Social Worker III (Aps/Guardianship)

Supervisory/Managerial Functions

• Planning - Work involves reviewing program objectives and service delivery needs 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 which 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 necessary for staff administrative expenditures.

• Training - Employees provide on-the-job training for staff and make arrangements for staff to receive formal training when offered.

• 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 case reviews, progress reports, conferences and informal discussions to assure compliance with operational standards and established policies.

• Counseling and Disciplining - Employees discuss problems with staff and issue initial oral warnings for disciplinary action.

• Performing Other Personnel Functions - Employees interview applicants for positions supervised 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 evaluation and approve leave requests.

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 intensive social work service to clients and their families who have serious and complicated social, economic, emotional or mental problems.

Number of Employees Responsible For - Employees are responsible for supervising approximately five to twelve professional employees.

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.

Special Additional Considerations

Not Applicable.

Program Benefits

• Medical Insurance - Blue Cross Blue Shield of NC Fiscal Year Deductible: Individual: $1,500; Family: $3,000
  Doctor Visits: Primary: $25 co-pay; Specialist: $50 co-pay
  Preventative care: no charge
  Prescriptions: covered
  No cost to employee
  Employee/Child: $151.99
  Employee/Children: $325.29
  Employee/Spouse: $393.54
  Employee/Family: $699.72

• Dental Insurance - Blue Cross Blue Shield of NC Fiscal Year Deductible: Individual: $50; Family: $150
  Fiscal Year Maximum benefit: $1,500
  Diagnostic and Preventive Care paid at 100%
  Basic Services paid at 80%
  Crowns, Inlays Services paid at 50%
  No cost to employee
  Employee/Child: $11.30
  Employee/Children: $26.14
  Employee/Spouse: $12.73
  Employee/Family: $34.91

• Vision Insurance - Community Eye Care
  Eye Exam once a year: $10 co-pay
  $180 allowance for eyewear annually: $10 co-pay
  Employee only: $5.36
  Employee/Spouse: $10.18
  Employee/Family: $15.00

• Life Insurance & Accidental - The Hartford Life Insurance Co.
  $25,000 Life; $25,000 Accidental for employee
  Dependent Life available
  Supplemental Life available
  No cost to employee
  Employee paid; $0.45
  Employee paid; cost varies by age, no contribution from the County

• Short-term Disability - Price varies however, employee paid

• Paid Time Off - Vacation Maximum accumulation of 225 (1950 employees) or 240 hours (2080 employees). Time over 225 or 240 hours at the end of the year will convert to sick leave. No cost to employee
  Sick Leave Earned at a rate of 7.5, 8, 12 hours per month
  No maximum accumulation
  No cost to employee

• Paid Holidays - 12 paid Holidays per year; paid birthday leave; 2 paid wellness days
  No cost to employee

• Transfer of Service - If you previously worked for another NC local or state government agency, you may be eligible to transfer up to 10 years of credible service to earn vacation at a higher accrual rate (verification from your former employer is required). No cost to employee

• Retirement - Local Government Employees Retirement System
  Full Retirement After 30 years of service credit;
  OR Age 60 with 25 years of service credit;
  OR Age 65 with 5 years of service credit.
  6% of annual salary
  NC 401(K) Plan Empower
  www.empower.com
  Contributions are tax-sheltered.
  Employees may make voluntary contributions.
  10% penalty for withdrawal before you are 59 ½ years old.
  You may sign up or change at any time.
  Employee paid
  No contribution from the County
  Section 457 Plan Empower
  www.empower.com
  Contributions are tax-sheltered.
  Employees may make voluntary contributions.
  Employee paid
  No contribution from the County

Additional Benefits

• Salary Progression - Increased based on years of services and met minimal expectation on performance evaluation
  No cost to employee

• At Warren County, we are committed to supporting the well-being and professional growth of our employees. In addition to offering a robust benefits package, we encourage eligible staff to take advantage of federal programs like Public Service Loan Forgiveness to help reduce their student loan debt.

Application Instructions

Do you have a valid driver's license in good standing?