Foster Care Social Worker - Licensing Kinston na None

POSITION/DEPARTMENT:   FOSTER CARE LICENSING SOCIAL WORKER - KINSTON

COUNTIES IN COVERAGE AREA: Pitt, Wayne, Green and Lenoir

Reasonable accommodations may be made to those who are able to perform the essential duties of 

the job.  Background investigation required.  Must provide HR with a written negative drug screening test 

prior to hiring.

SUPERVISOR/CHAIN OF COMMAND: Foster Care Licensing Social Worker Supervisor

WORKING SCHEDULE: Exempt, full-time salaried position.

MINIMUM QUALIFICATIONS:   

Education:  Bachelor’s Degree from an accredited college or university required. Certified MAPP-TIPS

trainer. Must be familiar with current clinical research and practice. 

Experience:  Must have at least three (3) years experience working with emotionally and behaviorally 

disturbed youths and their families.  Some prior experience with promotional work preferred.  Teaching 

Family Model of Care experience preferred.             

GENERAL REQUIREMENTS:

Valid North Carolina driver’s license is required and individual must be insurable by BGHNC carrier.

While regular work schedule is during business week, position may require some evenings, weekends, and holidays.

Individual in this position must provide 24-hour accessibility, including weekends and holidays.  Must be willing to provide consultation and support for Foster Care Social Worker Staff.

Must be able to demonstrate all the technical and program skills required of a Foster Care Social Worker Staff as well as those skills required of a foster parent.

Teaching TIPS – MAPP required throughout the year.

Ability to build relationships with other professionals and foster families.

Advanced technical writing skills required.

Advanced treatment planning and behavior analysis skills required.

SERVICE RESPONSIBILITIES:    

1.  Develop, implement and supervise recruitment campaign. 
2. Maintain positive relations with representatives of the press and media.   Work to promote these positive relations and encourage publication of positive press of the Program.
3. Hold regularly scheduled conferences with the Foster Care Licensing Social Worker Supervisor for the purpose of planning and evaluating current programs and practices.
4. Assist with all facets of foster parent recruitment and selection.  Assist with advertising, screening, interviewing and final selection.
5. Supervise and coordinate all facets of foster parent training (pre-service, in-service, advanced training programs, etc.) for both the TIPPS & MAPP classes and the Teaching Family Model of Care.
6. Model appropriate moral, ethical, professional values for youths, colleagues and community-at-large.  Abide by the Standards of Ethical Conduct of NCARCCFS.
7. Adhere to standards set forth by NCDSS on foster home licensing.
8. Coordinate in-service training for your area.  The training has to meet the needs of the foster parents and foster children.
9. Complete quarterly visits with all licensed foster parents.
10. Complete re-licensing packets for state approval.
11. Keep all foster parent files updated to meet state and COA standards.
12. Perform other related duties as assigned by the FCLWS Supervisor, Chief of Community-based Services Officer,  and/or CEO.

WORKING CONDITIONS

Direct supervision of residents who are emotionally troubled/challenged.  May require physical interventions (restraints), mental creativity, and active participation in sports, educational, social and other physical activities.

Physical Requirements:

            Walking, jogging                                                                                            50%

            Sports activities, lifting, carrying, pushing, pulling (up to 25#), 

            bending, twisting, tool use, standing                                                              25%

            Kneeling, walking on uneven terrain, climbing stairs/ladders,

            reaching, squeezing, keyboarding, sitting, physical restraints,

            lifting, pushing, pulling, carrying (up to 50#)                                                25%

ORGANIZATIONAL MISSION CORE VALUES:

1. MISSION:   BGHNC employees embrace the principles of integrity, servant leadership, dependability, inclusion, and commitment to promote health, healing, and hope to children, youth, and families.
2. PROFESSIONALISM:  BGHNC employees demonstrate professionalism through positive leadership, giving and receiving feedback, and pursuing ongoing education and professional growth.   BGHNC professionalism includes timeliness, attendance, maintaining appropriate boundaries in all settings, as well as engaging in conduct consistent with BGHNC values.
3. COMMUNICATION:  BGHNC employees provide professional and empathetic feedback with all stakeholders.   They communicate in a positive, strength-based approach in all interactions, demonstrating the integrity and excellence of the organization.
4. TEAMWORK:   BGHNC employees engage in hands-on collaborative efforts with other team members, as well as the BGHNC organization.   They strive to achieve a common goal of completing tasks in the most compassionate, effective, and efficient way – while building an extraordinary workplace with high standards.  BGHNC teamwork is inclusive, equitable, and culturally competent.
5. STEWARDSHIP:  BGHNC employees embrace a long-term approach to decision making.  This approach benefits agency objectives while valuing clients, community, and the culture of BGHNC.  BGHNC stewardship prioritizes a commitment to the organizational assets of property, staff, reputation, and history.
6. RESILIENCY:  BGHNC employees demonstrate the ability to complete job responsibilities, exhibit adaptability and perseverance in all situations, maintain a growth mindset, and strive for an appropriate work/life balance.

EMPLOYEE ACKNOWLEDGMENT

This job description is a general description of the essential job functions.   It is not intended as a contract of employment.   Every effort has been made to identify the essential functions of this position.  However, it in no way states or implies that these are the only duties you will be required to perform.  The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or is an essential function of the position.