Personnel are capable of helping families resolve pressing issues and improve family functioning.
Note: When the agency is unable to fully implement one of more of the standards within this part, intensive efforts should be made to fully implement the other standards. For example, if the agency is unable to recruit personnel with specific qualifications, it can ensure that appropriate supervision and workload standards are implemented.
Direct service personnel are qualified by:
When personnel providing support services work directly with families, they are qualified by:
NA The agency's support personnel do not provide direct services.
Direct service personnel have the competencies needed to:
Interpretation: Competency can be demonstrated through a combination of education, training, and experience. New personnel should receive needed experiential and/or classroom training within three months of hire and prior to working independently with families.
Supervisors are qualified by an advanced degree in social work or a comparable human service field and two years’ post-masters degree experience working with children and families, preferably in family preservation and stabilization.
Supervisory personnel familiar with the needs of families served are available to direct service personnel by telephone 24 hours a day.
Supervisors or experienced personnel provide additional supervision and support when personnel are new or are still developing competencies.
Interpretation: Case complexity can take into account: the intensity of child and family needs, the size of the family, and the goal of the case. Generally, caseloads do not exceed: (1) 12- 18 families in programs providing family preservation and stabilization services, and (2) 2-6 families in programs providing intensive family preservation and stabilization services. 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 agencies are faced with temporary vacancies on staff. New personnel should not carry independent caseloads prior to the completion of training.
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 agency should determine what caseload size is appropriate, and reviewers will evaluate: (1) whether the agency’s designated caseload size reflects a manageable workload, and (2) whether the agency maintains caseloads of the size it deemed appropriate.
The program director or designee ensures:
Interpretation: It is expected that service delivery hours will be adapted to the availability and needs of the families served rather than provided only during conventional working hours, and that the agency will support this with a flexible set of human resources policies or procedures.
Interpretation: Non-exempt employees should be compensated for overtime according to the Fair Labor Standards Act.
Workers and supervisors are knowledgeable about job relevant provisions of the Indian Child Welfare Act (ICWA) including:
Interpretation: The agency 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.