Child Support Director

Rock County Janesville , WI 53548

Posted 3 weeks ago

Position Summary and Job Duties

This is administrative work directing the County's Child Support Program. The incumbent develops, coordinates and monitors the Child Support Program in accordance with State and Federal rules and regulations and County policies.

Analyze state statutes, state policies, and Federal regulations and set up procedural policies within the department to conform to the child support guidelines and laws.
1.Provide direction to supervisors and staff regarding laws, procedures, and policies.
2.Coordinate the activities of the department with various local, state and federal agencies, and execute cooperative agreements with each county agency involved in the child support program.
3.Establish and maintain positive and effective working relationships with state and county departments, attorneys, and the general public.
4.Inform parents/clients of the procedures needed to comply with the various federal rules and regulations of the program in a way that both maximizes the payment of obligations and minimizes hardship.
5.Implement and monitor methods to improve the overall performance of the department, including through state and federal performance measures.
6.Prepare and present detailed written and oral reports.
7.Prepare required audit reports for state and federal auditors; issue procedures to implement audit recommendations.
8.Supervise the preparation of various reports, both fiscal and statistical.
9.Respond to complaints filed by the public or child support officials regarding staff actions or agency policies.

Supervise and direct the overall operation of the department.
1.In conjunction with the supervisors, interview, select, direct, and evaluate the staff of the department, and address any personnel issues that may arise.
2.Develop positive working relationships with and among department staff.
3.Prepare the annual department budget and State contract; maintain knowledge of budgetary expenditures to stay within approved budget and contract.
4.Provide guidance to employees in the department concerning effective child support enforcement procedures and techniques.

Provide public information and education as to the services available and the purpose of the child support program.

Perform related work as required.

Success Factors (KSA's)

  • Thorough knowledge of the state and federal laws, rules and regulations as they pertain to the operation of a child support agency.

  • Considerable knowledge of the procedures used by other county departments involved with the child support agency.

  • Considerable knowledge of modern administrative, managerial, accounting and supervisory principles and practices.

  • Considerable knowledge of family law, legal procedures and court procedures.

  • Ability to coordinate the activities of a function that crosses departmental lines of authority and involves the work of employees of other county departments.

  • Ability to work independently, exercise judgment, and effectively utilize authority.

  • Ability to prepare written and oral reports and records.

  • Ability to select, plan, organize, and supervise the work of others.

  • Ability to establish and maintain effective working relationships with staff, state and county departments, and the general public.

  • Ability to effectively negotiate with different levels of individu

Job Requirements, Education, Training & Experience

  • Graduation from an accredited college or university with a bachelor's degree in business administration, criminal justice, psychology, sociology or related field; and

  • Three years responsible work experience in child support or closely related field; and

  • Supervisory experience; or

  • An equivalent combination of training and experience which provides the above knowledge, abilities and skills

Essential Job Functions (physical elements, equipment and working conditions)

Physical elements:

  • Ability to stand, walk and sit.

  • Ability to exert up to 20 lbs of force occasionally or up to 10 lbs of force frequently

Equipment use:

  • Ability to use computer and computer keyboard.

  • Ability to use standard office equipment.

Working conditions:

  • Almost all indoor work in an office setting.

Rock County, Wisconsin

Facts and Benefits Highlights

Rock County historic and cultural attractions:

Rock County is located in south Central Wisconsin along the Illinois border. The County has a population of 161,188 making it the ninth largest County in Wisconsin. Janesville, Wisconsin (pop. 64,009) is the county seat. Janesville is located on the I39/90 corridor, forty miles south of Madison, seventy-six miles west of Milwaukee and about two hours from Chicago.

Rock County's many historic and cultural attractions include the City of Evansville historic district, Beloit College (an acclaimed liberal arts institution located in the City of Beloit) and the City of Janesville's Rotary Botanical Gardens and Tallman House (an exceptional example of Italian villa style architecture from the mid 1850's).

The Cities of Janesville and Beloit have a combined symphony orchestra, as well as individual performing arts centers. The Rock County Fair and Riverfest are regional cultural celebrations held every summer in the Cities of Janesville and Beloit respectively. These Cities both have extensive park and open space networks, including portions of the Ice Age National Scenic Trail, a Statewide trail commemorating the State's geologic history. Additionally, the Rock River runs through these Cities, offering many recreational opportunities.

  • Salary:

Employees are paid every two weeks on Friday (26 checks in a year). Paychecks are directly deposited in the employee's bank account. There is a two week delay between the pay period worked and the payday. New employees generally wait four weeks before they receive their first check.

  • Vacation:

Employees receive vacation based upon the work group/bargaining unit their job class is assigned to. See attached Appendix A for more information.

  • Holidays:

Most employees receive the following holidays: 1) New Year's Day; 2) Spring Holiday to be observed the Friday immediately preceding Easter; 3) Memorial Day; 4) July 4th; 5) Labor Day; 6) Thanksgiving Day; 7) Friday after Thanksgiving Day; 8) Day before Christmas; 9) Christmas Day; and l0) one Floating Holiday of the Employee's choice. For a list of holidays in the law enforcement units see their Collective Bargaining Agreements.

  • Health Insurance including our Wellness component:

The County is self-insured and offers a network of health care providers through the Alliance Network, which includes: 90 hospitals; 7,000 medical doctors; 13,500 total professional service providers; 3,400 medical clinic sites; 420 chiropractic clinic sites; 580 mental health clinic sites; and 1000 home care agency locations. Pharmacy services are provided by Navitus.

The Alliance is a cooperative of more than 240 self-funded employers in Wisconsin, Iowa and Illinois. The Alliance was started in 1990 and has three goals - moving health care forward by controlling costs, improving quality, and engaging individuals in their health care.

When an employee resigns from County employment, their health insurance ends at 11:59 p.m. on their last day. When an employee retires from County employment, their health insurance ends at 11:59 p.m. on the last day of the month.

Employees who retire from County service may choose to stay on our health insurance plan at their own cost after retirement.

  • Sick Leave:

Employees earn one day (8 hours) of sick leave for every month they work. Employees can use the sick leave after completing six months of service. Sick leave can be accumulated to a maximum of 130 days (1040 hours) for employees and 150 days for employees in law enforcement units. Employees in certain job classes are able to receive a pay out of a portion of their accumulated sick leave (generally after ten years or more of continuous employment).

  • Dental Plan:

The County offers a dental plan through Delta Dental and will pay 60% of the applicable

premium for the lowest cost plan. Employees can enroll within the first 30 days of

employment, after that there is an annual open enrollment period in the fall.

  • Vision Plan:

The County offers a vision plan which employees can enroll in at their own cost. Employees

can enroll within the first 30 days of employment, after that there is an annual open enrollment

period in the fall.

  • Life Insurance:

The County provides term life insurance through the State of Wisconsin Plan. Employees can purchase insurance in increments based on their salary, up to five times their salary. The County will contribute 20% of the cost for the first increment only - one times the employee's salary. Employees can also purchase coverage for their spouse and/or children.

  • Deferred Compensation:

Employees can participate in one of several deferred compensation plans (Nationwide, Wisconsin Deferred Comp, and Security Benefits) at their own cost.

  • Flexible Spending Account (Medical and Dependent Care):

Effective January 1, 2014 employees can put up to $2,550 into a flexible spending account through EBC (Employee Benefits Corporation) to pay for their own non-reimbursed medical care expenses. Employees can also put in up to $5,000 for dependent care accounts. This is a pre-tax deduction for the employee. If employees do not use all of their funds one year, they can carry over up to $500 and add it to their $2,550 maximum for the next year. If you leave County employment, you have ninety (90) days to submit expenses incurred prior to your last day.

  • Tuition Reimbursement:

Employees may be granted leave to further their education if it is determined to be in the best interest of the County.

  • Retirement:

Rock County participates in the Wisconsin Retirement System (WRS). Employee who have questions about their retirement benefits should contact WRS. What an employee receives at retirement is dependent upon a number of factors age, length of service, salary.

Rock County and the employee make equal contributions to the Wisconsin Retirement System on behalf of the employer. The contribution rate is addressed in the employment letter.

Employees in protective status have the percentage contributions defined in their respective collective bargaining units.

  • Bereavement Leave:

In the event of a death an employee may be excused from work without loss of pay for up to a maximum of thirty-two (32) hours annually for the purpose of attending a wake, visitation, memorial service, funeral, or make necessary arrangements regarding the death, within a reasonable time after the occurrence.

If additional time is required beyond the thirty-two (32) hours annually, an employee may request to use accumulated vacation, holiday or comp-time. Sick leave cannot be used.

Bereavement leave cannot be accrued from one year to the next.

Bereavement leave can be used in increments of quarter hours.

All leaves under this section shall be prorated based upon the employee's FTE. Personnel Ordinance 18.509.

  • EAP:

The County provides an Employee Assistance Program (EAP) for employees to use for all kinds of personal and professional assistance. In the case of counseling, professional counselors are available 24 hours a day, 7 days a week. An employee can establish a relationship with a counselor over the phone or set up an in-person appointment with a counselor in the area. The EAP program will pay for up to three visits.

  • Parking:

The County provides free parking at all of its facilities.

  • Smoking:

All County buildings are smoke free. By County Ordinance anyone visiting or working in any County building is prohibited from smoking closer than 30 feet from any building entrance. The Ordinance also makes the entire Rock Haven Nursing Home a smoke free "campus."

APPENDIX A

Administrative Policy & Procedure Manual

Section: Human Resources

Policy: Vacation Schedules

Policy No: 5.47

Effective: 1/1/2016

Revising: 1/1/2014

The Unilateral Vacation Schedule can be found in the Rock County Ordinance 18.506

The following language only applies to employees who are in job classes that were covered by the following collective bargaining agreements on December 31, 2011.

(AFSCME 1077, 1258, 2489, AMHS RH, AMHS-HSD, ATTORNEYS, YSC, Public Health Nurses)

Employees shall be entitled to annual paid vacation as follows: upon the completion of one

year, ten working days; in addition, Employees shall be entitled to one

additional day of vacation per year for each additional year of employment, up to a

maximum of twenty-five working days of vacation per year according to the following

schedule:

After 2 years 11 days After 10 years 19 days

After 3 years 12 days After 11 years 20 days

After 4 years 13 days After 12 years 21 days

After 5 years 14 days After 13 years 22 days

After 6 years 15 days After 17 years 23 days

After 7 years 16 days After 18 years 24 days.

After 8 years 17 days After 19 years 25 days

After 9 years 18 days

(AMHS-HSD)

For employees who are in job classes that were covered by the AMHS HSD contract on 12/31/2011, vacation pay and/or time off, shall be earned on a pay period rate, and available for immediate use in the following pay period and thereafter. Said time off may be used in time blocks of eight hours or less to a minimum of thirty minutes.

Probationary Employees. Employees shall accrue, but not be entitled to utilize vacation benefits during the first six (6) months of probation.

(ATTORNEYS)

Attorneys may take five days of vacation during the second six months of their employment, five days during the third six months, five and one-half days during the fourth six months, five and one-half days during the fifth six months, and six days during the sixth six months, if they desire. No more than two periods of earned vacation may be accumulated or taken without the consent of the Human Resource Director. Attorneys earn five days of vacation during both six month periods the first year of employment, five and one-half days each six month period of the second year, six days each six month period during the third year and continuing in the same manner thereafter, up to a maximum of twenty-two working days of paid vacation per year.
7.05 I. Employees, upon separation, shall have all unused and accrued vacation credits (which are earned as specified above) contributed to a Post-Employment Health Plan (PHEP).

PART TIME EMPLOYEES:

(AMHS HSD)

All regularly scheduled part-time employees will be allowed paid vacation on a pro-rated amount based on actual hours paid.

(AFSCME 1258)

Regular part-time employees shall be entitled to vacation benefits on a pro-rata basis based on actual hours worked, excluding over time hours.

(AMHS RH)

All regularly scheduled part-time employees will be allowed paid vacation on a pro-rated amount based on actual hours paid.

Agency Rock County

Address 51 S.Main Street

Janesville, Wisconsin, 53545

Phone (608) 757-5523

(608) 757-5520

Website http://www.co.rock.wi.us/Dept/HR/Employment.htm


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Rock County, Wisconsin Facts and Benefits Highlights Rock County historic and cultural attractions: Rock County is located in south Central Wisconsin along the Illinois border. The County has a population of 161,188 making it the ninth largest County in Wisconsin. Janesville, Wisconsin (pop. 64,009) is the county seat. Janesville is located on the I39/90 corridor, forty miles south of Madison, seventy-six miles west of Milwaukee and about two hours from Chicago. Rock County's many historic and cultural attractions include the City of Evansville historic district, Beloit College (an acclaimed liberal arts institution located in the City of Beloit) and the City of Janesville's Rotary Botanical Gardens and Tallman House (an exceptional example of Italian villa style architecture from the mid 1850's). The Cities of Janesville and Beloit have a combined symphony orchestra, as well as individual performing arts centers. 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See attached Appendix A for more information. * Holidays: Most employees receive the following holidays: 1) New Year's Day; 2) Spring Holiday to be observed the Friday immediately preceding Easter; 3) Memorial Day; 4) July 4th; 5) Labor Day; 6) Thanksgiving Day; 7) Friday after Thanksgiving Day; 8) Day before Christmas; 9) Christmas Day; and l0) one Floating Holiday of the Employee's choice. For a list of holidays in the law enforcement units see their Collective Bargaining Agreements. * Health Insurance including our Wellness component: The County is self-insured and offers a network of health care providers through the Alliance Network, which includes: 90 hospitals; 7,000 medical doctors; 13,500 total professional service providers; 3,400 medical clinic sites; 420 chiropractic clinic sites; 580 mental health clinic sites; and 1000 home care agency locations. Pharmacy services are provided by Navitus. The Alliance is a cooperative of more than 240 self-funded employers in Wisconsin, Iowa and Illinois. The Alliance was started in 1990 and has three goals - moving health care forward by controlling costs, improving quality, and engaging individuals in their health care. When an employee resigns from County employment, their health insurance ends at 11:59 p.m. on their last day. When an employee retires from County employment, their health insurance ends at 11:59 p.m. on the last day of the month. Employees who retire from County service may choose to stay on our health insurance plan at their own cost after retirement. * Sick Leave: Employees earn one day (8 hours) of sick leave for every month they work. Employees can use the sick leave after completing six months of service. Sick leave can be accumulated to a maximum of 130 days (1040 hours) for employees and 150 days for employees in law enforcement units. Employees in certain job classes are able to receive a pay out of a portion of their accumulated sick leave (generally after ten years or more of continuous employment). * Dental Plan: The County offers a dental plan through Delta Dental and will pay 60% of the applicable premium for the lowest cost plan. Employees can enroll within the first 30 days of employment, after that there is an annual open enrollment period in the fall. * Vision Plan: The County offers a vision plan which employees can enroll in at their own cost. Employees can enroll within the first 30 days of employment, after that there is an annual open enrollment period in the fall. * Life Insurance: The County provides term life insurance through the State of Wisconsin Plan. Employees can purchase insurance in increments based on their salary, up to five times their salary. The County will contribute 20% of the cost for the first increment only - one times the employee's salary. Employees can also purchase coverage for their spouse and/or children. * Deferred Compensation: Employees can participate in one of several deferred compensation plans (Nationwide, Wisconsin Deferred Comp, and Security Benefits) at their own cost. * Flexible Spending Account (Medical and Dependent Care): Effective January 1, 2014 employees can put up to $2,550 into a flexible spending account through EBC (Employee Benefits Corporation) to pay for their own non-reimbursed medical care expenses. Employees can also put in up to $5,000 for dependent care accounts. This is a pre-tax deduction for the employee. If employees do not use all of their funds one year, they can carry over up to $500 and add it to their $2,550 maximum for the next year. If you leave County employment, you have ninety (90) days to submit expenses incurred prior to your last day. * Tuition Reimbursement: Employees may be granted leave to further their education if it is determined to be in the best interest of the County. * Retirement: Rock County participates in the Wisconsin Retirement System (WRS). Employee who have questions about their retirement benefits should contact WRS. What an employee receives at retirement is dependent upon a number of factors – age, length of service, salary. Rock County and the employee make equal contributions to the Wisconsin Retirement System on behalf of the employer. The contribution rate is addressed in the employment letter. 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Personnel Ordinance 18.509. * EAP: The County provides an Employee Assistance Program (EAP) for employees to use for all kinds of personal and professional assistance. In the case of counseling, professional counselors are available 24 hours a day, 7 days a week. An employee can establish a relationship with a counselor over the phone or set up an in-person appointment with a counselor in the area. The EAP program will pay for up to three visits. * Parking: The County provides free parking at all of its facilities. * Smoking: All County buildings are smoke free. By County Ordinance anyone visiting or working in any County building is prohibited from smoking closer than 30 feet from any building entrance. The Ordinance also makes the entire Rock Haven Nursing Home a smoke free "campus." APPENDIX A Administrative Policy & Procedure Manual Section: Human Resources Policy: Vacation Schedules Policy No: 5.47 Effective: 1/1/2016 Revising: 1/1/2014 The Unilateral Vacation Schedule can be found in the Rock County Ordinance 18.506 The following language only applies to employees who are in job classes that were covered by the following collective bargaining agreements on December 31, 2011. (AFSCME 1077, 1258, 2489, AMHS RH, AMHS-HSD, ATTORNEYS, YSC, Public Health Nurses) Employees shall be entitled to annual paid vacation as follows: upon the completion of one year, ten working days; in addition, Employees shall be entitled to one additional day of vacation per year for each additional year of employment, up to a maximum of twenty-five working days of vacation per year according to the following schedule: After 2 years – 11 days After 10 years – 19 days After 3 years – 12 days After 11 years – 20 days After 4 years – 13 days After 12 years– 21 days After 5 years – 14 days After 13 years– 22 days After 6 years – 15 days After 17 years – 23 days After 7 years – 16 days After 18 years – 24 days. After 8 years – 17 days After 19 years – 25 days After 9 years – 18 days (AMHS-HSD) For employees who are in job classes that were covered by the AMHS HSD contract on 12/31/2011, vacation pay and/or time off, shall be earned on a pay period rate, and available for immediate use in the following pay period and thereafter. Said time off may be used in time blocks of eight hours or less to a minimum of thirty minutes. Probationary Employees. Employees shall accrue, but not be entitled to utilize vacation benefits during the first six (6) months of probation. (ATTORNEYS) Attorneys may take five days of vacation during the second six months of their employment, five days during the third six months, five and one-half days during the fourth six months, five and one-half days during the fifth six months, and six days during the sixth six months, if they desire. No more than two periods of earned vacation may be accumulated or taken without the consent of the Human Resource Director. Attorneys earn five days of vacation during both six month periods the first year of employment, five and one-half days each six month period of the second year, six days each six month period during the third year and continuing in the same manner thereafter, up to a maximum of twenty-two working days of paid vacation per year. 7.05 I. Employees, upon separation, shall have all unused and accrued vacation credits (which are earned as specified above) contributed to a Post-Employment Health Plan (PHEP). PART TIME EMPLOYEES: (AMHS HSD) All regularly scheduled part-time employees will be allowed paid vacation on a pro-rated amount based on actual hours paid. (AFSCME 1258) Regular part-time employees shall be entitled to vacation benefits on a pro-rata basis based on actual hours worked, excluding over time hours. (AMHS RH) All regularly scheduled part-time employees will be allowed paid vacation on a pro-rated amount based on actual hours paid. Agency Rock County Address 51 S.Main Street Janesville, Wisconsin, 53545 Phone (608) 757-5523 (608) 757-5520 Website http://www.co.rock.wi.us/Dept/HR/Employment.htm Rock County Janesville WI

Child Support Director

Rock County