Industrial and Organizational Psychology Commons^™

Louisiana Selects A Workforce Intervention: Job Redesign & Teaming, Quality Improvement Center For Workforce Development

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For several years prior to the current Administration, Louisiana suffered through an unstated policy of “Do More with Less”: Fewer employees, higher caseloads, less resources, and high employee turnover. In 2016, the Louisiana Department of Children and Family Services (DCFS) leadership determined that supporting and stabilizing the child welfare workforce was a high priority. To strengthen its workforce, Louisiana will implement “Job Redesign and Teaming” as its QIC-WD intervention. The job redesign aspect of the intervention includes a comprehensive job analysis and process mapping to determine which tasks needed to be retained by the child welfare worker and which tasks …

Eastern Band Of Cherokee Indians Selects A Workforce Intervention: Onboarding, Quality Improvement Center For Workforce Development

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The Family Safety Program (FSP) serves the Eastern Band of Cherokee Indians (EBCI) to provide high quality and innovative care, utilizing an integrated model to ensure client access to behavioral health services and targeted case management. To retain a competent and committed workforce and best serve children and families, FSP partnered with the Quality Improvement Center for Workforce Development (QIC-WD) to be one of eight national project sites to test child welfare workforce interventions. In 2018, FSP conducted a workforce needs assessment, which revealed that staff had inconsistent job expectations for their own role and lacked understanding of the roles …

Milwaukee Selects A Workforce Intervention: Organizational Culture & Climate, Quality Improvement Center For Workforce Development

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The Division of Milwaukee Child Protective Services (DMCPS) of the Wisconsin Department of Children and Families (DCF) will be implementing and testing an organizational culture and climate intervention called ARC, which stands for Availability, Responsiveness, & Continuity. ARC is an organizational change process that has improved outcomes in mental health settings by: 1) introducing core principles to guide service improvement efforts, 2) embedding research-based organizational components for service improvement, and 3) fostering attitudes necessary for ongoing service improvement. DMCPS employs approximately 185 State employees. These employees conduct initial child protective service assessments, oversee ongoing case management services delivered by private …

Washington Selects A Workforce Intervention: Telework, Quality Improvement Center For Workforce Development

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The Washington State Department of Children, Youth, and Families (DCYF) will be implementing and testing the effectiveness of telework for child welfare field operations staff and their supervisors. DYCF is a stateadministered system with a total of 3,075 employees. There are approximately 1,600 field operation staff and 260 field operation supervisors that make up the majority of the child welfare workforce in the agency. A comprehensive workforce needs assessment showed a strong desire among employees to be able to work from home or an alternate work site. A telework policy existed but was inconsistently implemented, and the majority of employees …

Nebraska Selects A Workforce Intervention: Addressing Secondary Traumatic Stress, Quality Improvement Center For Workforce Development

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The Nebraska Department of Health and Human Services Division of Children and Family Services (DCFS) workforce intervention will address secondary traumatic stress (STS) among frontline staff and supervisors. Nebraska is a state-run child welfare system with about 400 Child and Family Service Specialists (CFSS) organized into five service areas across the state. Currently, the annual CFSS turnover rate in Nebraska is about 30%, but DCFS is committed to retaining and supporting high quality CFSS. Over the last year, DCFS has worked with the QIC-WD to review human resources (HR) data, feedback from the field (e.g., CFSS, supervisors, and administrators), and …

Supportive Supervision And Resiliency Ohio - Coaching In Child Welfare 2019 Participant Guide, Atlantic Coast Child Welfare Implementation Center

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Purpose: This training is designed to introduce supervisors to coaching concepts, provide them an opportunity to practice these skills in a safe environment, and receive timely feedback. Learning Objectives Upon completion of this day, the participant will:  Describe the purpose and structure of the training  Explore their preconceptions, feelings, beliefs and thoughts concerning coaching  Explore their assumptions about coaching  Develop a working definition of coaching for their state  Identify questions they would like answered by the end of the day  Recognize the 6 elements of the coaching mindset  State the importance of using …

Supportive Supervision And Resiliency Ohio - Coach Ohio Flyer 2019, Ohio Department Of Job And Family Services, Quality Improvement Center For Workforce Development

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What is Resilience? Resilience is a person’s ability to “bounce back” from hardship or a difficult situation. What is Resilience Alliance? Resilience Alliance is a series of weekly group sessions to create an improved, healthier work environment and help staff develop skills and behaviors that promote their physical and psychological well-being. The goals are to: • Decrease stress by enhancing resilience skills, increasing social support and changing the organizational culture • Help participants regulate their emotions and not engage in avoidance behaviors in response to traumatic situations • Reduce symptoms of secondary traumatic stress • Increase self-efficacy, collaboration and job …

Addressing Work-Related Traumatic Stress Nebraska - Peer Support Group Guidebook, Quality Improvement Center For Workforce Development

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This guide is intended for CFSS workers or supervisors facilitating a Peer Support Group (PSG) session. The PSG is part of CFS Strong, beginning in January 2020. CFS Strong is designed to address the cumulative effects of secondary traumatic stress (STS) that is part of the day-to-day work of CFSS. CFS Strong includes: (1) an adaptation of Resilience Alliance (RA) to teach skills and strategies to manage STS and build team cohesion, (2) Restoring Resiliency Response (RRR) to allow workers to debrief after an acute traumatic event, and (3) PSGs to reinforce the skills taught in RA and provide a …

Ohio Selects And Begins Installation Of A Workforce Intervention: Coach Ohio: Promoting Resilience And Optimism, Quality Improvement Center For Workforce Development

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Ohio is committed to improving outcomes for children and families. Strengthening the child welfare workforce is an essential component for improving these outcomes. To this end, the Ohio Department of Job and Family Services (ODJFS) partnered with eight public children services agencies; Champaign, Crawford, Hamilton, Knox, Montgomery, Summit, Trumbull, and Wayne, to become one of eight national project sites to test child welfare workforce interventions through the Quality Improvement Center for Workforce Development (QIC-WD). Earlier this year, the Ohio site conducted a workforce assessment that revealed 48% of Ohio’s participating child welfare caseworkers experienced at least one symptom of secondary …

Qic-Wd Site Intervention Selection – Fall 2018, Quality Improvement Center For Workforce Development

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The eight QIC-WD sites have worked with the QIC-WD to determined which intervention to implement and evaluate to strengthen their child welfare workforce. These decisions came after a thorough needs assessment through which human resources (HR) data was examined to uncover the root causes of child welfare caseworker turnover. The sites recognize that turnover is not caused by a single issue, so they had to consider which aspect of turnover they could address in partnership with the QIC-WD. The QIC-WD team simultaneously examined available interventions, study designs, and the needs of the broader child welfare field to help each site …

Supportive Supervision And Resiliency Ohio - Coach Ohio Flyer 2018, Ohio Department Of Job And Family Services, Quality Improvement Center For Workforce Development

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What We Do and Why

Ohio is committed to improving outcomes for children and families and strengthening its child welfare workforce. When we improve the child welfare workforce, we improve outcomes for children and families. As a participant in a national workforce research project through the Quality Improvement Center for Workforce Development (QIC-WD), Ohio collected data over the last several months and completed a workforce needs assessment. The assessment identified high staff burnout, secondary trauma and lack of engagement as major contributors to Ohio workforce challenges. To address these challenges, six Ohio counties − Champaign, Hamilton, Knox, Montgomery, Summit and …

Using Implementation Science To Strengthen The Child Welfare Workforce, Quality Improvement Center For Workforce Development

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The QIC-WD is using implementation science to strengthen the child welfare workforce in eight child welfare agencies across the U.S. According to a synthesis of the literature, implementation can be defined as a specified set of activities designed to put into practice and activity or program of known dimensions. The QIC-WD is using the implementation science framework developed by NIRN and the guide created by the Permanency Innovations Initiative to support our sites through the stages of implementation: Exploration, Installation, Initial Implementation, and Full Implementation as described below. The QIC-WD knows that high quality implementation of a selected intervention is …

Readiness For Change And Why It Matters, Quality Improvement Center For Workforce Development

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Organizations seeking to implement and evaluate a workforce intervention must be prepared for change. Change management experts suggest that when readiness in an organization is high, the organization is better able to initiate and sustain a major change. Staff in organizations that are ready for change are more likely to exert greater effort, persist in the face of obstacles, and display cooperative behavior. In organizations where staff are not ready for change, implementation and evaluation of a new intervention can be very difficult. Staff may not be ready for change if they don’t see the need for an intervention, are …

Understanding The Relationship Between Organizational Culture And Turnover, Quality Improvement Center For Workforce Development

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“Organizational culture” is a term used to describe the norms and expectations in a work environment. Research has found that there are three aspects of a human services organization’s culture that predict better outcomes related to the implementation of evidence-based practices, staff turnover, and the serviced provided: 1. Proficiency includes staff skills, competence, responsiveness, and a focus on client well-being. 2. Rigidity reflects issues related to decision making, transparency, micromanagement, and trust. 3. Resistance considers if staff are resistant to change or new ways of doing things. Healthy organizations are highly proficient and not too rigid or resistant. For example …

Virginia Selects And Begins Implementation Of A Workforce Intervention: Transcription Services, Quality Improvement Center For Workforce Development

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The Virginia Department of Social Services (VDSS) was the first QIC-WD site to select a workforce intervention. VDSS learned from the field that many workers leave the agency because they feel overloaded with paperwork. In Virginia, 2,400 Family Services Specialists (FSS) representing 120 local departments of social services (LDSS) perform child welfare and adult protective services. These FSS must document case notes for all interactions with clients, families, and service providers. FSS often manage several high-priority cases and need tools to complete their required documentation in a timely and high-quality manner. VDSS decided to implement three technology solutions to ease …

Stress And The Child Welfare Workforce: Recognizing Signs Of Secondary Traumatic Stress, Quality Improvement Center For Workforce Development

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Child welfare workers are exposed to a variety of stressors in their everyday work. These stressors can come from: 1. Direct traumatic events – Murder, threats on the lives of workers or their family members, name calling, cursing, shouting, assaults, dog attacks, and property damage. 2. Secondary traumatic events – Exposure to the perpetrators or the victims and survivors of trauma (e.g., children who are abused, neglected, abandoned, and killed, battered women, victims of crime, survivors of natural disasters). 3. Organizational environments – Bureaucratic rules, paperwork, work overload, role confusion, high demands with low resources, high levels of office politics, …

Unlocking The Potential In Your Workforce Data, Quality Improvement Center For Workforce Development

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Communicating complex ideas to diverse stakeholders is central to reliable decision making. Stakeholders may vary greatly in their interest, familiarity, or expertise with data regarding a policy, program, or practice. Well-designed data visualizations provide a platform for engaging stakeholders in ways that are tailored to their interest, familiarity, and expertise. However, research indicates that visualizations are not always designed effectively to reliably motivate users to understand and ultimately use the data in their decision-making (Evergreen, 2011; Cawthon & Moere, 2007). Thoughtful and engaging visualizations demand the stakeholders’ attention and can facilitate the comprehension of findings (Hillstrom & Yantis, 1994; Treisman, …

Organizational Supports Used By Private Child And Family Serving Agencies To Facilitate Evidence Use: A Mixed Methods Study Protocol, Emmeline Chuang, Crystal Collins-Camargo, Bowen Mcbeath

School of Social Work Faculty Publications and Presentations

Background: Challenges to evidence use are well documented. Less well understood are the formal supports—e.g., technical infrastructure, inter-organizational relationships—organizations may put in place to help overcome these challenges. This study will identify supports for evidence use currently used by private child and family serving agencies delivering publicly funded behavioral health and/or human services; examine contextual, organizational, and managerial factors associated with use of such supports; and determine how identified supports affect evidence use by staff at multiple levels of the organization. Methods: We will use a sequential explanatory mixed methods design, with study activities occurring in two sequential phases: In …

Organizational Leaders’ And Staff Members’ Appraisals Of Their Work Environment Within A Children’S Social Service System, David A. Patterson Silver Wolf (Adelv Unegv Waya) Phd, Catherine N. Dulmus Phd, Eugene Maguin Phd, John Keesler, Byron James Powell

Brown School Faculty Publications

Several studies have demonstrated the effect of an organization’s culture and climate on the delivery of services to clients and the success of clinical outcomes. Workers’ perceptions are integral components of organizational social context, and in order to create a positive organizational culture and climate, managers and frontline staff need to have a shared understanding of the social context. The existing literature does not adequately address that discrepancies in perceptions of culture and climate between frontline staff and managers impact the implementation of policies and services. The purpose of this study is to compare the workgroup-level culture and climate of …

Refining The Evidence-Based Practice Attitude Scale (Ebpas): An Alternative Confirmatory Factor Analysis, David A. Patterson Silver Wolf (Adelv Unegv Waya) Phd, Catherine N. Dulmus Phd, Eugene Maguin Phd, Nicole Fava

Brown School Faculty Publications

Barriers to adopting evidence-based practices into real-world mental health organizations have received considerable attention and study. One particular attempt is Aarons’s Evidence- Based Practice Attitude Scale (EBPAS), which measures a worker’s attitudes toward adopting new treatments, interventions, and practices. This study follows Aarons’s work by conducting a confirmatory factor analysis of the EBPAS administered in a large child and family human service agency in New York state (N = 1,273). Replicating Aarons et al.’s four-factor model of the EBPAS, the authors found that, within the model, the pattern of factor loadings that was apparent in previous investigations held for their …

Do Organizational Culture And Climate Matter For Successful Client Outcomes?, David A. Patterson Silver Wolf (Adelv Unegv Waya) Phd, Catherine N. Dulmus Phd, Eugene Maguin Phd, Maria Cristalli

Brown School Faculty Publications

Objectives: The existing literature on the impact of workplace conditions on client care suggests that good cultures and climates provide the best outcomes for clients. The primary purpose of this study was to investigate the relationship between organizational culture and climate and the proportion of children and youth successfully discharged from a large organization in New York State. Method: Thirty-three child and youth programs with existing culture and climate data evaluated outcome information from 1,336 clients exiting its services. Results: Programs reported as having bad culture and climate yielded superior client outcomes, measured as discharge to a lower level of …

Factors Influencing Worker Morale: Evaluating Provider Demographics, Workplace Environment And Using Ests, David A. Patterson Silver Wolf (Adelv Unegv Waya) Phd, Catherine N. Dulmus Phd, Eugene Maguin Phd, Maria Cristalli

Brown School Faculty Publications

Objectives: Mental health organizations are strongly encouraged to implement empirically supported treatments (ESTs), however little is known about their working environments. The present study investigated how provider demographics, workplace environment and whether ESTs were used affected the worker morale. Methods: Front-line workers (N = 1,273) from 55 different programs in a single, large organization completed a measure of organizational culture and climate (OCC) and worker morale. A multilevel regression analysis used worker demographics to predict worker morale at level 1 and EST use and OCC scales to predict program level worker morale. Results: Worker morale was significantly negatively correlated with …

Supportive Supervision And Resiliency Ohio - Accwic Coaching Curriculum, Atlantic Coast Child Welfare Implementation Center

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Purpose The International Federation of Coaches (ICF) defines coaching as: “partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.” “Coaching is highly focused on individuals designing their future – and that of their organization – and achieving excellence through setting personally and professionally challenging goals and committing to taking the actions necessary to achieve them” (Byrne, 2007). In the field of child welfare, coaching is being utilized in work situations, at all levels of the system, to focus on specific skills and abilities to reach specific outcomes, enhance performance and …

Individual Worker Level Attitudes Toward Empirically Supported Treatments, David A. Patterson Silver Wolf (Adelv Unegv Waya) Phd, Eugene Maguin Phd, Catherine N. Dulmus Phd, Bruce C. Nisbet

Brown School Faculty Publications

Objectives: There is a growing literature indicating that organizational and individual worker-level factors affect decisions about whether or not empirically-supported treatments (EST’s) are adopted within health care agencies. The purpose of this pilot study is to further investigate and measure worker’s attitudes within a community organization. Methods: A small organization participated in the study due to their diversity in services offered. Of the 92 workers eligible for participation in the study, 66 (72%) completed the Evidence-Based Practice Attitude Scale (EBPAS) survey. Results: Multivariate analyses revealed that female workers scored higher on both Openness and total score; workers with nursing, education …

Supportive Supervision And Resiliency Ohio - Accwic Training Curriculum, Atlantic Coast Child Welfare Implementation Center

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Purpose The International Federation of Coaches (ICF) defines coaching as: “partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.” “Coaching is highly focused on individuals designing their future – and that of their organization – and achieving excellence through setting personally and professionally challenging goals and committing to taking the actions necessary to achieve them” (Byrne, 2007). In the field of child welfare, coaching is being utilized in work situations, at all levels of the system, to focus on specific skills and abilities to reach specific outcomes, enhance performance and …

Addressing Work-Related Traumatic Stress Nebraska - Resilience Alliance Facilitator Manual, Acs-Nyu Children's Trauma Institute

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Child welfare staff are first responders; just like police officer and fire fighters, they are asked to respond to emergency situations with very little information, and by doing so often put themselves at risk. In addition to the very real physical risks involved with responding to a report of suspected child abuse or neglect, there are equally real psychological risks involved with taking care of children and families that have experienced abuse, neglect, family and community violence, and other traumas. Unlike police officers and fire fighters, however, child welfare staff get very little public recognition for the hard work they …

Addressing Work-Related Traumatic Stress Nebraska - Resilience Alliance Participant Handbook, Asc-Nyu Children's Trauma Institute

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Child welfare staff are first responders; just like police officer and fire fighters, they are asked to respond to emergency situations with very little information, and by doing so often put themselves at risk. In addition to the very real physical risks involved with responding to a report of suspected child abuse or neglect, there are equally real psychological risks involved with taking care of children and families that have experienced abuse, neglect, family and community violence, and other traumas. Unlike police officers and fire fighters, however, child welfare staff get very little public recognition for the hard work they …

Job Satisfaction Of Nonprofit Workers, Christine Sarah Johnson

Theses Digitization Project

The purpose of this study was to investigate the overall job satisfaction of employees that work in nonprofit organizations that have religious names. The study used individual survey methods to collect its data. Participants for this study were recruited from paid employees of Catholic Charities of San Bernardino and Riverside (CCSBR), one of the largest non-profit organizations in the Inland Empire. A total of 48 employees participated in this study.

Attachment: The Antidote To Trauma, Joshua Straub

Faculty Publications and Presentations

Trauma and loss in life are inevitable. And all too often the traumatic experience itself can be enough to paralyze the mental, emotional, and spiritual state of any given person. Unable to interpret the traumatic experience, many instead are left defined by it. Helping clients discern the objective experience and their subjective reactions to it will help free them from the emotions and beliefs that subsequently control their lives. Based on the most relevant attachment theory research and clinical techniques, this workshop teaches the attentional strategies necessary to helping clients overcome trauma.

The Effects Of Prolonged Job Insecurity On The Psychological Well-Being Of Workers, Cynthia Rocha, Jennifer Hause Crowell, Andrea K. Mccarter

The Journal of Sociology & Social Welfare

Job insecurity has been increasing since the 1980s. While researchers have found job insecurity to be negatively associated with multiple indicators of well-being for workers and their families in cross sectional studies, less is known about the long term effects of prolonged job insecurity. Specifically, there is a need to collect measures of both insecurity and its consequences at multiple time periods. The current study followed workers for 3 1/2 years to assess the effects of chronic job insecurity on psychological distress. Results indicate that while workers reported increased feelings of security over time, there were longer term negative effects …