2nd Shift CWS Case Manager - Investigations

SPECIAL NOTICE: This is a 2nd shift position. 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 Case Manager performs case management in the Child Welfare area of Investigations in accordance with DSS Policy, Mission and GPS Practice Model. Conducting timely initial investigations of reports of child abuse and neglect and offering services to children and families who may have experienced or are at risk of experiencing child maltreatment. Performs on‑call duties as assigned. Assigned Work Hours are 1:00 p.m. - 9:30 p.m. Performs case management (contacts, visitation, case planning) to a caseload of children and families to ensure safety, permanency and well‑being. Responds to assigned intakes within identified time frames to conduct initial safety assessments of the family and home using the comprehensive Family Advocacy and Support Tool (FAST). Utilizes critical thinking skills to determine whether there are safety threats or a level of risk that constitutes child abuse or neglect under South Carolina Law. Develops safety plan when appropriate to reduce safety concerns identified in FAST assessment. Authentically engages families, other professionals within the agency, and external partners with empathy and respect; to include timely responses to telephone calls, emails, and texts. Collaborates closely with law enforcement and legal when safety concerns are present. Completes legal packets when case has been identified as needing legal action or an EPC has occurred. Makes concerted efforts to locate and engage absent parents, relatives and fictive kin to support and join the child and family team (CFT). Participates in initial CFT meetings and ensures youth and families feel heard and have a voice in the teaming process. Recommends intervention services or activities to strengthen the family and safely maintain the child(ren) in the home based on the initial assessment of safety and makes timely service referrals. Documents recommended intervention services or activities on the Family Permanency Plan. Maintains physical and electronic case record by composing clear, objective, and thorough documentation covering pertinent details of case activities per DSS policy and the GPS Practice Model. Ensures all case management activities are documented in CAPSS system according to time frames established by DSS policy. Ensures documentation meets quality standards and captures necessary elements pertinent to safety, permanency, well‑being and case planning. Maintains child welfare certification. Completes 20 hours of training yearly to include certifications that are required yearly. 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. Ensures that personal identifying information (PII) is properly used, accessed, gathered, shared and disposed. Protects the agency networks and applications by safeguarding systems, equipment and data. Performs Red Cross shelter duty or other emergency shelter duties/services as directed. Other duties as assigned. Qualifications A Bachelor's Degree in Social Work, Behavioral Science, or Social Science. A Bachelor's Degree in any other field and one (1) year experience in a related field. 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. 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 year13 paid holidays Paid Parental Leave State Retirement Plan and Deferred Compensation Programs Division CWS - Investigations / Charleston County 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. Levels 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