Building a Model and Framework for Child Welfare Supervision

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SUPERVISOR JOB RESPONSIBILITIES6. In your current position, what are the three greatest needs that you have of agency childwelfare supervisors?6a. Do the child welfare supervisors in your agency effectively address these needs? If yes, whatdo you believe supports them in doing so? If no, what obstacles do they face in doing so?7. Please rate your perception of the importance of the job responsibilities of a child welfaresupervisor in your agency, as you are aware of them, using the table below. Please rate eachresponsibility by placing a check in the appropriate column, rating each as either mostimportant to you in your position, important, not important, or not applicable/not aware (notincluded in supervisor’s job description/not sure whether included in a supervisor’s jobdescription). Please identify the reasons for rating the job responsibilities as “most importantto you” and "not important to you." If you need more space, please use the back of the survey.Job ResponsibilityMost importantto you (andreasons)Important toyouNot importantto you (andreasons)Notapplicable/Not awarea. Develop/monitor caseworkers’ family-centeredpractice competenceb. Develop/monitor caseworkers’ culturalcompetencec. Assist caseworkers in applying learning fromtraining, workshops, etc.d. Promote evidence-informed practice (assistingcaseworkers in using practice and outcomedata to assess practice effectiveness and adjustpractice strategies to promote desiredoutcomes)e. Promote caseworkers' self reflective practiceand critical thinking and case decision-makingf. Recruit, select, train (or arrange for training),and retain staffg. Identify/Manage/Evaluate caseworkerperformance (reward excellent performance,address performance difficulties)h. Provide on-going professional development forcaseworkers (develop knowledge/skill/career)i. Case staffing/case reviews74
Job ResponsibilityMost importantto you (andreasons)Important toyouNot importantto you (andreasons)Notapplicable/Not awarej. Anticipate/address/manage change withinagencyk. Anticipate/address/manage change within unitl. Facilitate communication and collaboration(supervisor-caseworker, agency-community(public and media), agency-foster parents,supervisor-agency, agency-courts,administrators, supervisor-caseworkercontractualservice providers)m. Build and maintain working relationships withother units in agencyn. Influence agency (re: goals, policy, structure,processes, resources, short-and long-termplanning)o. Interpret and influence the organizationalculture within the unitp. Prevent/address stress/secondary traumaticstress/burnout for caseworkersq. Prevent/address stress/secondary traumaticstress/burnout for supervisorr. Enhance caseworkers’ job satisfaction/Buildand maintain morales. Anticipate/Manage risk (safety) (to clients,caseworkers, supervisors)t. Manage caseloads (assign and cover cases)u. Manage time and workflow for caseworkersv. Manage time and workflow for supervisorw. Use management information systems (MIS)(to evaluate outcomes; manage caseloads;identify resource needs, training needs, policyproblems)x. Monitor caseworker responsibilities tosupervisor (timely information sharing,develop agenda for formal supervision,ongoing self-assessment re: trainingneeds/stress level/professional developmentneeds)y. Address ethics in caseworker practice(boundary issues, confidentiality)75
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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
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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 76 and 77: 13a. Does your supervisor effective
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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Building a Model and Framework for Child Welfare Supervision

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