Supportive Supervision And Resilience Alliance To Address Secondary Trauma In Ohio: Preliminary Findings On Impact,
2021
University of Nebraska - Lincoln
Supportive Supervision And Resilience Alliance To Address Secondary Trauma In Ohio: Preliminary Findings On Impact, Quality Improvement Center For Workforce Development
Other QIC-WD Products
In early 2018, as part of a needs assessment process, the Quality Improvement Center for Workforce Development (QIC-WD) conducted surveys with 588 Ohio child welfare workers across nine counties to assess organizational culture and climate (OCC), and secondary traumatic stress (STS). The results found that the organizational culture and climate across all participating counties was above average in rigidity and resistance, and below average in engagement. In addition, 53% of respondents experienced elevated levels of STS symptoms. STS can mimic the symptoms of Post-Traumatic Stress Disorder (Bride, 2007) including nightmares, sleep disruption, avoidance, and irritability. STS in child welfare has …
Cultural Intelligence,
2021
University of Nebraska-Lincoln
Cultural Intelligence, Megan Paul
Umbrella Summaries
What is cultural intelligence?
Cultural intelligence (CQ) is “a person’s adaptation to new cultural settings and capability to deal effectively with other people with whom the person does not share a common cultural background and understanding” (Earley & Ang, 2003, p. 34). Note that this is about general capabilities that cut across different cultures, rather than effectiveness in a specific culture (Ang et al., 2015). Though this definition sounds like it includes all types of intercultural interactions, the focus is a bit more limited—work settings and situations that involve differences in race, ethnicity, and nationality, either within or across countries. …
Addressing Work-Related Traumatic Stress Nebraska - Intervention Overview,
2021
University of Nebraska - Lincoln
Addressing Work-Related Traumatic Stress Nebraska - Intervention Overview, Quality Improvement Center For Workforce Development
Other QIC-WD Products
CFS Strong–Building a Resilient Workforce (known as CFS Strong) was the intervention designed as part of the QIC-WD project to address secondary traumatic stress (STS) among child welfare workers and supervisors in Nebraska’s Division of Children and Family Services (DCFS) agency (for more information see the Site Overview). CFS Strong included multiple components:
- Resilience Alliance (RA), developed by the New York City Administration of Children’s Services-New York University Children’s Trauma Institute, to create a better and healthier work environment, and to help staff develop skills and behaviors that promote their physical and psychological well-being, thereby putting them in the …
Onboarding Program Eastern Band Of Cherokee Indians - Site Intervention Logic Model,
2021
University of Nebraska - Lincoln
Onboarding Program Eastern Band Of Cherokee Indians - Site Intervention Logic Model, Quality Improvement Center For Workforce Development
Other QIC-WD Products
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.
Communication Is Key To Success,
2021
University of Nebraska - Lincoln
Communication Is Key To Success, Quality Improvement Center For Workforce Development
QIC-Tips
Research on organizational communication describes a connection between poor communication, negative attitudes towards the workplace, and decreased worker satisfaction. Conversely, in an environment where communication is valued by management, staff can be encouraged to participate in practice and policy change. Too often new initiatives are announced and then fade away. Clear lines of communication, involving varying levels of staff and using a variety of methods, are key to gaining staff buy-in and keeping workers informed of initiative progress.
The Quality Improvement Center for Workforce Development (QIC-WD) is working with eight jurisdictions to develop and test promising workforce interventions. Effective communication …
Frontline Job Redesign Louisiana - Site Intervention Logic Model,
2021
University of Nebraska - Lincoln
Frontline Job Redesign Louisiana - Site Intervention Logic Model, Quality Improvement Center For Workforce Development
Other QIC-WD Products
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 of changes anticipated through implementation of the program. The hypothesized relationships are represented by the pathways connecting the listed activities and anticipated outcomes.
Addressing Work-Related Traumatic Stress Nebraska - Intervention Logic Model,
2021
University of Nebraska - Lincoln
Addressing Work-Related Traumatic Stress Nebraska - Intervention Logic Model, Quality Improvement Center For Workforce Development
Other QIC-WD Products
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.
Onboarding Program Eastern Band Of Cherokee Indians - Intervention Overview,
2021
University of Nebraska - Lincoln
Onboarding Program Eastern Band Of Cherokee Indians - Intervention Overview, Quality Improvement Center For Workforce Development
Other QIC-WD Products
The QIC-WD coordinated with the Eastern Band of Cherokee Indians (EBCI) Family Safety Program (FSP) to create an onboarding program for child welfare social workers. The intervention was designed to address role clarity, social integration, and understanding of Cherokee history and culture for new hires. (For more information see the Site Overview.) The 5-week onboarding program included activities completed by the new employee, his/her supervisor, and other FSP team members. Onboarding program elements included:
- A structured, interactive review of FSP’s policies and procedures;
- A mock family case to illustrate the full case process;
- Content related to Cherokee culture, historical …
Supportive Supervision And Resiliency Ohio - Logic Model,
2021
University of Nebraska - Lincoln
Supportive Supervision And Resiliency Ohio - Logic Model, Quality Improvement Center For Workforce Development
Other QIC-WD Products
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 of changes anticipated through implementation of the program. The hypothesized relationships are represented by the pathways connecting the listed activities and anticipated outcomes.
Supportive Supervision And Resiliency Ohio - Intervention Overview,
2021
University of Nebraska - Lincoln
Supportive Supervision And Resiliency Ohio - Intervention Overview, Quality Improvement Center For Workforce Development
Other QIC-WD Products
Coach Ohio, a multi-level supportive supervision intervention, was designed as part of the QIC-WD project to help child welfare staff within the six Ohio implementation counties prevent and mitigate the effects of burnout, secondary trauma, employee dissatisfaction, and disengagement from families and children served by the agencies (for more information see the Site Overview). Coach Ohio initially included two components: Resilience Alliance (RA) was developed by the New York City Administration of Children’s Services-New York University Children’s Trauma Institute to mitigate the effects of secondary trauma, create a healthier work environment for child welfare staff, and to help staff develop …
J Mich Dent Assoc July 2021,
2021
American Dental Association
J Mich Dent Assoc July 2021
The Journal of the Michigan Dental Association
Every month, The Journal of the Michigan Dental Association brings news, information, and features about Michigan dentistry to our state's oral health community and the MDA's 6,200+ members. No publication reaches more Michigan dentists!
In this issue, the reader will find the following original content:
- A cover story on “Measuring Outcomes to Improve the Quality of Clinical Care”.
- A feature article, “Is Your Office Winning or Losing the Race? You Won’t Know Without Measurement”.
- The feature article, “The DQA and Quality Measurement in Dental Programs and Plans”.
- News you need, Editorial and regular department articles on MDA Foundation activities, Dentistry …
Abusive Supervision,
2021
University of Nebraska-Lincoln
Abusive Supervision, Megan Paul
Umbrella Summaries
What is abusive supervision?
Abusive supervision refers to “subordinates' perceptions of the extent to which supervisors engage in the sustained display of hostile verbal and nonverbal behaviors, excluding physical contact” (Tepper, 2000, p. 178). Abusive supervision is most commonly measured using 15 items that describe abusive behaviors, and subordinates rate the frequency with which the supervisor engages in each behavior. Examples include “Ridicules me,” “Puts me down in front of others,” “Blames me to save himself/herself embarrassment,” and “Breaks promises he/she makes” (Tepper, 2000). Thus, subordinates do not judge whether they feel abused or consider their supervisors’ behavior abusive; they …
Generations In The Workplace,
2021
University of Nebraska-Lincoln
Generations In The Workplace, Stephanie Weddington
Umbrella Summaries
What is a generation?
A generation is defined as “a group of individuals, who are roughly the same age, and who experience and are influenced by the same set of significant historical events during key developmental periods in their lives, typically late childhood, adolescence, and early adulthood. Further, these differences are not attributable solely to an individual’s age but rather to the common influence of shared experiences on the cohort” (Costanza et al., 2012, p. 377). There is general agreement on the labeling of generations (i.e., Silent, Baby Boomer, Generation X, Millennial, Generation Z); however, the date ranges used to …
Frontline Job Redesign Louisiana - Site Overview,
2021
University of Nebraska - Lincoln
Frontline Job Redesign Louisiana - Site Overview, Quality Improvement Center For Workforce Development
Other QIC-WD Products
The Louisiana Child Welfare Division (CWD) of the Department of Child and Family Services (DCFS) is a state-administered child welfare system. In 2016, the Secretary of DCFS separated child welfare from economic security and child support enforcement, creating CWD. CWD is organized into a state office and three regional “super areas” composed of three regions each. (The super areas consist of regions 1, 3 and 4; regions 2, 5 and 6; and regions 7, 8 and 9.) Though Louisiana has 64 parishes statewide there are only 48 parish/local CWD offices in the nine regions due to small size of some …
Onboarding Program Eastern Band Of Cherokee Indians - Site Overview,
2021
University of Nebraska - Lincoln
Onboarding Program Eastern Band Of Cherokee Indians - Site Overview, Quality Improvement Center For Workforce Development
Other QIC-WD Products
The federally-recognized Eastern Band of Cherokee Indians (EBCI) administers the Division of Public Health and Human Services (PHHS), a multi-service agency. PHHS is led by a Secretary who reports directly to the Tribe’s governing Council. PHHS consists of two Departments, each led by a Director. The Tribe’s child welfare agency is the Family Safety Program (FSP), and it sits within the PHHS Department of Human Services under the leadership of a Manager. Human Resources is a separate tribal division and is directed by a Secretary who is appointed by the Chief. Individual programs have discretion of hiring and manage the …
Supportive Supervision And Resiliency Ohio - Site Overview,
2021
University of Nebraska - Lincoln
Supportive Supervision And Resiliency Ohio - Site Overview, Quality Improvement Center For Workforce Development
Other QIC-WD Products
The Ohio Department of Job and Family Services (ODJFS), through the Office of Families and Children (OFC), is responsible for Ohio’s state-supervised, countyadministered child welfare system. Ohio’s 83 singlecounty 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 …
Addressing Work-Related Traumatic Stress Nebraska - Site Overview,
2021
University of Nebraska - Lincoln
Addressing Work-Related Traumatic Stress Nebraska - Site Overview, Quality Improvement Center For Workforce Development
Other QIC-WD Products
The Nebraska Department of Health and Human Services (DHHS) is a multi-service agency led by a Chief Executive Officer (CEO), who is appointed by the Governor. The CEO oversees six divisions including the Division of Children and Family Services (DCFS), which is the state’s child welfare agency. The divisions are supported by centralized operations that include Human Resources (HR) & Development. HR has at least one individual with a strong working knowledge of DCFS operations and who is specifically assigned to provide support solely to DCFS.
DCFS is a state-administered system organized into five geographic regions: Western Service Area (WSA), …
Competency-Based Personnel Selection Oklahoma - Site Overview,
2021
University of Nebraska - Lincoln
Competency-Based Personnel Selection Oklahoma - Site Overview, Quality Improvement Center For Workforce Development
Other QIC-WD Products
The Child Welfare Services division of Oklahoma Human Services (OKDHS) is a state-administered child welfare agency. The OKDHS divisions are supported by centralized operations including Human Resource Management (HRM). A small team of human resources professionals within Child Welfare Services work closely with HRM to support Child Welfare Services’ personnel needs.
The executive team of Child Welfare Services includes the director and deputy directors (who lead teams of district directors, field administrators, and program administrators). The agency is divided into five field regions serving 27 districts and 77 counties. At least one district director leads each district. The district directors …
How Can Child Welfare Agencies Leverage Data To Address Important Workforce Questions?,
2021
University of Nebraska - Lincoln
How Can Child Welfare Agencies Leverage Data To Address Important Workforce Questions?, Quality Improvement Center For Workforce Development
QIC-Tips
Child welfare agencies experience workforce turnover (14-20% annually) that can be costly and result in poorer outcomes for children and families. Although turnover is often acknowledged as a significant problem, it is not one that is easily understood or addressed. The following tips and strategies being implemented by jurisdictions working with the QIC-WD may be helpful for child welfare administrators, legislators, and other policymakers seeking to utilize agency data to answer pertinent child welfare workforce questions.
- Understand what data is collected and stored, and where. Oftentimes, there are multiple systems used by agencies during the employee lifecycle that may contain …
How Can Public Child Welfare Agencies Get And Keep A Great Workforce?,
2021
University of Nebraska - Lincoln
How Can Public Child Welfare Agencies Get And Keep A Great Workforce?, Quality Improvement Center For Workforce Development
QIC-Tips
Public child welfare agencies continue to face complex challenges including high workforce turnover. An examination of federal data found that, from 2003 to 2015, states experienced 14-22% annual turnover rates, with caseworkers staying on the job for an average of 1.8 years. Such turnover increases workloads for remaining workers and negatively impacts children and families. The QIC-WD is working with eight jurisdictions to better understand turnover and test interventions to improve workforce retention. The following tips were compiled based on the experience of QIC-WD sites. They are intended to help child welfare administrators, state legislators, or other local policymakers consider …
