$72,000 - $78,000/year

Program Position

The Social Work Supervisor oversees a team within the Enhanced Family Foster Care (EFFC) program, supporting adolescents and families through a wide range of child welfare needs. This role focuses on guiding case managers in effective service delivery, permanency planning, and successful transitions for youth in foster care. Key responsibilities include supervising staff, ensuring quality documentation for ACS and Family Court, and supporting Preparing Youth for Adulthood (PYA) initiatives. The ideal candidate brings strong leadership, foster care expertise, and a commitment to helping youth achieve safe, lasting outcomes.

Essential Duties

• Understand and promote the organization’s Mission, Vision, and Core Values to ensure alignment with organizational policies and procedures.
• Supervision of Enhanced Family Foster Care Unit providing services aimed at meeting the permanency and service needs of adolescent youth and their families.
• Provide close supervision, training, and guidance to case managers to ensure safe, effective discharge planning within The Child Success Model.
• Act as liaison to Administration for Children’s Services and Family Court reviewing all staff’s reports and notes prior to submittal to ACS and Court.
• Provide leadership and support to staff regarding Preparing Youth for Adulthood (PYA) policy and practice.
• Lead staff in developing safe, effective discharge plans for young adults transitioning from foster care.
• Have demonstrated expertise in the provision of services to youth in foster care.
• Participate in Family Team Conferences, staff training, and planning sessions.
• Perform other duties as assigned.
  
  

Minimum Qualifications

• Masters of Social Work required; plus, three years post MSW experience.
  
  

Key Competencies

• Thorough working knowledge of the foster care and adoption system.
• Excellent oral and written communication skills.
• Excellent organizational and management skills.
• Flexibility and ability to work under pressure and to relate to birth parents, foster parents, and children.
  
  

It is the policy of Children's Aid to provide equal employment opportunity to all employees and applicants for employment and is dedicated to maintaining a work environment that is free from harassment and discrimination. Children's Aid will not tolerate discrimination, harassment, or retaliation on any basis, including race, creed, color, national origin, ethnicity, alienage or citizenship status, gender/sex (including pregnancy), disability, religion, source of income, sexual orientation, gender identity or expression, age, familial status, caregiver status, military status, marital or partnership status, status as a victim of domestic violence, sexual violence or stalking, predisposing genetic characteristics, arrest or conviction record, credit history, unemployment status or any other characteristic protected by federal, state or local law. Children’s Aid is committed to complying with applicable state and local laws governing non-discrimination in employment. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Children’s Aid will conduct a prompt and thorough investigation of all allegations of discrimination, harassment, retaliation, or any violation of the Equal Employment Opportunity Policy in a confidential manner and will take appropriate corrective action, if and where warranted. Children’s Aid prohibits retaliation against employees who provide information about, complain about, or assist in the investigation of any complaint of discrimination or violation of the Equal Employment Opportunity Policy.

The incumbent is expected to work a schedule, whether in-person or hybrid, as determined by the department's needs to facilitate effective collaboration with the team. This flexibility is essential for maintaining seamless communication, fostering teamwork, and ensuring the smooth operation of the department's processes. The position's requirements are subject to periodic review and adjustment based on organizational needs and changes in work dynamics.