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Competency-Based Personnel Selection Oklahoma - Key Findings, Quality Improvement Center For Workforce Development

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Background

The QIC-WD began working with Oklahoma Human Services (OKDHS) in 2017. At that time OKDHS had an average turnover rate of 25% among Child Welfare Specialist (CWS) I and IIs. Agency leaders expressed a desire to better understand turnover rates with an eye toward increasing the retention of more competent performers. A thorough needs assessment led to the decision to design and implement a competency-based personnel selection intervention to address inconsistencies in hiring and better identify candidates with the desired competencies to be hired as a CWS. The evaluation was designed to include an implementation evaluation; a validation …

Addressing Work-Related Traumatic Stress Nebraska - Key Findings, Quality Improvement Center For Workforce Development

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Background

Nebraska’s Department of Child and Family Services (DCFS) started working with the QIC-WD in 2017 to better understand its turnover problem and found that, among workers who left the agency in 2017, it typically happened within the first two years and the turnover rate in 2017 was about 30%. The team examined many contributing factors through a needs assessment and designed CFS Strong to improve employee retention by addressing work-related traumatic stress among the child welfare workforce.

According to the Secondary Traumatic Stress (STS) scale administered in December 2017, the overall presence of STS symptoms in DCFS staff was …

Frontline Job Redesign Louisiana - Key Findings, Quality Improvement Center For Workforce Development

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Background

In 2017, the QIC-WD began working with the Louisiana Department of Children and Family Services (DCFS). At that time DCFS had an average turnover rate of 24% across the state with one region having a rate of 51% and another with a low of 8%. A thorough needs assessment identified that high caseloads and a large number of administrative tasks were barriers to caseworkers’ ability to effectively engage in the clinical aspects of their work and led to the decision to redesign the frontline caseworker job.

The intervention created a new job, the Child Welfare Team Specialist (CWTS), …

Supportive Supervision And Resiliency Ohio - Key Findings, Quality Improvement Center For Workforce Development

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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 the …

Organizational Change Process Milwaukee - Key Findings, Quality Improvement Center For Workforce Development

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Background

The QIC-WD team engaged with the Department of Milwaukee Child Protective Services (DMCPS) in 2017 to conduct a thorough needs assessment to understand the root causes underlying a high turnover rate among Initial Assessment Specialists. In 2016, the overall turnover rate, including both external turnover and internal movement, was just under 49%, with a little over 11% due to internal movement and 37% due external turnover. The Organizational Social Context (OSC) baseline survey showed that there were several aspects of both culture and climate that were in need of improvement, including: 1) a hierarchical decision-making structure, 2) high …

Onboarding Program Eastern Band Of Cherokee Indians - Key Findings, Quality Improvement Center For Workforce Development

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Background

The QIC-WD worked with the Eastern Band of Cherokee Indians (EBCI) Family Safety Program (FSP) to address workforce challenges. FSP is a relatively new agency, established in 2015, and when they began working with the QIC-WD in 2017, FSP employed approximately 20 social workers, who provided direct service to children and families. Persistent vacancies were of greater concern than turnover. The QIC-WD partnered with FSP to conduct a needs assessment and identify areas of need that could be addressed through a workforce intervention. Three areas of need were identified as offering the strongest opportunities for intervention through the QIC-WD …

Archivo Y Memoria: Una Mirada A Tres Historias De Mujeres Esclavizadas En El Virreinato De La Nueva Granada De Finales Del Siglo Xviii, Luisa Carolina Julio Gomez

Department of Modern Languages and Literatures: Dissertations, Theses, and Student Research

Colonial documents preserve information that allows us to know the local Andean history of the Viceroyalty of New Granada. These manuscripts reveal forms of violence that shaped the subjectivities of the time and the resistance of oppressed women. This dissertation examines the effects of slavery and the response of three enslaved women to that colonial violence. This analysis seeks to better understand and make visible how the intersection between racism and patriarchy impacted the lives of three racialized women in the colonial context.

This dissertation focuses on the experiences, struggles, and resistance of three women present in the manuscripts consigned …

Spotlight On Innovative Recruitment Strategies: Northwest Ohio Fellowship Program, Quality Improvement Center For Workforce Development (Qic-Wd)

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Ohio is a county-administered children services (formerly known as child welfare) system. Like many other states, Ohio is experiencing a shortage of child protective services (CPS) workers. County leaders report that this is due to high rates of turnover compounded by rising wages and competition from outside employers. Traditional recruitment techniques and programs, including traditional partnerships with universities with social work programs, are not adequate to meet the current level of need for new children services workers. Although social work majors come to children service agencies with a training set that allows faster onboarding, social work majors make up less …

Addressing Secondary Traumatic Stress, Burnout, Resilience And Turnover In The Child Welfare Workforce: Results From A 6-Month, Cluster-Randomized Control Trial Of Resilience Alliance, Rebecca Orsi-Hunt, Courtney L. Harrison, Kayla E. Rockwell, Anita P. Barbee

QIC-WD Journal Articles

Introduction: US child welfare agencies have historically struggled with workforce retention and turnover. As part of the Quality Improvement Center for Workforce Development in Child Welfare, we tested an adaptation of the Resilience Alliance (RA) model in a large, Midwestern state to address workplace stress, burnout and actual workforce turnover. RA is a 24-week, facilitated program designed to mitigate the impact of secondary traumatic stress among child welfare professionals, and to therefore increase job satisfaction, resilience and optimism and to decrease turnover, stress reactivity and burnout.

Methods: Supervisory units of caseworkers and supervisors were randomized to the RA treatment …

The Impact Of Leadership Turnover On Child Welfare Workforce Initiatives, Courtney Harrison, Megan Paul

QIC-Takes

Turnover among public child welfare leaders is prevalent. Across the eight QIC-WD intervention sites, leadership turnover was one of the most common implementation challenges observed by the QIC-WD team. Leadership changes can disrupt the implementation of a workforce initiative by shifting agency-level priorities, the organizational climate, or key staff.

Child welfare leaders may be appointed or hired in many different ways in different jurisdictions. In some states, the Governor appoints a cabinet-level child welfare director who oversees a stand-alone agency. This means that child welfare leadership changes follow the political election cycle with new governors appointing new agency leaders every …

Family Strengths Among Native American Families And Families Living In Poverty: Preventing Adverse Childhood Experiences, Natira Mullet, Emily A. Waterman, Katie Edwards, Briana Simon, Skyler Hopfauf, Ramona Herrington

Nebraska Center for Research on Children, Youth, Families, and Schools: Faculty Publications

Objective: The purpose of this study was to understand how youth, caregivers, and community professionals perceive family strengths and adverse childhood experiences (ACEs) in their community. Specifically, this study was focused on the protective role of caregivers and families, positive youth development, and how Native American families and families living in poverty support adolescents’ social–emotional development and help them thrive in the face of adversity.

Background: Research documents the concerning rates and negative outcomes of ACEs. However, very little research has examined the views of families and professionals on how to prevent ACES among these populations.

Method: Participants were youth …

Measuring Diversity, Equity, And Inclusion, Quality Improvement Center For Workforce Development

Workforce Analytics Resources

What is Diversity?

Diversity refers to the degree of differences in the composition of the workforce in terms of such constructs as race, ethnicity, gender, gender identity and expression, sexual orientation, religion, disability, age, national origin, language, or other social identities. Though there are certainly other types of employee differences worth assessing (e.g., acquired diversity characteristics, such as education, skills, personality, preferences, attitudes), the focus here is on inherent social identities, especially those that are related to differences in representation, power, and privilege. Note that diversity is a characteristic of a group, not an individual.

How is Diversity Measured?

To …

Early Executive Control Buffers Risk For Adolescent Psychopathology During The Covid‐19 Pandemic, Lauren M. Laifer, Cara C. Tomaso, Olivia D. Chang, Eric Phillips, Tiffany D. James, Jennifer Nelson, Kimberly Andrews Espy, W. Alex Mason, Timothy D. Nelson

Department of Psychology: Faculty Publications

Background: The coronavirus disease 2019 (COVID‐19) pandemic has had a global impact on youth mental health, and there is a critical need for research examining individual factors that contribute to increased psychopathology during the pandemic. The current study explored whether executive control (EC) abilities in early childhood interact with COVID‐related stress to attenuate risk for adolescent psychopathology during the first 6 months of the pandemic.

Methods: Participants were 337 youth (49% female) living in a small midwestern city in the United States. Participants completed EC tasks when they were approximately 4.5 years old as part of a longitudinal …

Job Posting, Megan Paul, Nina Williams-Mbengue, Courtney Harrison

QIC-Tips

A job posting must be informative, clear, transparent, and appealing to potential child welfare job candidates. It should also be candidate-centric and answer questions candidates often ask, especially any key information that has turned out to be a dealbreaker for people later in the process. This QIC-Tip is designed to highlight actionable strategies to create a good job posting. Please note that the information presented is not meant to override or supersede local, state, or federal legal civil service or human resources guidance.

Think of the job posting as a marketing opportunity for your agency and highlight the positive aspects …

Measuring Diversity, Equity, And Inclusion In The Child Welfare Workforce, Quality Improvement Center For Workforce Development

QIC-Tips

Some child welfare professionals have stated that there is a critical need for systemic changes to improve diversity, equity, and inclusion, but where do child welfare agencies begin? Although change is never easy, the starting place on the journey to have a diverse, equitable, and inclusive (DEI) workforce is relatively simple. It starts with you—a child welfare supervisor, manager, or administrator. Start by considering what you think you know. Is your knowledge based on perception or data? What experiences shape your perceptions? What tools do you have to measure your workforce? Administrative data sets and surveys that gather both qualitative …

Career Interests, Sarah Stepanek, Megan Paul

Umbrella Summaries

Career interests reflect individuals’ “trait-like preferences for activities, environments, and outcomes that motivate goal strivings and achievement” (Jones et al., 2020). Simply put, interests are a series of likes and dislikes that develop alongside one’s cognitive abilities and personality to shape human behavior (Jones et al., 2020; Low et al., 2005). Interests, thus, drive the amount of time and effort individuals spend acquiring knowledge and abilities within a certain domain and their pursuit of educational and career goals (Jones et al., 2020). According to vocational choice theory, individuals tend to seek work that aligns with their interests, and when this …

Building Before: Community Resiliency As Emergency Management, Alexandria Rinne

Honors Program: Senior Projects (Public)

This project seeks to address gaps in emergency preparedness education related to tornado response. Through an examination of current research about best practices for tornado emergency management response and an examination of the needs of FEMA Regions 7 and 8, the author has identified key strategies and stakeholders to increase positive outcome through building community engagement and resiliency. Three presentations were created for delivery to key community stakeholders—local government officials; non-governmental organizations, social networks, and associations; and individual private citizens. The project offers an overview of background research and provides presentation slide decks, scripts, and discussion guides, all created with …

Nefdc Exchange, Volume 37, Spring 2023, New England Faculty Development Consortium

New England Faculty Development Consortium Exchange

Contents

President's Message, Linda Bruenjes

Faculty peer coaching: Collaborative partnerships for instructional development

Swimming with students: Grading for learning at the University of Rhode Island

The art of the hook: How to engage your students from the first day of class to the last

Using feature films to explore the experience of individuals with severe disabilities: The role of critical reflection

Scoring online class participation based on concrete deliverables

NEFDC Board members

Managing Programmatic Trade-Offs For Centers Of Teaching And Learning: Applying A Segmentation, Targeting, And Positioning Approach To Pedagogical Offerings, Christopher Vicente Hsin-Hung S. Chen, Ian G. Althouse, Caitlin P. Declercq, Mark L. Phillipson

To Improve the Academy: A Journal of Educational Development

The demands of current instructional realities for moving to completely online formats have led to dramatic changes in the ways that centers for teaching and learning serve their communities. Pedagogical programs have been adapted, invented, and reimagined for online modalities. In this article, we share an approach borrowed from marketing—segmentation, targeting, and positioning (STP)—and describe three cases showing the application of STP in our center’s work with instructors. This approach has helped us clarify and target our pedagogical priorities, allowing us to make appropriate trade-offs to produce more focused educational development programming that better meets our audience’s needs, constraints, and …

The Value Of Process In Racial Equity Work: Reflections From A Faculty Learning Community, Emily R. Shamash, Julie Berrett-Abebe, Latasha Smith, Stephanie Storms, Michael Regan, Jocelyn Novella, Laurie L. Grupp, Emily Smith, Alyson Martin

To Improve the Academy: A Journal of Educational Development

This article explores how one higher education faculty learning community engaged in reflective practices in pursuit of their commitment to the inclusion of anti-racist content and pedagogy across their multidisciplinary curriculums. As a key initial step in engaging in this collaborative, cross-disciplinary work, they set out to consider collective definitions of key terms that are deemed critical to anti-racist pedagogy. This group engaged in a collaborative exploratory process to explore definitions and understanding of the following terms: whiteness, racism, race, racial equity, racial injustice/inequity, white supremacy, and anti-racism and document the reflective process by which the determination took place. Themes …

Practical Guidelines For Development Of A University-Wide Faculty Mentorship Program Using A Multimodal Mentoring Network Model, Matthew G. Schwartz

To Improve the Academy: A Journal of Educational Development

Formal faculty mentorship programs are a practical and effective pathway to enable faculty success in teaching, scholarship, and service and to enhance faculty satisfaction. Although informal mentoring relationships benefit some faculty, formal faculty mentorship programs ensure equitable access to mentorship for female faculty and faculty from diverse, underrepresented backgrounds. Formal faculty mentorship programs can utilize a variety of structures, each with their benefits and drawbacks. This article recommends a multimodal mentoring network model to harness the benefits of traditional dyadic mentoring, multiple-mentor mentorship, peer and near-peer mentorship, and topic- and affinity-based group mentorship and to confer the flexibility, adaptability, and …

Learning Communities Promote Pedagogical Metacognition In Higher Education Faculty, Audrey J. Tocco, Lauren A. Mehrhoff, Haley M. Osborn, Lyda F. Mccartin, Molly M. Jameson

To Improve the Academy: A Journal of Educational Development

Pedagogical metacognition, or the reflective and reflexive actions associated with teaching practice, strengthens the planning, monitoring, evaluation, and adjustment of teaching in higher education faculty. Learning communities are optimal environments to foster this active teaching reflection. This study incorporated pedagogical metacognition into a faculty learning community curriculum and explored its impacts on higher education instructors’ reflective and reflexive practices. Faculty participants completed monthly metacognitive reflections for one academic year, each corresponding to a research-based principle of learning. Qualitative analysis indicated that faculty learning community participants recognized their lack of pedagogical training, successfully reflected on their teaching strategies, identified areas for …

Pedagogical Alliances Among Writing Instructors And Teaching Librarians Through A Writing Information Literacy Community Of Practice, Zoe Mcdonald, Deborah Minter

Department of English: Faculty Publications

In this praxis piece, a WPA and a writing instructor describe a writing information literacy community of practice among writing instructors and teaching librarians. Through paying attention to one resulting assignment, a full class annotated bibliography, the co-authors argue this professional development program extended collaborations among the writing program and the library to center contextual notions of authority and metacognition that connect to composition’s democratic political commitments.

The Perception Of Stigma As A Barrier To Help-Seeking Among Immigrant Populations, Zuha Qadeer

Honors Program: Senior Projects (Public)

Immigrants receive mental health services less than their U.S.-born counterparts, even after accounting for the lower rate of mental health difficulties often found among these populations. Stigma is one such barrier that is significant in reducing mental health service utilization among immigrant populations. This study explores how immigrants perceive stigma as a barrier to seeking help for trauma-related mental health concerns. Using qualitative data from a study on an adaptation of Written Exposure Therapy in Latinx immigrants (Andrews et. al, 2022), I examined the role of stigma in participants’ perceived barriers to care and their proposed strategies for reducing them. …

High-Risk Sexual Behavior In Nebraska Adolescents; History, Risk Factors, And Mediation, Kiya Hudson

Honors Program: Senior Projects (Public)

High-risk sexual behavior is a public health crisis that impacts adolescents at staggering rates. In Nebraska, rates of sexually transmitted infection (STI) and sexually transmitted disease (STD) cases have been on the rise over the last four years. The problem this paper addresses is the need to fill in the gaps in knowledge surrounding high-risk sexual behavior in Nebraska adolescents. It is important to address these gaps in knowledge because currently, we are failing our adolescents when it comes to providing them with all of the necessary skills, information, and tools to lead a healthy life. When we know how …

Virtual Training In Child Welfare, Penny Putnam Collins

QIC-Takes

Child welfare offices and training centers had to transition their classroom instructor-led training to virtual platforms when the pandemic hit. Some training systems were already using virtual platforms or asynchronous learning tools to deliver training content, but no agency was 100% virtual pre-pandemic. The transition was sudden and there was a steep learning curve for some trainers. Changes made when the pandemic hit may now be the new normal. This QICTake highlights what our QIC-WD sites and team members experienced as child welfare agencies shifted to, and are now embracing, virtual training. What We’re Seeing Finding the Right Tools for …

Hr And Child Welfare Data – Building Connections To Improve Practice, Quality Improvement Center For Workforce Development (Qic-Wd)

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Combined human resources (HR) and child welfare data is essential to answer pertinent workforce questions. The Quality Improvement Center for Workforce Development (QIC-WD) has been intentional about bringing HR and child welfare professionals together to better understand and use the data they have available to them. In some cases, however, public child welfare agencies struggle to link their HR and child welfare data sets. Through the QIC-WD’s work with our intervention sites and Child Welfare Data Analytics Institutes, our team has worked directly with agencies grappling with the challenge of connecting these vitally important data sets to address a …

Supporting Virtual Supervision As Part Of A Hybrid Workforce, Quality Improvement Center For Workforce Development

QIC-Tips

More and more public child welfare agencies offer the opportunity to work in a hybrid environment, combining remote work with in-office work. This has raised questions among supervisors about how best to manage a remote workforce. Since research on virtual supervision is fairly limited relative to the popularity of remote work, studies are needed to understand the ways and conditions that influence effectiveness. Available research on remote work indicates that it is moderately associated with greater perceived autonomy and modestly associated with better supervisor relationships, performance, and job satisfaction. It was also modestly associated with decreased role stress and turnover …

Developing An Ecological Model Of Turnover Intent: Associations Among Child Welfare Caseworkers’ Characteristics, Lived Experience, Professional Attitudes, Agency Culture, And Proclivity To Leave, Dana M. Hollinshead, Rebecca Orsi

QIC-WD Journal Articles

Almost a quarter of the child welfare workforce leaves their job each year, and despite clarion calls over the decades, our insights into dynamics underlying turnover remain limited. Using survey data from 276 caseworkers in a Midwestern state, this analysis explores an array of personality, stress, attitudinal, and perception measures and their association with three measures of turnover intent: thinking about quitting, intending to search, and intent to leave. Findings indicate that controlling for demographic factors, burnout, and confidence in decision support from agency leadership had consistent and strong associations with all three outcomes (positive for burnout; negative for decision …

What Can Child Welfare Leaders Do To Improve Job Satisfaction?, Quality Improvement Center For Workforce Development

QIC-Tips

There is a saying, “a happy worker is a productive worker” and research suggests there is a modest relationship between job satisfaction and job performance. But what can child welfare leaders do to create a satisfied, productive workforce when the work is stressful, complex, and challenging? There is a lot of evidence on what employers should be aware of among worker characteristics and the work environment that is related to higher employee job satisfaction. For example, employees who thrive at work are less likely to experience stress and burnout. Positive experiences related to coworkers, supervisors, and the organization show strong …