Success Coach Social Worker - New Hanover/Multi Counties

Success Coach Social Worker

Sign on bonus: $1,000 (paid after successful 90 day review)

Position/Department: Success Coach Social Worker

Personal qualifications: Education: A graduate of a college or university with a bachelor's degree in a human service field.

Experience: Three (3) years of full-time post-graduate degree working with families that have been involved with the child welfare system.

Valid driver's license and proof of insurance. Required to consent to a driver's record check through the North Carolina Department of Motor Vehicles prior to employment. Consent to an annual driver's record check through the North Carolina Department of Motor Vehicles.

Supervisor/Chain of command: Success Coach Social Worker Director

Working schedule: Salaried, exempt, full-time salaried position

General requirements: Advance technical writing skills required.

Extended work hours are necessary on occasion. Must provide 24-hour accessibility, including weekends and holidays on occasion for crisis support.

Service responsibilities:

1. Dependable and regular attendance is required.

2. Able to react to change productively and handle other essential tasks as assigned.

3. Recruit families for the Success Coach program. Educate community and agency partners in counties served about the service.

4. Work in conjunction with the family to complete a comprehensive assessment and develop goal plans to strengthen placement stability, caregiver self-efficacy and child/family well-being.

5. Engage the family and provide home services, crisis intervention, case management, and skill building around problem solving, self-advocacy, conflict resolution, and relapse planning. Reassess family needs and goal plans at least annually or as needed.

6. Provide individualized skill reinforcement and coaching to model appropriate parenting and family behaviors during home visitation based on strengthening families and needs identified in the goal plan or as situations arise.

7. Provide telephone and occasional in-person availability to assist families in weathering a crisis. Complete crisis prevention planning and skill building based on families' individual needs.

8. Advocate for the family's needs through community collaboration and provide information and referral and linkages to the family with appropriate community resources and informal supports to strengthen the family's self-efficacy.

9. Build and maintain relationships with various community resources, interagency networks and informal family supports.

10. Documentation: Complete appropriate and timely documentation for evaluation purposes, as well as other documentation, record-keeping and reports, as required by agency policy and program guidelines. Maintain confidentiality at all time.

11. Keep up to date on child welfare and post care literature/best practice models as well as available community resources.

12. Attend relevant trainings as required to enhance service delivery and best support families.

13. Build relationships with DSS agencies, courts, GAL's, juvenile probation officers, schools, and other professionals.

14. Be available to address and speak with organizations regarding the program.

15. On occasion, provide transportation for the families to appointments, court, school meetings, etc.

16. Write reports for referral sources and the courts when necessary.

17. Assist with financial decisions regarding families and their finances.

18. Assist and/or provide training for new staff.

19. Other related duties as assigned by the Chief Program & Development Officer and/or President/CEO.

Working conditions

Physical requirements:

Walking, jogging 50%

Sports activities, lifting, carrying, pushing, pulling (up to 25#), bending, twisting, tool use, standing 25%

Kneeling, walking on uneven terrain, climbing stairs/ladders, reaching, squeezing, keyboarding, sitting, physical restraints, lifting, pushing, pulling, carrying (up to 50#) 25%

Organizational mission core values:

1. Mission: BGHNC employees embrace the principles of integrity, servant leadership, dependability, inclusion, and commitment to promote health, healing, and hope to children, youth, and families.

2. Professionalism: BGHNC employees demonstrate professionalism through positive leadership, giving and receiving feedback, and pursuing ongoing education and professional growth. BGHNC professionalism includes timeliness, attendance, maintaining appropriate boundaries in all settings, as well as engaging in conduct consistent with BGHNC values.

3. Communication: BGHNC employees provide professional and empathetic feedback with all stakeholders. They communicate in a positive, strength-based approach in all interactions, demonstrating the integrity and excellence of the organization.

4. Teamwork: BGHNC employees engage in hands-on collaborative efforts with other team members, as well as the BGHNC organization. They strive to achieve a common goal of completing tasks in the most compassionate, effective, and efficient way – while building an extraordinary workplace with high standards. BGHNC teamwork is inclusive, equitable, and culturally competent.

5. Stewardship: BGHNC employees embrace a long-term approach to decision making. This approach benefits agency objectives while valuing clients, community, and the culture of BGHNC. BGHNC stewardship prioritizes a commitment to the organizational assets of property, staff, reputation, and history.

6. Resiliency: BGHNC employees demonstrate the ability to complete job responsibilities, exhibit adaptability and perseverance in all situations, maintain a growth mindset, and strive for an appropriate work/life balance.

Employee acknowledgment

This job description is a general description of the essential job functions. It is not intended as a contract of employment. Every effort has been made to identify the essential functions of this position. However, it in no way states or implies that these are the only duties you will be required to perform. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or is an essential function of the position.