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Located within the world's finest public university and one of the most diverse regions in the nation, the UC Berkeley School of Social Welfare strives to transform the systems that perpetuate poverty and social disadvantage. Berkeley Social Welfare develops effective multi-level scholars and practitioners committed to solving complex social problems; produces, disseminates and utilizes research to improve social-service delivery and policy through critical thinking and evidence-based knowledge; and prepares the next generation of social workers, researchers and teachers dedicated to serving the most vulnerable members of our society.

The Practica Director & Workforce Program Coordinator provides leadership and administration for practica and practica-related programs, a subset of the Master’s in Social Work curriculum. This position ensures that the Practica Education curriculum is designed and delivered according to mandated accreditation standards, Academic Senate regulations, and educational requirements leading to eligibility for professional licensure as a social worker in the state of California.

Program responsibilities include:

Supervision

• Supervises Practica Faculty (aka Unit 18 Field Consultants) (~3 FTE), including task supervision, annual evaluations of duties specific to field consultant roles, serves as a member of personnel committees for continuing and merit reviews;
• Supervision of practica and program administrative support staff (~1 FTE);
• Provides recommendations for hiring of new employees, promotions in alignment with applicable policies, salary actions, terminations, and performance management.
• Provides recommendations for job descriptions, conducts recruitment, onboards and trains employees, determines work assignments in coordination with academic leadership, manages workflow, provides opportunities for training and development.
• Selects, develops, and evaluates personnel to ensure the effective and efficient operation of the group.
• Conducts performance appraisals and takes disciplinary actions.
• Backfills gaps in coverage of direct reports as needed.

Training

• Provides orientation, field instructor training, and continuing dialog with field education settings and field instructors;
• Supports the professional development of their direct reports and assures alignment between programmatic conditions, direct reports, and the instructional mission of the program overall;

Curricular Responsibilities

• Actively collaborates with faculty to recommend and implement policies, criteria, and procedures for efficient and effective delivery of the field practicum;
• Evaluates student learning and field setting effectiveness, at a programmatic level, congruent with Council on Social Work competencies;

Program Responsibilities

• Escalates trends in field practica and proposes potential programmatic response;
• Supports the preparation of practica related portions of major academic reviews as needed, including CSWE accreditation (every 8 years) and Academic Program Review (per APR Guide, including development of timelines, drafting sections as appropriate, collects supplementary data as needed).

Drafts and recommends to relevant School constituents general policies and procedures integrating the stipend programs (for example, Title IV-E) within the school, focusing on:

• Student recruitment, screening and selection or nomination, and tracking;
• Requesting the distribution of awards and stipends;
• Job placements and retention support;
• Recommendations for curriculum development and enhancement;
• Reports on and ensures program competency coverage;
• Student support and advisement about program requirements;
• Ensures development and implementation of an integrative field seminar related to practice as specified by the stipend program (for example, in public child welfare) (optional).

Collaborates with the Dean’s Office to ensure fiscal and programmatic accountability of the stipend program(s), including, but not limited to:

• Student selection priorities;
• Creates external award selection committee with qualifying agency partners;
• Orients and educates relevant constituencies about the priorities of the stipend programs;
• Nominates appropriate students and oversee student selection policies/processes;
• Evaluates stipend program curriculum;
• Monitors program contract for compliance, including assessment of program outcomes.

University/Agency Partnership Activities
Support county efforts to evaluate data to inform proactive development and long-range workforce development planning.

• Advises students about stipend program responsibilities and procedures;
• Works with field liaisons and/or agency representatives to develop and oversee eligible and appropriate field placements and experiences for stipend recipient students.

Support county efforts to evaluate data to inform proactive development and long-range workforce development planning.

• Train and support applicable field instructors.

For Title IV-E and other programs as applicable, attend regional project coordinator meetings monthly and statewide project coordinator meetings three times a year, as well as other training activities

• Participation in stipend program related meetings locally and throughout the state (at the direction of the Dean),
• Oversee communication with and tracking of all participating students at all key decisions points: (1) orientation, (2) key marking periods, and after graduation. (For Title IV-E, Schools are responsible for communicating with Students at least once a year after Student completes or withdraws/is terminated from the Title IV-E Program, until Student completes employment obligation and/or monetary repayment. For Students with exceptional circumstances, more frequent communication is required. Students must provide Schools with updated contact information for a minimum of five years following Students’ graduation and/or separation from the Title IV-E Program.)

Ensures completion of student tracking information through students’ academic programs and employment payback, curriculum evaluation reporting, match reporting, and contract compliance.

This work is supported by the Practicum Education Program Coordinator.

External Representation
Participates in meetings of regional and national field directors.

The incumbent will report directly to the Chief Instruction & Student Affairs Officer. The incumbent will also liaise with the School’s academic program committees as needed, collaborate and coordinate with staff as needed.

UC Berkeley is committed to diversity, equity, inclusion, and belonging. The excellence of the institution requires an environment in which the diverse community of faculty, students, and staff are welcome and included. Successful candidates will demonstrate knowledge and skill related to ensuring equity and inclusion in the activities of their academic position (e.g., teaching, research, and service, as applicable).

The University of California, Berkeley is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, or protected veteran status.

Please refer to the University of California’s Affirmative Action Policy and the University of California’s Anti-Discrimination Policy.

In searches when letters of reference are required all letters will be treated as confidential per University of California policy and California state law. Please refer potential referees, including when letters are provided via a third party (i.e., dossier service or career center), to the UC Berkeley statement of confidentiality prior to submitting their letter.

As a University employee, you will be required to comply with all applicable University policies and/or collective bargaining agreements, as may be amended from time to time. Federal, state, or local government directives may impose additional requirements.

As a condition of employment, the finalist will be required to disclose if they are subject to any final administrative or judicial decisions within the last seven years determining that they committed any misconduct, are currently being investigated for misconduct, left a position during an investigation for alleged misconduct, or have filed an appeal with a previous employer.

• “Misconduct” means any violation of the policies or laws governing conduct at the applicant’s previous place of employment, including, but not limited to, violations of policies or laws prohibiting sexual harassment, sexual assault, or other forms of harassment, discrimination, dishonesty, or unethical conduct, as defined by the employer.
• UC Sexual Violence and Sexual Harassment Policy
• UC Anti-Discrimination Policy for Employees, Students and Third Parties
• APM - 035: Affirmative Action and Nondiscrimination in Employment