Personnel are qualified and receive support to promote the safety and well-being of children, youth, and families, and facilitate permanency within established timeframes.
Note: When the organization is unable to fully implement one or more of the standards within this section, intensive efforts should be placed on fully implementing the other standards. For example, if the organization is unable to recruit workers with specific qualifications, it can ensure that appropriate
supervision and
workload standards are implemented.
Foster care workers are qualified by:
- an advanced degree in social work or a comparable human service field; or
- a bachelor’s degree in social work or a comparable human service field with two years of related experience.
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Research Note: One study found that workers with MSW and BSW degrees received higher ratings on quality assurance scales and on state merit examinations. Other literature suggests that components of foster care services require different knowledge and skills. For example, working with high risk families requires the advanced practice skills obtained through an MSW program. |
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Foster care workers have the competencies and support needed to:
- help children and families plan for and adjust to transitions;
- assess risk and protective factors and family strengths and needs;
- facilitate permanency and family connections;
- help parents improve their ability to care for their child;
- evaluate the continued need for placement;
- recruit, evaluate, and develop a collaborative relationship with foster parents; and
- help foster parents provide a safe, nurturing environment.
Interpretation: Competency can be demonstrated through education,
training, or experience.
Foster care workers demonstrate a commitment to a child’s right to live as a member of a family and achieving permanency for all youth in care.
Foster care workers and supervisors, depending on job responsibilities, are knowledgeable about relevant provisions of the Indian Child Welfare Act (ICWA), including:
- the importance of ICWA and special considerations for working with Indian children;
- the identification of Indian children;
- determination of jurisdiction;
- appropriate notice and collaboration with the child's tribe;
- placement preferences the support the child's connection to their native culture and heritage;
- active efforts requirements to reunify families; and
- court procedures.
Interpretation: The organization can consider the average number of
cases where the Indian Child Welfare Act applies when determining which personnel need to be trained. Screening personal must be trained on the relevant provisions of the Indian Child Welfare Act.
Supervisors are qualified by an advanced degree in social work or a comparable human service field and two years experience working with children and families, preferably in foster care.
A manageable workload, which includes caseload and other organizational responsibilities:
- makes it possible for workers to meet practice requirements;
- does not impede the achievement of outcomes, and
- takes into consideration the qualifications and competencies of the worker and case status and complexity.
Interpretation: Case complexity can take into account: intensity of child and family needs, size of the family, and the goal of the case. Generally, caseloads do not exceed 18 children or 8 children with special therapeutic needs. However, there are circumstances under which caseloads may exceed these limits. For example, caseload size may vary depending upon the volume of administrative case functions (e.g., entering notes, filing, etc.) assigned to the worker. Caseloads may also be higher when organizations are faced with temporary vacancies on staff.
Note: The evaluation of this standard will focus on whether the assigned workload is manageable for staff, taking into account the factors cited in the standard and interpretation. The specific caseload sizes stated in the interpretation are only a suggestion of what might be appropriate. Each organization should determine what caseload size is appropriate, and reviewers will evaluate: (1) whether the organization’s designated caseload size reflects a manageable workload, and (2) whether the organization maintains caseloads of the size it deemed appropriate.
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Research Note: Child welfare research and literature suggest that a manageable workload enables a worker to conduct home visits where they can build positive relationships, which are important for achieving outcomes. Staff retention literature indicates that high caseloads and time-consuming paperwork are primary factors in child welfare workforce turnover. Research and literature also suggest that high turnover rates impact timeliness of reunification and foster parent retention.
One example of a caseload weighting formula suggests that a useful system is developed with input from staff, is based on time and case study data, uses readily available information, and is not too complex. |
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Supervisors or experienced workers provide additional support when workers are new or are still developing competencies.
