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

4. 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 Child Welfare Workforce Challenges in Kansas

5. 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 Kansas Workforce Initiative “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. 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 Kansas Workforce Initiative

7. 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 Kansas Workforce Initiative

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. 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 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 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 Community Support Public education on agency mission and purpose Cross agency training (e.g. Judicial Symposium) LEAVING Career counseling & outplacement services Exit interviews Analysis and utilization of data for continuous improvement in recruitment and retention Post exit follow-up WORKFORCE MODEL FOR RECRUITMENT/SELECTION AND RETENTION Maine Child Welfare Training Institute, OCFS Recruitment Resource Guide, 2006

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

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. Step 1: Form agency team Agency-specific Workforce Profile 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. Step 2: Outline Expectations for Agency and KU Teams Agency-specific Workforce Profile Become familiar with Profile Develop strategy to complete Actively participate in meetings/info gathering Confidentiality

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

24. 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 Agency-specific Workforce Profile

25. 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 Statewide Workforce Profile and Plan

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