Understanding and Developing Child Welfare Practice Models

1
Understanding and Developing Child Welfare
Practice Models

• The Service Array Process
• National Child Welfare Resource Center
• for Organizational Improvement
• A Service of the Childrens 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 agencys practice model is
  embedded in its policy.
• If the agencys unarticulated practice model is
  embedded in its policy, the model is not easily
  accessible.
• If the agencys 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 (contd)

• 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 agencys guide to working with children
  and families.

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Definition (contd)

• The practice model should make an explicit link
  connecting the agencys 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 caseworkers
  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 models 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 shiftshow 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 (contd)

• Intend a unique best for each child and family
• Put the family first and in the lead
• Acknowledge each childs and familys 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 (contd)

• Useful Tool Appreciative Inquiry
• Ask what is working Reinforces strengths
• now. and respect for what has
• been accomplished.
• Ask what needs to be Acknowledges aware-
• changed. ness of needs.
• Ask what solutions Acknowledge that we
• are available or each have our own
• possible. solutions within us.

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AcknowledgementsWorkshop presented at 2007
Childrens 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