understanding and developing child welfare practice models

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1 Understanding and Developing Child Welfare Practice Models The Service Array Process National Child Welfare Resource Center for Organizational Improvement A Service of the Children’s Bureau, U.S.D.H.H.S. April 28, 2008

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Understanding and Developing Child Welfare Practice Models. The Service Array Process National Child Welfare Resource Center for Organizational Improvement A Service of the Children’s Bureau, U.S.D.H.H.S. April 28, 2008. Introduction. - PowerPoint PPT Presentation

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Page 1: Understanding and Developing Child Welfare Practice Models

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Understanding and Developing Child Welfare Practice Models

The Service Array ProcessNational Child Welfare Resource Center

for Organizational ImprovementA Service of the Children’s Bureau, U.S.D.H.H.S.

April 28, 2008

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Introduction

Every child welfare agency has a practice model, even if it is not articulated.

At a minimum, the agency’s practice model is embedded in its policy.

If the agency’s unarticulated practice model is embedded in its policy, the model is not easily accessible.

If the agency’s practice model is not articulated, it may not be the practice model the agency really wants.

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The Need for Integrating/Aligning Child Welfare Agencies’

Mission Vision Core Principles

into developing:

Policy Procedures Training Supervising Measuring Evaluating

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Definition of a Practice Model

A child welfare practice model is a conceptual map and organizational ideology of how agency employees, families, and stakeholders should partner in creating a physical and emotional environment that focuses on the safety, permanency, and well-being of children and their families.

The practice model contains definitions and explanations regarding how the agency as a whole will work internally and partner with families, service providers, and other stakeholders in child welfare services.

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Definition (cont’d)

A practice model is the clear, written explanation of how the agency successfully functions.

The practice model is prescriptive in how services should be provided as articulated in agency regulations, policies, and procedures. It includes the practice activities and rationale that form the case process.

It is the agency’s guide to working with children and families.

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Definition (cont’d)

The practice model should make an explicit link connecting the agency’s policy and practice with its mission, vision, and core values.

It is a practice structure conceptualized and driven by fundamental values which incorporate integrated best-practice behavior to achieve overarching goals.

It is a framework to guide the daily interactions of employees, families, stakeholders, and community members connected to their work with the child welfare agency in conjunction with the standards of practice to achieve desired outcomes.

It can be used to drive critical systemic and operational issues to achieve greater system-wide advancement.

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Elements of a Child Welfare Practice Model Could Include: Core principles, agency values, and standards of

professional practice. Strategies and functions to achieve the core

principles, agency values, and standards of professional practice.

Plan for assessing service needs and engaging families.

Strategies to measure family outcomes. Strategies to measure agency and worker outcomes. Plan for measuring and sustaining organizational

success. Plan for supporting organizational and practice

change.

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A Model of Practice:

Applies to everyone.

Defines relationships.

Guides thinking.

Structures beliefs about families.

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Three Components of a Practice Model Values

Practice

Outcomes

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First Component: Values.Values are expressed by… A set of principles to work from

Choices of tools for training and working

Organization-wide commitment to chosen values

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Values Support…

The central position of the child and the family

The primary considerations for the caseworkers in their interactions with children and families.

Shared commitments across agency and partner roles.

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Second Component: Practice.Defining Practice What processes will be used.

What skills are needed.

How the agency will mirror the caseworker’s relation to the family.

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The Approach to Practice is Continuously Defined The model provides a guide.

Training provides a knowledge and skill base for practice.

Supervision reinforces and refines practice.

Practice is continuously re-implemented in the field with greater levels of consistency and sophistication.

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The Third Component: Outcomes.Outcomes for a Model of Practice Outcomes are specific and positive for

children and families.

Measured in terms of the model’s expectations.

Explicit measurement for the model.

Measurement motivates a standard of practice.

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Two Examples of Practice Models

District of Columbia

Utah

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DC Child Welfare Practice Model

Four Fundamental Goals:

Children are safe.

Families are strengthened.

Children and teens have permanence.

Child and teen development needs are met.

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DC Child Welfare Practice ModelCase Principles and Values:

Children first Family focused Respect for all clients Urgency Leadership

Assessment Intervention Authority Placement Team Work

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DC Child Welfare Practice Model.Leadership Principles:

Focus Get results through

others Use power and

influence Be visible Manage conflict

Production

Communication of expectations

Coaching Control Feedback People/trust

development

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DC Child Welfare Practice Model

Practice Protocol for Social Workers: Respect and engagement Assess Plan Coordinate and lead Serve Monitor and evaluate Adjust Reassess and close

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Utah Child and Family ServicesPractice Model

Principles Processes Skills Outcomes

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Utah Practice Model

Seven Principles

Five Skill Areas

Outcome Measures

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Utah Practice Principles

Protection Permanence Development Cultural Responsiveness Partnership Organizational Competence Professional Competence

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Utah Practice Processes and Skills

Engaging Teaming Assessing Planning Intervening

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Utah Changes in System Outcomes

Increased effort and confidence Ability to manage data and practice

improvement Training seen as instrumental New employees show rapid acculturation Region-based, annual measurement through

the Qualitative Case Review

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Lessons Learned: DC

Caution around multiple concurrent system-wide practice shifts—how much to take on?

Change fatigue with multiple practice shifts. The vital role of stakeholder and staff

education and empowerment opportunities. Conceptualizing and eventuating a culture

shift around practice to actualize practice model values.

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Lessons Learned: Utah

Respect the change initiative Intend to make your agency more positive Create accountability for shared values Always be strengths-based Always be aware of the underlying conditios Always focus on solutions Have clear, time-related goals Use external pressures to further goals

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Lessons Learned: Utah (cont’d)

Intend a unique best for each child and family Put the family first and in the lead Acknowledge each child’s and family’s

culture, needs and history Use each strategy of the model with the

family Provide opportunities for learning and

leadership for the family

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Lessons Learned: Utah (cont’d)

Useful Tool: Appreciative InquiryAsk what is working Reinforces strengthsnow. and respect for what has

been accomplished.

Ask what needs to be Acknowledges aware-changed. ness of needs.

Ask what solutions Acknowledge that weare available or each have our ownpossible. solutions within us.

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Acknowledgements:Workshop presented at 2007 Children’s Bureau Conference for Agencies and Courts, Arlington, VA, December 12, 2007

Angie Herrick Bordeaux, NRCOI Dr. Roque Gerald, District of Columbia, Child

and Family Services Agency Dr. Midge Delavan, Utah Department of Child

and Family Services