The Division of Children and Family Services (DCFS) is the Department of Health and Human Services Division responsible for protecting abused and neglected children, placing children in safe homes and finding adoptive families for foster children. DCFS has caseworkers and supervisors committed to child protection, family preservation and the belief that every child is entitled to grow up in a permanent family. The increased demands and complex needs of the children, youth and families served by our workers and supervisors require staff to have a range of professional competencies. Child welfare work involves painful and life-threatening situations requiring sound judgments and decisions. Supervision is the key to providing competent goal-directed services. Supervisors need to support their staff and motivate workers at the same time they comply with a number of administrative demands.

The Quality Improvement Center – University of Kentucky issued a Request for Applications to test the comparative research analyzing the findings from funded projects to answer the following research questions:

1. What models of structured casework supervision in child protection have the greatest impact on worker practice?

2. What models of structured casework supervision in child protection have the greatest impact on preventable worker turnover?

3. What models of structured casework supervision in child protection have the greatest impact on client outcomes

The Division was one of four (4) states selected and funded. The model for the Arkansas project incorporated the interactional and educational components reflecting the parallel process between worker-supervisor and worker-client relationship. A support element is provided through employing mentors for 20 experienced supervisors in three (3) of the ten DCFS state designated service areas, who meet on a group and one-on-one basis with the supervisors. This project tested the five (5) key functions of supervision: structure, regularity, consistency, case oriented, and evaluation. Specific techniques were implemented with the goal of improving the supervisor’s knowledge and ability to teach supervisees accurate assessment skills. More accurate assessment will result in better case plans and improved client outcomes related to permanency, safety and well-being. Supervisees would benefit from regular, structured, supportive contact with the supervisor. The enhanced relationship will result in greater job satisfaction and a corresponding decrease in worker turn over.

Arkansas Mentoring Supervisor Report (PDF)