Building a Model and Framework for Child Welfare Supervision

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13a. Does your supervisor effectively address these needs? If yes, what do you believe supportshim/her in doing so? If no, what obstacles does she/he face in doing so?14. In your position as supervisor, what are the three greatest needs that you have of thecaseworkers that you supervise?14a. Do your caseworkers effectively address these needs? If yes, what do you believe supportsthem in doing so? If no, what obstacles do they face in doing so?15. Is there information we have not asked about that you believe is relevant to the ability ofsupervisors to provide effective child welfare supervision? If so, please describe.72
National Resource Center for Family-Centered Practice and Permanency PlanningNational Child Welfare Resource Center for Organizational ImprovementINTERVIEW PROTOCOL FOR ADMINISTRATORS/DIRECTORSThe 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.Name:___________________________________________Telephone: ____________________BACKGROUND INFORMATION1. Position Title: 2. Years in Current Position:3. Previous Position: 4. Educational Background/Degree:5. a.-e. Numbera. Average number of caseworkers assigned to child welfare supervisors in your agencyb. Number of caseworkers to be assigned to supervisor according to guidelines (state,county, legislation)c. Average number of cases assigned to each child welfare caseworkerd. Number of cases assigned to each child welfare caseworker according to the guidelinese. Average number of cases that child welfare supervisors currently directly serve5f. If supervisors currently directly serve cases, for what length of time have they done so?5g. If there is a discrepancy between the guidelines and actual assignments for caseworkers’ casesand/or for number of supervisees assigned to supervisors, what are the reason(s) for thediscrepancy?73
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AcknowledgementsThis report, Buildi
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Executive SummaryA Call to Action f
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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
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Supportive Supervision Responsibili
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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 70 and 71: O’Connor, M. (1997). Building Sup
Page 72 and 73: 5h. If there is a discrepancy betwe
Page 74 and 75: Job Responsibilityissues, confident
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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