Social Worker Supervisor III - CPS Investigations
Salary
$71,918.00 - $115,816.00 Annually
Location
Nashville, NC
Job Type
Full Time
Job Number
2026-00039
Department
Department of Social Services
Opening Date
04/20/2026
Closing Date
Continuous
General Statement of Duties
This position supervises a team of four Social Worker IA&Ts. On-call rotation required. Needs current NC Child Welfare training status. Prefer employee who demonstrates leadership knowledge and characteristics, knowledge of the court process and experience in court, on-call experience, ability to adapt to on-going and frequent changes, positive attitude and a willingness to learn and adapt.
A. Primary Purpose of Organizational Unit
The primary purpose of the Child Protective Services Investigations/Assessment unit is to receive and investigate assessment referrals of child neglect abuse and dependency. Services to families in Nash County will enhance the familys ability to function independently and will prevent child neglect or abuse from re-occurring. Services for maltreated services are aimed at strengthening family life by supporting and improving parental/caretaker abilities, which, in turn, assure a safe nurturing home for children. Services are home-based and are preventive, rehabilitative and non-punitive with efforts toward identifying, providing or arranging services needed. This is done through parent/caretaker cooperation and consent or, in the event the childs safety is at eminent risk through court petition as the agencys responsibility foremost, is to protect the child. The unit is to provide public education regarding risk of maltreatment, incidents of child maltreatment methods and procedures and the availability of preventive, protective and case management services.
B. Primary Purpose of the Position
Employee provides supervision to a staff of four Social Worker Investigative/Assessment and Treatment (SWIA&T) Investigators.
The supervisor establishes, supports, and implements standards that are consistent with state and federal statutes, Administrative Rules and CPS standards. The supervisor is responsible for:
Assuring implementation of agency policy.
Providing regular supervision to staff in order to evaluate performance, maintain objectivity, and process client specific issues.
3.Focusing interventions on expected outcomes.
4.Receiving training, consultation, and support which will enhance effectiveness of staff.
6.Assigning cases.
7.Arranging mandated training efficiently and effectively
8.Assuring that quality services are rendered.
Employee also assists with the Agencys efforts in conducting disaster related programs and performs other duties as required.
C. Work Schedule
Working hours are generally from 8:00 a.m. to 5:00 p.m. Monday through Friday. Occasionally employee may be required to speak or represent the agency at a community function. Employee also serves as a consultant for after-hours coverage on a rotating basis.
D.Change in Responsibilities or Organizational Relationship
None.
Essential Duties and Tasks
Order of Importance (percentage of time) in sequential order. All responsibilities and duties described in IIA are essential to the effective performance of a Social Work Supervisor III.
A. Operational Responsibilities (75%)*
1.Develops and revises goals, work standards, polices, and procedures affecting the unit.
2.Schedules office visits, field visits, and conferences with supervisees.
3.Aids supervisees in setting priorities and deadlines to meet goals.
4.Prepares unit meeting agendas and individual conference agendas.
5.Reviews and interprets manuals, legal mandates, new policies, etc. adjusting program-matic and operational goals, policies, and procedures as needed.
6.Meets with the Regional Children Services Consultant/State staff periodically to review changes in regulations, and polices affecting the unit.
7.Acts as a member of the Management Team assisting in establishing agency goals, policies, procedures etc. and keeps unit informed of Management Team decisions relating to the agency and the unit.
8.Provides input to Program Administrator and/or Deputy Director and/or Director regarding need for staff, equipment, training programs, etc.
B. Organizing and Directing Work*
1.Assigns cases to staff and maintains workload balance.
2.Evaluates individual case loads and staff skills on an on-going basis making necessary changes to keep operations running smoothly and fairly.
3.Organizes unit to efficiently carry out changing mandates in the Child Protective Services Program.
4.Operationalizes new policies and procedures.
5.Serves on Inter-Agency committees, community boards and committees as an agency representative.
6.Coordinates unit activities with Income Maintenance staff, with agency attorney to Childrens Services, Child Support staff and community resources.
7.Interviews dissatisfied or special clients to resolve problems.
8.Screens referrals with Intake workers in two-party review.
C.Financial Management*
1.Makes recommendations for additional personnel, equipment, space, etc. based on sound factual data to the Program Administrator/Deputy Director/Director.
2.Keeps abreast of CPS funding availability assists workers in using correct daysheet codes to maximize funding.
3.Executes contracts for needed services (for example translation services) of unit.
D.Review*
1.Conducts individual and group conferences regularly to determine if unit and individual standards and goals are met.
2.Reviews case records monthly for compliance with dictation and quarterly for compliance with regulations, policies, standards and appropriateness of
3.Reviews written court summaries and Safety Assessments/Strengths & Needs/Risk Assessment/initial Case Plans.
E.Personnel Responsibilities (25%)*
1.Training
a.Provides on-the-job training and orientation for new staff and on-going training for all unit staff in individual and group settings (including social worker well-being protocol and confidentiality).
b.Plan for staff to attend formal training to improve skills according to State standards and timelines.
c.Maintains a log by individual worker showing training topic, dates attended, location, and facilitator and assures that staff receive mandated training within established time frames.
d.Conducts staff meetings at least monthly to review new manual material and agency policy, discussing problems within the unit, and giving staff an opportunity to share problems, concerns, ideas, etc.
e.Arrange for new on-call staff to view the videotape of the June 15, 1992 Teleconference "After Hours CPS Coverage for On-Call Workers" at least two weeks before staff member assumes on-call responsibility.
2.Counseling and Disciplining Employees
a.Provides counseling to staff regarding workload, assisting staff in dealing with their own anger and sadness resulting from work with dysfunctional families.
b.Provides counseling and support regarding work performance and work habit issues. If counseling and support do not work, supervisor begins the disciplinary process following written agency policy regarding discipline and grievance.
c.Evaluates each supervisee on an on-going basis and prepares an annual evaluation got employees with permanent status. Evaluation for probationary employees occur at intervals (four months and eight months) and annually.
d.Makes recommendations to the Program Administrator regarding promotion, dismissal, reassignment, and salary adjustments of staff.
e.Approves leave requests and reports.
l. Assists the Program Administrator in preparation of structured interviews, participates in interviews of potential Unit members, and makes recommenda-tions in conjunction with the Program Administrator to the Director based on interviews and reference checks.
Section III: Other Position Characteristics
A.Accuracy Required in Work
A high degree of accuracy is required in training new staff and monitoring work of existing staff as decisions made/actions taken affect the safety and well-being of children as well as the liability of the agency. The supervisor must correctly screen CPS reports as childrens safety is at risk. Monitoring funding sources & personnel actions involving hiring, discipline and dismissal of employees require accurately abiding by legal mandates (i.e. Equal Opportunity, American Disabilities Act of 1990) and adequate documentation of the process to avoid and to defend against law suits.
B.Consequence of Error
Error in training activities, organizing and directing work, and in planning activities may affect the well-being of clients and the quality of family life negatively (socially, emotionally, or economically) and may cause legal sanction against the agency. Error in personnel matters may result in law suits. Error in screening Intake referrals may put a childs safety at risk. Error in personnel matters may result in lawsuits.
C.Instructions Provided to Employee
Instructions are provided in written and oral form. Management Team meetings are held to develop and receive instructions on administrative policies and procedures. Employee also has scheduled conferences with the Program Administrator. Instructions are also provided by the State through manual changes and administrative letters. The supervisor attends appropriate workshops regarding policy, procedure, supervision, social work trends, and staff development.
D.Guides, Regulations, Policies, and Refences Used by Employee
1.North Carolina Statutes pertaining to child neglect, abuse, and dependency and Social Services
2.Service Information System Manual
3.Vol. I Family and Childrens Services Manual
4.Social Work Code of Ethics
5.North Carolina Personnel Regulations
6.County and Agency Personnel Handbooks
8.Social Work periodicals and journals
E.Supervision Received by the Employee
Employee receives review through scheduled conferences, meetings, informal interaction, reports, and an annual performance appraisal. Review for quality is also received through periodic random case reviews by the Program Administrator, Regional Consultant, and the Child and Family Services Review.
F.Variety and Purpose of Personal Contacts
Employee has contact with Unit staff, other units within the agency, clients, Health Department, Mental Health, crisis organizations, churches, civic organizations, State Department of Social Services personnel, State Division of Child Development CPS personnel, law enforcement, Emergency Services personnel, educational organizations community action agencies, and the general public. Purpose of contact varies. Employee may serve as Agency representative on various boards and committees, act as liaison between the numerous persons and agencies involved in the delivery of service to clients, handle and resolve complaints from clients, or may educate the public on an individual or group basis regarding, child neglect and abuse interpreting policies, standards, and procedures.
G.Physical Efforts
Employee must be able to move within the agency and use office equipment described in section H below on a frequent basis. Employee occasionally lifts small children and car seats. Employee must travel to court and meetings within the county as well as workshops and meetings out of the county. Overnights stays are sometimes necessary.
H.Work Environment and Conditions
Work is performed in a county social service agency. Employee has a private office within the agency to perform duties. Employee is occasionally exposed to infectious diseases such as scabies, head lice, flu, AIDS, etc. as well as hostile and mentally ill clients. Home visits are sometimes made with social workers to homes that are poorly maintained and have unsafe living conditions. Some may be in unsafe areas where the threat of violence is real or in isolated areas where access to emergency services may be difficult. All staff is aware of precautions to take when such events occur. All staff are also trained in the use of fire extinguishers.
I.Machines, Tools, Instruments, Equipment, and Materials Used
Employee uses laptop, printer, copier, calculator, automobile, telephone, cell phone and car seats in order to perform duties.
J.Visual Attention, Mental Concentration, and Manipulation Skills
Employee must use high degree of mental concentration and visual attention to ensure that attention is to detail when dealing with CPS Intake, standards, and procedures, legal, safety, administrative, and personnel issues. Employee must have physical dexterity required to successfully and efficiently operate machinery and tools outlined in section I above.
K.Safety for Others
The supervisor must carefully review with the Intake Worker to correctly screen referrals according to standards as childrens safety may be at risk. Every Child Protective Services case has the potential for confrontation. The supervisor strengthens staff's awareness of job-related safety precautions and ensures that staff understands the agencys Safety Protocol (including use of law enforcement), and the importance of attitude and professionalism and the use of Touch to Talk Cell phones. See section H above for issues confronting this employee and unit and for precautions.
L.Dynamics of Work
Programs are periodically affected by changes in methodology guidelines, legislation, and shifting program emphasis. Employee must develop and implement new approaches or procedures and train staff to meet program objectives and standards.
Knowledges, Skills and Abilities
1.Considerable knowledge and ability to apply methods and principles of casework super-vision and training.
2.Considerable knowledge of social work principles, techniques and their application to specific casework and community problems.
3.Considerable knowledge of laws, regulations, and policies governing Child Protective Services.
4.Considerable knowledge of governmental and private organizations, educational and other resources within and without the community.
5.Considerable knowledge of behavioral and socio-economic problems and their treatment including knowledge and understanding of the characteristics of disadvantaged socio-economic groups and environmental factors affecting public assistance programs.
6.Considerable knowledge of state and local personnel policies regarding leave, grievances, discipline, work hours, breaks, documentation requirements and overtime.
7.Ability to plan, organize, evaluate, direct and execute work effectively.
8.Ability to establish and maintain effective working relationships with administrative superiors, associates, clients, social, medical, legal educational, civic and religious organizations.
9.Ability to supervise, train or orient lower-level employees, students or interns.
10.Ability to express ideas clearly and concisely, orally and in writing.
11.Ability to operate a motor vehicle.
12.Ability to use personal computer and access state and county information systems.
Desirable Education and Experience
Masters degree in social work from an accredited institution and two years of directly related experience; or a bachelors degree in social work from an accredited institution and three years directly related experience; or a masters degree in a human services field from an appropriately accredited institution and three years directly related experience; or a bachelor's degree in a human services field from an appropriately accredited institution and four years of directly related experience; or a bachelor's degree from an appropriately accredited institu-tion and five years of directly related experience.
B.Additional Training/Experience
None
C.License or Certification Required by Statute or Regulation
1.Minimum North Carolina automobile liability insurance.
2.Valid North Carolina drivers license is required.
3.Must have reliable vehicle available for work always available.
INSURANCE PROGRAMS
Nash County offers cafeteria-style benefits including:
and more!
FINANCIAL PROGRAMS
Retirement
Membership in the North Carolina Local Government Employees Retirement System is a requirement for all regular full-time and regular part-time employees. Employees contribute 6% of their annual compensation before it is taxed. If you leave County service before retirement, you may withdraw your retirement contributions or elect to freeze your contributions in anticipation of future local government employment. If you have 5 years of service, you are 100% vested in the NCLGERS.
NC401(k)
The NC401(k) supplemental retirement program is available to regular full-time and regular part-time employees. The County establishes this 401(k) account for each eligible employee and makes a 5% contribution based on monthly earnings. Employees may elect to make voluntary contributions through payroll deduction.
457 Deferred Compensation
The 457 Deferred Compensation program is available to regular full-time and regular part-time employees through payroll deduction. Deferred compensation is a voluntary investment plan to supplement retirement income and to defer taxable income.
Special Separation Allowance
The Separation Allowance is available to law enforcement officers between the ages of 55 and 62 years that are eligible and retire under the provisions of the NC Local Government Employees Retirement System.
125 Flexible Benefit Plan
Flexible Spending Account options are available to regular full-time and regular part-time employees who wish to use pre-tax dollars for eligible medical, pharmacy, dental, vision, and daycare expenses. The Flex Convenience Card program gives you instant access to your account funds.
Direct Deposit
Direct Deposit is a condition of employment for all employees. Deposit of your paycheck will be made to checking or savings accounts in a bank of your choice.
LEAVE PROGRAMS
Vacation Leave
For regular full-time County employees, vacation leave accrues based on length of service in the NC Local Government Employees Retirement System. Regular part-time employees accrue prorated vacation leave based on a percentage of the full-time benefit.
Sick Leave
For regular full-time County employees, sick leave accrues each pay-cycle. Regular part-time employees accrue prorated sick leave based on a percentage of the full-time benefit. Your unused sick leave balance can be applied as creditable service toward a service retirement under the guidelines of the NCLGERS.
Holidays
The policy of the County is to follow the holiday schedule as published by the State of North Carolina each year.
The following holidays are observed:
Military Leave
Annual Training - Reserves and National Guard -Ten paid workdays per fiscal year.
Active Duty - Reserves and National Guard - Ten paid workdays upon activation.
Civil Leave
Paid leave is provided to full-time or regular part-time County employees called for jury duty or as a witness of the court for the federal or state government, or a subdivision thereof.
Family Medical Leave Act
Federal law provides job protection and continuation of existing paid health insurance during 12 weeks of leave, paid or unpaid, to an eligible employee for qualifying events. These events can include birth or adoption, and serious illness of an immediate family member, or of the employee.
OTHER PROGRAMS
Employee Assistance Program (EAP)
The Employee Assistance Program is open to all employees and their dependents. It is a confidential service provided at no cost to the employees of the County. EAP provides certified counselors who administer assessment and brief therapy to employees who want help with a variety of personal and work-related issues such as stress, parenting concerns, grief, alcohol/drug use, family problems, financial concerns, and work-related problems.
Wellness Center and Telemedicine
We believe that staying healthy is inclusive of exercising regularly and taking care of your physical body. Nash County has a Wellness Center, which consists of various exercise equipment and videos, open to all full and part-time employees.
All full-time employees also have access to telemedicine through Teladoc. Teladoc treats conditions like allergies, sore throats, asthma, and more. Doctors are available by phone or video 24/7 from wherever you are. They are available to diagnose symptoms and send a prescription if needed.
NOTICE OF PRIVACY PRACTICES
The benefits offered by Nash County are subject to change. In the event there is a conflict between the above contents and Nash County policies and/or a State or Federal statute, the policy/statute shall control. Plan documents will govern benefits plans should there be a conflict with this information. They are not held out to any employee as part of any contractual agreement. Benefits, policies, and procedures are subject to change or termination at any time.
Information provided on this site is for informational purposes only. Actual provisions of each plan will be provided on the certificate of coverage as part of the Summary Plan description.
Nash County is an Equal Opportunity Employer/Provider
In accordance with Federal civil rights law and the U.S. Department of Agriculture (USDA) civil rights regulations and policies, the USDA, its Agencies, offices, employees, and institutions participating in or administering USDA programs are prohibited from discriminating based on race, color, national origin, religion, sex, gender identity (including gender expression), sexual orientation, disability, age, marital status, family/parental status, income derived from public assistance program, political beliefs, or reprisal or retaliation for prior civil rights activity, in any program or activity conducted or funded by USDA (not all bases apply to all programs).
Remedies and complaint filing deadlines vary by program or incident. Persons with disabilities who require alternative means of communication for program information (e.g., Braille, large print, audiotape, American Sign Language, etc.) should contact the responsible Agency or USDAs Target Center at (202) 720-2600 (voice and TTY) or contact USDA through the Federal Relay Service at (800) 877-8339.
Additionally, program information may be made available in languages other than English. To file a program discrimination complaint, complete the USDA Program Discrimination Complaint Form, AD-3027, found online at http://www.ascr.usda.gov/complaint filing cust.html and any USDA office or write a letter addressed to USDA and provide in the letter all of the information requested in the form.
To request a copy of the complaint form, call (866) 632-9992. Submit your completed form or letter to USDA by:
Office of the Assistant Secretary for Civil Rights
1400 Independence Avenue, SW
Washington, D.C. 20250-9410;
fax: (202) 690-7442; or
email: program.intake@usda.gov
USDA is an equal opportunity provider, employer, and lender.
01
Which best describes your level of education? (Social Worker Supervisor)
02
Do you hold a current NC Child Welfare training status?
03
How many years of experience do you have as a Social Worker?
04
Do you have experience working in Child Protective Services, court studies, and testimonies?
05
How many years of supervisory experience do you have?
06
Do you have a valid NC drivers license?
07
Do you own a reliable vehicle that can be used for work-related transportation?
08
Do you have North Carolina automobile liability insurance on your vehicle?
09
Employees are expected to work in emergency shelters and/or perform disaster related tasks.
10
Your application must illustrate all relevant education and experience you have acquired in the last 10 years, to include any gaps you have had between employment (gaps in employment MUST be documented under the work experience section of the application). Failure to complete the "Work Experience" & "Education" sections of the application may result in your application not being considered. A resume will not be considered in determining your qualification for this position.
Required Question
Employer Nash County
Address 120 W. Washington Street
Nashville, North Carolina, 27856
Phone 252-459-9853
Website http://www.nashcountync.gov