children and adults. Ability to lift children and to interact with adults and children in a positive and supportive demeanor. Ability to cope with stressful work and life‑threatening situations. Benefits Health, Dental, Vision, Long Term Disability, and Life Insurance for Employee, Spouse, and Children. 15 days annual (vacation) leave per year. 15 days sick leave per year. 13 paid holidays. Paid Parental Leave. State Retirement Plan and Deferred Compensation Program. 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 earn higher starting salaries and additional 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. #J-18808-Ljbffr