New Job Family Services Unit Supervisor In Wisconsin

Family Services Unit Supervisor
Family Services Unit Supervisor

Family Services Unit Supervisor

Company : Calumet County, WI
Salary : $4,957 - $6,374 a month
Location : Wisconsin

Full Description

Under the general direction of the Children, Youth & Families Division Manager, works cooperatively to serve as the supervisor of cases involving ongoing services to alleviate child welfare and juvenile delinquency issues through intensive collaborative treatment. Provides ongoing administrative direction to service coordinators of the Family Services Unit. Serves as Chief Juvenile Court Intake Worker for Dispositional functions. Performs related duties as required.

Examples of Duties

Essential Duties and Responsibilities include the following. Other duties may be assigned.

Works collaboratively with all other Community Service Unit Supervisors to direct and administer services and responsibilities that alleviate child welfare and delinquency and to serve as Chief Juvenile Court Disposition Worker and Court liaison.

Manages the process for cases of child welfare and juvenile delinquency including meeting child safety and community accountability, permanency, and procedural due process requirements.

Functions as Chief Juvenile Court Intake Worker for Dispositional functions in accordance with general written policies formulated by the Court.

Serves as a liaison between the Department and the Juvenile Court including managing the processing of cases in court, ensuring compliance with Federal and State court requirements, representing the Department in settlements on case dispositions.

Backup responsibility for overseeing child abuse and neglect investigations, substantiation decisions and decisions on follow-up services.

Ensures compliance of service programs with appropriate County, State and Federal rules and regulations.

Budgets, coordinates, monitors, evaluates and authorizes interagency and purchased services related to service coordination functions.

Addresses and resolves complaints or grievances pertaining to service coordination functions.

Plans and creates needed community services, program objectives and structures staffing needs and funding of programs.

Functions independently in providing and supervising assessment, planning, coordination of resources, and educational/supportive services to a variety of clients experiencing a diverse range of problems.

Recommends and monitors program development, policies and procedures for the internal administration of activities, including case specific and overall service coordination operational procedures.

Provides agency and community education/consultation/intervention regarding Department services.

Develops and oversees appropriate resources for children.

Assists other staff in the implementation of the Emergency Government Plan.

May be assigned to perform crisis on-call duty.

It is unlikely an employee will perform all the duties listed on a regular basis, nor is the list exhaustive in the sense it covers all the duties an employee may be required to perform. The examples are merely indicative, not restrictive.

Supervisory Responsibilities
Directly supervises employees in the Family Services Unit. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; staff development, planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints or grievances and resolving problems.

Typical Qualifications

Education and/or Experience
Bachelor's Degree in Social Work or related field; five or more years of experience in the service delivery area of child welfare or juvenile justice; or an equivalent combination of education and experience. State Juvenile Court Intake Worker Training and Child Welfare Competency Training and Certification must be completed within nine months of hire.

Language Skills
Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, and the general public.

Ability to communicate tactfully, clearly, concisely, accurately and to establish a therapeutic relationship with clients.

Mathematical Skills
Ability to calculate figures and amounts such as discounts, interest, proportions, and percentages.

Reasoning Ability
Ability to solve practical problems and deal with a variety of concrete and abstract variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.

Computer Skills
To perform this job successfully, an individual should have knowledge of Internet, Spreadsheet, Word Processing and State and County data systems software.

Certificates, Licenses, Registrations
None

Other Skills and Abilities
Knowledge of human growth and behavior, a specific range of treatment modalities pertinent to the professional specialty area of the employee, and social casework principles and methods.

Ability to provide effective leadership, case consultation and direction to professional and para-professional staff.

Knowledge of and ability to apply Wisconsin and Federal Statutes, rules and regulations which affect casework functions.

Knowledge of community based human services delivery system and resources available in the community.

Ability to make independent decisions.

Ability to establish and maintain effective working relationships with clients, coworkers, other agencies and the public.

Ability to apply laws of confidentiality appropriately.

Ability to provide complex services in accordance with principles common to the specialty of the employee.

Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to sit and use hands to finger, handle, or feel; and talk or hear. The employee must regularly lift and /or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision and ability to adjust focus.

Work Environment The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The noise level in the work environment is usually quiet.


The benefits listed below represent an employee who works full-time (100%). Regular part-time employees working half time or more per week may be eligible to receive employee benefits on a prorated basis. Qualifying employees working an average of 30 hours per week are eligible to receive health insurance coverage at the same premium contribution level as regular full-time employees. The percentage of employment which has been established by the budget or Board, shall determine the benefit pro-ration, with the exception of Home Health Aides, who will be pro-rated in July of each year based on the percentage of full-time hours worked in the previous twelve (12) months.
1. PTO. (Paid Time Off). Calumet County's PTO Plan combines vacation, sick leave, holiday, and bereavement leave into a single leave plan – PTO. Newly hired full-time employees will be credited with six (6) days of PTO immediately upon hire. Employees shall be eligible to accrue additional PTO with the start of the sixth (6th) pay period following their date of hire. The accrual will be based on the employee's length of service with the County and the hours paid in a pay period. PTO may be carried over from year to year provided the balance does not exceed the maximum allowable amount.
2. ELB. (Extended Leave Bank). The Extended Leave Bank is a bank of time separate from PTO that is intended for use in situations where the employee is absent from work due to medical necessity lasting more than three (3) days, or for events qualifying under the Family and Medical Leave Act (FMLA).
3. Holidays. The official County holidays are factored into the PTO Accrual as follows: New Year's Day, Friday before Easter, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Day After Thanksgiving, the Day Before Christmas Day, Christmas Day, and the Day Before New Year's Day.
4. Insurance. Employees eligible to participate in a High Deductible Health Insurance Plan. The County pays ninety (90%) percent of the single or family premium for full time employees who complete the Wellness Program criteria. To assist in meeting deductibles, the County will also contribute, to an HSA, for eligible employees. Dental and Vision Insurance is also available.
5. PEHP. (Post Employment Health Plan). The County provides a PEHP for regular full-time and eligible regular part-time non-represented employees. The PEHP is a multi-employer trust (IRS Code 501(c)(9)). The plan allows for a tax-free pre-funding of post employment medical expenses. The County contributes a biweekly flat dollar amount per employee. Contributions will be allocated to the universal reimbursement sub-account.
6. Life Insurance. The County provides a life insurance policy to qualifying employees equal to the estimated calendar year earnings of the position, with the County paying the premium. Additional units of insurance are also available along with spouse and dependent coverage, with the employee paying the full premium.
7. Disability Insurance. Long-term and short-term disability insurance is available, with the employee paying the full premium.
8. Retirement Plan. The County provides a pension plan through the Wisconsin Retirement System. The County pays 50% of the actuarially required WRS contributions for qualifying general employees.
9. Section 125 Flexible Spending Program. The County provides a Section 125 Flexible Benefits Program wherein the employee may set aside pre-tax dollars to use for expenses not covered by insurance or for dependent care expenses.
10. Deferred Compensation Program. The County provides a Section 457 Deferred Compensation Program wherein pre-tax dollars can be deposited in an investment of the employee's choice through providers used by the County.


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