Please check the requirements below prior to applying.
To be eligible for placement on the retiree list, you must be a former employee on service retirement and at least 180 calendar days must have passed since your retirement date as a regular employee. Public safety officers are excluded and have a 90 day waiting period. However, a retired former public safety officer returning to a safety position or other "critically needed employee" who has reached "normal retirement age" as determined by San Diego County Employee Retirement Association (SDCERA) is eligible for reemployment without any required wait period. You can be reemployed for temporary employment only not to exceed 960 hours in a fiscal year. (Civil Service Rule 3.2.6) and DHR Policy 101.
If eligible, placement will be to the same class where permanent status was most recently attained or to a class having the same or a lower top rate within the same occupational area.
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|Class Title:||SOCIAL WORKER I|
|Bargaining Unit:||Social Workers Unit|
|Salary:|| $19.56 - $24.05 Hourly|
$1,564.80 - $1,924.00 Biweekly
$3,390.40 - $4,168.67 Monthly
$40,684.80 - $50,024.00 Annually
CLASSIFICATION PURPOSE AND DISTINGUISHING CHARACTERISTICS
To perform casework services that include assessing social service needs, making appropriate referrals, and providing information to individuals eligible for social services; and to perform related work as required.
Positions in this class are allocated primarily to the Health and Human Services Agency (HHSA). Incumbents in the Social Worker series perform a wide variety of casework assignments related to social, educational, physical and psychological dysfunctions.
This is the entry-level class in the Social Worker series. Under general supervision, incumbents independently perform assessments, make appropriate referrals, and provide consultation and casework services to clients.
The complete Social Worker series includes the following:
Social Worker I (Class No. 005235)
Social Worker II (Class No. 005265)
Social Worker III (Class No. 005260)
Social Work Supervisor (Class No. 005270)
The examples of functions listed in this class specification are representative but not necessarily exhaustive or descriptive of any one position in the class. Management is not precluded from assigning other related functions not listed herein if such functions are a logical assignment for the position. Reasonable accommodations may be made to enable an individual with a qualified disability to perform the essential functions of a job, on a case-by-case basis.
KNOWLEDGE, SKILLS AND ABILITIES
Communicates Effectively, Knowledge Worker, Customer Focused, Values and Respects Others, Drives to Excel, Teamwork and Collaboration, Continuous Learning, Demonstrates Ethical Behavior, Supportive of Change
Education and/or Experience
Education, training, and/or experience that demonstrate possession of the knowledge, skills and abilities listed above. Examples of qualifying education/experience:
REQUIRED LICENSES, CERTIFICATIONS OR REGISTRATIONS
Required licenses, certifications and registrations must be maintained throughout employment in this class.
A valid California Class C driver’s license, which must be maintained throughout employment in this class, is required at time of appointment, or the ability to arrange necessary and timely transportation for field travel. Employees in this class may be required to use their own vehicle.
Some assignments may require possession of a current passport to travel outside the United States.
Some positions in this class may require a valid National Provider Identification Number (NPI).
Incumbents in these positions work in the field, conducting visits in homes and schools and encounter persons that are hostile and potentially violent.
Essential Physical Characteristics
The physical characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this classification. Reasonable accommodations may be made to enable an individual with a qualified disability to perform the essential functions of a job, on a case-by-case basis.
Continuous: upward and downward flexion of the neck. Frequent: sitting, repetitive use of hands to operate computers, printers and copiers. Occasional: walking, standing, bending and twisting of neck, bending and twisting of waist, squatting, simple grasping, reaching above and below shoulder level, and lifting and carrying of files weighing up to 10 pounds. Incumbents may occasionally be required to lift and secure children weighing up to 60 pounds into vehicle safety seats as required by law.
Must have a reputation for honesty and trustworthiness. Misdemeanor and/or felony convictions may be disqualifying depending on type, number, severity, and recency. Prior to appointment, candidates will be subject to a background investigation.
PROBATIONARY PERIOD AND CLASS HISTORY
Incumbents appointed to permanent positions in this classification shall serve a probationary period of 12 months.
New: March 1, 1962
Revised: March 8, 1965
Retitled: July 12, 1966
Revised: October 25, 2005
Revised: December 17, 2007
Revised: January 23, 2008
Revised: April 6, 2009Social Worker I (Class No. 005235) Union Code: SW Variable Entry: Y
Revised: February 12, 2010
David Hawthorne is studying for his CIPD Foundation Certificate in Human Resource Practice. Here is his first learning blog from the course.
I started the CIPD Level 3 Foundation Certificate in Human Resource Practice in July 2016 and I felt that a reflective blog would be a good way for me to keep track of what I'm learning and topics I find most interesting.
I have worked in student recruitment since 2013 after moving to the UK from Ireland in 2012. I studied Media and Event Management before that and student recruitment was a job I had never previously thought of doing. I had sales experience but this was a much more advisory role than I had been used to.
I started my current role in February 2015 as a Qualification Advisor - a great opportunity to work for a company that not only valued its learners but also wanted input from its staff. Since day one I have been asked to be very hands-on with all aspects of programmes; listening to what our learners needs are and how we can accommodate them.
In 2016, as part of my New Year's resolutions, I got myself back focusing on my career progression. With the support of the team and management at my organisation, I took a step back and really assessed where I wanted to be in my career. I thought about what I had already achieved and what I enjoyed in my current role. Through my assessments and discussions with people in the field, I decided that HR would give me what I want from a career – a challenge.
I spoke with my manager during my review and he agreed my understanding of organisational processes & procedures and how they affect stakeholders & teams, could really benefit a company within a HR role. I have basic managerial experience in my previous role, with basic core HR functions, but this was something I would need to work on and explore in depth. I decided now was the right time for me to take on a CIPD course.
I needed to make sure I chose the right course provider for me. I had a look at CIPD providers and did a simple pros and cons chart that I looked over with my friends and family. There are a range of CIPD providers but I came to the conclusion that the blended learning approach would benefit me. It wouldn’t mean too much time away from my current role but would give me enough networking experience and face-to-face contact to gain best practice and industry expert knowledge. As this is a career change I will be learning a whole new set of skills and knowledge so being able to network and have tutor support when not at the workshop was a big factor for me.
After the first workshop I decided to reflect on three main points:
- What did I learn?
- Why is it useful to me?
- How can I apply this to my role?
I feel very excited about learning about aspects of HR and its core functions. The key thing learned from the first workshop was how I can set goals to develop myself as an HR practitioner.
I started working on my Continuous Professional Development using the CIPD Profession Map to learn more about the areas I most need to develop. I found that behaviours such as 'courage to challenge' are something I need to improve on. I also found that my Learning and Development in terms of HR knowledge is low and that by reading more on the topic and working on extra aspects I can aim to develop this area more. I am also going to set a SMART goal to get myself a HR mentor.
I have since completed my first assignment and - I won’t lie - it was a challenge! However, my tutorial with Karen really helped me understand what was being asked and how to apply what I learned in the workshop. Since my first workshop and follow-up tutorial, I am driven to work harder and feel motivated to work on my development and use the transferable skills in my current role.