DSS Board Meeting

DSS Board Meeting

DSS Board Meeting

DSS Board Meeting

DEPARTMENT: Soil & Water Conservation

SALARY: Grade 66                                        $24.7672-$37.1508  Hourly / $51,515.88 -$77,273.56 Annually

OPENING DATE: March 27, 2024                             CLOSING DATE: OPEN UNTIL FILLED

GENERAL DESCRIPTION OF DUTIES

The purpose of the position is to perform technical, administrative, and supervisory duties in coordinating the services for the overall conservation program and the day-to-day operation and management of the Soil Conservation Department.  Position is responsible for maintaining working relationships with land owners/users, Boards, staff members and representatives of Federal, State, and local agencies and organizations; compiling and preparing a variety of reports and records; directing/supervising staff on policy and administration; and attend training sessions, meetings, and workshops required of the position to keep abreast of programs, policies, and regulations.  Perform related work as required.

ESSENTIAL FUNCTIONS

Serve as the designated department head and Clerk to the Duplin Soil and Water Conservation District Board of Supervisors; Provide daily supervision of County staff; administer departmental budget utilizing county, state and federal monies as applicable; Coordinate annual maintenance inspections on watershed projects and insure follow up maintenance. Research and apply for various grants; Monitor and perform compliance reviews of existing grants; Prepare request for proposal advertisements and various maintenance contracts.; Monitor contracts and prepare/process pay requests as work is completed and approved; Conduct employee performance evaluations; Review/certify bi-weekly time and attendance sheets. Responsible for assisting with the Memorandum of Understanding and objectives; Develop the Annual Plan of Work/Strategy Plan in consultation with the Board of Supervisors/District Conservationist; Serve as custodian of official documents, contracts, project agreements, various conservation easements, and assure follow up as required. Coordinates the Beaver Management Assistance Program (BMAP) between landowners. Prepare invoice billing to landowners and collect payments for BMAP services and Geotextile materials. Coordinate education programs for schools on various conservation programs. Prepare geographic information systems (GIS) maps; prepare waste utilization and nutrient management plans and conduct conservation surveys using GPS and laser leveling equipment.

Marginal Functions Answers the telephone and directs inquiries to appropriate staff or departments; Receives inquiries and provides information on the programs and services available; Arranges meetings and facilities; and schedules appointments as appropriate; Requisitions supplies and equipment as needed; Compose and draft correspondence and reports; Data entry on landowner information and budget accounts; Maintains filing system as necessary; Performs related duties as necessary. Maintains receipt books and makes deposits as needed.  

Job Requirements and Qualifications

Education & Experience:  A Bachelor’s Degree in Business Administration/Management; Conservation, Forestry, Soil Science, Environmental Education, Biology, Waste Management or other related field supplemented by one (1) or two (2) years previous experience and/or training. A two- year technical degree in one of these fields may be considered if applicant has an equivalent combination of education, training, and experience.

Certifications: Obtain Nutrient Management Certification, Ag Pest Plant Pesticide License, Technical Specialist Designation and Notary Public.

Skills and Abilities: Computer skills and the ability to use Geographical Information Systems (ArcGIS); Grant Writing, Ability to use Survey Equipment such as Total Station and laser levels as needed for Conservation Surveys.

Special Requirements:  Federal Background checks are required of the position as it relates to Homeland Security and the use of federal computer system. In accordance with the county’s drug free workplace policy, employees will be subject to pre-employment and random drug screening. Limited attendance at night meetings or weekend activities may be necessary.  Travel outside the office and the county on behalf of the county for meetings and trainings.

PHYSICAL REQUIREMENTS must be able to lift 50 lbs. and endure physical challenges such riding in a small boat to inspect creeks and walking on unlevel ground WORKING CONDITIONS include limited exposure to extreme weather which could include rain/cold/heat and possible exposure to snakes and mosquitos.Personal Protective Equipment may include but not limited to wearing snake chaps and boots, hard hats and life jackets.

All employees should possess a valid North Carolina driver’s license.  All employees may be requested to perform other duties as assigned. All employees may be required to assist county operations during a State of Emergency, disaster or other county event.

Memorial Day

Happy Good Friday!

Board of Commissioners Meeting,  September 03, 2024

DEPARTMENT: Social Services

SALARY: Grade 55                                         Starting Salary:  $14.4809 Hourly / $30,120.22 Annually

OPENING DATE: March 26, 2024                                              “ OPEN UNTIL FILLED ”

GENERAL DESCRIPTION OF DUTIES

The purpose of this position is to provide clerical office support.  Employees in this classification perform routine and moderately complex secretarial work.  Position is responsible for processing a variety of reports, forms, and correspondence, meeting and greeting the public in the reception area and on the switchboard and picking up and delivering the mail.  Employees perform related work as required.

SPECIFIC DUTIES AND RESPONSIBILITIES

Maintains reception areas which includes greeting clients, logging them into client tracking program, and directing clients/visitors to appropriate workers.  Also logs information brought into agency by clients or left in the agency drobox.

Performs computer inquiries into different state systems, obtaining printouts of information necessary to determine eligibility by Income Maintenance Caseworkers.

Maintains the agency switchboard and process/routes all incoming calls for the entire agency.

Picks up the mail, processes and date stamps all incoming mail to include courier mail, distributes to appropriate unit supervisor’s mail receptacle.

Issues Fishing Licenses to eligible clients once eligibility has been verified.

Maintains worker application rotation log.

Backup for maintaining spreadsheet and transmittals of Voter Registration forms, and forwarding to Board of Elections.

MARGINAL FUNCTIONS

While the following tasks are necessary for the work of the unit, they are not an essential part of the purpose of this position and may also be performed by other unit members.

Types letters, forms, and other documents and completed computer input forms.

Performs general filing.

Using computers and accessories for data and input and retrieval.

Performs other duties as assigned.

MINIMUM TRAINING AND EXPERIENCE

Graduation from high school and demonstrated possession of knowledge, skills and abilities gained through at least two years of office assistant/secretarial experience; or an equivalent combination of training and experience.

SPECIAL REQUIREMENTS

All employees should possess a valid North Carolina driver’s license.

All employees may be requested to perform other duties as assigned.

All employees may be required to assist county operations during a State of Emergency, disaster or other county event. 

DEPARTMENT: Social Services

SALARY: Grade 65                                                       $23.5878 Hourly /$49,062.52 Annually

OPENING DATE: March 26, 2024                             CLOSING DATE: “OPEN UNTIL FILLED”

GENERAL DESCRIPTION OF DUTIES

The primary purpose is to provide temporary and permanent living arrangements for abused, neglected, and dependent children whom the court has found to be at risk in the home of parents/other caretakers through in-depth assessment, counseling and education; to manage the adoptive process as it relates to adoptive applicants; and to license and supervise foster homes. Duplin County Department of Social Services (DSS) is mandated to provide these services. Position includes adoption (agency and independent) and foster care services. This position is also the LINKS liaison which provides services to youth in the age range of 13 years of age to 21 years of age.

SPECIFIC DUTIES AND RESPONSIBILITIES

Major activities in this position include Agency & Independent
Adoptions (40%), Foster Home Licensing (40%), and General
Administration (20%).

Adoption is a social/ legal process by which a child born to one set of parents becomes the child of another individual or couple. Agency placement is one in which a child in agency custody who is legally cleared for adoption is placed by the agency with an approved adoptive couple or individual. Independent adoption is one in which birth parents place their child directly into an unrelated adoptive home without agency assistance. Foster Care services are provided for any child who is placed into custody of DSS by the court system. Child is then placed into a licensed foster home/ residential facility/ court approved setting. Licensing of foster homes involves assessing prospective families or individuals to determine suitability for foster parenting relative to licensing standards. Children who are in foster care range in age from newborn to 18 years. An 18-year-old may elect to remain in foster care up to age 21 in order to complete school or increase independent living skills.

Foster parents can must be at least 21 years of age. Persons who apply may be single or married individuals of varying educational/financial status. Personal/ background information is gathered and assessed to determine agency’s recommendations regarding licensure.

Agency and Independent Adoptions – 40%

Case Management – Children are eligible to receive adoption services without regard to income. Worker documents eligibility status in case record and prepares data entry forms necessary to enter child in Service Information and Child Placement Tracking Systems at state level. Worker coordinates services needed by the child. All activities relative to services provided are documented in case record.

Counseling — Worker counsels prospective adoptive applicants on types of children available for adoption, legal process, and special situations/ problems that may arise. Counsel applicants regarding expectations and frustrations they may encounter while waiting for children to be placed and the possibility that placement may not occur. Counsel parents who wish to relinquish their child for adoption in terms of available options and to help them examine their feelings and consequences of their decision. Counsel children who have been cleared for adoption to help them accept to some extent the possible reasons their parents could not provide for them and to resolve feelings toward these parents.

Recruitment and Assessment — Worker prepares detailed preplacement assessment on adoptive applicants based on observations/information gathered during office/home visits from references/criminal background checks. Completed assessments are circulated to other county departments and private agencies to determine if there may be a suitable child awaiting adoption. Worker also prepares pre-adoptive assessments on available children. Children’s assessment is circulated to other county/ private agencies.

Court – Children become legally clear for adoption when birth parents sign relinquishments or the court terminates parental rights. In termination proceedings, worker prepares summary documenting specific facts showing parents failure to provide for child while in agency’s custody. Children released for adoption, must have their cases heard in court every six months to review agency’s placement plan and progress towards permanency. Worker prepares written summary to update court.

Foster Home Licensing – 40%

Case Management – worker opens case record on individuals who apply to be foster parents. All information obtained during study process for licensure is retained in the record. Case activity is documented in narrative. Log of all children placed in home must be maintained in record and updated as needed.

Counseling – Worker counsels prospective foster parents regarding responsibilities of foster parenting, types of children in foster care, problems that may arise, temporary nature of foster parenting and how they would cope with attachment/ separation issues. Counsel current foster parents when personal situations occur that could affect their ability to foster parent children at any other time licensing issue arises. Counseling is done relative to foster child’s needs and how to manage/cope with their behaviors.

Recruitment, Assessment, Supervision – Worker informs prospective foster parents of licensing procedures and standards which must be met before licensure can be granted. Worker conducts comprehensive assessment on individuals who make application for foster parenting. Information is gathered from office/home visits. Part of assessment involves 30 hours of pre-services training such as Trauma Informed Partnering for Safety and Permanency – Model Approach to Partnerships in Parenting (TIPS-MAPP). This training takes individuals through the process which helps them make an informed decision as to whether foster parenting is appropriate for their family. References are contacted and criminal record checks completed. Finger printing is also required as well as a fire inspection on the home. All required forms including agency recommendations for review and issuance of license. Relicensing standards are maintained every two years. Minimum of quarterly contact is required.

Training – In addition to 30 hours of pre-service TIPS-MAPP training for prospective foster parents, currently licensed foster parent receive 10 hours of in-service training each year. Both are now standards which have to be met prior to initial and ongoing licensure. TIPS-MAPP deals with topics such as Separation and Loss, Attachments and Trust, and Behavior Management. In Service training is geared toward special developmental, emotional, and behavioral needs of children in care.

General Administration – 20 %

Includes completing required reports such as day sheets, time sheets, travel reports when county cars are not utilized, monthly activity reports, travel to/from home visits and meetings, and travel necessary to pick up children for their appointments; maintenance of manuals and frequent reading of manual materials; general conferences (not case specific) with supervisor and staff meetings, training and workshops; devising/ revising/ copying forms; leave and compensatory time.

Adoption worker is responsible for completing assessment of adoptive applicants. Pre-service training, TIPS-MAPP, is also required for prospective adoptive parents, Individuals who wish to adopt initiate process by contacted agency and indicating interest. Time is scheduled for office visit, at which tome requirements and adoptive process are explained. Worker explores with prospective adoptive applicants their motivation for adopting and type of child they feel they can parent. Availability and characteristics of children for adoption is discussed. If applicants are interested in pursuing process, their contact information is obtained so that they can be informed of the next scheduled TIPS-MAPP class. Later, detailed family profile and office/home visits are conducted to gather essential information relating to applicant’s background information, health, financial status, residence, marital stability, personal qualities, experience with children, etc. At least two consultations with each person/couple. Worker then assesses information, organizes it in logical format, and prepares written pre-placement assessment. Competed assessment is sent to other county/ private agencies to determine if suitable child is available. Assessment remains in circulation until appropriate child is found or applicants decide to no longer pursue adoption through agency. Pre-placement Assessments are updated as needed at least every twelve months. When prospective family is selected by another agency as parents for child in their custody, information on child is received and shared with this family. If, after assessing information, prospective parents feel child is appropriate, worker coordinates with other agency in determining how/where meeting will take place, number of pre-placement visits necessary to facilitate transition, and actual placement date. Worker monitors placement of child and reports regularly to other agency. Worker prepares required Report on Proposed Adoption to Clerk of Court once petition for adoption is filed by adoptive parents. Worker provides supportive services to parents/ child during initial adjustment period and throughput adoptive process.

Worker is responsible for recruitment and licensing of foster homes within the county. This is an important part of foster care system in that these homes provide temporary living arrangements for children who cannot remain with their families. Recruitment can be done through social media or speaking engagements but one of the most effective strategies is other foster parents. Individuals interested in becoming foster parents make inquiries by telephone or office visit. Worker explains general requirements such as medical examinations, environment, fire inspections, criminal records/fingerprint checks and completion of pre-service training. Worker counsels prospective foster parents regarding types of children placed into foster care. Worker encourages prospective foster parent to carefully consider information. Worker provides printed information to them. Prospective applicants are required to attend MAPP training. Worker prepares and conducts MAPP class for prospective foster and adoptive parents. This requires preparation or studying after hours. The class is typically held one day a week for ten (10) weeks from 6:30 p.m. until 9:00 p.m. when offered. Home visits are made to gather necessary background information and ascertain entire family’s feelings on issues relative to foster children and foster parenting. During consultations worker determines that applicable licensing requirements are met not only in terms of space requirements. Physical facilities but also in terms of abilities/relationships. Worker completes state licensure application form which includes a comprehensive assessment of prospective foster parents (including the Twelve Skills) and agency’s recommendations about licensure. They review/ sign form and worker submits it along with physicals and inspections, and etc. to the Division of Social Services Licensing Unit for their approval/disapproval. Re-licensure is required every two years and involves worker doing written assessment of foster parents’ experiences/ abilities over the past two years and submitting this along with recommendations for re-licensure to Division. New inspections are requested and sent also. Then hours of in service training per year is a standard required for re-licensure. Worker and foster parents together determine needed/appropriate topics. Worker provides training or directly arranges a resource person from another agency to do so. Worker supervises foster homes to ensure that standards are maintained and provide technical assistance/support. Standards require that worker have quarterly face to face contact with foster parents with majority of such contacts being in the home. Worker is in regular telephone contact with foster parents.

Foster homes remain active indefinitely and are closed at point foster choose to have their license terminated or are no longer physically capable of meeting the needs of children placed in their homes. Adoptive applicants are active six months to indefinitely on how quickly child is recruited for them.

In carrying out agency’s mandate to provide Adoption Services, worker prepares/files reports with Clerk of Court (Court of Adoptions). Worker must complete 72 hours of pre-service within the first year of hire date and 24 hours of in-service training each year. Social workers are required to open up emergency shelters prior to the disaster and assist in maintaining them during a disaster. The social worker assists with Disaster Food and Nutrition Services (DSNAP) after the disaster. Worker performs other duties as assigned by immediate supervisor and Director.

MINIMUM TRAINING AND EXPERIENCE

Master’s Degree from an accredited school of social work; or a Bachelor’s Degree with the Child Welfare Collaborative (child welfare positions only): or a Bachelor’s Degree from an accredited school of social work plus one year of directly related experience; or a four-year degree in a human services field plus two years of directly related experience; or a four-year degree plus three years of directly related experience.

SPECIAL REQUIREMENTS

Must have valid N.C. driver’s license. Must have access to use of a motor vehicle for travel to client homes and various destinations throughout the county and state. Must provide certified proof of graduation from four-year college or university.