Child Support Supervisor

Position Summary and Job Duties The Child Support Supervisor provides leadership, supervision, and operational oversight of the Child Support Department, ensuring the effective and compliant delivery of child support services in accordance with federal and state regulations, court orders, and department policies. This position supervises assigned staff and oversees operations, including case management, enforcement activities, documentation, reporting, and performance monitoring. The Child Support Supervisor serves as a technical and procedural resource, provides guidance on policies and legal requirements, and addresses complex or escalated matters. The position supports implementation of program direction established by management and collaborates with courts, attorneys, County departments, and external partners. Through staff development, accountability, and continuous improvement, the Child Support Supervisor promotes consistent, efficient, and compliant service delivery in a high-volume, deadline-driven environment.

60% Supervises a team of employees performing child support case management functions.

• Supervising child support staff, including recommending hiring and termination, assisting with onboarding and orientation, providing training, evaluating performance, and recommending disciplinary actions as appropriate.
• Serving as a technical and procedural resource for staff by providing guidance on policies, procedures, documentation standards, and best practices.
• Planning, assigning, monitoring, and evaluating staff workloads and performance to ensure timely, accurate, and compliant service delivery; conducting regular staff meetings and individual check-ins.
• Responding to escalated client concerns and ensuring services are delivered professionally, respectfully, and in accordance with established policies and procedures.
• Reviewing and approving payroll, including vacation, sick leave, overtime, and compensatory time.
• Exercising independent judgment and decision-making authority within established policies and delegated responsibilities, while referring complex, high-risk, or sensitive matters to management for review or direction.
• Plans, develops, and implements special projects as necessary to improve overall agency performance in accordance with federal requirements.

20% Assists the Agency Director in the administration, planning, and oversight of the Child Support Department.

• Assisting in the preparation of reports and preparing, maintaining, and analyzing statistical data related to child support program performance.
• Responding to inquiries and concerns from clients, constituents, and noncustodial parents directed to the Director in their absence, and bringing significant or warranted complaints to the Director’s attention.
• Evaluating agency performance and assisting in the development and implementation of policies, procedures, and strategies to improve caseload performance and operational efficiency.
• Representing the child support program on boards and committees and at state meetings, trainings, conferences, and community outreach and educational events, including presentations to schools and community groups, as assigned.
• Assisting with program planning, budgeting, and fiscal oversight, including monitoring expenditures, staffing needs, and resource utilization to support effective and efficient operations.
• Assist the Child Support Director with development and monitoring of the annual budget, including staffing, equipment, and operational needs.
• Assuming the duties and responsibilities of the Child Support Director in their absence, as delegated.

15% Reviews, develops, and maintains agency policies, procedures, manuals, and systems to support effective and compliant child support operations.

• Reviewing agency manuals, work rules, and standard operating procedures to ensure alignment with agency structure, objectives, and program requirements; coordinating proposed changes with the Director.
• Preparing and developing formats for legal documents and forms used in establishing and enforcing child support obligations.
• Developing and maintaining record keeping systems and coordinating with information technology and data processing personnel regarding the development, modification, and implementation of computerized systems.
• Developing, implementing, and monitoring policies and procedures necessary to support effective and consistent child support case management services.
• Assisting in the development, revision, and maintenance of agency policy and procedure manuals to reflect changes in regulations, program directives, and operational requirements.
• Coordinating and leading responses to state, federal, IRS, and program audits; collaborating with leadership to develop, implement, and monitor corrective action plans to address audit findings and ensure compliance.

5% Other duties as assigned.Success Factors (KSA's)

• Considerable knowledge of business principles and practices related to personnel management, office administration, and budgetary controls.
• Considerable knowledge of Microsoft Word, Excel, data management systems, and electronic records retention practices.
• Knowledge of court practices and procedures and state statutes governing the child support program.
• Ability to assist in planning and implementing new programs, procedures, and processes, including training staff on related changes.
• Ability to maintain complex records and prepare accurate, concise, and comprehensive reports.
• Ability to supervise, direct, and evaluate the work of others.
• Ability to establish and maintain effective working relationships with employees, attorneys, administrative personnel, cooperative agencies, other departments, and the public.
• Ability to communicate effectively, both orally and in writing.

Job Requirements, Education, Training & Experience

• Graduation from high school and a bachelor's degree in business administration, public administration, legal studies, or a related field.
• Experience working with the legal system, accounting or bookkeeping, and computer technology.
• Supervisory experience.
• Experience in child support and/or family law required.
• An equivalent combination of education, training, and experience that provides the required knowledge, skills, and abilities may be considered.
• Ability to maintain confidentiality with staff and case participants.
• Ability to work in a team atmosphere.

Additional Job Requirement Pursuant to Internal Revenue Service (IRS) 1075 Publication, Federal Bureau of Investigations (FBI) fingerprints and criminal background checks are a component and requirement for access to Federal Tax Information (FTI). New hires must be successfully adjudicated before a start date is established and prior to granting access to FTI. Current employees must complete fingerprints and a criminal background check at least once every five years thereafter. Essential Job Functions (physical elements, equipment and working conditions)

• Position requires extended periods of sitting, with intermittent standing, walking, bending, and reaching.
• Ability to reach, retrieve, and handle files, manuals, and other office materials.
• Ability to exert up to 10 pounds of force occasionally, or a negligible amount of force frequently, to lift, carry, push, pull, or otherwise move objects.
• Ability to see and hear within normal ranges, with or without corrective devices.
• Ability to communicate verbally and be heard by others.
• Work is performed primarily in an office environment, with frequent use of computers, keyboards, telephones, and standard office equipment.
• Interaction with members of the public, including individuals experiencing financial stress, emotional distress, conflict, or frustration related to child support matters.

Benefits

Rock County Employee Facts and Benefits Highlights

• Rock County historic and cultural attractions:Rock County is in south Central Wisconsin along the Illinois border. The County has a population of 161,188 making it the ninth largest County in Wisconsin. Janesville, Wisconsin (pop. 64,009) is the county seat. Janesville is located on the I39/90 corridor, forty miles south of Madison, seventy-six miles west of Milwaukee and about two hours from Chicago.

Rock County’s many historic and cultural attractions include the City of Evansville historic district, Beloit College (an acclaimed liberal arts institution located in the City of Beloit) and the City of Janesville’s Rotary Botanical Gardens and Tallman House (an exceptional example of Italian villa style architecture from the mid 1850’s). The Cities of Janesville and Beloit have a combined symphony orchestra, as well as individual performing arts centers. The Rock County Fair and Riverfest are regional cultural celebrations held every summer in the Cities of Janesville and Beloit respectively. These Cities both have extensive park and open space networks, including portions of the Ice Age National Scenic Trail, a Statewide trail commemorating the State’s geologic history. Additionally, the Rock River runs through these Cities, offering many recreational opportunities.

• Salary:

Rock County has updated their pay grid in 2023 and it has 14 steps for every classification. Below is the link to locate the compensation grid and see each of the classifications that Rock County has to offer. https://www.co.rock.wi.us/departments/human-resources/compens

Employees are paid every two weeks on Friday (26 checks in a year). Paychecks are directly deposited in the employee’s bank account. There is a two-week delay between the pay period worked and the payday. New employees generally wait four weeks before they receive their first check, which is a live paper check. Direct deposit is a requirement of employment.

• Holidays (Ordinance 18.501):

The following holidays are observed by the County and shall be granted to regular employees with pay and to temporary employees without pay, unless such employees are required to be on scheduled work: (a) New Year's Day (b) Martin Luther King Jr. Day (c) Spring Holiday to be observed the Friday immediately preceding Easter (d) Memorial Day (f) July 4th (g) Labor Day (h) Thanksgiving Day (i) Friday following Thanksgiving (j) Day before Christmas (k) Christmas Day (l) One Floating Holiday (m) Any additional holiday granted by the County Board. (n) The County Administrator may designate additional holidays in unusual circumstances with the approval of the County Board Chair and/or Vice Chair. For employees working the standard work schedule, when a holiday falls on Saturday, it shall be observed on the preceding Friday. When a holiday falls on a Sunday, the following Monday shall be observed.

For employees not working the standard work schedule see the HR Policies and Procedures.

• Vacation (Policy & Procedure Manual 5.47):

Employees (.4 FTE or greater) hired on or after April 10, 2023, shall earn vacation according to the following schedule:

• Health Insurance including our Wellness component:

Rock County offers a dual choice point of service plan. Employees will have a choice to elect coverage with either Dean Health Care or Mercy Health Care. Employees can enroll within the first 30 days of employment, after that there is an annual open enrollment period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made. The County will pay 90% of the premium for health insurance and the Employee may earn the remaining 10% of the premium, based on the terms of participation of the Healthy Employee Incentive Program.

• Sick Leave (Policy 5.39):

Sick leave pay shall commence on the first day of any period of illness due to accident, injury, or disease.

All full-time employees shall earn one sick leave day per month of continuous employment. All part-time em­ployees whose regular workweek is sixteen hours or more shall earn one sick leave day on a prorated basis directly in rela­tion to the normal full time employment period. All part-time employees, who work less than sixteen hours per week, shall not earn sick leave. Temporary and seasonal employees are not eligible for sick leave. Sick leave shall accrue to a maximum of one hundred thirty days.

• Dental Plan:

The County offers a dental plan through Delta Dental and will pay 60% of the applicable premium for the lowest cost plan. Employees can enroll within the first 30 days of employment, after that there is an annual open enrollment period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made. Newly enrolled employees will likely see a double deduction on their first paycheck; premiums are paid one month in advance.

• Vision Plan:

The County offers a vision plan which employees can enroll in at their own cost. Employees can enroll within the first 30 days of employment, after that there is an annual open enrollment period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made. Newly enrolled employees will likely see a double deduction on their first paycheck; premiums are paid one month in advance.

• Life Insurance:

The County provides term life insurance through the State of Wisconsin Plan. Employees can purchase insurance in increments based on their salary, up to five times their salary. The County will contribute 20% of the cost for the first increment only - one times the employee’s salary. Employees can also purchase coverage for their spouse and/or children. *Eligibility for this benefit is tied to whether the employee is eligible for retirement benefits. (You must be expected to work for at least 12 months and 1200 hours, or have previously qualified for the WRS)

• Voluntary Benefits:

The County offers voluntary benefits which employees can enroll in at their own cost. Employees can enroll within the first 30 days of employment, after that there is an annual open enrollment period in the fall. Voluntary benefits may include: Disability, Hospital indemnity, Supplemental Life, Critical Illness, and Accident Insurance. Employees are responsible for 100% of the premiums for any voluntary benefits elected. Deductions are taken post tax. Please visit the Human Resources intranet page for more information.

• Deferred Compensation:

Employees can participate in one of the identified deferred compensation plans (Nationwide, Wisconsin Deferred Comp, and Security Benefits) at their own cost.

• Flexible Spending Account (Medical and Dependent Care):

Employees can elect to put an annually IRS established amount into a flexible spending account through (EBC) to pay for their own non-reimbursed medical care expenses. Employees can also put in up to $5,000 for dependent care accounts. If you leave County employment, you have ninety (90) days to submit expenses incurred prior to your last day.

• Retirement:

Rock County participates in the Wisconsin Retirement System (WRS). Eligible employees are required to participate. What an employee receives at retirement is dependent upon several factors – age, length of service, salary.

Rock County and the employee make equal contributions to the Wisconsin Retirement System on behalf of the employer. The contribution rate is addressed in the employment letter.

Employees in protective status have the percentage contributions defined in their respective collective bargaining units.

Employees who have questions about their retirement benefits should contact WRS.

• Bereavement Leave (Policy 5.04):

In the event of a death an employee may be excused from work without loss of pay for up to a maximum of thirty-two (32) hours annually for the purpose of attending a person’s wake, visitation, memorial service, funeral, or make necessary arrangements regarding the person’s death, within a reasonable time after the occurrence. Reasonable time after the occurrence is defined as within six (6) months from the date of death.

No more than (32) hours can be used for the same decedent.

If additional time is required beyond the thirty-two (32) hours annually, an employee may request to use accumulated vacation, holiday, or comp-time. Sick leave can be used for a parent, spouse, or child only.

Bereavement leave cannot be accrued from one year to the next. Bereavement leave can be used in increments of quarter hours.

A second or third shift employee may be excused from work the scheduled shift before or after the event, provided the shift begins or ends on the same calendar date of the event. All leaves under this section shall be prorated based upon the employee’s FTE.

• EAP:

The County provides an Employee Assistance Program (EAP) for employees to use for all kinds of personal and professional assistance. In the case of counseling, professional counselors are available 24 hours a day, 7 days a week. An employee can establish a relationship with a counselor over the phone or set up an in-person appointment with a counselor in the area. As of March 1, 2022, the EAP program will pay for up to six visits.

• Parking:

The County provides free parking at all its facilities.

• Workplace Attire (Policy & Procedures 5.53):

All Rock County employees are expected to present a professional, businesslike image to clients, visitors, customers, and the public. Acceptable personal appearance, like proper maintenance of work areas, is an ongoing requirement of employment with the County. Supervisors should communicate any department-specific workplace attire and grooming guidelines to staff members during new-hire orientation and evaluation periods. Any questions about the department’s guidelines for attire should be discussed with the immediate supervisor.

• Employee Identification Badge (Policy & Procedure 5.08)

All Rock County employees shall have and display, an identification badge while conducting official County business. Minimal exceptions, for safety reasons, may be approved by Department Heads.

• Smoking:

All County buildings are smoke free. By County Ordinance anyone visiting or working in any County building is prohibited from smoking closer than 30 feet from any building entrance. The Ordinance also makes the entire Rock Haven Nursing Home a smoke free “campus.”

Prior to new hire orientation, please access policy documents here: https://www.co.rock.wi.us/hr

Active Employees: For full policy documents, please visit the Human Resources Intranet page, “Personnel Ordinance” and “Policy & Procedure Manual”. https://www.co.rock.wi.us/rchr/

Please note, you may also be subject to department specific work rules.

Still have questions? Call us! Human Resources: 608-757-5520