Social Services Board - Regular Meeting

I will go ahead and call this meeting to wanna welcome and call this meeting to order. We have the agenda before us. What I would like to propose to the board, if you're in agreement, we have all the reports that would be presented in a normal board meeting presented to us. If the board so desires, we will go down the agenda as we have always done in the past with comments to be presented or if the board prefer because we have a closed session that we need to take care of today. If the board prefers, we will modify this agenda after the personnel report and receive the reports as presented without further commentary.

What would be the board's pleasure?

Can I

ask a question?

Yes, ma'am.

Is there anything really unusual or pressing in the reports that are abnormal that if we read them on our own, we won't be Very common. I wouldn't say, like, confused or anything. That sounds kind of strong, but I think you get what I mean. Like, there's not any abnormalities or anomalies. Usual. Sometimes more

compound, and that's usually But that'll

be in

personnel report.

So Mhmm.

Oh, yeah. Everything's usual.

I agree with the last part of what you said about going through the personnel report and then going into closed session based on the magnitude of the discussion.

Would that be in the form of a motion?

I make that in the form of a motion that we go into closed session after the personnel report.

Will there be a second?

Second. Do I need to do something, Jim?

Wanted to clarify.

Yes, sir. Please. Thank you, sir.

I recommend that if the motioner would amend, provide that such reports would be received.

Okay. Thank you. I make a motion that we go into closed session after the personnel report and the other reports will be accepted as received.

And we're going into personnel, if I heard you right, according to North Carolina General Statute 140 three-three 18.11 subsection A subsection six?

That is correct. I'm getting the thumbs up.

There still be a second upon that? All in favor, aye. Aye. Opposed, like. Thank you.

I hope every member has had a chance. I thought I emailed them out, but I went ahead and text them earlier again.

Thank you.

I hope every member has had a chance to look at the minutes from last month. And I will entertain a motion from the minutes from February. February 2? Second. All in favor aye? Aye. Opposed like signed? Passes. Do we have any public comments? Ms. Kueb, do you have anybody else? No. Recognize Director Hunt for the personnel report. Thank

you very much to the board. Prior to the personnel report that we have before us, we want to recognize the personnel that we have in the room and I'm gonna turn it over to the managers to have them introduce our new person here.

Alright. So I have two right here at the front, Matthew and Nadia. And what I would like y'all to do is to introduce yourselves, tell them a little a little background about yourself, just a little where you come from and things like that, Both in children's services.

So hello, everyone. My name is Matthew Lehman. I graduated from Western Carolina University in 2023, and I took a position through Rutherford County as an intake worker and assessments. So I'll kinda be going between the two and working through different sections of the child support. Welcome, sir. Child buffer.

Okay. You, Matthew. Hello, everyone. My name is Naya Taylor. I graduated from Walker College in 2021 and then got my master's at George Washington University, and I graduated in 2023. I'm really excited to take on this new role as an adoption social worker. I've actually already been shadowing three of them, so it's been a really rewarding experience, and I'm excited. It's nice to meet y'all.

Thank you.

And then in the second row, we have Mary Walt. She started with us on March 2. She she has a background in Department of Corrections. And you want to tell any more about yourself? She is in economic services, food and nutrition services. K. Which prison?

Which prison?

I started out at Rutherford, and then I went to

Mary. And

then we have Erica Twitty. She started with food and nutrition two days ago, March 2. Wow. She has a twenty year background in payroll. And I grew up in Rutherford County, but

have been back in Guilford County for, well, maybe, like, twenty seven years or more and just recently moved back to the area. Been in payroll for twenty plus years and wanted to get into something different.

Thank you.

Thank you.

Welcome aboard.

Thank

you. Alright. This is our board, and we always like for our staff to know who the board is. The board has one employee. It's me. They are responsible for hiring the director and firing the the director. And right now, as you know, I am leaving at the end of the month. So they are in the process of finding my replacement. So that is why you heard the information that you heard. But but they are open.

They you know, to anything that you like to talk with them about. But just know that that they are here for us. They support us. The work that we do when we have anything going on budget wise, they listen to us attentively and also give us direction and any kind of feedback to to help us, but they have been a great support system for DSS. That's why we have to. So now we will continue on unless you guys just wanna try to stay over just a little bit longer. If not, we give you this time to go ahead and exit. So don't leave it once.

I am. Thank you.

Thank you.

Thank you so much. We we do appreciate you. We're so happy to go forward. Thank you. And I guess we'll finish with the personnel report. You mind the back. So we do have the personnel report in front of you, which includes all of our services. And you guys want to lift this and see if you have any questions. We will be happy to entertain the questions and answer those for you.

Under CPS, this 4425, is that in home, or is that an, like, investigation? It was investigation, but this individual was moving to in home. Okay. Mhmm. So we were you ever here had, like, February, January, and then you have February 25.

Is that, like, the cases they were assigned for those months, or how is That's what their comp time was in February 2025. Okay. They didn't get because I know I just went back and looked for the last, like, three months. And I know you had said at one time that these workers, like this one and the one that had the other 40 cases. I think that was an investigative position, I'll say.

Mhmm. And that they had contract workers that were helping them close these cases. Mhmm. These numbers are staying the same. So if we've got if we're contracting with people to help close these cases, they're not moving. Is there a reason they're just not moving? So these numbers

are not this number right now. Like, forty four twenty five currently has 28 cases. And then if you look at well and I know you're looking at this right here. You don't have the other piece that I have out of the the PathNC. But for March, the numbers are definitely different. And for 4439, this individual is down to 29 cases. So the contract workers are definitely working. However, they are contract workers who can only take two, three cases. They can't take a full load because they work a full time job. So they're only able to assist after hours and on the weekends.

They can't do things during the day. So but these numb the numbers are definitely coming down and but the reports don't stop. So even though they're they're still carrying up up the blunt of these reports, and then the contract workers are able to do two and three here and there, but the reports are not stopping. And they're they're still coming in.

So you're assigning these workers' cases on top of what they already have. So these these workers that have zero, they're new workers or cases So that are vacant or Mhmm. Positions that are vacant?

No. The position one of the positions right here that's a zero, which is four four nine six, that individual currently has 15 cases but just came out of pre service.

Mhmm.

So and then you got the 45 one minute. Yeah. The 4513 that's at zero also just came out of preservice at the February. And then which is currently at 18 cases right now. And then let's see. The 3585, that's not a case carrying person. And yeah. I think

I forgot.

So are you now fully staffed with Yeah. Because I see you had some resignations. There were three in February down here. Is that correct?

So it would've been two well,

I only have two in February. Let me see. It says resignations. February 26 says three. Am I reading that correctly? You are. It's

for all of DSS. I guarantee it's it's just not my services.

That's just not okay. That's all.

Okay. Maybe another four. But Mhmm. Mhmm.

So you got you lost two? Two. 200. And was that investigators that you lost? Mhmm. Okay. So those haven't been well, they've been fielded right there. Right?

Actually, that's probably

No. That was from Previous. Another previous. So how many positions do you have open with investigations?

Currently, I have three open with investigations.

Okay. So how many workers do you actually have that can settle? Okay. Does

that include the contract?

Mm-mm. Okay. Okay. I I just I guess I'm just questioning that because I see this pattern since I've been on the board that you have these two workers that have this same number of cases, and it's like they're just not moving. Mhmm. And is there something that that needs to be done to get these workers moving? Because if these caseloads continue to stay high, you're gonna see them down here in this resignation spot if if there's not something that can be done to ease that burden off them.

Absolutely.

So I'm just wondering what I mean, I know Dee's leaving, but, you know, as an agency, what can be done, you know, to shuffle people or what little people you have or whatever to to help alleviate?

And that's the thing. The shuffling is impossible because even in in home, I got a position open. And they gotta cover in home cases. Foster care, we all know the situation with that. We they still have positions. They're carrying thirty and forty in foster care. But I will say the assessment numbers are coming down. The contract workers are working for us. These numbers are coming down, but the reports are not stopping. So Right. Only thing that I have to rely on right now is the contract workers to assist these workers while still getting cases.

Mhmm. So sometimes you may see the numbers stay the same, but it's not necessarily the same cases. Mhmm. Because as one case is coming in Mhmm. Another one may be going out. Right. So it may keep it the same, but it's not the same case because reports would they Right. Right. They don't mean. Right.

But so next month, we'll see a drop in that, though. You said one has 28 cases now?

Possibly. But, like, today

It's

not a

month yet.

Is on fire. Intake, the reports is rolling. So everybody got one, and they probably already done got another one since I've been sitting up here. It's been one of those days. Mhmm.

Mhmm. So you do think the contracting

They are absolutely helping because you don't see contractors a lot for the front lines. This is totally great.

Can you start reflecting them on here so we see what they're doing?

You what what The do contractors. What what you want? Their numbers on here and to know their caseload? Mhmm. Just like this?

Yeah. Okay. Mhmm.

Yeah. That because that helps tell a bigger you know what I mean? The the whole picture versus us just looking at this and not knowing that they're actually getting support and they're other people.

Mhmm. Yeah. Because right now, I have two one contract worker that's carrying ten, one that's carrying three, one that's carrying two. So really, these numbers would be higher. So you are right. That that that'll show.

Mhmm. Mhmm.

I like that.

Mhmm. Because sometimes with with numbers like this, you know, there just has to be some creative thinking about how do we get this done and how do we help these workers so we don't see their numbers down here in in these resignations. Right. We have to keep staff.

Mhmm. One of the things that that I can say that's been happening really well in child welfare is that Tiffany and the other supervisors have worked diligently doing things for the workers, especially this month. That helps with, you know, just an overall positive atmosphere in the agency. And we just started a long time ago just building that contract base. The contract base is and I know Pam can attest to this.

The contract base is largest as it's ever been in the history. And the only reason why I'm saying that is because I just I've seen contracts in many, many agencies over the years, and you don't see like 20 contract workers like we have. You just don't see that. You may see one or two. You may see three or four. But we've got it up to like at least 20 people. That's unheard of. So, you know, I just commend you for that and for Kim and helping get them in for Pam and writing contracts. I mean, it's it's a team effort. Mhmm. We're we're we're all doing this work, and we we all support each other.

All the contractors, are they working different different hours, or are they all coming in on a contract that's they're working the same amount of hours as contracting?

They're working different hours.

Mhmm. So that's control that's having to do with how many cases they're picking up.

Right. Because I got one contractor that will take 10. I don't let them go over 10 because I know they work a full time job, and they're being responsible for those cases. And I constantly keep in contact with them. Hey. What are you doing? How are you moving these cases? And then I got some that'll only take two. Gotcha. I got that's like, no. This is what I can do. I got a whole another job because these individuals work at another DSS. Gotcha.

Right. They're all vetted. Mhmm. And that's the way we want it because they're working at another DSS. They're vetted. They have the training necessary, and that's that's all we really wanna deal with. Mhmm.

What's your

minimum hours on a a contract usually? Minimum hours they work?

So I they work anywhere between, what, Pam? Maybe ten to maybe twenty five hours a week at a a minimum of 10. Mhmm. Gotcha. Most of the work is done on the weekends.

10. Gotcha.

Mhmm. So are you contracting with, like, maybe another supervisor agencies to help supervise some of these because you're saying you have 20 contract workers. That's a lot for a supervisor or a couple supervisors to have to keep up with all of these workers. So in that contracted workers is maybe one or two of them, other supervisors that can supervise some of these contract workers.

Are they spread out among the departments, those 20 contractors? They're not all under you? They are not all under me.

Now the frontlines is all of the frontline contract workers are under me. I manage them because I want to know they're doing the work, and I don't wanna put anything extra on my supervisor. Supervisor.

So you are supervising the And how many are you supervising?

Currently, I'm supervising four on the front lines, but then I have Vanguard has oh goodness. We got about six Vanguard workers. And then we have five additional contract three, I'm sorry, that that's not through Vanguard. So those are all in foster care. And then I have one in in home services, which doesn't do a lot because right now in home, know, they don't really need that individual as much. But so she is she's doing some things, but

not a lot. Because y'all are okay in in home with the numbers and the and the people there.

Mhmm. And then the Vanguard ones, the ones that work that's working in foster care, we've got help with others other foster care supervisors. Like, for example, the adoption supervisor is helping to supervise as well. So, you know, just so it's not too hard on one person. So we kind of spread it out.

And I do keep a check on Vanguard too Mhmm. Because I like to make sure they're doing what they're supposed to do too. So they send me all of their time sheets, and then I get all of that to Pam just so I don't add to supervisors that's already got a lot going on. That's basically in the field as well. Mhmm.

And the the and let me just mention this. The other thing is that we have to try to cut down on the travel of our foster care social workers. Vanguard is actually supervising some of the people that are out of county, way out of county. That helps with our budget. It also helps with the wear and tear on our people.

And so with that, it's not as it's not as difficult because we look in the record, and we see that the that the person's been there, but you could you also make the phone call to to the home to make sure that someone's been there to visit you this month. So that one's not as those are not as difficult. Right. Okay. Any other questions about the personnel report?

I do want to say if everybody would just go up here under January service month and mark that output for the word. We I don't know how we missed that at the We we we actually meet on the same week. So if you don't mind just changing that up there at the very top. Do

they does Vanguard use, like, a software app for their workers that tracks where they go?

They do mileage they do mileage use.

I just wonder because then that would definitely show you if they've been to the Mhmm. Place or not because they could pull that up and see, okay. They've actually I mean, if they could just pull the driveway and leave, but it would still show that Yeah. Just curious. Would.

That would be nice.

Hope they wouldn't be

I know. But I'm just saying, like, because it's far away, if that's something that they do, that would provide their clients with an extra layer of reassurance that they're putting some accountability measures in place.

We hadn't heard from any foster foster parents that our children hadn't been seen. So Right. And I will say they they are great with communication. If a family is giving them a hard time, they let us know. They let us know.

And Vanguard is they have a very, very credible and high reputation. They you know, even though, you know, people are coming to to work for them on contract, they're not gonna just take anybody. And I appreciate that about Vanguard. Their reputation is very important to them. So that helps too.

I will entertain the motion to go into closed session.

Do I have to say what the statute thing is, why we're going into closed session?

Neither me.

That would be excuse me. That's gonna

be general statute 140 three-318.11A6.

Got it.

Would there be a second? I'll second. All in favor,

Aye. I would recommend Mr. Chairman, if you wanted anybody to stay in the closed session, they need to be identified.

The board members, attorney Williams, our county finance, and our county human resource. Thank you.

Miss Saugen?

Thank you, Susan. Mhmm. All in favor? Aye. Thank you.

Alright. We're good.

Okay. Let's put that book.

We're on references all the time.

Alright. Are there any announcements? Motion to exit closed session was by Suzanne No. Mean, Lynn Lynn Hopis, seconded by Suzanne. We came out of closed session at 6PM. 06:15. 06:15. The board would like to call

Make a motion to adjourn.

So moved. All in favor, aye.

Oh my god.

Thank you.