2022 Edition

Family Preservation and Stabilization Services (CA-FPS) 2: Personnel

Program personnel have the competency and support needed to provide services and meet the needs of families.

Interpretation

Competency can be demonstrated through education, training, or experience. Support can be provided through supervision or other learning activities to improve understanding or skill development in specific areas.

Currently viewing: FAMILY PRESERVATION AND STABILIZATION SERVICES (CA-FPS)

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Purpose

Family Preservation and Stabilization Services strengthen parental capacity, improve family relationships and functioning, increase child and family well-being, ensure child safety, prevent the separation of children from their families, promote successful reunification following a separation, and prevent future crises. 
1
All elements or requirements outlined in the standard are evident in practice, as indicated by full implementation of the practices outlined in the Practice Standards.
2
Practices are basically sound but there is room for improvement, as noted in the ratings for the Practice Standards; e.g.,  
  • With some exceptions, staff (direct service providers, supervisors, and program managers) possess the required qualifications, including education, experience, training, skills, temperament, etc., but the integrity of the service is not compromised; or
  • Supervisors provide additional support and oversight, as needed, to the few staff without the listed qualifications; or 
  • Most staff who do not meet educational requirements are seeking to obtain them; or 
  • With few exceptions, staff have received required training, including applicable specialized training; or
  • Training curricula are not fully developed or lack depth; or
  • Training documentation is consistently maintained and kept up-to-date with some exceptions; or
  • A substantial number of supervisors meet the requirements of the standard, and the organization provides training and/or consultation to improve competencies when needed; or
  • With few exceptions, caseload sizes are consistently maintained as required by the standards or as required by internal policy when caseload has not been set by a standard; or
  • Workloads are such that staff can effectively accomplish their assigned tasks and provide quality services and are adjusted as necessary; or
  • Specialized services are obtained as required by the standards.
3
Practice requires significant improvement, as noted in the ratings for the Practice Standards.  Service quality or program functioning may be compromised; e.g.,
  • A significant number of staff (direct service providers, supervisors, and program managers) do not possess the required qualifications, including education, experience, training, skills, temperament, etc.; and as a result, the integrity of the service may be compromised; or
  • Job descriptions typically do not reflect the requirements of the standards, and/or hiring practices do not document efforts to hire staff with required qualifications when vacancies occur; or 
  • Supervisors do not typically provide additional support and oversight to staff without the listed qualifications; or
  • A significant number of staff have not received required training, including applicable specialized training; or
  • Training documentation is poorly maintained; or
  • A significant number of supervisors do not meet the requirements of the standard, and the organization makes little effort to provide training and/or consultation to improve competencies; or
  • There are numerous instances where caseload sizes exceed the standards' requirements or the requirements of internal policy when a caseload size is not set by the standard; or
  • Workloads are excessive, and the integrity of the service may be compromised; or 
  • Specialized staff are typically not retained as required and/or many do not possess the required qualifications; or
  • Specialized services are infrequently obtained as required by the standards.
4
Implementation of the standard is minimal or there is no evidence of implementation at all, as noted in the ratings for the Practice Standards.
Self-Study EvidenceOn-Site EvidenceOn-Site Activities
  • List of program personnel that includes:
    • Title
    • Name
    • Employee, volunteer, or independent contractor
    • Degree or other qualifications
    • Time in current position
  • See organizational chart submitted during application
  • Table of contents of training curricula
  • Procedures or other documentation relevant to continuity of care and case assignment
  • Sample job descriptions from across relevant job categories
  • Documentation tracking staff completion of required trainings and/or competencies
  • Training curricula
  • Caseload size requirements set by policy, program model, regulation, or contract, when applicable
  • Documentation of current caseload size per worker
  • Supervisory schedule for 24-hour coverage for the past six months
  • Documentation demonstrating that the organization ensures adequate staff coverage (e.g., staff coverage schedule for the past six months)
  • Documentation demonstrating that the organization provides the flexibility and support needed to ensure adequate staff coverage (e.g., personnel policy regarding flex time)
  • Interviews may include:
    1. Program director
    2. Relevant personnel
  • Review personnel files

 

CA-FPS 2.01

Direct service personnel are qualified by:
  1. an advanced degree in a relevant human service field;
  2. a bachelor’s degree in a relevant human service field and at least two years’ experience working with children and families; or
  3. a two-year diploma in a relevant human service field and at least four years’ experience working with children and families.

Interpretation

 A qualified mental health professional should be available to provide services when a program is designed to serve individuals with mental health needs.

 

CA-FPS 2.02

When personnel providing support services work directly with families, they are qualified by:
  1. skills relevant to, and experience working with, children and families; or
  2. available licensing, registration, or certification.

Interpretation

Support services personnel must be appropriately qualified and trained according to their level of interaction with service recipients.
NA Support services personnel do not work directly with families served.
Examples: Support services personnel may work directly with families by, for example, helping families gain access to resources that meet basic needs (e.g., transportation services, food and clothing distribution), and/or supporting direct service personnel to meet the goals outlined in the family’s service plan (e.g., assisting direct service personnel with in-home activities).

 

CA-FPS 2.03

Supervisors are qualified by an advanced degree in a relevant human service field and two years of post-master's degree experience working with children and families, preferably in family preservation and stabilization.

 

CA-FPS 2.04

All direct service personnel are trained on, or demonstrate competency in:
  1. understanding child development and individual and family functioning, including family systems and ecological perspectives;
  2. empowering, supporting, and mentoring parents and children;
  3. engaging and motivating individuals who may be disengaged or difficult to reach;
  4. identifying and building on strengths and protective factors;
  5. assessing needs, risks, and safety;
  6. collaborating with families to develop effective service plans;
  7. preventing and intervening in stressful and crisis situations;
  8. understanding and collaborating with different organizations, agencies, and systems likely to serve or encounter children and families, including the child welfare, behavioural health, health, educational, and justice systems; and
  9. implementing the specific program model used to deliver services, if applicable.

 

CA-FPS 2.05

The organization maintains service continuity for children and families by:
  1. using a service delivery model that calls for services to be provided by a single worker, or by a consistent team of workers; 
  2. assigning a worker at intake or early in the contact; and 
  3. avoiding the arbitrary or indiscriminate reassignment of direct service personnel.

 
Fundamental Practice

CA-FPS 2.06

Caseloads support the achievement of client outcomes, are regularly reviewed, and generally do not exceed:
  1. 12-18 families when providing family preservation and stabilization services; and
  2. 2-6 families when providing intensive family preservation and stabilization services.

Interpretation

There are circumstances under which caseloads may exceed these limits. For example, caseloads may be higher when organizations are faced with temporary vacancies on staff, or if administrative case functions (e.g., entering notes, filing, etc.) are assigned to other personnel. New personnel should not carry independent caseloads prior to the completion of training.
Examples: Factors that may be considered when determining caseloads include, but are not limited to:
  1. the qualifications, competencies, and experience of the worker, including the level of supervision needed;
  2. whether services are provided by multiple professionals or team members;
  3. case complexity and circumstances, including the intensity of child and family needs, the size of the family, travel time, and the goal of the case;
  4. case status, including progress toward achievement of desired outcomes;
  5. the work and time required to accomplish assigned tasks, including those associated with caseloads and other job responsibilities; and
  6. service volume.

 
Fundamental Practice

CA-FPS 2.07

Supervisory personnel familiar with the needs of families served are available to direct service personnel by telephone 24 hours a day.

 

CA-FPS 2.08

In an effort to guarantee that service delivery hours will be adapted to the availability and needs of families served, the program ensures:
  1. sufficient staff coverage at all times;
  2. work schedules are flexible; and
  3. supports are in place to prevent burnout.