Social Caseworker Sr. - Protective Services

POSITION SUMMARY

--------------------

Performs professional senior level social casework services for a variety of programs, requiring expert working knowledge of established theories, principles and concepts of social casework related to the assigned program area

Cases are typically complex and difficult, requiring advanced knowledge, skills, and abilities*
PLEASE NOTE:While the full salary range is posted, this position has a budgeted starting salary of $4,813.56 per month This vacancy announcement may be used to fill multiple positions.*
WHAT YOU WILL DO

--------------------

• Conducts home visits with clients and family members.
  
• Documents all observations and interactions; maintains record of activities; writes monthly reports of activities with clients, collateral contacts, observations, client progress and functioning.
  
• Provides transportation as necessary.
  
• Assists and advocates for access and use of community services; organizes services.
  
• Ensures and monitors quality and quantity of services are delivered.
  
• Assists with life skills activities of daily living.
  
• Completes intake assessment; document assessment and observations, determines best course of action for placement of client.
  
• Develops effective case plans, provides counseling services to families, assesses abuse or re-abuse complaints and provides crisis intervention when needed.
  
• Makes home visits with clients, provides information regarding available services and coordinates the provision of the services.
  
• Testifies in court regarding ongoing cases and makes recommendations on abuse and neglect cases, placement guardianship and investigations.
  
• Performs related work as required.
  
• Perform complex intake and case management of high risk or specialized cases to include assessing allegations and safety risks; assessing need for appropriate placement; and providing crisis intervention and counseling.
  
• Conducts and facilitates family team meetings for children, youth and families.
  
• Performs advanced level work providing a full range of intake and/or ongoing social services for program areas related to child abuse and neglect cases and youth in conflict cases.
  
• Develops effective case plans, provides counseling services to families, assesses new child abuse or re-abuse allegations and provides crisis intervention when needed.
  
• Conducts investigations of alleged child abuse and neglect, determines if children should be placed outside the home, monitors foster care/adoptive placement and parental visits and determines when and if recommendation will be made to return children to home.
  
• Locates foster care placement appropriate to client's needs and monitors client's progress in placement.
  
• Recruits new foster and adoptive homes, conducts home studies and monitors quality of care provided in foster homes.
  
• Monitors foster care placement and parental visits and determines when and if recommendation will be made to return children to home.
  
• Receives certification of successful completion of the Colorado Department of Human Services (CDHS) New Worker Child Welfare Training Academy and receives a total of forty hours of in-service training per a year in areas relevant to Child Welfare Services.
  
• Assists with life skills activities of daily living including teaching and modeling effective parenting methods.
  
• Provides child protective services as defined by all relevant Colorado State Statutes and Rules.
  

WHAT YOU HAVE

-----------------

EDUCATION: A bachelor’s degree from a higher education institution with course work related to the job responsibilities of child welfare social caseworker. Course work examples can include and are not limited to, the development of human behavior, child development, family intervention techniques, diagnostic measures, or therapeutic techniques required.*

ANDEXPERIENCE: One (1) year of professional, internship, or volunteer work experience in a human services related agency required.*

LICENSES AND/OR CERTIFICATIONS:* Valid driver’s license at time of application, and a Colorado driver's license at time of hire, required.

SPECIAL REQUIREMENTS:* Must successfully pass background check.

WHAT PUEBLO COUNTY OFFERS

-----------------------------

• Comprehensive Benefits package (medical, dental, vision, etc.) for full-time employees
  
• Generous Vacation and Sick Leave Accrual
  
• Remote & Hybrid working opportunities
  
• County Retirement Program
  
• Autonomy to grow and find your career path with supportive leadership
  
• Truly inclusive and diverse environment
  
• Fitness Center (Historic Pueblo Courthouse Building)
  
• 4-week Paid Parental Leave Benefit
  

EMPLOYEE BENEFITS SUMMARY

2025

HOLIDAYS

New Year's Day -* January 1st

• Martin Luther King, Jr. Day - January 20th
  
• Presidents' Day - February 17th
  
• Memorial Day - May 26th
  
• Employee Appreciation Day Picnic - June 4th
  
• Juneteenth Day - June 19th
  
• Independence Day - July 4th
  

Day before Labor Day - August 29th (Early Release at 12:00pm)*

• Labor Day -September 1st
  
• Francis Xavier Cabrini Day - October 6th
  
• Columbus Day / Indigenous Peoples' Day - October 13th
  

Halloween - October 31st (Early Release at 3:00pm)*

+

Veteran's Day - November 11th

+

Day before Thanksgiving - November 26th (Early Release at 12:00pm)

+

Thanksgiving Day - November 27th

+

Day after Thanksgiving - November 28th

+

Christmas Eve Day - December 24th

+

Christmas Day - December 25th

Day before New Year's Day - December 31st (Early Release at 12:00pm)*
One (1) Personal Day *
One (1) Commission Appreciation Day

= Regular Part-Time Employees who are scheduled to work on a 2025 Holiday will receive Holiday Pay for two (2) of the Holidays of their choice (marked with the single asterisk above) as approved by their Elected Official or Department Director

• When a holiday falls on a Saturday, Friday will be celebrated as the County holiday
  
• When a holiday falls on a Sunday, Monday will be celebrated as the County holiday
  

Personal Day *: Paid day off chosen by the employee and approved by their Elected Official or Department Director
Commissioner Appreciation Day : Paid day off chosen by the employee and approved by their Elected Office or Department Director

• Elected Officials and Department Directors may vary these holidays based on the needs of their offices/departments.
  
• Early releases are at the discretion of the Elected Official or Department Director and may vary based on the operational needs of their offices/departments.
  
• All time off work taken by County employees for the days designated as Early Release shall be considered holiday time off for purposes "worked time" in determining Overtime in accordance with the Fair Labor Standards Act (FLSA).
  
• If an employee is absent the day preceding or following the holiday without prior approval, the employee will not be paid for the holiday
  

The above 2025 Holiday Schedule resolution number 24-215 was approved by the Board of County Commissioners on October 15th, 2024

DEPARTMENTS SCHEDULED TO WORK ON HOLIDAYS

Due to operational requirements, some employees will be required to work on holidays. The employee must take the holiday by the end of the month following the holiday at a date approved by their Elected Official or Department Director

SICK LEAVE

Regular full-time employees accrue eight (8) hours per month with a maximum accrual of 960 hours.

VACATION LEAVE

• Upon initial date of hire: earn eight (8) hours per month with a maximum accrual of 144 hours.
  
• After 5 years: earn twelve (12) hours per month with a maximum accrual of 216 hours.
  
• Ater 10 years: earn sixteen (16) hours per month with a maximum accrual of 288 hours.
  

RETIREMENT

All Regular Full-Time employees and Elected Officials are required to participate in the County Retirement Plan upon completion of one (1) month of continuous employment. A pre-tax deduction of 8.25% will be deducted from the employee's monthly pay.

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

EMPLOYER MEDICAL CONTRIBUTION

Pueblo County's contribution toward the purchase of your benefit options on a tiered approach and based on which medical plan you elect.

If Benefit Selections:

• Are greater than the employer contribution dollar amount, the difference is deducted from paycheck
  
• Are equal to the employer contribution dollar amount, there is no effect on pay
  
• Are less the employer contribution dollar amount, additional pay or cash back is not optional
  

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

MEDICAL INSURANCE - ANTHEM BLUE CROSS/BLUE SHIELD (optional)

HIGH DEDUCTIBLE HEALTH PLAN

Employee Only Employee + 1 Family

Plan Cost $747.00 $1,401.00 $1,933.00

Employer Contribution $776.00 $1,286.00 $1,742.00

Employee Contribution -$29.00 $115.00 $191.00

LOW HMO

Employee Only Employee + 1 Family

Plan Cost $943.00 $1,818.00 $2,514.00

Employer Contribution $786.00 $1,311.00 $1,776.00

Employee Contribution $157.00 $507.00 $738.00

HMO/Ded

Employee Only Employee + 1 Family

Plan Cost $907.00 $1,749.00 $2,417.00

Employer Contribution $783.00 $1,307.00 $1,770.00

Employee Contribution $123.00 $442.00 $647.00

PPO

Employee Only Employee + 1 Family

Plan Cost $807.00 $1,556.00 $2,135.00

Employer Contribution $778.00 $1,296.00 $1,753.00

Employee Contribution $29.00 $260.00 $382.00

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

DENTAL INSURANCE - AMERITAS(optional)

Employee Only Employee + 1 Family

Plan Cost $27.00 $60.00 $91.00

Employer Contribution $7.00 $17.00 $25.00

Employee Contribution $20.00 $43.00 $66.00

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

VISION INSURANCE - ANTHEM BLUE CROSS/BLUE SHIELD (optional)

Employee Only Employee + 1 Family

Plan Cost $6.00 $12.00 $19.00

Employer Contribution $0.00 $0.00 $0.00

Employee Contribution $6.00 $12.00 $19.00

Note: There is no Employer Contribution to Vision Insurance

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

LONG TERM DISABILITY - THE STANDARD (required)

Coverage pays 60% of your wages up to $4,800 with a 90-day waiting period.

Your monthly cost = (monthly pay)/100 x 0.410

BASIC LIFE AND AD&D BENEFIT (required)

Employees are required to purchase the basic option for

$3.10, however, they may elect to purchase additional coverage.

FLEXIBLE SPENDING ACCOUNT (optional)

This benefit allows you to pay for certain expenses (medical and/or dependent care needs) with "pre-tax" dollars. You specify the dollar amount you would like deducted from your monthly paycheck (minimum of $25), then when you incur an eligible expense, you pay it. Then you submit a claim form and original receipt for reimbursement.

Note:According to IRS rules, any funds left in your FSA account(s) at the end of the year cannot be returned to you. They are considered "use or lose" funds.

ADDITIONAL INSURANCES/BENEFITS (optional)

• Optional Life Insurance
  
• Spouse/Dependent Life Insurance
  
• Other Self-Funded Retirement Plans
  

These are post-tax benefits.

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~For hiring related questions, please contact WPC - Workplace Policy & Compliance; HR Staffing at: hrstaffing@pueblocounty.us

For benefits related questions, please contact TPS - Talent & People Services; HR Benefits at: hrbenefits@pueblocounty.us