Social Welfare Commons^™

Proses Pemberdayaan Pada Keluarga Penerima Manfaat Program Keluarga Harapan Dalam Pertemuan Peningkatan Kapasitas Keluarga Sesi Pengelolaan Keuangan (Studi Deskriptif Di Kelurahan Srengseng Sawah, Kecamatan Jagakarsa, Kota Jakarta Selatan, Provinsi Dki Jakarta), R. Arlingga Hadistira A. P., Sari Viciawati Machdum

Jurnal Pembangunan Manusia

This research is descriptive qualitative research that discusses the financial management of beneficiary (KPM) of Program Keluarga Harapan (PKH) organized by the Ministry of Social Affairs of the Republic of Indonesia in Srengseng Sawah Village, Janggakarsa District, South Jakarta. Data collection in this study was conducted through observation and interviews with purposive sampling technique. This study generally aims to see the process of empowering beneficiaries of the Program Keluarga Harapan in the Family Capacity Building Meeting (P2K2) or Family Development Session (FDS) in Srengseng Sawah Village and to determine the role of assistants in implementing P2K2 Financial Management Sessions in …

Proses Pemberdayaan Tenaga Kerja Disabilitas Melalui Pelatihan Vokasional Oleh Pt Thisable Enterprise Untuk Disalurkan Sebagai Mitra Golife, Suci Ramadhani, Indra Lestari Fawzi

Jurnal Pembangunan Manusia

Persons with disabilities are the group most vulnerable to discrimination in society. Discriminatory behavior causes persons with disabilities to lose access to their rights, especially in terms of getting a job. Many persons with disabilities are unable to find jobs due to low educational backgrounds and lack of skills. To ensure access to work, Indonesia has passed Law Number 8 of 2016 concerning Persons with Disabilities. In this regulation, there is an obligation for the government and companies to employ persons with disabilities. In fact, the job opportunities that must be provided to persons with disabilities have not been maximally …

Pelaksanaan Kegiatan Promotif Santun Lansia Di Puskesmas Kecamatan Cilincing, Jakarta Utara Pada Tahun 2019, Diantri Astuti, Indra Lestari Fawzi

Jurnal Pembangunan Manusia

The elderly diseases are generally degenerative diseases, the handling requires a long time and high costs, so that it will be a very heavy burden for the government. The Puskesmas Santun Lansia is a health center that provides comprehensive health services to the elderly population, which includes promotive, curative, preventive, and rehabilitative services. Health care for the elderly give priority to quality promotion and prevention. This study aims to evaluate the process of implementing the promotional activities of Santun Lansia at the Cilincing District Health Center and what are the supporting and inhibiting factors in the implementation of this activity. …

Implementasi Kebijakan Triple Skilling Dalam Membangun Sumber Daya Manusia Terampil Dan Produktif (Studi Kasus: Balai Besar Pengembangan Latihan Kerja Bekasi), Syifa Fauzi, Bambang Shergi Laksmono

Jurnal Pembangunan Manusia

The development of skilled and productive human resources is one of the main priorities of President Joko Widodo's policy. The unemployment burden which continues to increase due to the emergence of mismatches of workers' skills with company needs and automation will be a threat to the future of the workforce in Indonesia. The Triple Skilling Policy (Skilling, Re-skilling, Up-skilling) were made to minimize labor problems in Indonesia. Balai Besar Pengembangan Latihan Kerja Bekasi as one of the vocational training centers that conducts job training has implemented a Triple Skilling policy in 4 vocations which are Electronic Engineering, Refrigeration, Information and …

Peran Gapoktan Karya Bersama Dalam Implementasi Program Peremajaan Sawit Rakyat (Psr) Di Bandar Durian, Aek Natas, Labuhan Batu Utara, Azizah Maharani, Bambang Shergi Laksmono

Jurnal Pembangunan Manusia

This research discusses the role of the oil palm joined farmer groups in the implementation of People’s Oil Palm Rejuvenation program (PSR). The PSR program is a program designed by the government to assist oil palm farmers in increasing the productivity of oil palm farmers and supporting Sustainable Rural Development which impacts on improving the welfare of oil palm farmers. In the PSR program, the role of oil palm farmer groups is very important, as they are the grant beneficiaries and managers, so that the success or failure of the program also depends on the farmer groups. In this study, …

Evaluasi Program Pemberdayaan Petambak Pada Budidaya Udang Vannamei Oleh Pt Infishta Di Kecamatan Blanakan Kabupaten Subang, Yudhi Amrial, Ety Rahayu

Jurnal Pembangunan Manusia

Poverty is the main problem experienced by fish farmer in Indonesia. This happens because of the monopoly by middlemen. One solution to this problem is by empowering fish farmer. This study aims to evaluate fish farmer empowerment programs through vannamei shrimp farming conducted by PT Infishta in Blanakan District, Subang Regency. The qualitative approach and the type of formative evaluation research conducted with in-depth interviews with 8 informants who know about the implementation of fish farmer empowerment programs in the vannamei shrimp farming. The results of the research explain the input stages and the program implementation process. The input stage …

Linking Human Resources And Child Welfare Data (Video), Quality Improvement Center For Workforce Development

Workforce Analytics Resources

When examining workforce data, it can be valuable to capitalize on data from a variety of systems, such as various human resources (HR) databases, learning management systems, and child welfare information systems. Each can be useful on their own, but additional information can be learned when different types of data are connected. For example, applicant information may be stored in a database that is separate from other HR data on those hired, and there is value in looking at the connections between applicant data and later aspects of employment.

Data linkage involves pairing observations from two or more data files …

Workforce Metrics Using Child Welfare Data, Quality Improvement Center For Workforce Development

Workforce Analytics Resources

Workforce metrics that can be constructed from child welfare data fall into three categories: caseload/workload, case continuity, and worker- and unit-level variability.

Caseload/Workload Metrics

Caseload metrics can help to

• Assess compliance with caseload standards (e.g., policy, statute)
• Describe and inform case assignment decisions
• Describe and address the work burden experienced by staff
• Describe and address inequities in caseloads among workers
• Inform workforce planning or staffing decisions
• Monitor caseloads to assess policy or practices intended to affect caseloads

Caseload metrics are among the most commonly used workforce metrics that can typically be obtained from child welfare data. These metrics are usually …

Workplace Ostracism, Megan Paul

Umbrella Summaries

What is workplace ostracism?

Workplace ostracism is “the extent to which an individual perceives that he or she is ignored or excluded by others at work” (Ferris et al., 2008, p. 1348). The most popular measure is the 10item Workplace Ostracism Scale (Ferris et al., 2008). Example items include “others avoided you at work,” “others refused to talk to you at work,” and “others at work shut you out of the conversation.”

Why is workplace ostracism important?

Ostracism in the workplace is important because it is associated with an array of job attitudes, stress indicators, and behaviors. Specifically, ostracism is …

Financial Stress In Mountain West Cities And Townships, 2020, Saha Salahi, Kristian Thymianos, Eshaan Vakil, Caitlin J. Saladino, William E. Brown Jr.

Economic Development & Workforce

This factsheet highlights financial stressors facing 16 cities in four Mountain West states: Arizona, Colorado Nevada, and New Mexico. The data included are reported in the 2020 “SmartAsset Study” by Ben Geier.

Secondary Traumatic Stress, Burnout And Resilience In The Child Welfare Workforce: Early Results From Nebraska’S Randomized Controlled Trial Of Resilience Alliance, Quality Improvement Center For Workforce Development

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A 2018 needs assessment indicated that more than 50% of the child welfare workforce in Nebraska was experiencing elevated secondary traumatic stress (STS). STS refers to the experience of people – generally professionals– who are exposed to others’ traumatic events as part of their work. As a result of this exposure, these professionals can develop their own traumatic symptoms and reactions such as sleeplessness and anxiety. The Nebraska Department of Health and Human Services (DHHS) Division of Children and Family Services (DCFS) in partnership with the Quality Improvement Center for Workforce Development (QIC-WD) implemented CFS Strong, a multi-phased workforce intervention …

How Did Homelessness Change During The Great Recession And Recovery?, Jenny Schuetz, Matthew Ring

Policy Briefs and Reports

Job losses from the COVID-19 pandemic have exacerbated housing insecurity among low-income renters over the past year. Federal, state, and local policymakers have created temporary measures to help reduce displacement among people who have lost their jobs, but there is considerable uncertainty about what will happen when these temporary measures end. To gain insight into how homelessness changes over macroeconomic cycles, we examine changes in homelessness rates from 2007 to 2020. Our analysis focuses on four metro areas that were particularly hard-hit by the foreclosure crisis: Las Vegas, Los Angeles, Phoenix, and Riverside. Overall homelessness rates declined in all metros …

Workload, Megan Paul

Umbrella Summaries

What is workload?

There is no one, universally accepted definition of workload. A broad definition is that it is “an all-encompassing term that includes any variable reflecting the amount or difficulty of one’s work” (Bowling & Kirkendall, 2012, p. 222). Quantitative workload is the label for the amount of work done, and qualitative workload is the label for the difficulty of work (Bowling & Kirkendall, 2012). Further, there is a distinction between mental and physical workload and between objective and perceived workload (Bowling & Kirkendall, 2012). A variety of approaches have been used to measure objective workload. A common one …

Frontline Job Redesign Louisiana - Intervention Overview, Quality Improvement Center For Workforce Development

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The Louisiana Department of Children and Family Services (DCFS), Child Welfare Division (CWD), in collaboration with the QIC-WD, implemented a frontline job redesign as its intervention. (For more information see Intervention Background.) An implementation team, including QIC-WD representatives, CWD leadership, child welfare staff from all levels of practice, and human resources and civil service representatives undertook development of the job redesign. Development of the intervention was guided by the following principles:

• children and families are the center and focus of the practice,
• a dual focus on prevention and permanency, requiring increased knowledge and skills in providing both parents and …

Addressing Work-Related Traumatic Stress Nebraska - Evaluation Overview, Quality Improvement Center For Workforce Development

Other QIC-WD Products

Research Questions

The site-level evaluation for Nebraska was designed to understand implementation of and outcomes related to CFS Strong and its component parts, including Resilience Alliance (RA), Peer Support Groups (PSG) and Restoring Resiliency Response© (RRR). Relationships among intervention components, outputs, and outcomes were mapped out in Nebraska’s logic model. Initial research questions of interest included how much participants were satisfied with the RA, PSG, and RRR sessions they attended. Furthermore, for RA, the evaluation measured how much facilitators adhered to the manualized RA program, whether group dynamics (e.g., engagement and conflict) were positive or negative, and how …

Frontline Job Redesign Louisiana - Evaluation Overview, Quality Improvement Center For Workforce Development

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The QIC-WD evaluation was conducted with the support of the Louisiana Department of Children and Families to determine if a Job Redesign was effective in improving workforce and child welfare outcomes.

Research Questions

A key research question concerned the extent to which the job redesign reduced the amount of time caseworkers spent on administrative tasks and increased time spent on clinical work with children and families. The QIC-WD also tested questions related to the expected effects of the redesign on workers’ perceptions of their job complexity, role overload, and work-life balance, and how these perceptions relate to job satisfaction, case …

Competency-Based Personnel Selection Oklahoma - Intervention Overview, Quality Improvement Center For Workforce Development

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A Competency-based Personnel Selection process was the intervention designed as part of the QIC-WD project to address inconsistencies in hiring and to identify candidates with the desired competencies to be hired as Child Welfare Specialist (CWS) I/II with Oklahoma Human Services (OKDHS) (for more information see the Site Overview). The Competency-based Personnel Selection process is a standardized hiring procedure that includes a structured interview with behaviorally anchored rating scales, a typing assessment, and a writing assessment. Additionally, research was conducted on a set of academic and commercial hiring assessments to determine how well these measures of personality, cognitive skills, …

Onboarding Program Eastern Band Of Cherokee Indians - Evaluation Overview, Quality Improvement Center For Workforce Development

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The QIC-WD evaluation was conducted with the support of the Eastern Band of Cherokee Indians Family Safety Program (EBCI FSP) to determine if an Onboarding intervention was effective in improving workforce outcomes.

Research Questions

The evaluation of the newly developed onboarding program for the Eastern Band of Cherokee Indians Family Safety Program (EBCI FSP) was designed to understand both implementation and early outcomes. Examples of primary implementation questions from the new employee’s perspective included:

• To what degree was the new employee’s workspace ready on their first day?
• Did the new employee have individual meetings with their supervisor in weeks 1-5? …

Assessment Of The Prevalence Of Multidimensional Poverty In Nigeria: Evidence From Oto/Ijanikin, Lagos State, Tope Shola Akinyetun, Jamiu Abiodun Alausa, Dare Deji Odeyemi, Aihonsu Samuel Ahoton

Journal of Sustainable Social Impact

Poverty in Nigeria is endemic and continues to deepen even amid economic growth. We found that, beyond income, Nigeria is faced with multidimensional poverty that involves healthcare, education, and living standards, with several indicators. Recently dubbed the poverty capital of the world, Nigeria faces an enormous challenge in combating multidimensional poverty. Our study, which was theoretically analyzed using social exclusion theory, adopts both qualitative and quantitative approaches to examine the extent of multidimensional poverty in Nigeria, with particular attention on Oto/Ijanikin, which is a semiurban suburb of Lagos State. Primary data were gathered from the study area, while secondary data …

College-Educated Young Adults In The Mountain West, Eshaan Vakil, Olivia K. Cheche, Caitlin J. Saladino, William E. Brown Jr.

Higher Education

This fact sheet examines data originally published in “The Young and Restless and the Nation’s Cities,” a report prepared by Joe Cortright for the City Observatory. The original report explores the percentage of college-educated young adults (or individuals aged 25 to 34 with a bachelor’s degree), as well as the percentage these individuals made up of the total population in each metro area between 2000 and 2012. This fact sheet explores data for the following Mountain West places, as reported by the original source:

• Denver CSA (Combined Statistical Area)
• Phoenix-Mesa-Glendale, AZ Metro Area
• Las Vegas-Paradise, NV Metro Area
• Salt …

Organizational Constraints, Megan Paul

Umbrella Summaries

What are organizational constraints?

Organizational constraints are work conditions that interfere with an employee’s motivation or ability to perform (Spector & Jex, 1998). Though the overall definition sounds quite broad, the assessment focuses on 11 specific types of constraints: inadequate training, incorrect instruction, lack of necessary information about what to do or how to do it, poor equipment or supplies, lack of equipment or supplies, organizational rules and procedures, conflicting job demands, other employees, the supervisor, inadequate help from others, and interruptions by other people (Spector & Jex, 1998). Respondents indicate how frequently these factors make it difficult or impossible …

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, 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, Quality Improvement Center For Workforce Development

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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, 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, 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, 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.

Impact Of Covid-19 On The Severe Acute Malnutrition Admissions Among Children Under 5 Years Of Age Seeking Nutrition Services In Afghanistan, Sahar Sayedy

Graduate Theses and Dissertations

The purpose of the study was to assess the impact of COVID-19 on the number of admissions of severe acute malnutrition among children under 5 years of age seeking nutrition services in Afghanistan especially in the provinces where the prevalence of COVID-19 was high, for the period of February – September 2020. The study used comparison and analysis of secondary datasets of the Integrated Management of Acute Malnutrition – a national program for detection and management of moderate and severe acute malnutrition in the country.

This study analyzed the association between COVID-19 cases and severe acute malnutrition (SAM) admissions of …

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, 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 …