17 th National Conference on Child Abuse and Neglect Conference

1. From Research and Demonstration Grant to Comprehensive Evidence-Informed Professional Development: Missouri’s Longterm Clinical Supervision Initiative 17th National Conference on Child Abuse and Neglect Conference Crystal Collins-Camargo, Paul Sundet and Susan Savage

2. Enhancing Supervision in Missouri Southern Region Quality Improvement Center Continued Leadership Support Research Based Philosophy IMPROVED CLINICAL SUPERVISION SUPERVISION COA Standards Clinical Supervision Training Supervision Advisory Committee CFSR/PIP

3. Southern Regional Quality Improvement Center: Funded by the Children’s Bureau as an Experiment in Discretionary Research and Demonstration Funding Frontline Casework Supervision in Public Child Welfare • 335 Key informant Interviews by Advisory Board in their states • 8 Focus Group Conference Calls with Public Child Welfare Agencies /Universities/ Community • Review of 60 State and National Documents • Review of Results from a UK Survey Regarding Frontline Supervision (N=836)

4. Four States Funded to Implement Structured Clinical Casework Supervision Quasi-experimental, Mixed Method Design Some Common Instrumentation and Indicators Collaborative Five University Research Team Arkansas Mississippi Missouri Tennessee

5. Conceptual Model Supervisor Workers

6. Cross Site Evaluation: Targeted Outcomes for Public Child Welfare • Increased worker satisfaction with supervision and organizational culture. • Reduced preventable worker turnover. • Improved worker practice in assessment and intervention with families. • Improved outcomes for children and their families. Undergirding Process Outcome Development of authentic partnerships with higher education, the community and public agency that can be used to solve future challenges beyond supervision.

7. ROLE DEMONSTRATION MODEL OF CLINICAL SUPERVISION School of Social Work University of Missouri – Columbia Missouri Department of Social Services Children’s Division

8. INTENTIONS BROADLY STATED • First: Create a ‘learning community’ • Clinical focus, development oriented, use of data and feedback • Second: Recognize the supervisors • Must be leaders and set the tone for clinical work • Third: Change the organizational culture/climate • Assist management to measure and plan change

9. Project Activities • Direct didactic and experimental teaching • Practice consultation • Individual professional development • Organizational advocacy • Supplemental training CISM team Manager institute

10. Instructional Activities • 5252 content teaching hours • Approximately 130 direct face-to-face teaching hrs. with each supervisor (equivalent to 9+ graduate credits) • 9 participants are/have received MSW academic credit for participation

11. Content Distribution • 21% Basic principles of supervisory practice • 52% Techniques of clinical supervision • 27% Clinical practice strategies and methodology

12. MEASURES CRITICAL TO OUR INTENTIONS • Most Important Measures • Focus Groups with Participating Supervisors • 360 Degree Evaluation and Individual Learning Plans • Workers evaluation of Supervisors (360 results) • Changes in Organizational Climate/Culture based on SOE results • Supervisory Effectiveness as judged by workers • Employee Development and Empowerment • Job Satisfaction, Time/Stress, Burnout

13. Success: The 360 Evaluation • All Intervention Ss completed self-evaluation & evaluation managers, peers & workers • Data gathered by web-based instrument during 2003 and 2004 • All Ss debriefed by the training team and individual development plans (IDP) formulated.

14. Compared to Organizational Excellence Group Baseline • Baseline Measure = means scores for all respondents for all organizations that have used the 360 evaluation (data from U. of Texas) • All 2004 scores from the Project Group are higher than the baseline

15. Success: Change in the IDP’s Most Important Individual Goals Item2003 2004 change • Model practice for workers (14) 3.91 4.20 +.29 • Provide structured feedback (12) 4.00 4.27 +.27 • Sense of community/morale (12) 3.80 4.19 +.32 • Better control of emotions (10) 4.21 4.00 -.21 • Improved unit communication (10) 4.05 4.28 +.23 • Work org/time management (10) 3.93 4.07 +.14

16. Overall Success • 67% of All Supervisors in the Project have improved their 360 scores from 2003 to 2004 • 72% of All Supervisors in the Project have improved based on the IDP change scores • Several of the non-improving Supervisors reported work environment problems or conflicts

17. Missouri’s Response to the Success of the Pilot • Task Force developed Strategic Plan for Enhancing Child Welfare Supervision facilitated by National Resource Center • Immediate statewide roll out of clinical supervision training • 39 hours on clinical supervision • 12 hours on critical thinking • Planning began on 3-pronged comprehensive professional and organizational improvement initiative focused on enhancing clinical practice

18. Our Multifaceted Approach • Facilitated Learning Laboratories and Peer Support • 360 Degree Evaluation and Individual Development Planning • Employee Selection Protocol for Supervisors to Use in Identifying Applicants Best Suited to Clinical Practice in Child Welfare

20. Leadership Excellence How do we strive to become better leaders? • Understanding • Assessing • Improving External Internal Leadership

21. Moving Towards Known Known Feedback Self Unknown Known Others * Based on the Johari Window of Interpersonal Development

22. Multi-Rater Self Direct Reports Supervisor Peers

23. Use of • Identification of areas of strength and concern • Comparison to peer group • Creation of Personal Development Plan (PDP) • Build Organizational Capital

24. One-on-One Consultation with Carefully Selected and Trained “De-Briefers” • Understanding the data (What do the numbers and comparisons mean?) • Dealing with the information (Am I surprised or does this confirm what I think?) • Raising new question (Why do others view me this way?) • Addressing the 360 feedback data (What do I do next?)

25. Creation of Personal Development Plan • Reflect on results • Set priorities • Create action plans and timelines • Anticipate barriers • Act on the plan

26. Status of Process • Half state’s supervisors, circuit managers and regional managers have participated in the 360 Degree evaluation and debriefing • Participants are working on the development of Employee Development Plans this spring • Second half of the state will participate next year • Plan is to the cycle to repeat every two years

27. Employee Selection Protocol • Based on empirically-based process developed by Dr. Alberta Ellett and Betsy Lerner at GA DFCS • Supervisors use to better select employees • Requisite entry level knowledge, skills, abilities and values considered minimally essential for job performance • Greatest potential for effective clinical practice • Designed to begin the relationship between workers and supervisors that creates a learning organizational culture in which clinical supervision and effective clinical practice can occur.

28. Three Components of ESP • Online orientation and pre-screening of applicants through self-selection • Self-review of material on CW expectations and agency services • Realistic job preview video • Completion of self-assessment of how their personal characteristics fit with child welfare work • Formal application • Onsite assessment and structured interviews • Exercises in organization and time mgmt., writing and analytic skills

29. Status of Employee Selection Protocol • Self-evaluation form and video are in draft form to be finalized soon • Online materials, writing assessment and structured interview process is under development

30. Learning Laboratory • Despite mandatory traditional training, we know that it is insufficient to ensure practice change. • Based on Mississippi’s SRQIC peer consultation and support process • Supervisors will participate in quarterly groups with their peers

31. Focus is on Applying Clinical Supervision within the Real World Context • External contractors will facilitate the process, and develop learning materials based on topics identified by the group • The number of labs per region will be based on ensuring small enough groups to enable open sharing and relationship development • This is a technology transfer/learning reinforcement process • Ongoing peer support, networking and skill development

32. Status of Learning Labs • Contracts for facilitators are currently under development • Implementation of Learning Labs will begin July 1

33. Three Year Evaluation Plan for the Multifaceted Initiative • Rounds of focus groups regarding individual aspects of the initiative as implemented and projected impact • Survey of 360 participants in first year to assess formative aspects of implementation • Analysis of 360 Findings and Employee Development Plans over time • Annual analysis of Survey of Organizational Excellence data currently collected including subscale regarding supervisory practice • Regional analysis of turnover rates

34. Integration of the Initiative: How do the Components Fit Together? • ESP identifies those most suited to child welfare so they can become a part of an integrated work unit • Learning labs help supervisors gain and apply clinical skills, and build an organizational culture in which staff feel interconnected within that unit. • 360 degree evaluation program will enhance the nature and level of supervision, and help supervisors meet their full potential, while they work toward helping their employees develop.

35. A Comprehensive Organizational Improvement Investment • Promotion of a learning organizational culture • Produce high functioning teams • well-qualified and well-suited staff • Produce the best possible outcomes for children and families MO CD

36. Sustaining Organizational Change Change in organizational culture takes time Turnover in agency staff Turnover in agency leadership Must be a priority at the highest levels Supervision Advisory Committee developed charter and has direct dialog with agency leadership quarterly Commitment at all levels to improving clinical supervision