Building a Model and Framework for Child Welfare Supervision

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esponsibilities as “most important to you” and "not important to you." If you need morespace, please use the back of the survey.Job responsibilityMost importantto you (andreasons)Important toyouNot importantto you (andreasons)Not applicable/Not awarea. Develop/monitor caseworkers’ familycenteredpractice competenceb. Develop/monitor caseworkers’ culturalcompetencec. Assist caseworkers in applying learningfrom training, workshops, etc.d. Promote evidence-informed practice(assisting caseworkers in usingpractice and outcome data to assesspractice effectiveness and adjustpractice strategies to promote desiredoutcomes)e. Promote caseworkers' self reflectivepractice and critical thinking and casedecision-makingf. Recruit, select, train (or arrange fortraining), and retain staffg. Identify/Manage/Evaluate caseworkerperformance (reward excellentperformance, address performancedifficulties)h. Provide on-going professionaldevelopment for caseworkers (developknowledge/skill/career)i. Case staffing/case reviewsj. Anticipate/address/manage changewithin agencyk. Anticipate/address/manage changewithin unitl. Facilitate communication andcollaboration (supervisor-caseworker,agency-community (public andmedia), agency-foster parents,supervisor-agency, agency-courts,administrators, supervisor-caseworkercontractualservice providers)m. Build and maintain workingrelationships with other units in agency80
Job responsibilityMost importantto you (andreasons)Important toyouNot importantto you (andreasons)Not applicable/Not awaren. Influence agency (re: goals, policy,structure, processes, resources, shortandlong-term planning)o. Interpret and influence theorganizational culture within the unitp. Prevent/address stress/secondarytraumatic stress/burnout for caseworkersq. Prevent/address stress/secondarytraumatic stress/burnout for supervisorr. Enhance caseworkers’ jobsatisfaction/Build and maintain morales. Anticipate/Manage risk (safety) (toclients, caseworkers, supervisors)t. Manage caseloads (assign and covercases)u. Manage time and workflow forcaseworkersv. Manage time and workflow forsupervisorw. Use management information systems(MIS) (to evaluate outcomes; managecaseloads; identify resource needs,training needs, policy problems)x. Monitor caseworker responsibilities tosupervisor (timely information sharing,develop agenda for formal supervision,ongoing self-assessment re: trainingneeds/stress level/professionaldevelopment needs)y. Address ethics in caseworkers’practice (boundary issues,confidentiality)z. Address ethics in supervision(boundary issues, confidentiality)aa.bb.cc.Provide ongoing professionaldevelopment for supervisorProvide leadership to unitProvide leadership within organization81
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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
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Supportive Supervision Responsibili
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Element 4Mandate explicit, manageab
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Element 7Support supervisors in the
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Several activities are included to
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Table 2. Job Responsibility Data Co
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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 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 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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