Kansas Kansas Workforce Initiative KICKOFF September 23, 2009 Ramada Inn - Salina

1. Kansas Kansas Workforce Initiative KICKOFF September 23, 2009 Ramada Inn - Salina

2. Agency Workforce Teams DCCCA KVC Prairie Band Potawatomi Nation St. Francis Community Services TFI UMY

3. Team KU Alice Lieberman, PI Michelle Levy, Director John Poertner, Evaluator Kathleen Holt, Facilitator Justin Thaw, Facilitator Roxanne Emmert-Davis, Facilitator

4. Child Welfare Workforce Challenges in Kansas • Continuous social work vacancies • High turnover due to demanding and stressful nature of work • Impact of vacancies/turnover on families and workers who stay • Social work graduates often unprepared for child welfare work • Privatization introduces unique challenges: • Competition for staff • Stringent staffing/licensing requirements • Contract changes • Resource implications • Insufficient and fragmented workforce data

5. Kansas Workforce Initiative A 5-year cooperative agreement between U.S. Department of Health and Human Services, Administration for Children and Families, Children’s Bureau and The KU School of Social Welfare “To improve safety, permanency and well-being outcomes for children by building the capacity of child welfare professionals and improving the systems that recruit, train, supervise, manage and retain them.”

6. Kansas Workforce Initiative Partners: • Five Child Welfare Community Based Service Providers • Tribal Child Welfare Service Providers Key Stakeholders: • Children’s Alliance of Kansas • Kansas Family Advisory Network • Kansas Council on Social Work Education • Administration for Children and Families Children’s Bureau

7. Kansas Workforce Initiative • Major components include: • Kansas Child Welfare Scholars Program • (BSW/MSW traineeships) • Agency-driven Workforce Initiatives • -Informed by Agency-specific Comprehensive Workforce • Profiles and Comprehensive Workforce Plans • Statewide Workforce Initiatives • -Informed by a Statewide Comprehensive Workforce Profile • and Comprehensive Workforce Plan • Collaboration with NCWWI Activities

8. Kansas Child Welfare Scholars Program Traineeship Overview 2009-2010 Scholars

9. Overview of Agency-driven Workforce Initiatives • Part 1: Complete Agency-specific Comprehensive Workforce Profile (October 2009-February 2010) • Part 2: Develop Agency-specific Comprehensive Workforce Plan (spring 2010) • Part 3: Carry-out Agency-driven Workforce Initiatives (summer 2010-2012) • Part 4: Evaluate and measure impact on workforce and • client outcomes (2012-2013)

10. Agency-specific Workforce Profile • Based on two Theoretical Models: • Workforce Model for Recruitment/Retention and Selection (Maine Child Welfare Training Institute, OCFS, Recruitment Resource Guide, 2006) • Relationships between Organizational Characteristics and Work Attitudes to Workforce and Client Outcomes (Poertner, 2008)

11. WORKFORCE MODEL FOR RECRUITMENT/SELECTION AND RETENTION RETENTION • Agency Role • Clear vision/mission • Performance expectations (standards and practice model) • Learning Organization • Clear communication channels • Structures for staff input into training and work design • RECRUITMENT AND SELECTION • Organization & Job Analysis- • link to mission & public image • Realistic Recruitment and Screening • Expanded outreach practices • Agency/university partnerships • Streamlined hiring process • Agency staff as recruiters • Expanded Internships (some with employment obligations) • Competency- and value-based hiring process • LEAVING • Career counseling & outplacement services • Exit interviews • Analysis and utilization of data for continuous improvement in recruitment and retention • Post exit follow-up • Professional Development for All Staff • On-site coaching and advising • Tuition reimbursement • On-site MSW classes • In-agency graduate field placement • Clinical unit for field placement • Benefits to encourage tenure in job • Reward system for MSW attainment • In-office distance learning on release time • Support for Supervisors • Performance Expectations • Competency-based development • Supervisory Academy • Supervisor support groups • Graduate courses in supervision Staff Retention Support: Coaching & mentoring; team approaches; debriefing traumatic situations; preventing burnout; flexible approaches; wellness; recognition Growth: Professional development; training; tuition reimbursement; advancement opportunities Performance: Performance measures; performance evaluation link to competencies Maine Child Welfare Training Institute, OCFS Recruitment Resource Guide, 2006 • Community Support • Public education on agency mission and purpose • Cross agency training (e.g. Judicial Symposium)

12. Relationships between organizational characteristics and work attitudes to workforce and client outcomes Work Attitudes Job Satisfaction Job Involvement Organizational Commitment Work-family Conflict Psychological Climate Perceptions Job Role Work Group Organization Stress Leadership Client Centered Outcome orientation Workforce Outcomes Intention to quit Retention Client Outcomes Permanency

13. 2009 Workforce Profile for Kansas Child Welfare Community Based Service (CWCBS) Providers

14. 2009 Workforce Profile Definitions of Terms Licensed Direct Service Workers – Workers who carry cases and provide services directly to children and/or families in positions that require a license. Unlicensed Direct Service Workers – Workers who provide direct services to children and/or families in positions that do not require a license. Supervisors - Workers that have immediate supervision responsibilities.

15. PART I. STAFF COMPOSITION

16. PART II. RECRUITMENT

17. PART III. SCREENING AND HIRING

18. PART IV. RETENTION

19. PART V. PROFESSIONAL DEVELOPMENT

20. PART VI. LEAVING

21. Agency-specific Workforce Profile Step 1: Form agency team • To work with a KU facilitator, meeting on an approximate monthly basis, from October through December 2009 to complete an agency-specific Workforce Profile

22. Agency-specific Workforce Profile Step 2: Outline Expectations for Agency and KU Teams • Become familiar with Profile • Develop strategy to complete • Actively participate in meetings/info gathering • Confidentiality

23. Agency-specific Workforce Profile Step 3: Complete Profiles • In addition to the information collected through the team, agency staff will complete an Organizational Climate Assessment (online survey) in January 2010

24. Agency-specific Workforce Profile Step 4: Analyze Findings and Draft Report (KU) Step 5: Present Findings to Agency Leadership (KU) Step 6: Collaboratively Develop Workforce Plan (KU and Agency Team) Step 7: Implement Workforce Initiatives

25. Statewide Workforce Profile and Plan Step 1: Aggregate/de-identify agency data to create statewide Profile Step 2: Present Findings to Workforce Advisory Board Step 3: Collaboratively Develop Statewide Workforce Plan Step 4: Implement Workforce Initiatives

26. Family Partners • Provide consumer perspective to all phases of the project • Infusing Systems of Care principles into daily practice will improve the work and the work environment • Decreasing the adversarial nature of child welfare may enhance worker satisfaction and retention