Us Army Medicine Civilian Corps Vicenza Ave, Katy, TX 77493, USA
Aug 10, 2018Full time
SUPERVISORY SOCIAL WORKER (FAMILY ADVOCACY): Supervision and Family Advocacy Program (FAP) Management: Serves as supervisory clinical social worker; responsible for development and maintenance of professional standards of service, initiating and effecting changes in methods that will promote efficient practice, and coordination of social work services with other programs of service to the same group of clients; uses expert knowledge of a full range of psychological concepts, principles, procedures and practices to plan, direct and manage the clinical and administrative duties of subordinates; responsible for clinic staff (administrative, general and clinical). Assigns work to subordinates based on priorities, difficulty of assignments, and the capabilities of employees; provide technical oversight; develop performance plans, evaluate work performance of subordinates, and provide recommended ratings of record; interview candidates for subordinate positions; recommend hiring, promotion, or reassignments; take disciplinary measures, such as warnings and reprimands; identify developmental and training needs of employees; provide and/or arrange for needed development and training. Risk and Clinical Assessment: Incumbent uses advanced professional knowledge and judgment to independently plan and carry out the clinical social work component of the FAP in accordance with program requirements and accepted standards of professional conduct. Conducts comprehensive clinical intake interviews with children and adult family members, to include family history, social history, developmental history, and presenting problems together with any relevant secondary information; social assessments may include financial, adaptive, social functioning of the child and family, social relationships and situations, and other contributory information. Compilation, Analysis, Decision Making and Case Management: Incumbent obtains relevant data from legal, investigatory, medical, command, social service agencies, schools, resource programs, etc. to compile information and present for a determination of abuse or neglect to the FAP CRC. Analyzes the information and uses professional judgment concerning difficult decisions that may have serious consequences to the child or the family. Crisis Intervention: Incumbent performs crisis intervention services and appropriate triage to assist in the protection and safety of victims and Families. Where significant hazard of severe or continuing abuse is identified, makes recommendations and takes action to effect removal and protection of Family members and others from the abuser. Crisis intervention will primarily occur in outpatient settings or in the Emergency Department. Treatment: Incumbent develops treatment plans based on identified problems, psychosocial factors and treatment capabilities. Makes treatment recommendations to the multi-disciplinary FAP CRC team. Provides therapeutic treatment to victims, offenders and Family members of those involved in domestic violence or child abuse or neglect. ABOUT THE POSITION: Must be able to satisfy the requirements of the 26JUL12 DODI 1400.25 V1230, DoD Civilian Personnel Management System: Employment in Foreign Areas and Employee Return Rights. Visit http://www.dtic.mil/whs/directives/corres/pdf/140025v1230.pdf. CONDITIONS OF EMPLOYMENT: RETURN RIGHTS: - Return rights are granted to civilian employees hired from stateside DoD activities to overseas positions per 10 U.S. Code § 1586 - Rotation of career-conditional and career employees assigned to duty outside the United States - Apply only to current employees recruited from non-foreign areas for employment outside of CONUS - Employees have return rights to their original position for five years and must exercise those return rights unless forfeited or formally extended. - Employees lose return rights when taking a new position outside of DOD or non-appropriated funds positions. - When an employee exercises their return rights they will be placed in the position they held prior to their assignment outside of the United States. - If the employee voluntarily stays overseas for longer than five years, they will forfeit their return rights. - If the employee voluntarily returns to a different position in CONUS, return rights are automatically forfeited. - Any employee who leaves government service automatically forfeits their return rights. REASONABLE ACCOMMODATION: Federal agencies must provide reasonable accommodation to applicants with disabilities where appropriate. Applicants requiring reasonable accommodation for any part of the application and hiring process should contact the hiring agency directly. Determinations on requests for reasonable accommodation will be made on a case-by-case basis. A reasonable accommodation is any change to a job, the work environment, or the way things are usually done that enables an individual with a disability to apply for a job, perform job duties or receive equal access to job benefits. Under the Rehabilitation Act of 1973, federal agencies must provide reasonable accommodations when: ◦An applicant with a disability needs an accommodation to have an equal opportunity to apply for a job. ◦An employee with a disability needs an accommodation to perform the essential job duties or to gain access to the workplace. ◦An employee with a disability needs an accommodation to receive equal access to benefits, such as details, training, and office-sponsored events. You can request a reasonable accommodation at any time during the application or hiring process or while on the job. Requests are considered on a case-by-case basis. EQUAL EMPLOYMENT OPPORTUNITY: The U.S. Army Medical Command does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.