Date post: | 22-Dec-2015 |
Category: |
Documents |
View: | 217 times |
Download: | 0 times |
1
Strengthening Child Welfare Supervision as a Key Practice Change Strategy
Unit I: Helping Child Welfare Leaders Re-
conceptualize Supervision
2
The Current State of Supervision
• First step is an analysis of the present reality
• What are some of the common roles supervisors currently play in your agency?
• Think of a role as a typical function for which supervisors are responsible or typical behaviors they engage in
3
The Current State of Supervision
Examples• Recruit and hire staff• Manage staff workload• Set and communicate expectations• Teach/coach/train/mentor• Provide direction and clinical case consultation• Monitor and evaluate individual and unit
performance• Motivate staff• Authorize decisions and actions
4
The Current State of Supervision
• Managers are usually focused on maintaining the current systems– Planning and budgeting – Organizing and staffing – Controlling and problem solving
5
A New Role for Supervisors: Practice Change Agent
• Think of supervisors as practice change agents who provide clinical supervision that proactively directs the achievement of the outcomes
• Change: deliberate, planned, ongoing, practice modifications that result in improved outcomes defined by leadership
6
A New Role for Supervisors: Practice Change Agent
• Instead of merely managing change, supervisors must lead change by – Defining what future practice should look like– Aligning staff with that vision– Inspiring them to make it happen
7
A New Role for Supervisors: Practice Change Agent
• Why supervisors are well positioned to be effective in this role as a change agent– Critical link between administrators and
frontline workers– Highly visible role models for workers– Give clinical direction that guides what
workers do with children and families
8
A New Role for Supervisors: Practice Change Agent
Agency Leaders and StakeholdersDefine the mission, vision, values, and desired outcomes for the agency
SupervisorsLead the change in practice to achieve those outcomes
Frontline WorkersImplement practice changes in a team with supervisor and coworkers
9
The Current State of Supervision
• Which category do each of these current roles best fit under?– Compliance monitor (CM) – Practice change agent (PCA)
• It is important to strike a balance between these two roles– Implementing successful practice changes requires
both good leadership and good management
10
A New Role for Supervisors: Practice Change Agent
Using Data
• Using data to understand where the agency stands with respect to outcomes, both at the agency level and at the unit and worker level – Children and Family Services Reviews and
Program Improvement Plan development– Quality Assurance or Continuous Quality
Improvement process
11
A New Role for Supervisors: Practice Change Agent
Using Data• CFSR and PIP
1. Participate in CFSR Statewide Assessment– Assess agency performance
» 7 outcome areas » 7 systemic factors
– Present changes in practice and performance that resulted from PIP
– Assess agency’s strengths and challenges– Identify issues and geographic locations for further
examination during Onsite Review
12
A New Role for Supervisors: Practice Change Agent
Using Data• CFSR and PIP
2. Participate in CFSR Onsite Review– Gather information through case file reviews and case-
related interviews with children, parents, foster parents, caseworkers, and other professionals involved with the child
– Answer key questions about each case– Provide ratings to indicate strengths, areas needing
improvement, and levels of outcome achievement
13
A New Role for Supervisors: Practice Change Agent
Using Data• CFSR and PIP
3. Participate in PIP Development– As liaisons between the field and central office, help
interpret the CFSR results by region or by office and identify practice or systems issues that contribute to the problems
– Provide input into the creation of strategies and action plans
– Help top management “reality-test” reasons for the results and viable strategies for improvement
14
A New Role for Supervisors: Practice Change Agent
Using Data• QA/CQI Process
1. Serve as a reviewer
2. Interpret results of reviews
3. Review cases during supervision
15
A New Role for Supervisors: Practice Change Agent
Using Data• QA/CQI Process
4. Receive regular performance feedback• Prepare, access, or receive routine SACWIS reports for
region, unit, office, or individual workers• Regularly communicate with QA/CQI staff to learn
about issues or trends that have surfaced in case reviews
5. Recommend changes to practice
16
A New Role for Supervisors: Practice Change Agent
Providing Clinical Supervision• As key practice consultants, supervisors should
provide systematic, frequent case review and direction aimed at the achievement of safety, permanency, and well-being
17
A New Role for Supervisors: Practice Change Agent
Clinical Supervision Expectations• Who will participate in the case consultation or
review? • At what level will data be reviewed?• How will data be gathered for review?• What type of data will be reviewed?• What decisions and plans will be made?
18
A New Role for Supervisors: Practice Change Agent
Clinical Supervision Expectations• What should be documented during or after
the review and consultation, where should it be documented, and by whom?
• When will consultation occur? • How will consultation take place?
19
A New Role for Supervisors: Practice Change Agent
Changing Practice: Data and Supervision • Data
– Timeliness of initiating investigations on reports of child maltreatment
• Supervision– Allow workers to volunteer based on caseloads– Communicate clear expectations about timeframes– Instruct workers to make multiple attempts to contact– Instruct workers to use all resources to find family– Help workers identify and overcome barriers
20
A New Role for Supervisors: Practice Change Agent
Successful Practice Change Agents• Learn what data and performance indicators
are important to monitor and why• Learn where to find these data and how to
interpret them• Follow established expectations for frequent,
systematic case consultation• Provide case direction aimed at the
achievement of safety, permanency, and well-being
21
A New Role for Supervisors: Practice Change Agent
A New Vision for Supervision
• Practice Change Agent Roles– Create and communicate agency and unit
vision– Inspire and energize staff commitment to
vision and outcomes– Participate in case file reviews (federal or
agency)
22
A New Role for Supervisors: Practice Change Agent
A New Vision for Supervision• Practice Change Agent Roles
– Interpret case review results (federal or agency)
– Monitor and interpret SACWIS performance data
– Prepare plans to improve outcome achievement
– Provide systematic, frequent, clinical case consultation
• Current Roles
23
Supporting Supervisors as Practice Change Agents
Leader Support• It is imperative that leaders support supervisors
in becoming and being practice change agents• Leaders can be supportive by
– Valuing supervisors and conveying their importance– Communicating leader commitment to supervisors– Inspiring and energizing commitment among
supervisors– Removing barriers or obstacles to effective
supervision– Implementing facilitators for effective supervision
24
Supporting Supervisors as Practice Change Agents
Leader Support• What specific supports do supervisors already
receive from management?• What additional supports might supervisors need
from management?– Time– More or fewer staff– Money– Information– Training/education
25
Supporting Supervisors as Practice Change Agents
Agency Changes• What would need to change in the agency for
supervisors to take on this new role as a practice change agent?– Which changes are essential? – Which are possibilities? – Which are out of the question?
26
Developing a Planning Structure for Changing the Role of Supervisors
• To reduce the gap between the current and future state of supervision, a person or group must take responsibility for making it happen
• Top management can – Do it themselves– Personally oversee or manage it– Delegate it to an individual or group
27
Developing a Planning Structure for Changing the Role of Supervisors
• As leaders, you have already done most of the essential steps that must be done by the leaders– Describing the current state of supervision – Envisioning a desired state– Identifying what supports and changes might
be necessary
28
Developing a Planning Structure for Changing the Role of Supervisors
• Who will be responsible for developing the strategies for enlisting supervisors as practice change agents?
• Questions to consider
29
Developing a Planning Structure for Changing the Role of Supervisors
• Which method will work best for your agency?
– Do it yourselves (individual or group)– Directly oversee or manage (an individual or
group)– Delegate (to an individual or group)
30
Developing a Planning Structure for Changing the Role of Supervisors
• Who should you consider?– Director, administrator, or member of leadership team– Members of middle management– Supervisors– Frontline staff– QA or CQI staff– CFSR coordinator– Training manager and staff– Data/report manager (IT)– Community stakeholders– Court personnel– Clinical specialists/consultants
31
Developing a Planning Structure for Changing the Role of Supervisors
Preliminary Planning1. What is the role of the person or group?
2. What is the duration of the project (or the work group’s existence)?
3. What is the plan for communication between the person or work group and the agency leadership?
32
Developing a Planning Structure for Changing the Role of Supervisors
Preliminary Planning4. What charge will the person or group be
given?
5. What are the value, roles, and responsibilities of supervisors in achieving the agency’s mission?
6. What supports and resources will leadership provide the person or work group?
33
Expectations and Follow-up Activities
1. Summarizing and distributing today’s discussion
2. Deciding names of individuals
3. Informing identified individuals
4. Planning Unit 2
5. Conducting Unit 2