Social Work Supervisor II
Guilford County-
GUILFORD COUNTY GOVERNMENT
Empower Successful People to thrive in a Strong Community supported by Quality Government
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Description
Work in this classification involves providing supervision to a staff of social workers who provide direct and indirect services to clients. Employees are responsible for guiding and coordinating the activities of a group of predominately Social Worker III-level staff, and Supervisor I level staff who are engaged in social work, casework, and community services. Work involves working in concert with line supervisors to ensure formulation and implementation of necessary plans and strategies facilitating delivery of benefits in a correct and timely manner; direct supervision of line supervisory staff. Including ongoing evaluation of individual staff performance and proper administration of disciplinary actions; communication with staff as to agency, division of Child Development and Early Education (DCDEE), and State on policy and procedural issues. The Social Work Supervisor II's responsibilities may range from a single sub-unit in an agency to multiple service programs. Employees may provide input to higher level management on administrative, personnel, and budget issues. Employees report to a higher level supervisor or Program Manager.
Examples of Duties
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ESSENTIAL DUTIES AND TASKS
- Ensure compliance with DCDEE and DHHS mandates via monitoring of reports, meeting with line supervisors to assess, plan and execute; dissemination of information via individual conferences and staff meetings, realign staffing or workload assignments as appropriate.
- Attend and participate in various meetings, e.g. Management Team, Economic Services Division, Supervisory meetings, community entities, Childcare Program Representative, Quality Assurance, as well as community Childcare partners.
- Research and prepare various reports for agency, DCDEE, and DHHS.
- Monitor communications to ensure business is conducted in a proper and timely manner.
- Formulate and implement corrective action plans, prior consultation and approval of any disciplinary actions, complete performance evaluations of immediate staff and review subordinate supervisors' performance evaluations or their staff;
- Attend disciplinary action appeals and Employment Security of EEOC appeals and participation therein.
Planning - Work involves reviewing program objectives, client needs, and service delivery concerns with staff and formulating specific goals and objectives for the assigned program area. Employees provide input to higher-level management on short-range planning needs for staff or unit.
Organizing and Directing - Employees assign cases to staff and maintain workload balance. Employees make changes in work procedures to meet program demands and present recommendations to management on issues that impact on programmatic goals, objectives and policies.
Budgeting - Employees are minimally involved in the development, justification, or allocation of funds. Employees may manage a small unit budget and monitor staff and administrative expenditures.
Training - Employees provide on-the-job training for staff and make arrangements for staff to receive approved training.
Setting Work Standards - Employees ensure that policies, rules and regulations are followed. Employees explain and implement changes when necessary.
Reviewing Work - Employees monitor the work of subordinate staff through individual case reviews, progress and transaction reports, updates, conferences and informal discussions; employees assure compliance with operational standards and established policies.
Counseling and Disciplining - Employees discuss problems with staff, make recommendations regarding disciplinary action and conduct disciplinary conferences, all subject to approval and review by an upper level supervisor.
Performing Other Personnel Functions - Employees participate in the interview and selection process and make recommendations to higher level management on hiring decisions. Employees provide input on discussions concerning promotions and salary adjustments for individuals supervised. Employees participate in subordinate's performance evaluations and approve leave requests.
II. SCOPE AND NATURE OF WORK SUPERVISED
Dynamics of Work Supervised - Programs are periodically affected by changes in methodology, guidelines and shifting program emphasis. These changes may require employees to develop new approaches or procedures to meet program objectives.
Variety of Work Supervised - Employees supervise staff responsible for the delivery of basic social work services to clients and their families who have social, economic, emotional or mental problems.
Numbers of Employees Responsible For - Employees are responsible for supervising approximately five to twelve professional and paraprofessional employees.
III. EXTENT OF SUPERVISION RECEIVED
Employees are responsible for the quality of service provided by staff. Employees receive reviews through periodic conferences, meetings, informal interaction, reports, and performance appraisals. Review for quality is also received through periodic random case reviews.
RECRUITMENT STANDARDS
Knowledge, Skills, and Abilities
- Knowledge of methods and principles of casework supervision and training.
- Considerable knowledge of social work principles, techniques, and practices and their application to specific casework and community problems.
- Considerable knowledge of behavioral and socioeconomic problems and their treatment and of governmental and private organizations and community resources.
- Considerable knowledge of the laws, regulations and policies that govern social work programs and referral sources for clients.
- Ability to supervise, train, or orient lower-level supervisors, social workers, caseworkers, students, interns, or other staff.
- Ability to express ideas clearly and concisely and to plan and execute work effectively.
Typical Qualifications
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- MSW from an accredited school of social work.
- BSW from an accredited school of social work and two years of professional social work or counseling experience
- Master's degree in a counseling field and two years professional social work or counseling experience
- Bachelor’s degree in a human service field or related curriculum and two years professional social work or counseling experience
- Bachelor’s degree from an accredited college/university and three years professional experience in a related human service field providing experience in the techniques of casework, group work or community organization
- Must have possession of an appropriate driver's license issued by the State of North Carolina
- A motor vehicle record (MVR), background check, and drug screening will be conducted on candidates considered for positions
- Prefer North Carolina Social Services experience
Supplemental Information
Residency Requirement
Candidate must reside within a two-hour driving radius of Guilford County to be considered for employment.
Transcripts are required. Copy of transcript must be submitted with application. Official college transcripts required at time of hire.
May Require Driving
This position may require driving for this position whether driving a County owned or personal vehicle to conduct county business such as but not limited to attending conferences, meetings, or any other county related functions. Motor Vehicle Reports may be verified for valid driver's license and that the driving record is compatible with the county's driving criteria.
If a personal vehicle is operated for county business proper insurance is maintained as per Guilford County's vehicle use policy.
Special Note: This generic class description gives an overview of the job class, its essential job functions and recommended job requirements. However, for each individual position assigned to this class, there is available a completed job questionnaire with a physical abilities checklist which gives further details, especially specific job requirements applicable for that position. These documents should be reviewed before initiating a selection process. They can provide additional detailed information on which to base various personnel actions and can assist management in making legal and defensible personnel decisions.
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Guilford County is committed to providing Equal Employment Opportunity (EEO) to employees and applicants for employment regardless of color, religion, sex, national origin, age, disability, genetic information, sexual orientation or political affiliation. The County is committed to complying with all applicable federal, state and local laws that pertain to employment, and to providing a work environment that is free from discrimination of any kind. If you need an auxiliary aide, make the request forty-eight (48) hours in advance of the time the accommodation is needed by calling 336-641-3324.