Open Access. Powered by Scholars. Published by Universities.®

Social Policy Commons

Open Access. Powered by Scholars. Published by Universities.®

4,414 Full-Text Articles 3,986 Authors 2,739,533 Downloads 226 Institutions

All Articles in Social Policy

Faceted Search

4,414 full-text articles. Page 2 of 123.

Implementing Universal Health Insurance: Case Study Of Stakeholders' Perspectives In Port Said, Egypt, Rana Hetta 2024 American University in Cairo

Implementing Universal Health Insurance: Case Study Of Stakeholders' Perspectives In Port Said, Egypt, Rana Hetta

Theses and Dissertations

This research delves into the multifaceted dimensions of healthcare access through the lens of stakeholders in Port Said, Egypt, following the implementation of Universal Health Insurance (UHI) policies. The central research question explores the impact of UHI policies on healthcare access in Port Said. A set of investigative questions guides this exploration, focusing on beneficiary experiences, healthcare staff perspectives, and the alignment of UHI system implementation with beneficiaries’ healthcare needs. This study seeks to comprehend the institutional and policy context of UHI in Egypt, providing insights from policymakers, healthcare workers, and beneficiaries. Port Said serves as a case study, given …


The Role Of Mayors In Achieving Brunei Darussalam’S Wawasan 2035, Lessons From China, Brice Tseen Fu Lee, Ayidana Asihaer, Juan Pablo Sims 2024 Fudan University & Universidad del Desarrollo

The Role Of Mayors In Achieving Brunei Darussalam’S Wawasan 2035, Lessons From China, Brice Tseen Fu Lee, Ayidana Asihaer, Juan Pablo Sims

Journal of Strategic and Global Studies

Brunei Darussalam's national vision, WAWASAN 2035, sets forth ambitious goals for the nation's development, emphasizing a centralized governance paradigm. However, the potential of decentralized governance, as exemplified by China's mayor-led districts, offers a compelling model for achieving national aspirations. This research explores the feasibility and potential benefits of introducing mayors in Brunei's districts, drawing insights from China's successful decentralized governance structure. By fostering inter-district competition and allowing for localized policy tailoring, Brunei can enhance its adaptability and responsiveness to local nuances. Drawing from China's experiences, this study provides a comprehensive understanding of how Brunei might optimize its governance structure to …


Homeownership And Mortgage Loans: How Important Is A Conventional Loan?, Zachary Owen, Cory Curl 2024 University of Kentucky

Homeownership And Mortgage Loans: How Important Is A Conventional Loan?, Zachary Owen, Cory Curl

Posters-at-the-Capitol

Communities across the United States face a housing crisis that stems in part from a scarcity of conventional home mortgage loans. In 2020, the Urban Institute reported that when applying for a mortgage, Black applicants were denied 27.1% of the time, yet White applicants were denied only 13.6% of the time. These denial rates are highly correlated with homeownership rates. Today, despite policy efforts, the difference in White and Black homeownership rates is higher than in the 1960s when the government enforced discriminatory housing policy.

Because lenders often cite credit score concerns and high debt-to-income ratios as rationales to deny …


Competency-Based Personnel Selection Oklahoma - Site Intervention Logic Model, Quality Improvement Center for Workforce Development (QIC-WD) 2024 University of Nebraska - Lincoln

Competency-Based Personnel Selection Oklahoma - Site Intervention Logic Model, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

Each QIC-WD site developed a logic model to serve as a visual representation of their selected intervention. All logic models included four main components: inputs, activities, outputs, and outcomes. Collectively, these demonstrate the resources and actions required to implement the program, as well as the associated result or changes anticipated through implementation of the program. The hypothesized relationships are represented by the pathways connecting the listed activities and anticipated outcomes. For more information see Site Overview.


Competency-Based Personnel Selection Oklahoma - Evaluation Overview, Quality Improvement Center for Workforce Development (QIC-WD) 2024 University of Nebraska - Lincoln

Competency-Based Personnel Selection Oklahoma - Evaluation Overview, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

The QIC-WD evaluation was conducted with the support of the Oklahoma Human Services (OKDHS) to determine if a Competency-based Personnel Selection process was effective in improving workforce and child welfare outcomes.

Research Questions

The primary research questions concerned the ability of the structured hiring tools to predict job performance, tenure, and turnover. It was hypothesized that the use of the standardized hiring process would result in the selection of candidates who performed better and had lower rates of turnover and longer tenure than candidates hired using existing selection processes, see Logic Model. Intermediate outcomes examined included employee feelings of …


Competency-Based Personnel Selection Oklahoma - Theory Of Change, Quality Improvement Center for Workforce Development (QIC-WD) 2024 University of Nebraska - Lincoln

Competency-Based Personnel Selection Oklahoma - Theory Of Change, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

During the needs assessment process three areas of opportunity were discussed for possible intervention at the Oklahoma Human Services (OKDHS) Division of Child Welfare Services:

  1. hiring of new workers,
  2. promotion decisions for lead worker and supervisor positions, and
  3. staff recognition and rewards.

Ultimately, one theory of change was developed to step through the “if, then” logic for implementation of a standardized hiring process to improve worker retention and performance.

The theory of change development process was informed by various data examined throughout the needs assessment, input from the Oklahoma QIC-WD Steering Committee, and relevant research and best practice for …


Competency-Based Personnel Selection Oklahoma - Implementation Overview, Quality Improvement Center for Workforce Development (QIC-WD) 2024 University of Nebraska - Lincoln

Competency-Based Personnel Selection Oklahoma - Implementation Overview, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

The Implementation Team

The QIC-WD worked with Oklahoma Human Services (OKDHS) Division of Child Welfare Services to establish a team to lead the development and implementation of their competency-based personnel selection intervention. The implementation team was called the Oklahoma QIC-WD Steering Committee. It included a Programs Analyst from each of the five geographic regions of the state and one from the Foster Care and Adoptions program, the Site Implementation Manager (SIM), the Data Coordinator, project sponsor (Deputy Director), representatives from Human Resources, training partners within OKDHS and from University of Oklahoma Center for Public Management, and three members of …


Supportive Supervision And Resiliency Ohio - Accwic Coaching Curriculum, Quality Improvement Center for Workforce Development (QIC-WD) 2024 University of Nebraska - Lincoln

Supportive Supervision And Resiliency Ohio - Accwic Coaching Curriculum, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.


Supportive Supervision And Resiliency Ohio - Accwic Training Curriculum, Quality Improvement Center for Workforce Development (QIC-WD) 2024 University of Nebraska - Lincoln

Supportive Supervision And Resiliency Ohio - Accwic Training Curriculum, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.


Supportive Supervision And Resiliency Ohio - Guidance For Coaches: Supporting Resilience, Quality Improvement Center for Workforce Development (QIC-WD) 2024 University of Nebraska - Lincoln

Supportive Supervision And Resiliency Ohio - Guidance For Coaches: Supporting Resilience, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.


Supportive Supervision And Resiliency Ohio - Resilience Alliance Facilitator Manual, Quality Improvement Center for Workforce Development (QIC-WD) 2024 University of Nebraska - Lincoln

Supportive Supervision And Resiliency Ohio - Resilience Alliance Facilitator Manual, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.


Supportive Supervision And Resiliency Ohio - Resilience Alliance Participant Handbook, Quality Improvement Center for Workforce Development (QIC-WD) 2024 University of Nebraska - Lincoln

Supportive Supervision And Resiliency Ohio - Resilience Alliance Participant Handbook, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.


Supportive Supervision And Resiliency Ohio - Coaching In Child Welfare 2019 Participant Guide, Quality Improvement Center for Workforce Development (QIC-WD) 2024 University of Nebraska - Lincoln

Supportive Supervision And Resiliency Ohio - Coaching In Child Welfare 2019 Participant Guide, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.


Supportive Supervision And Resiliency Ohio - Coaching To Support Resilience Chart, Quality Improvement Center for Workforce Development (QIC-WD) 2024 University of Nebraska - Lincoln

Supportive Supervision And Resiliency Ohio - Coaching To Support Resilience Chart, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.


Supportive Supervision And Resiliency Ohio - Coaching Ohio Flyer 2018, Quality Improvement Center for Workforce Development (QIC-WD) 2024 University of Nebraska - Lincoln

Supportive Supervision And Resiliency Ohio - Coaching Ohio Flyer 2018, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.


Supportive Supervision And Resiliency Ohio - Coaching Ohio Flyer 2019, Quality Improvement Center for Workforce Development (QIC-WD) 2024 University of Nebraska - Lincoln

Supportive Supervision And Resiliency Ohio - Coaching Ohio Flyer 2019, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.


Supportive Supervision And Resiliency Ohio - Final Summary, Quality Improvement Center for Workforce Development (QIC-WD) 2024 University of Nebraska - Lincoln

Supportive Supervision And Resiliency Ohio - Final Summary, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

Supportive Supervision and a Resilient Workforce

Ohio Department of Job and Family Services (ODJFS) is a state-led, county-administered child welfare system. Ohio’s 83 single-county agencies and two multi-county agencies are responsible for the delivery of child protective services and ongoing case management in Ohio’s 88 counties. In 2017, ODJFS had an annual turnover rate of about 27%. They applied to be a Quality Improvement Center for Workforce Development (QIC-WD) site with the goal of strengthening their child welfare workforce.

When ODJFS started working with the QIC-WD, a Workforce Implementation Team (WIT) was established to participate in a needs assessment process, …


Supportive Supervision And Resiliency Ohio - Site Overview, Quality Improvement Center for Workforce Development (QIC-WD) 2024 University of Nebraska - Lincoln

Supportive Supervision And Resiliency Ohio - Site Overview, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

The Ohio Department of Job and Family Services (ODJFS), through the Office of Families and Children (OFC), is responsible for Ohio’s state-supervised, county-administered child welfare system. Ohio’s 83 single-county agencies and two multi-county agencies are responsible for the delivery of child protective services and ongoing case management in Ohio’s 88 counties. Sixty-three agencies are housed in a county ODJFS department, overseen by county commissioners, and 22 children services boards are stand-alone child welfare agencies overseen by citizens appointed by county commissioners.

OFC is responsible for state-level administration and oversight of programs that prevent child abuse and neglect; provide services to …


Supportive Supervision And Resiliency Ohio - Key Findings, Quality Improvement Center for Workforce Development (QIC-WD) 2024 University of Nebraska - Lincoln

Supportive Supervision And Resiliency Ohio - Key Findings, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

Background

The Ohio Department of Job and Family Services (ODJFS) started working with the QIC-WD in October 2017 to better understand its turnover problem. Eight counties volunteered to be part of the entire study. They participated in a thorough needs assessment process which led to creation of Coach Ohio, a multi-level blend of two interventions that addressed key needs across the counties regarding work-related traumatic stress and supportive supervision. Four counties and half of the largest county participated in the intervention while three counties and the other half of the largest county participated as comparison counties. Among these counties …


Supportive Supervision And Resiliency Ohio - Needs Assessment Summary, Quality Improvement Center for Workforce Development (QIC-WD) 2024 University of Nebraska - Lincoln

Supportive Supervision And Resiliency Ohio - Needs Assessment Summary, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

Exploration of Needs

The Ohio Department of Job and Family Services (ODJFS) partnered with the Quality Improvement Center for Workforce Development (QIC-WD) to conduct a comprehensive needs assessment in nine participating counties, to identify potential issues related to staff retention within the child welfare workforce. A number of data sources were used to inform the process, including: 1) administrative data and metrics provided by the Human Resources representatives in each of the nine agencies, 2) formal surveys of child welfare staff and supervisors in the nine participating counties, and 3) the subjective perceptions and expertise from the QIC-WD and Ohio …


Digital Commons powered by bepress