Child Support Supervisor II

Positions in this class direct a medium size Child Support Enforcement Program. The primary responsibilities include planning, organizing, directing, and evaluating the program. The program is larger and more varied than that of the Supervisor I class, but lacks the complexity of judicial and law enforcement system noted in Supervisor III. Employees provide administrative and technical supervision of the agents and clerical support staff. Employees resolve major concerns with the local judicial and law enforcement system and provide information to the community.

SUPERVISOR/MANAGERIAL FUNCTIONS

Planning - Plans work operations, sets priorities and deadlines, establishes goals for the IV-D program; determines needed staffing, office space, office equipment and justifies to agency director, assistant director or regional consultant; plans are usually set six months to one year in advance.

Organizing and Directing - Establishes work assignments; makes changes in organization,

assignments, procedures, and methods-within agency policies.

Budgeting - Compiles statistics and projects collections for director; recommends budget needs to director.

Training - Designs training materials and evaluates on-going staff needs; provides orientation to new staff and determines training needs; advises staff on all changes in program, policy, or unit structure during weekly conferences; provides training and coordinates with state IV-D training services.

Setting Work Standards - Establishes, develops, revises work standards for the program and assures compliance; reviews established manuals, statutes, regulations with staff and explains new policies and procedures; establishes guidelines in accordance with overall agency standards and goals.

Reviewing Work - Reviews program accomplishment on a regular basis through reports and discussions with staff; determines internal procedures needed to achieve overall program mission.

Counseling and Disciplining - Counsels staff regarding grievance policy; may reprimand; acts as first line supervisor in formal actions.

Performing Other Personnel Functions - Evaluates staff performance; recommends to county director or regional consultant on merit raises, appraisals, promotions, reassignments, salary adjustments or dismissals; interviews applicants and confers with supervisor on hiring.