Social Worker II (Foster Care)

Work in this class involves providing professional social work services to clients in a variety of settings, including local human service agencies, correctional facilities, teaching hospitals, medical schools, psychiatric hospitals, and mental retardation centers. Work involves evaluating the client’s situation and his/her ability to deal with it, developing a social history, psychosocial assessment, service plan and/or treatment plan, and follow-up. Services may include placement in a residential facility; basic counseling, support, and reinforcement in areas such as death and dying, employment, vocational, medical, health, or behavioral issues. Employees address such problems as adjustment to illness or disability, placement into an institution, rest home or nursing facility; financial concerns; and socialization issues of the socially handicapped or those debilitated by age or illness. They may provide information to and confer with schools, natural parents and foster parents on habilitation plans, behavior management, and other problem areas or needs. Employees may be involved in recruitment, evaluation, and training of foster parents and other care providers. Employees may develop community or service resources and/or develop volunteer programs. In certain treatment settings workers participate on habilitation/treatment teams and provide the social work perspective. Positions at this level combine difficult services performed under supervisory guidance with relatively conventional services performed under more relaxed supervision. Work is differentiated from Social Worker I by the range of cases, the difficulty of personal contacts, and the theoretical knowledge required to perform the work. Employees report to a higher level professional or program manager. Difficulty of Work Variety and Scope - Employees independently perform assessments to identify needs and establish an appropriate service/treatment plan and may provide supportive/direct counseling to clients and families in addressing needs. In some settings behavioral approaches are used to maximize client involvement. Employees may serve as inter/multi-disciplinary team members, refer clients and families to a variety of services to meet financial, psychological, emergency care, emotional, or other needs, and assume a case manager role to follow the client through agency and external services. Intricacy - Clients present employees with a broad range of service needs. Employees, regardless of the setting, must be able to make accurate assessments/evaluations and use analysis and judgment to develop an appropriate service/treatment plan. Employees utilize knowledge of a range of services and of supportive-level counseling and other counseling techniques to provide services to clients. Subject Matter Complexity - Work requires an understanding of social work practices and theories, the availability and interactions of a variety of community services and agencies, and a range of service providers. Some settings require a knowledge of medical terminology and disease processes and/or mental retardation/developmental programs and behavior management techniques. Guidelines - Employees utilize agency guidelines, specific federal or state standards, and principles of a variety of supportive counseling techniques to provide services to clients. Responsibility Nature of Instructions - Employees are aware of program aims and objectives and address these with clients independently. Employees usually receive new program requirements/regulations and on-the-job training from social work supervisors. Nature of Review - Direct client interactions, services development, and referrals are documented in accordance with agency requirements. Work is reviewed through quality control, technical, and administrative review provided by the supervisor and/or a specific regulatory body. Scope of Decisions - Decisions regarding assessments and services impact clients and their families; employees may provide direction or instruction to lower level staff, volunteers or care providers. Consequence of Decisions - Service/treatment decisions affect the client, family, and facility operations and impact the social, psychological, emotional, or physical health of the client. Interpersonal Communications Scope of Contacts - Contacts vary depending on the agency and/or service area and usually include the client, service providers, community agencies and groups. Contacts may also include volunteers, foster/natural parents, court officials, schools, nursing homes, interns, and residents. Nature and Purpose - Employees work with clients, families, habilitation/treatment teams in the development and implementation of treatment plans. Contact with other professionals is required for the coordination of services, provision of program orientation, and consultation to the community. Other Work Demands Work Conditions - Employees work in a variety of service settings ranging from modern public service buildings to correctional facilities, community residential facilities, home environments, or institutions where odors and noise may be present. Hazards - Employees may experience emotional stress due to the nature of interactions with clients or service providers. Behavioral problems such as aggression of clients could cause bodily injury for employees in some settings. Recruitment Standards Knowledge, Skills, and Abilities - Considerable knowledge of social work principles, techniques, and practices and their application to individual casework, group work, and community problems. Knowledge of psychosocial, socioeconomic, and behavioral problems and their treatment. Knowledge of governmental and private organizations and community resources. Knowledge of laws, regulations and policies that govern the program. General knowledge of medical terminology, disease processes and their treatment is required in certain programs or settings. Skill in establishing rapport with a client and applying techniques of assessing psychosocial, behavioral, and psychological aspects of the client’s problem. Ability to establish and maintain effective working relationships with administrative superiors, members of the case load and their families, and with civic, medical, social and religious organizations. Ability to train or instruct lower-level social workers, students, or interns. Ability to express ideas clearly and concisely and to plan and execute work. Minimum Training and Experiment Requirements: Bachelor's degree in social work from an appropriately accredited institution; bachelor's degree in a human services field from an appropriately accredited institution and one year of directly related experience; bachelor's degree from an appropriately accredited institution and two years directly related experience; or an equivalent combination of education and experience. Benefits Medical Insurance Blue Cross Blue Shield of NC Fiscal Year Deductible: Individual: $1,500; Family: $3,000 Doctor Visits: Primary: $25 co-pay; Specialist: $50 co-pay Preventative care: no charge Prescriptions: covered No cost to employee Employee/Child: $151.99 Employee/Children: $325.29 Employee/Spouse: $393.54 Employee/Family: $699.72 Dental Insurance Blue Cross Blue Shield of NC Fiscal Year Deductible: Individual: $50; Family: $150 Fiscal Year Maximum benefit: $1,500 Diagnostic and Preventive Care paid at 100% Basic Services paid at 80% Crowns, Inlays Services paid at 50% No cost to employee Employee/Child: $11.30 Employee/Children: $26.14 Employee/Spouse: $12.73 Employee/Family: $34.91 Vision Insurance Community Eye Care Eye Exam once a year: $10 co-pay $180 allowance for eyewear annually: $10 co-pay Employee only: $5.36 Employee/Spouse: $10.18 Employee/Family: $15.00 Life Insurance & Accidental The Hartford Life Insurance Co. $25,000 Life; $25,000 Accidental for employee Dependent Life available Supplemental Life available No cost to employee Employee paid; $0.45 Employee paid; cost varies by age, no contribution from the County VOYA Accident Critical Illness Hospital Indemnity Short term disability Price varies however, employee paid Employee Assistance Program View phone number on click.appcast.io 24-hour access to services Professional consultation by phone Connections and referrals to additional supports and services as needed Services are provided for you as well as your family Up to 5 sessions per condition No cost to employee Paid Time Off Vacation Maximum accumulation of 225 (1950 employees) or 240 hours (2080 employees). Time over 225 or 240 hours at the end of the year will convert to sick leave. No cost to employee Sick Leave Earned at a rate of 7.5, 8, 12 hours per month No maximum accumulation No cost to employee Paid Holidays 12 paid Holidays per year; paid birthday leave; 2 paid wellness days No cost to employee Transfer of Service If you previously worked for another NC local or state government agency, you may be eligible to transfer up to 10 years of credible service to earn vacation at a higher accrual rate (verification from your former employer is required). No cost to employee Retirement Local Government Employees Retirement System Full Retirement After 30 years of service credit; OR Age 60 with 25 years of service credit; OR Age 65 with 5 years of service credit. 6% of annual salary NC 401(K) Plan Contributions are tax-sheltered. Employees may make voluntary contributions. 10% penalty for withdrawal before you are 59 ½ years of age. You may sign up or change at any time. Employee paid No contribution from the County Section 457 Plan Contributions are tax-sheltered. Employees may make voluntary contributions. Employee paid No contribution from the County Other Benefits Credit Union Membership NC Local Government Employees Credit Union (CIVIC) Bank fees may apply Additional Benefits Salary Progression Increased based on years of services and met minimal expectation on performance evaluation No cost to employee #J-18808-Ljbffr City of Santa Fe Springs