Building a Model and Framework for Child Welfare Supervision

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O’Connor, M. (1997). Building Support for Innovation Inside Child Welfare Agencies, Family toFamily:Tools for Rebuilding Foster Care. Annie E. Casey Foundation.http://www.eric.ed.gov/ERICDocs/data/ericdocs2sql/content_storage_01/0000019b/80/16/2a/2b.pdf[accessed 2/29/08]Omang, J., Bonk, K. (1999). Family to Family: Building Bridges for Child Welfare with Families,Neighborhoods, and Communities. Policy & Practice of Public Human Services, 57.Preston, M. (2004). Mandatory Management Training for Newly Hired Child Welfare Supervisors: ADivergence Between Management Research and Training Practice?Administration in Social Work, 28:2, 81-97.Remoussenard, C. (2007, June 16). Innovation; Making Change: It isn't easy to disturb the status quo. WallStreet Journal, pg. R4.Robison, S. (2006). Toward a High Quality Child Welfare Workforce: Six Doable Steps. Cornerstones forKids, http://www.cornerstones4kids.org/images/six_doable_steps_406.pdf [accessed 1/10/08].Rycraft, J. (1994, January). The Party Isn’t Over: The Agency Role in the Retention of Public Child WelfareCaseworkers. Social Work, 39:1, 75-80.Salus, M.K. (2004). Supervising Child Protective Services Caseworkers. Child Abuse and Neglect UserManual Series. U.S. Department of Health and Human Services, Administration for Children andFamilies, Children’s Bureau, Office on Child Abuse and Neglect.http://www.childwelfare.gov/pubs/usermanuals/supercps/supercps.pdf [Accessed February 27, 2008].Sedlak, A., Schultz, D., Wells, S., Lyons, P., Doueck, H., Gragg, F. (2006). Child protection and justicesystems processing of serious abuse and neglect cases. Child Abuse & Neglect, 30:6, 657-677.Shanock, L., Eienberger, R. (2006). When Supervisors Feel Supported: Relationships With Subordinates'Perceived Supervisor Support, Perceived Organizational Support, and Performance. Journal of AppliedPsychology, 91:3, 689-695.Southwest Educational Development Laboratory. (1994). Staff Development and Change Process: Cut fromthe Same Cloth. Issues…about Change Briefing Paper Series, 4:2,http://www.sedl.org/change/issues/issues42.html [accessed March 31, 2008].Strand, V., Badger, L. (2005). Professionalizing child welfare: An evaluation of a clinical consultation modelfor supervisors. Children and Youth Services Review, 27, 865-880.Sundet, P., Mermelstein, J., Watt, J. (2003, Summer/Fall). The role demonstration model of supervision.Professional Development, 6: 1/2, 60-67.Sundet, P., Kelly, M. (2007). Agency-Academic Collaboration in Evidence-Based Practice: A Case Examplein Data Driven Innovation. Journal of Evidence-Based Social Work, 4:3/4, 163-182.Weaver, D., Chang, J., Clark, S., Rhee, S. (2007). Keeping Public Child Welfare Workers on the Job.Administration in Social Work, 31: 2, 5-25.Zischka, P. (1981). The effect of burnout on permanency planning and the middlemanagement supervisor in child welfare agencies. Child Welfare, 60:9, 611-616.66
Appendix CInterview ProtocolsNational Resource Center for Family-Centered Practice and Permanency PlanningNational Child Welfare Resource Center for Organizational ImprovementINTERVIEW PROTOCOL FOR SUPERVISORSThe National Resource Center for Family-Centered Practice and Permanency Planning and theNational Child Welfare Resource Center for Organizational Improvement are developing aframework to support supervision in child welfare. The publication presenting the framework willcontain numerous examples, proven tools and protocols, and case studies of child welfare agenciesengaged in implementing effective child welfare supervision. We’re asking you to help us gatherthat information by participating in this survey. We will use your answers to inform thedevelopment of the framework however we’ll keep your responses confidential.For additional information about this survey or the project, please contact the National ChildWelfare Resource Center for Organizational Improvement at 1-800-HELPKID (435-7543) orhttp://muskie.usm.maine.edu/helpkids/ or the National Resource Center for Family-CenteredPractice and Permanency Planning at 212-452-7053 orhttp://www.hunter.cuny.edu/socwork/nrcfcpp/index.html.Your Name___________________________________________________Telephone____________________________BACKGROUND INFORMATION1. Position Title: 2. Years in Current Position:3. Previous Position: 4. Educational Background/Degree:a. Number of caseworkers you currently supervise5. a.-f. Numberb. Number of caseworkers to be assigned to supervisor according toguidelines (state, county, legislation)c. Average number of cases assigned to each caseworkerd. Number of cases per caseworker in guidelinese. Total number of cases you supervisef. Number of cases you currently directly serve5g. If you are currently directly serving cases, for what length of time have you done so?67
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AcknowledgementsThis report, Buildi
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Executive SummaryA Call to Action f
Page 7 and 8:
IntroductionWhy is a Model of Child
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• a continuum of professional dev
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• providing knowledge and securit
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necessary, and providing permanency
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Table 1. Job Responsibilities Ranke
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Manage caseloads in the supervisor
Page 22 and 23: Supportive Supervision Responsibili
Page 24 and 25: Element 4Mandate explicit, manageab
Page 26 and 27: Element 7Support supervisors in the
Page 28 and 29: Several activities are included to
Page 30 and 31: Table 2. Job Responsibility Data Co
Page 32 and 33: include "acknowledging effective pe
Page 34 and 35: Component 2A model of supervisory p
Page 36 and 37: • assigning ongoing cases to an e
Page 38 and 39: • Develop an internal process to
Page 40 and 41: A Continuum of Initial and Ongoing
Page 42 and 43: Helpful Child Welfare and Training
Page 44 and 45: Sources CitedAllnoch, A. (1998, Feb
Page 46 and 47: welfare practice serving Indian com
Page 48 and 49: Whittaker, J. & Maluccio, A. (2002)
Page 50 and 51: The project team contacted potentia
Page 52 and 53: Appendix BLiterature ReviewThe foll
Page 54 and 55: Providing leadership within organiz
Page 56 and 57: Ensure manageable staff/supervisor
Page 58 and 59: prepared to move into permanent pos
Page 60 and 61: • Place ASPIRE (TANF welfare to w
Page 62 and 63: Facilitating Communication and Coll
Page 64 and 65: • Document worker performance rel
Page 66 and 67: • Hiring diverse staff• Trainin
Page 68 and 69: Bernotavicz, F. (1997). Retention o
Page 72 and 73: 5h. If there is a discrepancy betwe
Page 74 and 75: Job Responsibilityissues, confident
Page 76 and 77: 13a. Does your supervisor effective
Page 78 and 79: SUPERVISOR JOB RESPONSIBILITIES6. I
Page 80 and 81: Job ResponsibilityMost importantto
Page 82 and 83: 11. Are there written resources (tr
Page 84 and 85: esponsibilities as “most importan
Page 86 and 87: Job responsibilityMost importantto
Page 88 and 89: Appendix DSample Job DescriptionJOB
Page 90: Data Conception: Requires the abili
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