The role of Title IV-E education and training in child protection workforce diversification

ABSTRACT

Educating, training, and diversifying the workforce are strategies that may help reduce racial/ethnic disparities that plague child protection system (CPS). Title IV-E education and training programs support the development of a specially trained, highly skilled workforce; yet, little research examining their impact on workforce diversification exists. The current study assessed the relationship between Title IV-E education and training and workforce diversity and leadership in a state system that is plagued with racial disparities using data from a statewide child welfare survey (n = 679) and existing population-level sources. Findings revealed that while children of color were disproportionately overrepresented in the CPS, professionals of color were disproportionately underrepresented (as compared to the state’s overall population and the population of children served within CPS). Title IV-E education and training programs were associated with both child protection workforce diversity and CPS leadership roles. Implications for recruitment, retention, education, and partnership are discussed.     

“I was prepared for the worst I guess”: stayers’ and leavers’ perceptions of their Title IV-E education

ABSTRACT

Child welfare workforces across the nation are experiencing high turnover and have for decades. The chronic cost of turnover makes efforts to increase retention crucial. The Title IV-E education stipend program is one way that many states employ to improve their child welfare worker tenure. Through qualitative interviews, this study examines Title IV-E graduates’ experiences and perceptions of preparedness for working in child welfare agencies. Examining how the responses of stayers and leavers differ and assessing similarities collectively can inform educational and agency enhancements to improve services, as well as worker competence and retention.     

Views on workplace culture and climate: through the lens of retention and Title IV-E participation

ABSTRACT

Retention of public child welfare (PCW) workers is the focus of much scholarly research. Examinations of the topic have ranged from assessments of workers’ background to job factors and attitudinal components about the workplace. Unlike most studies, the present study uses agency administrative data on retention. In it, 502 PCW workers responded to a point-in-time survey covering a wide range of topics including job satisfaction, commitment to child welfare, perceptions of culture and climate, Title IV-E status, and demographic variables. While Title IV-Es were more likely to leave the agency, several significant interactions between Title IV-E and retention status showed that Title IV-Es who left the agency had significantly lower supervisor satisfaction and influence than Title IV-Es who stayed; and lower efficacy scores than non-Title IV-Es who left. No such differences were found for non-Title IV-E stayers and leavers. Implications for these differences for county agencies and universities are discussed.     

Preparing Child Welfare Practitioners: Implications for Title IV-E Education and Training Partnerships

ABSTRACT

High rates of child welfare practitioner turnover remain a national problem with significant consequences. Title IV-E education and training programs prepare child welfare practitioners for this line of work with the intent that they will create long term careers. This study analyzed qualitative data from a 2016 statewide electronic survey launched to obtain frontline child welfare practitioner feedback about workforce turnover and assist the agency in retention efforts.

Practitioner insight resulted in 189 responses specifically related to improving the state’s Title IV-E supported education and training program–the “Academy.” A qualitative thematic analysis identified three main themes: making it more realistic and hands on (n = 104), needing additional training and specific content (n = 45), and feeling overwhelmed with the experience (n = 40). Practitioner feedback illustrated the existing tensions with using a blended model to educate and train the workforce. Implications for Title IV-E education and training partnerships are discussed.     

Factors affecting turnover rates of public child welfare front line workers: comparing cohorts of title IV-E program graduates with regularly hired and trained staff

ABSTRACT

The purpose of the study is to examine the impact of a statewide intervention (BSW level Title IV-E Program) on both the workers’ intent to leave the job and their actual exit from a state administered public child welfare agency. Employees completed an extensive survey including scales assessing individual, team, and organizational variables that might impact turnover. Results show that more Title IV-E graduates stay with the agency than do regular hires and leave at a slower rate. Different variables impact intent to leave compared to actual exit and vary across type of employee. Implications for the workforce are discussed.     

IV-E or not IV-E,that is the question: comparisons of BSW Child Welfare Scholars and matched trainee confidence and retention

ABSTRACT

Our longitudinal study examined the effectiveness of BSW IVE Scholar training (n = 52) compared with a matched cohort (n = 57) of traditionally trained employees. The BSW IV-E Scholars felt significantly more prepared than their traditionally-trained coworkers. BSW IV-E Scholars were significantly more likely to be retained in the first five years of employment than the matched cohort trainees. The study lends strong support for the retention and preparation advantages of BSW Title IV-E training over traditional employee training. This is important given the significant investment of training dollars for IV-E at the Federal, state, and local levels.     

What’s in an MSW? Graduate education for public child welfare workers,intention, engagement,and work environment

ABSTRACT

This study employs a mixed methods analysis of exit survey data gathered from public child welfare employees at their completion of a Title IV-E funded MSW program, distinct because it was initiated during a period of major reform and permitted students to continue employment during their studies. Findings suggest that opportunities for growth and manageable levels of stress were associated with intentions to stay and engagement with the work, reflected in respondents’ positive perceptions of their roles in the work environment and their retrospective assessments of the impact of their social work education.     

Envisioning Public Child Welfare Agencies as Learning Organizations: Applying Beer's Viable System Model to Title IV-E Program Evaluation

The idea of a learning organization emerges from organizational cybernetics and results in agency staff having the means to use their skills and expertise to meet the needs of the organization's clients. Relevant to Title IV-E training programs, such organizational processes would maximize the use of knowledge and skills the graduates bring back to the agency. This article uses focus group data to explore how Title IV-E graduates perceive the potentialities of their agency as a learning organization. This analysis results in recommendations to improve organizational performance without impinging on existing agency resource constraints.     

The future of online social work education and Title IV-E child welfare stipends

ABSTRACT

In this concept paper, the authors explore online learning in social work and how IV-E education has been and will continue to be impacted. An empirical estimate of the national prevalence of online IV-E social work degree options is presented. Using Colorado as a case example, the authors share some of the opportunities and challenges presented by online education. Universities in Colorado have realized that online education connects rural and indigenous communities, reduces the need for students to relocate, and promotes a well-prepared, qualified child welfare workforce, but online options also challenge programs with localization issues. With connectivity increased and the physical location of students becoming less and less relevant, IV-E child welfare education providers need a proactive national dialogue to further assess the benefits and barriers to IV-E partnerships across state lines and the development of promising approaches in this area. The recruitment and retention of a well-educated and prepared child welfare workforce is critical for positive outcomes for children and families. Online social work education continues to grow nationwide. Now is the time for a national workgroup, including a broad group of stakeholders, to explore how the IV-E community will respond to online delivery of social work education.     

Does the Money Matter? Examining the Source and Type of Child Welfare Dollars Through the Eyes of County Child Welfare Services Directors

Child abuse is addressed through a complicated design of federal, state, and local funds. Congress approved a new round of waivers permitting states to flexibly use funds, otherwise limited to foster care reimbursement, for other child welfare needs. Conducted in Ohio, this longitudinal study examined flexible funds from child welfare directors’ perspectives, including key informant interviews, a survey, and semi-structured interviews. Directors noted that improved discretion results in better child health outcomes and better community partnerships; community partnerships are essential to promoting the health and safety of vulnerable children; and federal child welfare success measures do not reflect directors’ perceptions of success.     

An Examination of Strategies for the Prevention of Gender-Based Violence at Four-Year Institutions of Higher Education

ABSTRACT

Although gender-based violence prevention programs at institutions of higher education (IHEs) are mandated by federal legislation, research focusing on the prevalence or content of programming is limited. The present exploratory research examines campus websites for a nationally representative sample of Title IX eligible IHEs that offer at least a four-year degree (n = 389), assessing whether IHEs offer prevention programs and whether programs include information cited in federal legislation or adhere to best practices. Differences in programming are also examined across IHE types. Results demonstrate that most IHEs report offering prevention pro- grams (86%), but that differences do exist across IHE type: 97% of public nonprofit IHEs report programming compared to 46% of tribal institutions. Disparities also exist across IHE types regarding the content of programming. Results highlight the need to advance prevention programming to better align with “what works” in prevention science or what is expected by federal legislation.     

The Role of Supervision in the Retention of Public Child Welfare Workers

Abstract

Contrary to common belief, having a manageable caseload size may not be critical to the retention of child welfare MSW social workers. In this study of the retention of 765 title IV-E MSWs in public child welfare, support from supervisors emerged as a pivotal factor in employee retention. With analyses regressing retention and intent to leave public child welfare agencies, support from supervisors emerged as a predictor, but caseload size did not. The preliminary findings of qualitative interviews corroborated these results. This study corroborates literature indicating that support from supervisors enhances retention of specially trained child welfare workers.     

Chapter 5

Abstract

The present study used archival data to examine the differential growth among self-governed substance abuse recovery homes for men (N = 443) and women (N = 125). The number of these homes increased dramatically across the U.S. from 1988-1999 when state loan funds were made available to states and technical assistance was utilized by organizations developing the houses. State loan programs and the utilization of technical assistance, however, had the strongest impact on the expansion of women's houses compared to men's houses. The implications of these findings in relation to the scarcity of recovery options for women are discussed.     

Mandatory Reporting of Sexual Misconduct at College: A Critical Perspective

ABSTRACT

Many universities and colleges now require all “responsible employees,” including faculty, to report known or suspected sexual misconduct to designated Title IX administrators. The intention of these mandatory reporting policies is to ensure institutional accountability and compliance with Title IX’s prohibition against sexual and gender-based discrimination. Yet, critics argue that such policies are overreaching, paternalistic and, ironically, discriminatory. Drawing from prior research on sexual victimization and original exploratory data on gender-based college harassment, this article provides a critical perspective that delineates both the intended goals and unintended consequences of Title IX’s mandatory reporting policies, specifically focusing on three overlapping issues: ambiguous definitions, reporting risks, and faculty’s role in disclosure. We conclude by proposing alternative strategies for achieving Title IX’s objectives.     

Studying process in a Title IV-E waiver evaluation project: Interviews with regional and executive managers

A Midwestern state’s child welfare agency contracted with a university to evaluate a 5-year Title IV-E Waiver Demonstration Project. As part of the process study, evaluators employed case study analysis to investigate Waiver knowledge and effects as reported by Regional and Executive Managers across 4 years of the demonstration period. Data from 78 interviews reveal enhanced levels of manager–evaluator rapport and integrated Waiver knowledge across years of data collection. This study highlights the value of middle managers as rich data sources, studying process through qualitative methods in child welfare evaluation, and how consistent relationships can support partnerships over time.     

论我国财政补贴的经济法规制

我国财政补贴存在支出缺乏有效约束、影响国内公平竞争秩序等共性问题,也有具体补贴的个性问题。经济法有必要从控制补贴支出和规制政府反竞争行为不同层面、从约束财政支出公平和规范具体补贴不同层级规制财政补贴。完善财政补贴的经济法规制,需要推动财政补贴的清理整治,完善《宪法》、制定《公共财政支出法》,完善《预算法》,建立竞争性评估制度,完善违宪审查机制。     

Agency and fiscal dependence in central‐provincial relations in China

The incremental decentralization of economic and fiscal authority within the Chinese state has led to a debate over the extent to which the central government retains authoritative control over the provinces. Using detailed budgetary data, this paper argues that even though fiscal reforms may have given provincial governments independent sources of income, they remain dependent upon the center for budgetary subsidies and that without central subsidies provincial government would face serious budgetary shortfalls. This is true not only for provinces that receive more in central subsidies than they transfer to the center, but also for provinces that were net exporters of funds to the center prior to the 1994 fiscal reforms. Fiscal dependence is important because it gives the center a source of leverage that supplements the political leverage it gains from the nomenklatura system, allowing it to not only punish insubordinate provincial leaders as individuals, but to also punish recalcitrant provincial governments as institutions by either cutting or withholding budgetary subsidies.     

Job Expectations and Career Goals of Title IV-E Child Welfare Social Workers with Varying Levels of Work Experience: How Do They Differ?

A comparison of three groups of Title IV-E child welfare workers revealed significant differences among all groups on job expectations and career goals. New workers reported most positive expectations for their jobs, and greatest interest in child welfare careers and in pursuing educational goals. Seasoned workers expressed least positive expectations and least interest in future child welfare careers and educational goals. Findings may assist universities in student selection and curriculum. Child welfare agencies may benefit in areas of recruitment, training, and policies. Realistic job previews might moderate high expectations for new workers and reduce unmet expectations for experienced workers.     

School-Based Social Competence Promotion as a Primary Prevention Strategy

Abstract

School-based promotion of social competence continues to be a promising strategy for the primary prevention of psy-chosocial difficulties in children. Drawing on more than a decade of experience using this strategy, the authors identify major challenges they have encountered in the process of developing, implementing, evaluating, and maintaining social competence promotion programs in the schools. They emphasize the importance of using a dynamic, social-ecological conceptualization of both social competence and the organizational change process. Particular attention is given to overcoming obstacles to implementation and to long-term adoption of programs. Throughout, examples are drawn from the author's specific experiences with two longitudinal, multi-site projects.     

The Impact of Increased State Regulation of Campus Sexual Assault Practices: Perspectives of Campus Personnel

ABSTRACT

Seeking to improve university accountability and compliance with federal mandates, states are considering new reforms including mandating reporting of campus sexual assault allegations. These new policies remain an empirical “black box.” To address these gaps, the current exploratory study draws upon a recent survey that examines the extent of awareness, perceptions, concerns, and policy practices of victim advocates and other personnel concerning new legislation. Virginia is chosen as the state for this case study given its recent implementation of a controversial mandated reporting law, as well as other initiatives, across institutions of higher education. Findings suggest that campus personnel are aware and largely supportive of the new reforms, but they also share concerns. Implications for research and policy development are discussed.