Human Services Supervisor I - Child Protective Services Ongoing Supervisor

Position Summary and Job Duties

This is position is a leadership role within Rock County Human Services and will act as a member of a multi-disciplinary team. This position will work closely with their staff along with other supervisors within the Rock County Human Service Department in order to assure that children are safe, protected and receive permanence. This position will provide consultation, identify professional development needs of staff and oversee case decision-making of up to seven social workers/case managers to assure high quality service to the families of Rock County. This position will cross-train in other units throughout the CPS Department.

This position supports and promotes the Mission, Vision and Guiding Principles of the Human Services Department and performs in a manner consistent with the Professional Standards, Leadership Charter, Commitment to Co-Workers and the Family First Prevention Services Act.

45%- Provides oversight and supervision to staff.

1.Reviews cases, applies assessment skills, and makes determinations regarding appropriate course of action.

2.Consults on cases and provides feedback and direction to staff regarding child safety.

3.Provides individual and group supervision to monitor performance and facilitate professional development.

4.Promotes family centered and strength based approaches in working with CPS families.

5.Provides after hours supervisory consultation surrounding safety of children on nights and weekends on a rotating basis.

30%- Provides administrative oversight for CPS units.

1.Develops, implements, and evaluates program policies and procedures.

2.Assures compliance with all relevant administrative codes and applicable laws and statutes.

3.Monitors units and staff productivity and works to maximize efficiency wherever possible.

4.Interviews, selects, supervises, discipline and evaluates assigned staff according to HSD and Rock County procedures.

15%- Collaborates with internal and external partners to assure coordination of services.

1.Participates as a member of the Child Protective Services Supervisory team, working collaboratively with colleagues to assure a quality continuum of services for families.

2.Represents the HSD in the community as appropriate including education and community liaison duties with regard to CPS issues/concerns.

3.Communicates and collaborates with staff and supervisors across HSD divisions to assure coordinated efforts to serve families.

4.Consultation with CPS Program Manager on a bi-weekly basis and/or more frequently if required and/or needed.

5%- Miscellaneous duties:

1 Attend supervisory conferences, staff, team and department meetings.

2.Attend in-services, mandatory trainings, staffings, and other meetings with supervisor's approval.

3.May be assigned to participate in committees within the department, county or community to represent CPS

5%- Performs other duties as assigned.

1.Assist and/or provide coverage for other areas/units within CPS, as needed.

2.Assist with screening of new access reports received by the agency.

Success Factors (KSA's)

• Knowledge of Family First Legislation.

• Knowledge of approved social work principles and methods in the field of child welfare, family inter-relationships, and individual and group behavior.

• Knowledge of current social and economic problems and the way in which they affect families and individuals.

• Knowledge of child development and family systems theories and practices that guide assessment of and work with children and families in crisis.

• Knowledge of applicable state and federal codes, standards and statutes including Chapter(s) 48, 938 and 51.

• Knowledge of automated child welfare systems (WiSACWIS) and the Child Welfare Model.

• Knowledge of CPS Access, Initial Assessment, Ongoing and Safety Standards.

• Knowledge of Evidence Base Practices and Trauma Informed Care and it's application in Child Welfare.

• Ability to communicate ideas effectively orally and in writing.

• Ability to establish and maintain effective working relationships with families, administrative superiors, co-workers, the general public and community partners in a manner that support collaboration.

• Knowledge of CPS Access, Initial Assessment, Ongoing and Safety Standards.

• Knowledge of Evidence Base Practices and Trauma Informed Care and it's application in Child Welfare.

• Ability to communicate ideas effectively orally and in writing.

• Ability to establish and maintain effective working relationships with families, administrative superiors, co-workers, the general public and community partners in a manner that support collaboration.

• Ability to resolve conflicts in a healthy manner.

• Ability to stimulate staff growth and development and to give effective casework consultation.

• Ability to collect, organize and utilize data for program improvement purposes.\

• Ability to function as part of a team.

• Skills in organization and time management.

• Skills in supervision and supportive management of staff.

Job Requirements, Education, Training & Experience

Bachelors degree (Masters degree preferred) from accredited college or university with a major in Social Work or related field.

• Two or more years supervisory experienced preferred.

• Five or more years of experience in a public social service agency or an equivalent combination of training and experience.

• Wisconsin Social Work certification preferred.

• Possession of an unrestricted driver's license and auto insurance.

• Access to a personal vehicle to commute between county buildings and meeting locations.

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

Physical elements:

• Ability to stand, walk and sit

Equipment use:

• Ability to use a computer and computer keyboard.

• Ability to use a copier, fax, scanner and telephone.

Working Conditions:

• Ability to work non-traditional hours and be on call after hours with the ability to have a flexible schedule. Primary work hours are M-F 8-5 with an hour lunch break but must have the ability to be flexible to meet family, staff and department needs.

• Almost all indoor work but may be required to accompany staff to community and home based visits and court.

• Potential exposure to physically or verbally abusive clients.

Rock County Employee

Facts and Benefits Highlights

• Rock County historic and cultural attractions:Rock County is 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, which is a live paper check. Direct deposit is a requirement of employment.

• Holidays (Ordinance 18.501):

The following holidays are observed by the County and shall be granted to regular employees with pay and to temporary employees without pay, unless such employees are required to be on scheduled work:

(a) New Year's Day

(b) Martin Luther King Jr. Day

(c) Spring Holiday to be observed the Friday immediately preceding Easter

(d) Memorial Day

(f) July 4th

(g) Labor Day

(h) Thanksgiving Day

(i) Friday following Thanksgiving

(j) Day before Christmas

(k) Christmas Day

(l) One Floating Holiday

(m) Any additional holiday granted by the County Board.

(n) The County Administrator may designate additional holidays in unusual circumstances with the approval of the County Board Chair and/or Vice Chair.

For employees working the standard work schedule, when a holiday falls on Saturday, it shall be observed on the preceding Friday. When a holiday falls on a Sunday, the following Monday shall be observed.

For employees not working the standard work schedule see the HR Policies and Procedures.

• Vacation (Policy & Procedure Manual 5.47):

Employees (.4 FTE or greater) hired on or after April 10, 2023, shall earn vacation according to the following schedule:

• Health Insurance including our Wellness component:

Rock County offers a dual choice point of service plan. Employees will have a choice to elect coverage with either Dean Health Care or Mercy Health Care. Employees can enroll within the first 30 days of employment, after that there is an annual open enrollment period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made. The County will pay 90% of the premium for health insurance and the Employee may earn the remaining 10% of the premium, based on the terms of participation of the Healthy Employee Incentive Program.

• Sick Leave (Policy 5.39):

Sick leave pay shall commence on the first day of any period of illness due to accident, injury, or disease.

All full-time employees shall earn one sick leave day per month of continuous employment. All part-time employees whose regular workweek is sixteen hours or more shall earn one sick leave day on a prorated basis directly in relation to the normal full time employment period. All part-time employees, who work less than sixteen hours per week, shall not earn sick leave. Temporary and seasonal employees are not eligible for sick leave. Sick leave shall accrue to a maximum of one hundred thirty days.

• 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. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made. Newly enrolled employees will likely see a double deduction on their first paycheck; premiums are paid one month in advance.

• 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. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made.

Newly enrolled employees will likely see a double deduction on their first paycheck; premiums are paid one month in advance.

• 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.

• Eligibility for this benefit is tied to whether the employee is eligible for retirement benefits. (You must be expected to work for at least 12 months and 1200 hours, or have previously qualified for the WRS)
• Voluntary Benefits:

The County offers voluntary benefits 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. Voluntary benefits may include: Disability, Hospital indemnity, Supplemental Life, Critical Illness, and Accident Insurance. Employees are responsible for 100% of the premiums for any voluntary benefits elected. Deductions are taken post tax. Please visit the Human Resources intranet page for more information.

• Deferred Compensation:

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

• Flexible Spending Account (Medical and Dependent Care):

Employees can elect to put an annually IRS established amount into a flexible spending account through (EBC) to pay for their own non-reimbursed medical care expenses. Employees can also put in up to $5,000 for dependent care accounts.

If you leave County employment, you have ninety (90) days to submit expenses incurred prior to your last day.

• Retirement:

Rock County participates in the Wisconsin Retirement System (WRS). Eligible employees are required to participate. What an employee receives at retirement is dependent upon several 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.

Employees who have questions about their retirement benefits should contact WRS.

• Bereavement Leave (Policy 5.04):

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 person's wake, visitation, memorial service, funeral, or make necessary arrangements regarding the person's death, within a reasonable time after the occurrence. Reasonable time after the occurrence is defined as within six (6) months from the date of death.

No more than (32) hours can be used for the same decedent.

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 can be used for a parent, spouse, or child only.

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

Bereavement leave can be used in increments of quarter hours.

A second or third shift employee may be excused from work the scheduled shift before or after the event, provided the shift begins or ends on the same calendar date of the event.

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

• 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. As of March 1, 2022, the EAP program will pay for up to six visits.

• Parking:

The County provides free parking at all its facilities.

• Workplace Attire (Policy & Procedures 5.53):

All Rock County employees are expected to present a professional, businesslike image to clients, visitors, customers, and the public. Acceptable personal appearance, like proper maintenance of work areas, is an ongoing requirement of employment with the County. Supervisors should communicate any department-specific workplace attire and grooming guidelines to staff members during new-hire orientation and evaluation periods. Any questions about the department's guidelines for attire should be discussed with the immediate supervisor.

• Employee Identification Badge (Policy & Procedure 5.08)

All Rock County employees shall have and display, an identification badge while conducting official County business. Minimal exceptions, for safety reasons, may be approved by Department Heads.

• 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."

Prior to new hire orientation, please access policy documents here: https://www.co.rock.wi.us/hr

Active Employees: For full policy documents, please visit the Human Resources Intranet page, "Personnel Ordinance" and "Policy & Procedure Manual". https://www.co.rock.wi.us/rchr/

Please note, you may also be subject to department specific work rules.

Still have questions? Call us! Human Resources: 608-757-5520

Agency Rock County

Address 51 S.Main Street

Janesville, Wisconsin, 53545

Phone (608) 757-5520