Foundations for Managers in Child Welfare, LA DCFS: Module Five – Maintaining Self-Care While Balancing Priorities & Resources

In-person, foundational training for Managers

Foundations for Managers in Child Welfare, LA DCFS: Module One

In-person, foundational training for Managers

Foundations for Managers in Child Welfare, LA DCFS: Module Two – Effective Relationships as a Manager

In-person, foundational training for Managers

Foundations for Managers in Child Welfare, LA DCFS: Module Three– Strategies for Effective Organizational Communication

Level:           Advanced

Credits:        6

Intended Audience:  Assistant Regional Managers, Regional Managers, Division Chiefs’ or CSA II and CSA III

Description of Course: In Person

Intended Objectives:

• Identify information as a management tool
• Recognize the importance of translating the big picture and mandates to supervisors
• Identify the components of a learning organization
• List steps to managing up and across programs, regions and systems
• Develop strategies for facilitating autonomous supervisors
• Review stages of change in order to facilitate change
• Identify strategies for organization and time management

 Competency:

Taking an Organizational Approach; Develops new insight into situations and applies innovative solutions to make organizational improvements; Designs and implements new or cutting-edge programs/processes

Foundations for Managers in Child Welfare, LA DCFS: Module Four – Growing and Sustaining Effective Internal and External Teams

In-person, foundational training for Managers

Foundations for Managers in Child Welfare, LA DCFS: Module Six – Strategic Thinking and Planning for the Manager

In-person, foundation training for Managers

COACHING FUNDAMENTALS FOR CHILD WELFARE LEADERS

Coaching Fundamentals for Child Welfare Leaders is a two-day training designed to provide foundational coaching knowledge and skills for child welfare leaders.

Supervisor Insight for Communicating Across Learning Styles & Generations

For the first time in American history, there are four generations in the workplace at the same time. Each generation was formed by a variety of events in the political, social, economic events of their formative years, regardless of cultural identity, geographic location, or socioeconomic status.

Supervisors play a key role in staff retention as motivators and role models.

SURVIVING COMPASSION FATIGUE, AKA, SECONDARY AND VICARIOUS TRAUMA: THE IMPORTANCE OF SELF-CARE

This highly interactive training is designed to address the self-care needs of those working with children, youth and adults impacted by traumatic life events.

Leadership Overview of Continuous Quality Improvement (CQI) and Case Reviews

This one day training will provide a brief, high-level overview of Continuous Quality Improvement including a review of the components of a CQI system, what is needed to implement CQI and a brief review of the new CFSR case review tool.

Power and Authority in Child Welfare – Know it, Use it, Share it

This course will consider the impact of one’s cultural identity in claiming (or resisting) their power and authority, and practice strategies to effectively integrate into the engagement process to reach better outcomes.

The Worker-Supervisor Formula for Applying Learning in the Field (Transfer of Learning)

In this course, trainees will define roles of supervisor and social workers as well as the relationship between both, identify parallel process themes in casework discussion and classroom experience, understand the concept of “transfer of learning, ” and define “support” and develop a plan to maintain this in their professional development.

Team Development, Teamwork and Team Problem-Solving

In this course, trainees will identify the stages of team development,  keys to effective teamwork and team problem-solving skills. Trainees will also learn about the values of teamwork and collaboration and challenging issues in teamwork.

Teaching Time Management: A Workshop for Supervisors

In this course, supervisors will learn methods and skills to effectively manage their time and to increase their repertoire of effective time management techniques to train their staff.

Supervisor’s Role in Preparing and Supporting Staff for the Future

This workshop begins with a clarification of the interface between change and transition and reviews the individual and organizational stages of change. In preparing for the future, several assessments are completed to identify the change skills and change readiness. Participants not only identify their own skills preparation, but prepare for assessing those of their staff.

Supervisor Learning Circle Summit

The training will utilize discussion and activities to provide an overview of Supervisor Learning Circles. Throughout the last year, Learning Circles have provided a forum for supervisors to learn from one another, engage in dialogue with colleagues from different offices, disseminate innovative practices throughout the County and support implementation and improve transfer of learning regarding Safety Organized Practice. There will be a panel of supervisors sharing about their experience with Learning Circles and an opportunity for supervisors to sign up for a Learning Circle for next year.

Supervisor Learning Circle Launch Prep

This one-day training will impart Interaction Method facilitation skills for Supervisors to utilize when co-leading the peer-to-peer learning circles in their regions. They will gain knowledge and skill on building shared understanding and agreements on their self-directed agenda throughout the 2013 year. They will learn how to structure the two hour meetings every six weeks with their cohort and walk away with a clear plan for rolling out the learning circles county-wide. The trainer/facilitators will use posters, handouts, and flip charts to share and gather information. Activities will include: some lecture, small group and large group discussions and planning sessions.

Supervisor Learning Circle Kickoff Part 2

This course will provide training on the purposes and uses of learning circles, the key practice of a facilitative supervisor, the importance of both process and content, how learning circles are structured, and an overview on the Interaction Method.

Supervisor Learning Circle Kick-Off (San Bernardino)

This course will provide training on the purposes and uses of learning circles, the key practice of a facilitative supervisor, the importance of both process and content, how learning circles are structured, and an overview on the Super 8.

Supervisor Learning Circle Facilitation Training – San Bernardino

This one-day training will impart facilitation skills for Supervisors to utilize when co-leading their peer-to-peer learning circles. They will gain knowledge and skill on building shared understanding and agreements on their self-directed agenda throughout the year. They will learn how to structure the meetings with their cohort and walk away with some first steps for rolling out the learning circles countywide.

Supervising a Multi-Generational Workforce

This course is intended for supervisors and managers who are interested in obtaining skills and knowledge about how generation diversity impacts the workplace. Having people from various generations (i.e., baby boomers, X generation Y generation, etc) in the workforce create challenges for supervisors and managers, to provide a working environment that is positive, creative and efficient in delivering services to children and families.

Supervising, Coaching and Accountability for CWS Supervisors

In this course, supervisors will identify and enhance key processes, tools and practices that can be utilized by the supervisor with their unit workers towards improved intervention and decision making and in support of key outcomes.

Supervising, Coaching and Accountability – County Specific

In this course, trainees will identify how processes and automation tools including but not limited to: TDM (Team Decision Making Meetings) and RAM (Risk Assessment Meetings), county safety and risk assessment tools, Safe Measures, CMS/CWS Case Plan approvals and closing summaries are utilized by the supervisor with their unit workers for ensuring safety, risk, protective capacity and MSLC are addressed in child welfare cases.

Strength-Based Supervision: A Tool for Retaining Competent Staff

In this course, supervisors and managers will develop strength-based supervision knowledge and skills, including implementing key retention strategies in their regular supervisory capacity.

SafeMeasures Basic Training

This course is a hands-on training where every participant will interact with SafeMeasures and will learn how to use SafeMeasures to assess whether federal, state, and local requirements are being met. SafeMeasures also provides the ability to track agency, unit, and worker performance overtime. In addition, it allows Lineworkers and supervisors to monitor their workload and to identify out-ofcompliance cases.

SafeMeasures Advanced Training

This course is a hands-on training where every participant will interact with SafeMeasures. It builds on the SafeMeasures basic training and will provide more in-depth information on how to get help for more advanced navigation. Participants will learn how to use at least one key report proactively and how to develop a customized usage plan for SafeMeasures.

On Time, On Budget, On Task: The Essentials of Project Management

This course will review the skills necessary for project management, including self-assessments for the current skill set of each participant. Through individual, small group and large group interaction, tools to support each of these skills will be reviewed and practiced, culminating in an application to a scenario.

Pre-Supervisory Appointment: A One-Day Training Experience for Prospective Supervisors

In this course,  supervisors will learn more about the role, responsibility, tasks and activities of being a child welfare services supervisor

Policy Writing in Child Welfare Services

This class will provide an overview of child welfare policy writing, including definitions of policy, procedures, practice and process; the context of policy writing in the larger agency; policy cycles; processes to carry out successful policy writing and implementation; and principles and frameworks to utilize to write policy effectively and achieve compliance in practice.

Making Meetings Work for You

In this course,  supervisors and/or managers will learn methods and skills to enhance the effectiveness of meetings while making them more productive.

Facilitating Change and Overcoming Resistance Using Motivational Interviewing Techniques

In this course, managers and supervisors with be provided with the skills and knowledge on how to facilitate change in their workers who are ambivalence and resistance to change.

Essentials of Child Welfare Supervision: Update and Refresher

This 6 hour facilitated training will provide an advanced review of the Supervisor Core curriculum with a specific focus on those portions updated during the Academy’s revision to Version 2.1 completed in July 2012.

Division 31 Regulations – The Reason Behind the Rules

In this course, trainees will familiarize themselves with the organization and topics contained in the Division 31 regulations.

Data Slam Follow-Up Session on Advanced Analytics for Child Welfare

This two-day follow-up session to Advanced Analytics includes a brief review of the main themes covered in the initial course, an overview of new analytic tools and outcome reports available on the UC Berkeley and Chapin Hall child welfare data dynamic websites.

Critical Thinking Skills for Supervisors

The field of child welfare and social services requires staff to use critical thinking skills to determine how to best provide services to clients, considering needs, resources, strengths, external timeframes and mandates, and cultural identity. In order for staff to develop these skills, supervisors need to not only have these same type of skills, but must also understand how to professional develop staff in creating, refining and maintaining critical thinking skills.

Coaching to Excellence in Practice Full-day Session

Facilitated discussion with managers to develop coaching curriculum that will address leadership roles and coaching acumen as a driver to family engaged practice and improved outcomes for children and families.

Coaching to Excellence in Practice Half-day Session

Facilitated discussion with managers to develop coaching curriculum that will address leadership roles and coaching acumen as a driver to family engaged practice and improved outcomes for children and families

Coaching in Supervision

This is a half day course that will review evidenced based practices of coaching, current models of coaching, and linking coaching to the role of the supervisor in working with staff to enhance critical thinking skills

Appreciative Inquiry and Solution Focused Supervision

This Course is designed to introduce Supervisors and Managers to the tools available in Appreciative Inquiry that can help Social Workers find the best practices in their work and to model Solution Focused Interviewing for their staff. This, in turn, can help the workforce find the resources within themselves to build hope and confidence in improving practice in Child Welfare Services. It will include a mix of presentation, small group exercises, and individual reflection.

Advanced Skills for Supervisors: The Rest of the Story -Supervisory Comeback Day

In this course, supervisors will identify and demonstrate skills in advanced leadership behavior.

Advanced Skills for Supervisors: Performance Issues

In this course, supervisors will identify and demonstrate skills in enhancing work performance in staff.

Advanced Analytics for Child Welfare Administration

This training focuses on how child welfare leaders can most effectively combine the data resources they have, and the mandates under which they are operating, to develop an information management and operations strategy that will allow them to focus on the critical issues in their county child welfare system.

The Worker-Supervisor Formula for Applying Learning in the Field (TOL)

In this course, trainees will learn how to assist workers to transfer learning from the training classroom to the job.

Promoting and Supporting Resiliency: Dealing with Vicarious Traumatization

This course will provide the participant with information about secondary trauma, vicarious traumatization, burnout and stress so that s/he can identify the symptoms within staff, recognize how symptoms affect work outcomes and provide an array of interventions to minimize or deal with the secondary trauma. Through lecturette, self-assessments, skills practice & coaching, and small group discussions, participants will prepare for appropriate interventions in the workplace which would include using other organizational resources such as EAP, resulting in an action plan.

Management Transition Training: Together Everyone Achieves Milestones

In this course, trainees will learn about the organizational shift to strength-based teamwork, and the parallel processes of individual and teamwork.

Coaching Institute

Coaching is recognized as a key learning strategy for professional development as well as overall program implementation. This institute will provide participants with information to assemble the coaching puzzle – in other words, how to integrate the best skills, theories and abilities of coaching into a solid evidencebased coaching strategy