Child Welfare Specialist

Seeking a caring, conscientious advocate who will assist families their children's development and their family's well-being. This individual will possess a Bachelor's degree in Social Work or related. Bilingual in English and Spanish is preferred. The Child Welfare Specialist will carefully make assessments as it pertains to each family's needs and provide comprehensive case management services to DCFS-involved families. This position offers competitive pay, medical, vision, dental, paid time off, 401K and other voluntary benefits.
Position Highlights
1. Conducts weekly or twice a month home visits to families, developing a positive relationship with family members and ensuring the well-being and safety of the children at all times.
2. In consultation with an assigned supervisor, refers participants, both children and caregivers, to appropriate social service agencies and community organizations in order to adequately address participants' service needs.
3. Demonstrates thorough understanding of the Illinois Department of Children and Family Services (IDCFS) Rules and Procedures, Part 302.388 Intact Family Services and Family First Prevention Services Act (H.R. 5456 (Family First).
4. Maintains regular contact with other community and service partners and provides advocacy when needed, to support participants' service goals.
5. Maintains monthly caseload statistics and other relevant data as required by agency and program policies.
6. Works on other Adhoc projects as assigned by Intact Family Supervisor.
For a full description of the Child Welfare Specialist, please click here to find all job descriptions in alphabetical order.
COVID-19 Vaccination Policy: Casa Central requires all new hires to be fully vaccinated by the first day of employment or be fully vaccinated within 60 days of hire date.
Employee Rights under the Family and Medical Leave Act
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Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)