DHS - Caseworker

POSITION SUMMARY

Performs professional senior level social casework services for a variety of programs, requiring expert working knowledge of established theories, principles and concepts of social casework related to the assigned program area.

WHAT YOU WILL DO

• Conducts home visits with clients and family members.
• Documents all observations and interactions; maintain record of activities; writes monthly reports of activities with clients, collateral contacts, observations, client progress and functioning.
• Provides transportation as necessary.
• Assists and advocates for access and use of community services; organizes services.
• Ensures and monitors quality and quantity of services are delivered.
• Assists with life skills activities of daily living.
• Completes intake assessment; documents assessment and observations, determines best course of action for placement of client.
• Develops effective case plans, provides counseling services to families, assesses new abuse or re-abuse complaints and provides crisis intervention when needed.
• Makes home visits with clients, provides information regarding available services and coordinates the provision of the services.
• Testifies in court and makes recommendations on abuse and neglect cases, placement of clients, guardianship and investigations.
• Performs related work as required.
• Conducts and facilitates family team meetings for children, youth and families.
• Provides intake and/or ongoing human services for Child Welfare Division areas related to child abuse and neglect cases and youth in conflict cases.
• Determines if children should be placed outside the home, monitors foster care placement and parental visits and determines when and if recommendation will be made to return children to home.
• Locates foster care placement appropriate to client's needs and monitors client's progress in placement.
• Recruits new foster and adoptive homes, conducts home studies and monitors quality of care provided in foster homes.
• Assists with life skills activities of daily living including teaching and modeling effective parenting methods.
• Child protective services as defined by Colorado State Statutes and Rules.
• Monitors foster care placement and parental visits and determines when and if recommendation will be made to return children to home.
• Receives certification of successful completion of the Colorado Department of Human Services (CDHS) New Worker Child Welfare Training Academy and receives a total of forty hours of in-service training per a year in areas relevant to Child Welfare Services.

WHAT YOU HAVE

EDUCATION:

• A bachelor’s degree from a higher education institution with course work related to the job responsibilities of child welfare social caseworker. Course work examples can include and are not limited to, the development of human behavior, child development, family intervention techniques, diagnostic measures, or therapeutic techniques required

• Professional, internship, or volunteer work experience in a human services related agency required

LICENSES/CERTIFICATES:

• Valid driver’s license at the time of application and a valid Colorado driver’s license at time of hire required

WHAT PUEBLO COUNTY OFFERS

• Comprehensive Benefits package (medical, dental, vision, etc.) for full-time employees
• Generous Vacation and Sick Leave Accrual
• Remote & Hybrid working opportunities
• County Retirement Program
• Autonomy to grow and find your career path with supportive leadership
• Truly inclusive and diverse environment
• Fitness Center (Historic Pueblo Courthouse Building)
• May be eligible for up to 12-week Paid Parental Leave Benefits (full-time employees)

EMPLOYEE BENEFITS SUMMARY

• New Year's Day - January 1st
• Day after New Year's Day - January 2nd
• Martin Luther King, Jr. Day - January 19th
• Memorial Day - May 25th
• Employee Appreciation Day - June 3rd
• Juneteenth Day - June 19th
• Independence Day (observed) - July 3rd
• Day before Labor Day - September 4th (Early Release at 12:00pm)
• Labor Day - September 7th
• Francis Xavier Cabrini Day - October 5th
• Columbus Day / Indigenous Peoples' Day - October 12th
• Veteran's Day - November 11th
• Day before Thanksgiving - November 25th (Early Release at 12:00pm)
• Thanksgiving Day - November 26th
• Day after Thanksgiving - November 27th
• Christmas Eve Day - December 24th
• Christmas Day - December 25th
• Day before New Year's Day - December 31st (Early Release at 12:00pm)
• One Personal Day (County employees will have one paid personal day off in 2026. This paid day off is to be chosen by the employee and approved by their Elected Official or Department Director.)

* = Regular Part-Time Employees who are scheduled to work on a 2026 Holiday will receive Holiday Pay for two (2) of the Holidays of their choice (marked with the single asterisk * above) as approved by their Elected Official or Department Director

• When a holiday falls on a Saturday, Friday will be celebrated as the County holiday
• When a holiday falls on a Sunday, Monday will be celebrated as the County holiday
• Early releases are at the discretion of the Elected Official or Department Director and may vary based on the operational needs of their offices/departments.
• All time off work taken by County employees for the days designated as Early Release shall be considered holiday time off for purposes "worked time" in determining Overtime in accordance with the Fair Labor Standards Act (FLSA).
• If an employee is absent the day preceding or following the holiday without prior approval, the employee will not be paid for the holiday
• The following time off types will not contribute to the daily or weekly overtime calculation: Unpaid Days Off, Unpaid Personal Days, and Unpaid Early Release Days.
• Any employee that is required to work by their supervisor on a designated Unpaid Day Off,
  a designated Unpaid Personal Day or during a designated Unpaid Early Release period shall be paid for work required and performed during such days and periods.
• No employee may work during an Unpaid Day Off, an Unpaid Personal Day, or during an Unpaid Early Release period without the express authorization of their supervisor. This Resolution contemplates and authorizes supervisors to direct work during Unpaid Days Off, Unpaid Personal Days, or Unpaid Early Release Periods for community safety and County government essential activities such as snow removal, social worker visits for child welfare and other family emergencies, response to emergency calls by facilities and fleet employees, and required court appearances by County employees.
• For weeks in which an Unpaid Day Off or an Unpaid Early Release takes place, County Exempt employees are designated as Non-Exempt employees under the Fair Labor Standards Act. Those employees so designated will be required to clock in and out of work via email to their Director for all days worked during weeks that include an Unpaid Day Off.
• No employees shall be permitted to work over 40 hours during a week that includes an Unpaid Day Off or an Unpaid Early Release without the express written authorization of their Director or Elected Official.

*** The above 2026 Holiday Schedule Resolution was originally approved by the Board of County Commissioners on December 15th, 2025 and then revised on February 12th, 2026 & March 12th, 2026***

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DEPARTMENTS SCHEDULED TO WORK ON HOLIDAYS
Due to operational requirements, some employees will be required to work on holidays. The employee must take the holiday by the end of the month following the holiday at a date approved by their Elected Official or Department Director

SICK LEAVE
Regular full-time employees accrue eight (8) hours per month with a maximum accrual of 960 hours.

VACATION LEAVE

• Upon initial date of hire: earn eight (8) hours per month with a maximum accrual of 144 hours.
• After 5 years: earn twelve (12) hours per month with a maximum accrual of 216 hours.
• Ater 10 years: earn sixteen (16) hours per month with a maximum accrual of 288 hours.

RETIREMENT
All Regular Full-Time employees and Elected Officials are required to participate in the County Retirement Plan upon completion of one (1) month of continuous employment. A pre-tax deduction of 8.25% will be deducted from the employee's monthly pay.

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EMPLOYER MEDICAL CONTRIBUTION
Pueblo County's contribution toward the purchase of your benefit options on a tiered approach and based on which medical plan you elect.

If Benefit Selections:

• Are greater than the employer contribution dollar amount, the difference is deducted from paycheck
• Are equal to the employer contribution dollar amount, there is no effect on pay
• Are less the employer contribution dollar amount, additional pay or cash back is not optional

Your monthly cost = (monthly pay)/100 x 0.410

BASIC LIFE AND AD&D BENEFIT (required)
Employees are required to purchase the basic option for $3.10, however, they may elect to purchase additional coverage.

FLEXIBLE SPENDING ACCOUNT (optional)
This benefit allows you to pay for certain expenses (medical and/or dependent care needs) with "pre-tax" dollars. You specify the dollar amount you would like deducted from your monthly paycheck (minimum of $25), then when you incur an eligible expense, you pay it. Then you submit a claim form and original receipt for reimbursement.

Note: According to IRS rules, any funds left in your FSA account(s) at the end of the year cannot be returned to you. They are considered "use or lose" funds.

ADDITIONAL INSURANCES/BENEFITS (optional)

• Optional Life Insurance
• Spouse/Dependent Life Insurance
• Other Self-Funded Retirement Plans