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Surry County DSS seeks seven positions as caseloads surge; warns HR1 could add $3.1M to county costs
Summary
DSS director Sharon Schooneman asked the board for seven positions and two reclassifications to handle child-welfare and benefit workloads, citing cases far above state norms and telling commissioners the House bill "HR1" could raise county costs by about $3.1 million.
Sharon Schooneman, Surry County Department of Social Services director, requested seven new positions and two reclassifications at the April 21 budget work session, saying the department has experienced significant increases in caseload and operational needs.
“Right now we’re busting out of the seams,” Schooneman said, describing pressure across child-welfare and benefit programs and explaining that proposed reclassifications create trainer-lead roles in six units. Program administrator Lauren Bank told commissioners one child-care assistant currently carries roughly 360–400 cases — about three times the state average of 100–125.
Schooneman outlined additional requests including two investigative social workers and a second assessment supervisory structure to bring workloads closer to state guidance; she said social workers currently average about 20 cases each versus an expected 10 in many programs.
Finance lead Sylvia Acres described operational improvements: foster-care reimbursements rose from roughly 25–29% to about 55–59% after process changes, and the department now tracks vehicle usage and is seeking four county vehicles to ensure safe transport of children. Acres said about 50% of several requested positions would be reimbursable by the state.
Schooneman also warned the board that a pending state measure she referred to as "the house bill, HR1," could require more frequent recertifications and work requirements for some Medicaid and benefit recipients; she and others estimated the direct county impact could approach $3.1 million in additional local dollars if state funding changes persist.
Commissioners asked about hiring and retention; Schooneman said hiring success has improved and that the department is working on retention and supervisor training but that the expected workload increases would still present major operational challenges.
