Sunday, September 21, 2014

Child Welfare Worker II

Recruitment #13-6745-01

Introduction

THIS IS A REOPENING OF AN EXISTING EXAMINATION. If you completed an application for this recruitment when it first opened and were not qualified to participate at that time but would like to reapply because you now believe you qualify, you must contact the HR Analyst, Ione Bell via email ione.bell@acgov.org and request that your application be released back to you. Otherwise, the system will not allow you to submit an application. If you have your application released back to you it is critical that you submit it again prior to the deadline of 11:59 PM, June 14, 2013.   The scores and dispositions of candidates for this examination will be merged with previous exam participants. This list may be canceled at any time without notice to candidates.  All qualified applicants must have graduated by June 14, 2013.

 

PLEASE NOTE:  ON-LINE APPLICATIONS ONLY

 

Do not submit transcripts with your application, but do request your official transcripts so that you will have them available.  Official college transcripts will be required no later than the end of the second week of employment.. 

The Ideal Candidate
 
The ideal candidates for the position of Child Welfare Worker must possess knowledge of the laws and principles related to child welfare. They must possess a broad knowledge and understanding of normal child development and how trauma impacts the developmental process. The successful candidates will have the skill and ability to conduct client interviews, assessment and crisis intervention activities. They will understand normal family functioning and how this functioning is impacted by trauma and loss.  Incumbents in the position will exercise sound judgment in making diagnostic risk assessments and decisions regarding placement of children and handle high-pressure, crisis situations professionally and be able to extract appropriate information during such situations. They must be able to work with a variety of individuals with varying degrees of mental health functioning, literacy, coping abilities and life skills. They must have the ability to understand the role of the Agency in the treatment plan and the Social Services Agency's policies, procedures, programs and services and be able to articulate this understanding to their clients.

In addition, the ideal candidate must possess the following:

·         knowledge of community resources, set limits to assist clients in taking steps toward greater self-sufficiency,

·         ability to write clear, concise and descriptive reports under time restraints, have strong written and verbal communication skills,

·         work well under pressure, display sound time management techniques,

·         work cooperatively and collaboratively with clients, co-workers, service providers and management, accept supervision and consultation and

·         have an appreciation for diversity.

Note:  Qualified bilingual persons who speak English and are also fluent in Spanish, Chinese, Vietnamese, Cambodian, Laotian, Korean, Mien, Tagalog, Amharic, Farsi, Dari, Tigrigna, Russian, Romanian or Sign Language are especially encouraged to apply.  There is an additional bi-weekly compensation for persons in positions designated bilingual.  Qualified candidates may be tested to demonstrate language proficiency.
 
For additional information, please contact:
Ione Bell | Human Resources Analyst II
Human Resource Services Division, Alameda County
1405 Lakeside Drive | Oakland, California 94612
Office 510-272-6456
ione.bell@acgov.org | www.acgov.org

 

DESCRIPTION

Child Welfare Worker II's in Alameda County provide intensive assessment, case management and/or casework services directed toward providing the most stable home environment for children who have been or are in danger of being abused, neglected or abandoned; and to perform related duties as required.  These positions are located exclusively in the Social Services Agency, primarily in the Department of Children and Family Services.  Child Welfare Worker II's perform social casework of an advanced nature for children and families, dealing with complex problems under the time limitations and responsibility imposed by court action.

Positions in the Child Welfare series are found exclusively in the Social Services Agency, primarily in the Department of Children and Family Services.

 

For a detailed listing of the Child Welfare Worker II  duties and essential competency requirements, please click on link to see the complete job description.

MINIMUM QUALIFICATIONS

Applicants must qualify to participate in this recruitment by meeting one of the below qualifcation patterns:

 

Either  Pattern Number I

 
Experience:

The equivalent of one year of full-time experience as a Child Welfare Worker I in the Alameda County classified service (non-classified includes District Attorney's Office, Hospital Authority, and the Consolidated Courts),

AND

Recommendation for promotion based on recent performance evaluations. 

OR

Pattern Number II

Education:

Possession of a Master's Degree in Social Work from an accredited school of social work, which included a supervised field placement providing social casework and counseling services to individuals and families.

OR

Pattern Number III

Education:

Possession of a Master's Degree from an accredited college or university in Counseling, or Clinical Psychology, Sociology, Education or an equivalent field (Vocational Rehabilitation majors not acceptable).

AND

Experience:

Satisfactory completion of two semesters of supervised field work in an agency involved in the provision of direct services to families or children in one of the following or closely related areas: child welfare, family counseling, juvenile probation, pediatric social work, alcohol and drug counseling, school social work, or school counseling.

OR

The equivalent of six (6) months full-time post baccalaureate professional work experience which involved the provision of direct services to families or children in one of the areas previously described.

License:

Possession of a valid California Motor Vehicle Operator's license.

NOTE: The Civil Service Commission may modify the above Minimum Qualifications in the announcement of an examination.

KNOWLEDGE AND SKILLS

NOTE: The level and scope of the following knowledge, skills and abilities are related to duties listed under the "Examples of Duties" section of this specification.

Knowledge of:

· Principles of sociology and psychology relating to normal and abnormal human behavior and family and community dynamics.
· Child development and parenting skills.
· Interviewing techniques, including crisis intervention and counseling methods.
· The role of the Agency in the treatment plan and the Social Services Agency's policies, procedures, programs and services.
· Community resources.
· Legal definitions of sexual molestation, physical abuse, general neglect, incest, failure to thrive, emotional abuse, medical neglect and other details of laws relating to child abuse reporting and other related areas of law.

Ability to:

· Work cooperatively with varying interests and coordinate them towards achieving case plan and solving problems.
· Set limits to assist clients in taking steps toward greater self-sufficiency.
· Write clear, concise and descriptive reports under time restraints.
· Exercise sound judgment in making diagnostic risk assessments and decisions regarding placement of children.
· Deal effectively with hostile, disorganized or aggressive clients.
· Accept supervision and consultation.
· Handle high-pressure, crisis situations professionally and extract appropriate information in such situations.
· Learn and use various computer applications such as word processing and databases.
· Use personal computers and word processing programs.

EXAMINATION COMPONENTS

Alameda County utilizes a Civil Service Selection System founded on merit.  Such a system is competitive and based on broad recruitment efforts and equal opportunity for qualified applicants to test in an examination process designed to determine the qualifications, fitness and ability of competitors to perform duties of the vacant position.  Many of our recruitments are targeted and specific to the needs of a current vacant position, in which case, the eligible list may be exclusively used for that current vacant position.  Other recruitments many be more broadly used for both current and future vacancies, or for other alternate jobs with comparable scopes of work.

To learn more about our recruitment and selection process, please visit the "What You Need To Know" section of our website:  www.acgov.org/hrs.

WE RESERVE THE RIGHT TO MAKE CHANGES TO THE ANNOUNCED EXAMINATION STEPS

Selection Plan

Applicants will be informed with reasonable notice in advance of any examination process which will require their attendance.  The following dates are tentative and subject to change based on the needs of the Agency:

TENTATIVE SELECTION PLAN

Deadline for Filing:  12:00 A.M Friday, June 15, 2013 (applications will be accepted on-line only)

Application Review to determine applicants that meet the minimum qualifications: Friday, June 28, 2013

Application Review to determine applicants that are among the best qualified: Friday, June 28, 2013. 

Panel Interviews: Week of July 15, 2013

 

*Please note that the panel interview will be weighted as 100% of the candidates' final examination score and may contain situational exercises.

The Human Resource Services Department will make reasonable efforts in the examination process to accommodate qualified individuals with mental and physical disabilities, and/or medical conditions in accordance/compliance with the State Fair Employment Housing Act (FEHA), Federal Americans with Disabilities Act (ADA) of 1990, and Alameda County Resolution No. R-83-773.  To request an accommodation due to a disability during this or other phases of the selection process, please contact the Human Resource Services Department at (510) 272-6472 before the final filing deadline. Alameda County Human Resources Services will require documentation to substantiate a request for reasonable accommodation. In order to qualify for a reasonable accommodation, applicants must have a permanent disability pursuant to the U.S. Equal Employment Opportunity Commission's statute of the Americans with Disability Act of 1990, as amended, and/or the California Department of Fair Employment and Housing (DFEH) Act. 

For more information regarding our Reasonable Accommodation procedures, please visit our website, www.acgov.org/hrs

BENEFITS

ABOUT THE COUNTY

Alameda County, located on the east side of San Francisco Bay, is California’s seventh-largest county.  The County employs 9,080 full-time employees and operates on an annual budget of $2.39 billion.  Oakland, the County seat, is California’s eighth largest city.  One and a half million people call Alameda County home and live in a variety of incorporated cities, unincorporated communities and rural areas.  As a major urban county, Alameda provides a full range of services to its citizens.  The County is a blend of culturally and ethnically diverse communities, and its mixture of cosmopolitan and suburban areas provides the perfect environment for families and their active lifestyles.  The County offers extensive cultural resources, countless recreational opportunities and an array of fine public and private colleges and universities.

 

BENEFITS FOR NON-MANAGEMENT POSITIONS

MEDICAL PLANS

The County offers HMO and PPO medical plans.  The County has two contributions structures, 1) County contributes 100% of the lowest cost HMO; or 2) County contributes 90% of the HMO plans and 90% of the lowest cost HMO towards the PPO.  The County contribution can be prorated based on the number of work hours up to 50% of the standard hours in a pay period.  If an eligible employee waives all medical coverage through the County, a monthly stipend may be provided.

DENTAL PLANS

The County offers two Dental Plans: PPO and Dental Maintenance Option (DMO). The County contributes 100% of the family coverage for both plans as long as the employee works at least 50% of the standard hours in a pay period. The PPO option plan design is 100% Preventative, 80% Basic Care, 80% Major Care with a $45 per individual deductible and annual maximum up to  $1,450 per year.  The DMO option has an orthodontic benefit for children as well as adults.

VISION BENEFIT

The County offers two Voluntary Vision Plans through Vision Service Plan (VSP) for eligible employees.  The two plans consist of a low option and a high option that offer annual eye exams and coverage for various frames and lenses.  The Voluntary Vision Plan is 100% employee paid and is available for employees and their dependents.  In addition, an annual eye exam is covered for participants in the HMO Medical Plans with corresponding co-pay. 

A Vision Reimbursement Plan is available for some union bargaining units who have a provision in their Memorandum of Understanding that after six months of continuous service, Vision Reimbursement for eye lenses or contacts is provided up to a set dollar amount. This vision reimbursement benefit is available to employees only.

COUNTY ALLOWANCE DOLLARS

The County provides up to $300 of flex dollars annually, dependent upon the eligible employee's represented or unrepresented classification.  These flex dollars can be used to pay for medical premiums.  The unused portion of these flex dollars are deposited into a Health Flexible Spending Account for the employee, which can be used for unreimbursed medical expenses. 

HEALTH FLEXIBLE SPENDING ACCOUNT

Employees may opt to salary contribute on a pre-tax basis up to $5,000 for eligible out of pocket medical, dental and vision expenses such as: prescription co-pays, office visit co-pays, prescription eye glasses or contact lenses.

DEPENDENT CARE ASSISTANCE PROGRAM

For employees who have either children under age 13 or dependents (parent, sibling or in-law incapable of self-care) that are dependent upon the employee for care can salary contribute on a pre-tax basis up to $5,000 annually. These pre-tax dollars can be used to pay for day care expenses provided by a licensed facility.

LIFE INSURANCE

The County pays for a Basic Life Insurance policy of $9,000 up to $20,000 for an employee based on the affiliation with their appropriate union.

COMMUTER BENEFITS

For the 2011 Plan Year, an employee can set aside up to $230 a month in pre-tax dollars to pay for qualified work-related parking and commuting to and from work transit fees.

HOLIDAYS

Most employees are provided 11 paid holidays plus four floating holidays dependent upon the union bargaining unit.

VACATION AND SICK LEAVE WITH PAY

Vacation accrual ranges from two weeks to five weeks depending upon years of service and the union bargaining unit to which the position is assigned. Sick leave accruals are based on the union bargaining unit and are defined in the corresponding Memorandum of Understanding.

EMPLOYEE ASSISTANCE PROGRAM (EAP)

The County has an EAP available for employees, spouses/domestic partners and eligible dependents.  This program provides services such as: counseling, financial consulting, child and elder care consulting and some legal counseling.

DISABILITY or INCOME REPLACEMENT

Two voluntary plans are offered: Short-term Disability and Long-term Disability can be purchased through a payroll deduction or with accrued vacation hours depending upon the union bargaining unit.

LONG TERM CARE

This voluntary benefit extends care for yourself and/or your spouse and/or your parents who experience a serious accident, chronic illness or frailties of old age. Places where care can be provided are: in one’s home, at a nursing home, at an assisted living facility or adult day care center.

 RETIREMENT

The County retirement program is a Defined Benefit plan governed under the provisions of the California Government Code and  is commonly referred to as a 1937 Act retirement system. County retirement is based upon several factors including but not limited to one’s age upon entrance into the retirement system, the year entrance occurred, contributions made into the retirement system, compensation and years of service. Specific questions regarding the County’s retirement system should be directed to the Alameda County Employees’ Retirement Association.   

DEFERRED COMPENSATION

The County offers a Deferred Compensation program where an eligible employee can voluntarily contribute on a pre-tax and/or after-tax basis, a minimum of $20 per pay period up to the total annual contribution limit.

ADDITIONAL INFORMATION

VETERAN’S PREFERENCE
Those claiming additional preference points as a VETERAN must submit a copy of the DD214 form on the day of the oral examination. Those claiming additional preference points as a DISABLED VETERAN must submit a copy of the DD214 form and a letter from the Department of Veteran Affairs confirming eligibility for additional points on the day of the oral examination.

REASONABLE ACCOMMODATION
The Human Resource Services Department will make reasonable efforts in the examination process to accommodate qualified individuals with mental and physical disabilities, and/or medical conditions in accordance/compliance with the State Fair Employment Housing Act (FEHA), Federal Americans with Disability Act (ADA) of 1990, and Alameda County Resolution No. R-83-773.  To request reasonable accommodation, you must notify the Human Resource Representative listed on this bulletin as soon as possible and before the last day to file, in order to make the necessary arrangements during each step of the examination process.                                                               (510) 272-3703 (TDD)

DISASTER SERVICE WORKER
All government employees are disaster service workers as defined by California Government Code Section 3100.  In addition to everyday duties, employees have the added responsibility of helping throughout any disaster.

DMV EMPLOYER PULL NOTICE PROGRAM
All county employees who drive on county business are required to enroll in the California Department of Motor Vehicles Employer Pull Notice Program in an effort to promote driver safety.  Employees’ driver record reports will be released to the County Safety Officer in Risk Management to ensure that employees have valid driver’s licenses and are eligible to drive on county business.

BACKGROUND INVESTIGATION
An applicant’s previous employment may be investigated.  Results of this investigation may be cause for disqualification.  Also, all convictions will be reviewed and may result in a request for additional information or termination of employment.  A conviction record will not necessarily disqualify an applicant from employment.  Each case will be given individual consideration, based on job-relatedness.

MEDICAL EXAMINATION
All prospective county employees must pass a medical examination before beginning employment.  For positions which require a commercial driver’s license and the performance of functions defined as “safety sensitive,” Federal law and County policy requires that the examination include a drug screening process.  Offers of employment are conditional upon successful completion of this examination.

Alameda County is an Equal Opportunity/Affirmative Action employer.  Women, ethnic and racial minorities and persons with disabilities are encouraged to apply.  Applicants will be considered without regard to their race, color, religion, sex national origin, age, disability, sexual orientation, or any other non-job-related factor.

 

Conclusion

All notices related to County recruitments for which you have applied will be sent/delivered via email. Please add @acgov.org and alamedacountyHR@acgov.org as accepted addresses to any email blocking or spam filtering program you may use. If you do not do this, your email blocking or spam filtering program may block receipt of the notices regarding your application for recruitments. You are also strongly advised to regularly log into your County of Alameda online application account to check for notices that may have been sent to you. All email notices that will be sent to you will also be kept in your personal online application account. You will be able to view all of your notices in your online application account by clicking on the "My applications" button on the Current Job Openings page.

Please take the steps recommended above to insure you do not miss any notices about a recruitment for which you have applied. The County of Alameda is not responsible for notices that are not read, received or accessed by any applicant for a County recruitment.

NOTE: All notices are generated through an automated email notification system. Replies to the email box alamedacountyHR@acgov.org are routed to an unmonitored mailbox. If you have questions please go to our website at www.acgov.org/hrs. You may also contact the Human Resources Analyst listed on the bulletin for the recruitment for which you have applied.

Ione Bell,  Human Resources Analyst II
Human Resource Services Division, County of Alameda
510-272-6456

www.acgov.org