Social Work Commons^™

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, …

A Cross-Cultural Examination Of The Effect Of Employer Support On Employee Productivity, Shawn Tuman, Haley Lipton

Senior Honors Projects, 2010-2019

The purpose of this creative, collaborative, capstone project is to conduct a cross-cultural examination of the effect of employer support on employee productivity by compiling, examining, and synthesizing conclusions from existing research. In a world of growing globalization and technological innovation, the speed of productivity is often the cornerstone that differentiates successful businesses from unsuccessful businesses, providing a competitive advantage to the quick while the others fall behind. Often this increased level of efficiency comes at a cost beyond the price of the product and the salary of employees, a deeper, psychological cost. By reviewing research focused in the United …

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, …

Heroes: How Hr Leaders Can Help End Sexual Violence Against Women, Wyatt Pagano

Marriott Student Review

This article explores the nature of the negative consequences of sexual violence for victims and the resulting problems that sexual misconduct can cause for businesses. Also, the article aims to demonstrate ways that HR leaders can help prevent violence and alleviate its consequences, leading to a better, safer workplace and world for women everywhere.

Transforming Impossible Into Possible (Tip): A Group Work Model In Workforce Development, Philip Young P. Hong

Social Work: School of Social Work Faculty Publications and Other Works

This presentation introduces a newly developed social work group intervention model in workforce development. Transforming Impossible into Possible (TIP) program empowers participants to develop self-awareness, confidence, hope, goal-orientation, leadership, accountability, conscientiousness, and grit, it is anticipated that it improves both employment and retention outcomes.

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 …

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 …

Real Jobs, Real Community, Real Wages: A Guide To Customized Employment, Kelsey Christy

All Graduate Theses, Dissertations, and Other Capstone Projects

The purpose of this capstone project is to develop a customized employment self-guided training and an in-person training based on evidence-based research. The customized employment guide and in-person training will strive to motivate and educate various entities of Dakota County Social Services, initially implemented with AS/CLS sections, for more individualized approaches to attaining and maintaining employment. The goal of the customized employment guide and training is to have a fluid, consistent, and a readily available training tool for managers, social workers, contracted agencies, providers, and direct care staff within Dakota County AS/CLS. Furthermore, it will embody the AS/CLS value of …

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

Other QIC-WD Products

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 …

Administration Without Borders, Jonathan G.S. Koppell

Publications from President Jonathan G.S. Koppell

To thrive in 2020, we must conceive of the field of public administration in the broadest possible terms. Phenomena that typically have been treated peripherally in our literature are emerging center stage in recent years, confirming that the “old” boundaries of our discipline do not reflect contemporary reality. After reviewing three key developments—the rise of mixed and nongovernmental institutions in public policy, the increasing importance of market mechanisms, and the assertion of meaningful global regulation—an argument is made for a broader reconception of “publicness” that goes hand in hand with the embrace of governance in lieu of administration.

Job Retention Among Cps Social Workers In Riverside County, Donald Davis

Theses Digitization Project

No abstract provided.

Human Resource Management Manual For Children's Services, Vicki Banham, Les Evans, Lynda Pragnell

Research outputs pre 2011

A Children's Services Human. Resource Management is based on the policies and procedures that define the staffing requirements for the effective operation of the children's service. The total process of staffing, from advertisement to employment, is based upon the specific criteria that is determined for the particular position required. Thus, the entire process is designed to provide the children's service with the best information necessary to select the most appropriate person for each staff position in the team.

Consequently, well defined inclusive personnel policies and procedures enable each member of staff to understand the duties, skills, knowledge and responsibilities of …