Salary : $66,822.00 - $107,610.00 Annually
Location : Nashville, NC
Job Type: Full Time
Job Number: 2024-00119
Department: Department of Social Services
Opening Date: 12/16/2024
Closing Date: Continuous

General Statement of Duties

A. Primary Purpose of Organizational Unit
The primary purpose of this unit is to provide social work services to adults. This unit
manages Guardianship and Adult Home Specialist services for the county.

B. Primary Purpose of the Position
Employee provides supervision to a staff of four social workers providing direct services
to clients.
The supervisor establishes supports and implements standards which are consistent with
state and federal statutes. The supervisor is responsible for:
1) assuring implementation of agency policy;
2) providing regular supervision and guidance to staff through case review and
consultation in order to evaluate performance, maintain objectivity, and
process client specific issues;
3) receiving training, consultation, and support which will enhance effectiveness
of staff;
4) coordinating work flow operation;
5) assigning caseloads:
6) arranging mandated training efficiently and effectively, and
7) resolving problems and ensuring that quality services are rendered. This
Supervisor also screens APS reports as needed.
Employee also assists with the Agency's efforts in implementing programs and performs
other duties as required.

C. Work Schedule
Working hours are generally from 8:00 a.m. to 5:00 p.m. Monday through Friday.
Position serves in on-call rotation for Adult Protective Services. Worker may
occasionally may be required to speak at a community function, represent the
agency or assist a staff member after hours.

D. Change in Responsibilities or Organizational Relationship
None.
Essential Duties and Tasks

A. Description of Responsibilities and Duties (in order of importance):
(All responsibilities and duties described in II. A. are essential to the effective
performance of a Supervisor III.)

1. Operational Responsibilities (80%)

A. Planning
1. Develops and revises goals, work standards, polices, and procedures
affecting the unit.
2. Schedules office visits, field visits, and conferences with supervisees.
3. Aids supervisees in setting priorities and deadlines to meet goals.
4. Prepares Unit meeting agendas and individual conference agendas.
5. Reviews and interprets manuals, legal mandates, new policies, etc.,
adjusting programmatic and operational goals, policies, and procedures
as needed.
6. Plans and coordinates with contracts and other purchased services.
7. Meets with the Representative, Consultant, Representative and Regional
Medicaid Representative periodically to review changes in regulations,
and polices affecting the Unit.
8. Acts as a member of the Management Team assisting in establishing
agency goals, policies, procedures, etc. and keeps Unit informed of
Management Team decisions relating to the agency and the Unit
9. Provides input to Program Administrator, Deputy Director and/or Director
regarding need for staff, equipment, training programs, etc.
10. Attends Human Services board meetings when requested by Director to
present proposals or information concerning contracts, agency services,
etc.
12. Acts as local hearing officer for appealed cases within the agency.

B. Organizing and Directing Work
1. Assigns cases to staff and maintains workload balance.
2. Evaluates individual caseloads and staff skills on an on-going basis
making necessary changes to keep operations running smoothly
and fairly.
3. Organizes Unit to efficiently carry out changing mandates in all program
areas.
4. Operationalizes new policies and procedures.
5. Serves on Inter-Agency committees, community boards and committees
as an Agency representative.
6. Reviewing initial assessments, reassessments and quarterly reviews for
all clients.
7. Coordination with senior workers in intake unit for full-time coverage of
intake.
8. Interviews dissatisfied or special clients to resolve problems.
9. Screens APS reports and assigns reports.

C. Financial Management
1. Makes recommendations for additional personnel, equipment, etc. based
on sound factual data to the Program Administrator.
2. Monitors use of adult services funds to ensure they are used to secure the
protection of adults in the county as well as meeting the needs of all wards.

D. Review
1. Conducts individual and group conferences regularly to determine if
Unit and individual standards and goals are met.
2. Reviews case records monthly for compliance with dictation and for
compliance with regulations, policies, standards and appropriateness of
interventions.
3. Monitors established contracts to assure compliance.

2. Personnel Responsibilities (20%)

A. Training
1. Provides on-the-job training and orientation for new staff and on-going
training for all staff in individual and group settings.
2. Make arrangements for staff to attend formal training to improve skills
when offered.
3. Conducts staff meetings at least monthly to review new manual material
and agency policy, discussing problems within the Unit, and giving staff
an opportunity to share problems, concerns, ideas, etc.

B. Counseling and Disciplining Employees
1. Provides counseling to staff regarding workload, assisting staff in
dealing with their own anger and sadness resulting from work with
dysfunctional families.
2. Provides counseling and support regarding work performance and work
habit issues. If counseling and support do not work, supervisor begins the
disciplinary process following written agency policy regarding discipline
and grievance.
3. Makes recommendations to the Program Administrator regarding
promotion, dismissal, reassignment, and salary adjustments of staff.
4. Approves leave requests and reports.

C. Selection of Employees
1. Assists the Program Administrator in preparation of structured interviews,
participates in interviews of potential Unit members, and makes
recommendations, in conjunction with the Program Administrator and Deputy
Director, to the Director based on interviews and reference checks.
2. Designs new positions within the Unit and is responsible for preparation
of new job descriptions and assisting staff with updating of existing
positions when changes occur.

D. Performance Review
Evaluates each supervisee on an on-going basis and prepares an annual
evaluation or probationary evaluations as required by personnel policy.

E. Designing Positions and Preparing Descriptions
1. Participates in agency's decisions for additional positions as deemed
necessary according to mandates and agency goals.
2. Prepares and updates job descriptions as necessary to maintain positions
current duties.

F. Other Duties
Employee will be expected to work in emergency shelter and/or perform
related disaster tasks and perform tasks requested by the Program Manager,
Deputy Director, and Director.

III. Other Position Characteristics
1. Accuracy Required in Work
Exactness and accuracy are required in all aspects of duties performed. Accurate
interpretation of program, agency, county, state and federal policies, regulations,
laws, etc. is critical. A high degree of accuracy is required in training new staff
and monitoring work of existing staff as decisions made/actions taken affect the
future wellbeing of clients as well as the liability of the agency. Monitoring
funding sources is a very important function also. Personnel actions involving
hiring, discipline, and dismissal of employees require accurately abiding by legal
mandates (i.e. Equal Employment Opportunity, American Disabilities Act of
1990). Accurate documentation of the process to avoid and defend against
lawsuits is essential.

2. Consequence of Error
Error in training activities, organizing and directing work, and in planning
activities may affect the well-being of clients and the quality of family life
negatively (socially, emotionally, or economically) and may cause legal sanction
against the agency. Error in personnel matters may result in lawsuits.

3. Instructions Provided to Employee
Instructions are provided in written and oral form. Management Team meetings
are held to develop and receive instructions on administrative policies and
procedures. Employee also has scheduled conferences with the Program
Administrator. Instructions are also provided by the State through manual
Changes and administrative letters. The supervisor attends appropriate workshops
regarding policy, procedure, supervision, social work trends, and staff
development.

4. Guides, Regulations, Policies, and References Used by Employee
a. Service Information System Manual
b. Division of Aging Policy Manual
c. A Model of Excellence in Adult Services
d. A Guide to Recordkeeping for Adult Services Social Worker
f. Nash County Work First County Plan
g. County Personnel Handbook
h. Instructions from Director, Deputy Director, Program
Administrator, and Regional Consultants
i. Social Work periodicals and journals

5. Supervision Received by the Employee
Employee receives review through scheduled conferences, meetings, informal
interaction, reports, and an annual performance appraisal. Review for quality is
also received through periodic county audits and random case reviews conducted.
6. Variety and Purpose of Personal Contacts
Employee has contact with Unit staff, other units within the agency, clients,
Health Department, Mental Health, crisis organizations, churches, civic
organizations, doctors, nurses, hospital social workers, environmental health
personnel, Department of Social Services personnel, educational organizations,
community action agencies, employment agencies and the general public.
Purpose of contact varies. Employee may serve as Agency representative on
various boards and committees, act as liaison between the numerous persons and
agencies involved in the delivery of service to clients, handle and resolve
complaints from clients.

7. Physical Efforts
Employee must be able to move within the agency and use office equipment
described in #9 below on a frequent basis. Employee must travel to meetings
within the county as well as workshops and meetings out of the county.
Overnights stays are sometimes necessary.

8. Work Environment and Conditions
Work is performed in a county social service agency. Employee has a private
office within the agency to perform duties. Employee is occasionally exposed
to infectious diseases such as scabies, head lice, flu, AIDS, etc. as well as
hostile and mentally ill clients. All staff is aware of precautions to take when
such events occur. All staff are trained in the use of fire extinguishers.

9. Machines, Tools, Instruments, Equipment, and Materials Used
Employee uses personal computer, iPad, scanner, printer, copier, calculator,
automobile, and telephone in order to perform duties.

10. Visual Attention, Mental Concentration, and Manipulation Skills
Employee must use high degree of mental concentration and visual attention to
ensure that attention is given to detail when dealing with expenditure approval,
funding matters, and legal, safety, administrative, and personnel issues. Employee
must have physical dexterity required to successfully and efficiently operate
machinery and tools outlined in #9 above.

11. Safety for Others
The supervisor strengthens staff's awareness of job-related safety precautions
and ensures that staff understands the agency's Safety Protocol (including use
of law enforcement), and the importance of attitude and professionalism. See
#8 above for issues confronting the employee and unit and for precautions.

12. Dynamics of Work
Programs are periodically affected by changes in methodology, guidelines,
legislation, and shifting program emphasis. Employee must develop and
implement new approaches or procedures and train staff to meet program
objectives and maintain standards.
Knowledges, Skills and Abilities

a. Considerable knowledge and ability to apply methods and principle of
casework supervision and training.
b. Considerable knowledge of social work principles, techniques and
practices and their application to specific casework and community
problems.
c. Considerable knowledge of laws, regulations, policies and philosophy
of the Division of Social Services employment programs.
d. Considerable knowledge of governmental and private organizations,
educational and other resources within and without the community.
e. Considerable knowledge of behavioral and socio-economic problems
and their treatment including knowledge and understanding of the
characteristics of disadvantaged socioeconomic groups and
environment factors affecting public assistance recipients.
f. Considerable knowledge of state and local personnel policies
regarding leave, grievances, discipline, work hours, breaks,
documentation requirements and overtime.
g. Ability to plan, organize, evaluate, direct, and execute work
effectively. Ability to establish and maintain effective working
relationships with administrative superiors, associates, clients, social,
medical, legal, educational, employment, civic and religious
organizations.
h. Ability to supervise, train or orient lower-level employees, students,
interns or other staff.
i. Ability to express ideas clearly and concisely, orally, and in writing
and execute work effectively.
j. Ability to operate a motor vehicle.
k. Ability to use a computer and access state information systems.
Desirable Education and Experience

Required Minimum Training
Master's degree in Social Work from an appropriately accredited
institution and two years of directly related experience; or a bachelor's
degree in Social Work from an appropriately accredited institution and
three years of directly related experience; or a master's degree in in a
human services field from an appropriately accredited institution and
three years of directly related experience; or a bachelor's degree in a
human services field from an appropriately accredited institution and
four years of directly related experience or a bachelor's degree from an
accredited institution and five years of directly related experience; or an
equivalent combination of education and experience.

License or Certification Required by Statute or Regulation
a. Minimum North Carolina automobile liability insurance.
b. Valid North Carolina driver's license is required.

Candidate should have at least two years directly related experience in Guardianship, Special Assistance In-Home or facility licensure.
INSURANCE PROGRAMS

Group Health Insurance

Nash County provides full time and part-time benefit eligible employees working 30 plus hours per week with Health Insurance coverage with the North Carolina State Health Plan

Included in each selection is:

• Preventative Care Coverage
• Prescription Coverage
• Chiropractic Coverage

Health Insurance may become effective for employees the first day of the month following employment.
Group Dental Insurance
Nash County provides full-time and part-time regular employees working 30 plus hours per week. Dental Insurance becomes effective for employees the first day of the month following the 30th day of employment.
Group Life Insurance

Nash County provides term Life Insurance for full-time and part-time regular employees working 30 or more hours per week.

Life insurance is paid for you by Nash County and pays your beneficiary one time your annual salary not to exceed $200,000 in the event of your death. Accidental death and dismemberment coverage is also provided.

Life Insurance becomes effective the first day of the month following 30 days of employment. Voluntary supplemental term life insurance coverage for you, your spouse or your dependent children is also available - please see the Human Resources Department for more details.

Short Term Disability Insurance

Nash County provides active full-time regular employees working 30 plus hours per week the option to purchase Short Term Disability Insurance.

Short Term Disability Insurance may cover up to 70% of an employee's monthly salary with a maximum of $2,000 per month, in the event of an injury or illness, for up to 13 weeks.
FINANCIAL PROGRAMS
Retirement

Membership in the North Carolina Local Government Employees Retirement System is a requirement for all regular full-time and regular part-time employees. Employees contribute 6% of their annual compensation before it is taxed. If you leave County service before retirement, you may withdraw your retirement contributions or elect to freeze your contributions in anticipation of future local government employment. If you have 5 years of service, you are 100% vested in the NCLGERS.

NC401(k)

The NC401(k) supplemental retirement program is available to regular full-time and regular part-time employees. The County establishes this 401(k) account for each eligible employee and makes a 5% contribution based on monthly earnings. Employees may elect to make voluntary contributions through payroll deduction.

457 Deferred Compensation

The 457 Deferred Compensation program is available to regular full-time and regular part-time employees through payroll deduction. Deferred compensation is a voluntary investment plan to supplement retirement income and to defer taxable income.

Special Separation Allowance

The Separation Allowance is available to law enforcement officers between the ages of 55 and 62 years that are eligible and retire under the provisions of the NC Local Government Employees Retirement System.

125 Flexible Benefit Plan

Flexible Spending Account options are available to regular full-time and regular part-time employees who wish to use pre-tax dollars for eligible medical, pharmacy, dental, vision, and daycare expenses. The Flex Convenience Card program gives you instant access to your account funds.

• Health Care Spending AccountSection 125 of the IRS Code allows yearly voluntary enrollment to set aside pre-tax dollars for eligible health care expenses.
• Dependent Care Spending AccountSection 125 of the IRS Code allows yearly voluntary enrollment to set aside pre-tax dollars for eligible dependent care expenses.

Direct Deposit

Direct Deposit is a condition of employment for all employees. Deposit of your paycheck will be made to checking or savings accounts in a bank of your choice.

Credit Union

Local Government Federal Credit Union membership is available to all employees. Once you join, you can remain a member for as long as you choose. Immediate family members such as spouse, children, stepchildren, brothers, sisters, and parents can all become members.

Employees of both the Departments of Social Services and Public Health are eligible to join the State Employees Credit Union.
LEAVE PROGRAMS
Vacation Leave

For regular full-time County employees, vacation leave accrues based on length of service. Regular part-time employees accrue prorated vacation leave based on a percentage of the full-time benefit.

Sick Leave

For regular full-time County employees, sick leave accrues at 8.0 hours per month. Regular part-time employees accrue prorated sick leave based on a percentage of the full-time benefit. Your unused sick leave balance can be applied as creditable service toward a service retirement under the guidelines of the NCLGERS.

Holidays

The policy of the County is to follow the holiday schedule as published by the State of North Carolina each year.
The following holidays are observed:

• New Year's Day,
• Martin Luther King, Jr. Day,
• Good Friday,
• Memorial Day,
• Independence Day,
• Labor Day,
• Veteran's Day,
• Thanksgiving Day and the day after, and
• Three (3) days at Christmas.

Military Leave

Annual Training - Reserves and National Guard -Ten paid workdays per fiscal year.
Active Duty - Reserves and National Guard - Ten paid workdays upon activation.

Civil Leave

Paid leave is provided to full-time or regular part-time County employees called for jury duty or as a witness of the court for the federal or state government, or a subdivision thereof.

Family Medical Leave Act

Federal law provides job protection and continuation of existing paid health insurance during 12 weeks of leave, paid or unpaid, to an eligible employee for qualifying events. These events can include birth or adoption, and serious illness of an immediate family member, or of the employee.
OTHER PROGRAMS
Employee Assistance Program (EAP)

The Employee Assistance Program is open to all employees and their dependents. It is a confidential service provided at no cost to the employees of the County. EAP provides certified counselors who administer assessment and brief therapy to employees who want help with a variety of personal and work-related issues such as stress, parenting concerns, grief, alcohol/drug use, family problems, financial concerns, and work-related problems.

Wellness Center and Telemedicine

We believe that staying healthy is inclusive of exercising regularly and taking care of your physical body. Nash County has a Wellness Center, which consists of various exercise equipment and videos, open to all full and part-time employees.

All full-time employees also have access to telemedicine through Teladoc. Teladoc treats conditions like allergies, sore throats, asthma, and more. Doctors are available by phone or video 24/7 from wherever you are. They are available to diagnose symptoms and send a prescription if needed.

NOTICE OF PRIVACY PRACTICES

The benefits offered by Nash County are subject to change. In the event there is a conflict between the above contents and Nash County policies and/or a State or Federal statute, the policy/statute shall control. Plan documents will govern benefits plans should there be a conflict with this information. They are not held out to any employee as part of any contractual agreement. Benefits, policies, and procedures are subject to change or termination at any time.

Information provided on this site is for informational purposes only. Actual provisions of each plan will be provided on the certificate of coverage as part of the Summary Plan description.

Nash County is an Equal Opportunity Employer/Provider

In accordance with Federal civil rights law and the U.S. Department of Agriculture (USDA) civil rights regulations and policies, the USDA, its Agencies, offices, employees, and institutions participating in or administering USDA programs are prohibited from discriminating based on race, color, national origin, religion, sex, gender identity (including gender expression), sexual orientation, disability, age, marital status, family/parental status, income derived from public assistance program, political beliefs, or reprisal or retaliation for prior civil rights activity, in any program or activity conducted or funded by USDA (not all bases apply to all programs).
Remedies and complaint filing deadlines vary by program or incident. Persons with disabilities who require alternative means of communication for program information (e.g., Braille, large print, audiotape, American Sign Language, etc.) should contact the responsible Agency or USDA's Target Center at (voice and TTY) or contact USDA through the Federal Relay Service at .
Additionally, program information may be made available in languages other than English. To file a program discrimination complaint, complete the USDA Program Discrimination Complaint Form, AD-3027, found online at filing cust.html and any USDA office or write a letter addressed to USDA and provide in the letter all of the information requested in the form.
To request a copy of the complaint form, call . Submit your completed form or letter to USDA by:

1. mail: U.S. Department of Agriculture

Office of the Assistant Secretary for Civil Rights

1400 Independence Avenue, SW
Washington, D.C. 20250-9410;
2. fax: ; or
3. email:

USDA is an equal opportunity provider, employer, and lender.
01

Which best describes your level of education? (Social Worker Supervisor)

• Master's Degree in Social Work
• Master's Degree in a Human Services field
• Master's Degree (in a field other than Social Work or Human Services)
• Bachelor's Degree in Social Work
• Bachelor's Degree in a Human Services field
• Bachelor's Degree (in a field other than Social Work or Human Services)
• Associates Degree
• High School Diploma or GED
• No HS Diploma or GED

02

How many years of experience do you have as a Social Worker?

• No experience
• Up to 1 year
• 1-2 years
• 3-5 Years
• 5+ Years

03

How many years of DSS experience do you have directly related to Adult Protective Services, Guardianship, Special Assistance In-Home or facility licensure?

• No experience
• 0-1 year of experience
• 1 - 2 years of experience
• 2 - 3 years of experience
• 3 - 5 years of experience
• 5+ years of experience

04

How many years of supervisory experience do you have?

• None
• 0 - 2 years
• 2 - 5 years
• 5+ years

05

Employees are expected to work in emergency shelters and/or perform disaster related tasks.

• Accept
• Decline

06

Your application must illustrate all relevant education and experience you have acquired in the last 10 years, to include any gaps you have had between employment (gaps in employment MUST be documented under the work experience section of the application). Failure to complete the "Work Experience" & "Education" sections of the application may result in your application not being considered. A resume will not be considered in determining your qualification for this position.

• I have read and complied with the above statement
• I have not read this information

Required Question