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Telework Washington - Dcyf Telework Handbook, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.

Telework Washington - Dcyf Telework Employee Self-Assessment, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.

Telework Washington - Intervention Background, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

What is telework and why was it selected?

Telework is a type of alternative work arrangement in which employees perform some or all of their job duties at an approved location other than their official worksite. Other labels for telework include telecommuting, remote work, mobile work, virtual work, distance work, distributed work, work from/at home, and flexplace, though definitions can vary (e.g., Allen, Golden, & Shockley, 2015).

The Washington Department of Children, Youth & Families (DCYF) selected telework in response to several factors identified during the exploration phase of the project:

• surveys showing staff dissatisfaction with the limited mobility …

Telework Washington - Key Findings, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

Background

Washington’s Department of Children, Youth & Families (DCYF) began working with the QIC-WD in 2017 to better understand its workforce challenges and address its external turnover rate of about 26%. The team examined many contributing factors through a needs assessment and designed a telework intervention. In addition to meeting project criteria, two other factors made telework a good fit as the QIC-WD intervention: 1) Child Welfare Field Operations (CWFO) had recent experience with implementing telework as a pilot project, and there was interest in expansion; and 2) there was a new executive order from the governor that required …

Telework Washington - Needs Assessment Summary, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

Exploration of Needs

The Quality Improvement Center for Workforce Development (QIC-WD) worked with the Washington Department of Children, Youth & Families (DCYF) to conduct a needs assessment. A variety of information was explored to learn about the workforce and the agency’s child welfare workforce practices, including 1) recruitment, hiring, and retention metrics and processes, 2) organizational culture and climate, and 3) other workforce processes and initiatives, such as onboarding, mentoring, supervision, performance management, and employee recognition. More specifically, four major types of information were considered:

1. objective data from various agency databases and reports;
2. subjective perceptions of staff and supervisors, …

Telework Washington - Intervention Overview, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

The Washington Department of Children, Youth & Families (DCYF) Child Welfare Field Operations (CWYO) telework program was developed by reviewing policies, practices, experiences and research distilled from materials produced by numerous federal and state agencies (for example, www.telework.gov). (At the time of intervention development, the QIC-WD was unable to identify child welfare agencies with formal telework policies and protocols.) In addition, the experiences of approximately 30 Field Operations Intake workers who participated in a DCYF 2018 telework pilot also contributed to developing the telework program. Lastly, the project’s Implementation Team informed the feasibility of a telework program for DCYF …

Telework Washington - Final Summary, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

Designing a Telework Strategy to Improve Retention

Washington Department of Children, Youth & Families (DCYF) is a state-operated child welfare system. Child Welfare Field Operations is divided into six regions and employs approximately 2,200 people who are responsible for the direct service to children and families with active child welfare cases. In 2017, DCYF had an annual external turnover rate of about 26%. They applied to be a QIC-WD site with the goal of strengthening their child welfare workforce.

When DCYF started working with the Quality Improvement Center for Workforce Development (QIC-WD), an Implementation Team¬¬ was established to participate in …

Telework Washington - Site Overview, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

The Washington Department of Children, Youth & Families (DCYF) is a cabinet-level agency focused on the well-being of children, with a vision that "Washington state’s children and youth grow up safe and healthy— thriving physically, emotionally and academically, nurtured by family and community." As a newly established state agency, DCYF oversees several services previously offered through the state Department of Social and Health Services (DSHS) and the Department of Early Learning (DEL). These include all programs from the Children’s Administration formerly in DSHS, such as Child Protective Services’ investigations and Family Assessment Response, licensed foster care, and adoption support. Also …

Impact Of Organizational Culture And Leadership In Professional Environments, Eli Wolman

Capstone Showcase

This paper addresses the importance of a strong organizational culture and effective leadership in a professional working environment. Leadership has been shown to profoundly impact a professional working environment's performance, productivity, mental well-being, and goal attainment. Organizational Culture is the set of values and norms a group shares. As influential organizational culture proves to be effective, leadership may come in the form of several styles, including transformational leadership, directive leadership, or empowering leadership, which also play a pivotal role in the success of a group. Ultimately, even though this paper primarily prioritizes the implications of leadership and culture on professional …

Organizational Support And Its Impact On Mental Health In Humanitarian Aid Volunteers, Valeria Prudnikova

UNF Graduate Theses and Dissertations

Humanitarian aid volunteers encounter a wide range of stressors, from witnessing horrific events and human suffering to facing organizational challenges and threats to their personal safety. These experiences can have significant and lasting impacts on their mental and emotional well-being. Despite increasing awareness of the psychological toll on aid volunteers, research on effective coping mechanisms and organizational support remains limited, while efforts by organizations that have begun implementing mental health training remain insufficient in providing the comprehensive, long-term support needed to mitigate these effects. This article aims to address the gap by reviewing existing literature on the psychological and emotional …

Ebci Summary, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

The Eastern Band of Cherokee Indians (EBCI) is a federally-recognized tribe. The Family Safety Program (FSP) is the child welfare program that serves the Eastern Band of Cherokee Indians, under the tribal Division of Public Health and Human Services. FSP was established in 2015 with around 10 staff members and has grown to about 60 staff, all located in one office in Cherokee, North Carolina. Since FSP was a relatively new agency when they began working with the Quality Improvement Center for Workforce Development (QIC-WD), turnover had not been a signficant problem, however, vacancies were a challenge. In October 2017, …

Eastern Band Of Cherokee Indians Family Safety Program, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

The Eastern Band of Cherokee Indians (EBCI) is a federally-recognized tribe. The Family Safety Program (FSP) is the child welfare program that serves the Eastern Band of Cherokee Indians, under the tribal Division of Public Health and Human Services. Addressing Historical Trauma and Preparing the Child Welfare Workforce

In this video, an EBCI elder discusses historical trauma and why it is important for child welfare workers to understand it, so they can be successful. Watch the Video

Background

The Eastern Band of Cherokee Indians worked with the QIC-WD to develop an onboarding program. This video highlights the experience of …

Coworkers And Leaders: The Relationship Between Trustworthiness, Trust, And Employee Engagement, Lianne Young

Dissertations

A highly engaged workforce provides numerous organizational and individual benefits (Shuck et al., 2016), the culmination of which leads to a competitive advantage difficult to emulate (Burke et al., 2013). It remains challenging to understand how engagement develops, with little research available explaining the process (Shuck, 2020). High employee engagement levels provide a competitive advantage, but stagnant engagement levels remain a significant obstacle (Shuck, 2020).

Shuck (2020) recommends further research focusing on methods to increase engagement. Trustworthiness and trust are antecedents and drivers of engagement (Chughtai & Buckley, 2008; Federman, 2010; SHRM, 2017). A lack of trust has negative impacts …

Organizational Commitment, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is organizational commitment?

Organizational commitment, along with job satisfaction, is one of the most commonly studied job attitudes within the psychological sciences and is often used to gauge how employees feel about their job. Research on organizational commitment has largely been a fragmented endeavor, with no clear consensus on what organizational commitment actually is or how it should be conceptualized. To date, there is not one definition that is regarded as the best, but there are some common themes that can be seen throughout the many definitions in existence. For example, most definitions refer to organizational commitment in terms …

Job Satisfaction, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is job satisfaction?

Job satisfaction is generally thought of as the degree to which an individual likes or dislikes their job (Spector, 1997). Along with organizational commitment, it is one of the most commonly studied job attitudes and is used as a way to gauge how employees feel about their jobs and as a reflection of how well the organization is functioning. Job satisfaction is commonly considered as either “a global feeling about the job or as a related constellation of attitudes about various aspects or facets of the job” (Spector, 1997, p. 2). Thus, job satisfaction is …

Onboarding Program Eastern Band Of Cherokee Indians - Final Summary, Quality Improvement Center For Workforce Development

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The Eastern Band of Cherokee Indians (EBCI) is a federally-recognized tribe. The Family Safety Program (FSP) is the child welfare program that serves the Eastern Band of Cherokee Indians, under the tribal Division of Public Health and Human Services. FSP was established in 2015 with around 10 staff members and has grown to about 60 staff, all located in one office in Cherokee, North Carolina. Since FSP was a relatively new agency when they began working with the Quality Improvement Center for Workforce Development (QIC-WD), turnover had not been a signficant problem, however, vacancies were a challenge. In October 2017, …

Frontline Job Redesign Louisiana - Final Summary, Quality Improvement Center For Workforce Development

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The Louisiana Department of Children and Family Services (DCFS) Child Welfare Division (CWD) is a state-operated child welfare system. Louisiana has 64 parishes statewide organized into nine regions. The local parish offices provide child protective service (CPS), family services (FS), foster care (FC), and adoption services. CWD has approximately 1,500 employees including about 640 frontline caseworkers. In 2017, when Louisiana applied to become a QIC-WD site, CWD estimated its turnover rate across the state to be 24%, with one region having a turnover rate of 51%, while another had a turnover rate of only 8%.

This video discusses the challenges …

Frontline Job Redesign Louisiana - Prevention Worker Role Cards, Quality Improvement Center For Workforce Development

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Lists the different tasks given to types of prevention workers. View the download file.

Frontline Job Redesign Louisiana - Permanency Worker Role Cards, Quality Improvement Center For Workforce Development

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View the download file.

Organizational Change Process Milwaukee - Final Summary, Quality Improvement Center For Workforce Development

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Organizational Change in Action

The Division of Milwaukee Child Protective Services (DMCPS) is a state-operated child welfare system and is the only county system in Wisconsin run by the state. The Division is housed under the Department of Children and Families and has just under 200 staff, including: administrative/managerial staff, initial assessment and access (hotline) frontline workers, and fiscal and operations support. In 2016, DMCPS had an external turnover rate of 37% and they applied to be a Quality Improvement Center for Workforce Development (QIC-WD) site, with the goal of strengthening their child welfare workforce.

When DMCPS started working with …

Organizational Change Process Milwaukee - Site Intervention Logic Model, Quality Improvement Center For Workforce Development

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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 resource 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.

Organizational Change Process Milwaukee - Arc Principles Poster, Quality Improvement Center For Workforce Development

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1. All staff and administrative actions and decisions should be guided by a clear focus on the wellbeing of the children and families served.
2. Measure success by how much child and family wellbeing improves and use this data to drive decision-making and improvement.
3. Continually seek to be more effective, to eliminate barriers, and to foster change to improve the wellbeing of children and families.
4. Focus on relationships/networks in your organization, stakeholders, and family networks to affect child and family outcomes.
5. Get those with a stake (front-line staff) involved in key program decisions, solutions, and improvement efforts.

Addressing Work-Related Traumatic Stress Nebraska - Final Summary, Quality Improvement Center For Workforce Development

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Building a Resilient Workforce

Nebraska Division of Child and Family Services (DCFS) is a state-operated child welfare system. The Division is housed in the Department of Health and Human services and is divided into five service areas. DCFS has about 400 frontline child welfare workers (Child and Family Services Specialists or CFSS), 70 supervisors, and 15 field administrators. In 2017, DCFS had an annual turnover rate of about 30%. They applied to be a QIC-WD site with the goal of strengthening their child welfare workforce.

When DCFS started working with the Quality Improvement Center for Workforce Development (QIC-WD), an Implementation …

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

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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 QICWD, a Workforce Implementation Team (WIT) was established to participate in a needs assessment process, determine an intervention, and support implementation. …

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

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➢ What makes you hopeful about participating in Resilience Alliance? ➢ What worries you? ➢ What is one thing you’d like to achieve as a result of attending Resilience Alliance? ➢ How will you manage competing demands to be able to fully participate? ➢ When you think about how the agency responds to stress now, what is one area you’d most like to see change? ➢ What opportunities do you see to participate in the change? ➢ What is one thing you that might prepare you for Resilience Alliance? ➢ How do you recognize emotional, physical, personal indicators? What triggers …

Competency-Based Personnel Selection Oklahoma - Final Summary, Quality Improvement Center For Workforce Development

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Oklahoma Department of Human Services (OKDHS) is a state-operated child welfare system, but hiring has always been done locally. The agency is divided into five field regions serving 27 districts and 77 counties. In 2017, OKDHS employed 1,780 Child Welfare Specialists (caseworkers) and 388 supervisors. That same year, the annual turnover rate was 25%. They applied to be a QIC-WD site with the goal of strengthening their child welfare workforce.

When OKDHS started working with the Quality Improvement Center for Workforce Development (QIC-WD), a steering committee was established to participate in a needs assessment process, determine an intervention, and support …

Turnover, Megan Paul, Sarah Stepanek

Umbrella Summaries

What is turnover?

The definition of turnover tends to somewhat vary in practice and research. The most common element is an employee leaving their job. Beyond that, turnover can be further defined as internal vs. external, voluntary vs. involuntary, functional vs. dysfunctional, and avoidable vs. unavoidable.

• Internal vs. external: Internal turnover means that the employee moves to a different job within the organization, whereas external means that the employee leaves the organization altogether. In child welfare, however, the “organization” may be defined as all of state or county government, which means that a lot of movement is considered internal.
• Voluntary …

Meaningful Work, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is meaningful work?

Meaningful work is defined as “work experienced as particularly significant and holding more positive meaning for individuals” (Rosso et al., 2010, p. 95). In general, meaningful work is considered to be work and work accomplishments that are viewed as valuable, worthwhile, and aligning with one’s values (Allan et al., 2018). Current theory suggests that meaningful work tends to result from self-actualization or from working towards a higher purpose (Lepisto & Pratt, 2016). More specifically, meaningful work may come from feeling a sense of unity with other people, serving others, from developing oneself, or from working towards …

Meaningful Work, Sarah Stepanek, Megan Paul, Danielle Crawford

Umbrella Summaries

What is meaningful work?

Meaningful work is defined as “work experienced as particularly significant and holding more positive meaning for individuals” (Rosso et al., 2010, p. 95). In general, meaningful work is considered to be work and work accomplishments that are viewed as valuable, worthwhile, and aligning with one’s values (Allan et al., 2018). Current theory suggests that meaningful work tends to result from self-actualization or from working towards a higher purpose (Lepisto & Pratt, 2016). More specifically, meaningful work may come from feeling a sense of unity with other people, serving others, from developing oneself, or from working towards …

The Emotional Intelligence And Conflict Management Relationship In Black Women Leaders, Tina Raylyn Jackson

Electronic Theses and Dissertations

This study examined the relationship between emotional intelligence and conflict management styles in Black women leaders in the United States. The lack of literature surrounding Black women leaders' emotional intelligence or conflict management styles presented an opportunity to offer quantitative data connected to these constructs. A cross-sectional survey design was used to administer three surveys the Situational Test of Emotional Management- B, the Kraybill Conflict Style Inventory, and a modified version the Multidimensional Inventory of Black of Identity, that focused on Black female identity. Data from 124 participants were analyzed to learn if identity mediated the relationship between emotional intelligence …