Healthy Start

2. Agenda Welcome Updates Webinar Dates Training Dates SSAT Development PPPM Supervision & Parallel Process Overview Supervision Content and Documentation Reflective Supervision Wrap Up

3. Healthy Start – “For Staff” Page All materials from the January Webinar are posted Each month related materials will be added including the link to the Webinar presentation for review http://www.oregon.gov/OCCF/hso/for_staff.shtml

4. Updated Webinar TopicsSubject to Change January 27th Staff selection (CE 9) February 24th Supervision (CE 11) March 24th Staff training (CE 10) April 28th Initiation of service, screening, voluntary Starting services/trust Building (CE 1, 2 & 3) May 26th HV – Issues from Kempe & IFSP (CE 6-1&2) June 23rd HV content (child devel., PCI, etc.) (CE 6-3&4) July 28th HV frequency, levels, caseload mgmt (CE 4 & 8) August 25th Referrals (inc. health & developmental) (CE 6-4&7) September 22nd Governance and Administration (GA) NOTE: September is NOT a Webinar. It will be face to face at our semi-annual PM meeting in Salem. Supervisor Core is the 21st & PM Core on 23rd. October 27th Culturally sensitive services (CE 5) November 24th Governance and Administration (GA) December 22nd Governance and Administration (GA)

5. 2010 Training Dates FSW Core Training: March 9-12 & Sept. 7-10 FAI Core Training:    April 7-9 & Oct. 13-15 Supervisor Core:  April 29th & Sept. 21st PM Core Training: May 19th & Sept. 23rd PM Mtg/Training:   May 20th & Sept. 22nd (video conf.) (face to face) Monthly Webinars - 4th Wednesday 10am – Noon (except September) All trainings will be held in the Salem area

6. Creating Your Self Assessment Electronic Files: Setup Directory - 2011 HFA Self Assessment Create sub directories for each critical element Each subdirectory will have two sub directories Policy & Narrative Evidence

8. Program Policy & Procedure Manual Additions/Changes from Redesign IFSP Name – “Family Goal Plan” (MAC Request) Rearranged to match HFA Standards Use HFA language when appropriate Added Appendices

9. Email will come out to System in March with a link to OCCF Webpage where two versions will be posted for review and comment #1 showing all edits #2 clean version Programs and local commissions will have 30 days to provide objective feedback for clarity and understandability Once the final version is posted and programs and local commissions are notified, programs will have 90 days to revise local PPPMs Program Policy & Procedure Manual

10. Audience Poll

11. Questions??

12. Audience Poll

13. Supervisor Resources There are many highly skilled and talented Supervisors across Oregon – share experiences with one another *** Reference Guide for Program Managers and Supervisors*** Healthy Families America Site Self Assessment Tool Program Policy and Procedure Manual Local Job Descriptions

14. Healthy Start/Healthy Families Supervisor – Role & Responsibilities (Page 8) Supervisors provide ongoing, intensive, professional supervision to the direct service staff. Supervision is directed to assuring quality of service provision and protecting the integrity and respect of the families served. Supervisors assist in staff selection, participate in orientation and in-service training, conduct family file reviews, assist in or maintain the data collection system, and monitor the performance of the FSWs. The Supervisor may also act as a liaison with other agencies and works with the program manager to assure overall quality in program services.

15. Essential Components of Supervision Regularity Availability Protected time Honor and respect the relationship Collaboration Mutual respect Reciprocal Guided by needs of the supervisee Individual differences recognized and accepted Reflection Self observation / awareness Listening, being present Another “lens” or perspective – a mirror for reflection Sharing of experiences

16. Audience Poll

17. Parallel Process WORKING WITH FAMILIES IS A PARALLEL PROCESS. describe parallel process Ask group what ‘strength-based” means? Use the strength-based strategies for the parallel process. Reference the Stages of a Helping relationship in manual on P. . WORKING WITH FAMILIES IS A PARALLEL PROCESS. describe parallel process Ask group what ‘strength-based” means? Use the strength-based strategies for the parallel process. Reference the Stages of a Helping relationship in manual on P. .

18. Parallel Process

19. Questions??

20. Monitoring Home Visits (page 42) Kempe Home Visit Records (reviewed prior to supervision) Family Goal Plan (Formerly IFSP) Case Plan Safety (Child, Family & FSW) Child Development Shadowing Home Visits Phone Calls to Families

21. Case Plan Program Goals Informed by NBQ Kempe Family Goal Plan (Formerly IFSP) FSW Observation Other Safety (Child, Family & FSW)

22. Supervision Documentation Standard Required Forms By Family Support Worker By Family

23. Supervision of Supervisors (PPPM 11-3) Supervisors receive regular (at least monthly) and on-going supervision that assures supervisors are held accountable for the quality of their work, receive skill development and professional support. This supervision is documented.

24. Supervision of Program Managers(PPPM 11-4) Program mangers receive regular (at least quarterly) and on-going supervision that assures program managers are held accountable for the quality of their work, receive skill development and professional support. This supervision is documented.

25. Audience Poll

26. What Standard Required (SR) forms are used to document Supervision? General FSW Supervision form Family Progress Review form Case Plan Home Visit Completion/Caseload Mgmt * SR - Data Tracking form supports Supervision

27. What Standard or Optional forms are used to document Supervision? Observation of Home Visit QA Phone Call Survey Inter-rater Reliability Staff Development Plan Documentation of Learning Training Topics Checklist Supervision Binder Organization

28. Questions??

29. Reflective Supervision (Page 58) Supervision of staff plays a critical role in the success of any program. Program staff, who often work autonomously, need ongoing input from supervisors to ensure that the work they are doing is consistent with program goals.

30. Supervisors assist FSWs: to support families in developing realistic and effective goal plans that will empower them to meet their objectives, to understand why a family may not be making the expected progress and determine effective methods of intervention, and to reflect on their practice and make sense of their experiences in working with over-burdened families, avoiding burnout.

31. Vision for Supervision Create an environment which encourages staff to learn & grow Listen intently Provide motivation and support Facilitate open, clear communication Maintain ideals, standards, quality assurance, and safety Adapted from MARY CLAIRE HEFFRON

32. Self Awareness Developing self awareness about our own values, beliefs and attitudes is not easy Acceptance of the idea that past experiences can exert a powerful influence on the present

34. Questions??

35. Audience Poll

36. Reflective Strategies Relationship Listening and Being Present Problem Talk Solution Focused Questions Holding the Mirror Wondering Curiosity Values Adapted from Kate Whitaker

37. Relationship Presence of someone who will just “be present” Ability to be emotionally available to another Compassion and empathy for others Important source for feelings of fear, danger, accountability issues for self, parent or child

38. Changes “close-ended” questions to open-ended (Solution Focused Questions) Who, what, when, where, how instead of “did you, have you, etc.” “Assumes” parent or home visitor has a solution, even if they do not know it yet The solution is not given by the supervisor Problem Talk

39. State the behavior you are worrying about Ask what meaning the parent/home visitor ascribes to the behavior Share what you think the meaning is Ask if parent/home visitor is willing to think about the behavior in this way Problem-solve Wondering Curiosity

40. When you struggle with staff to move forward on any issue, And you have tried Problem Talk, WC, Holding up the mirror and nothing seems to work, Anchor to the staff’s values about the work Values

41. Questions??

42. Areas to Look at More Closely Values Fuzzy words Inconsistencies Incomplete information Documentation looks alike over time Repeated information “Mother Theresa” phenomenon Defensiveness Adapted from Kate Whitaker

43. Team building Value and appreciation Staff development Career ladder Accountability & Skill Development Constructive feedback Tips for giving feedback Keys to Motivating Staff (page 59)

44. Questions??

46. Next Webinar Date: March 24, 2010 Time: 10:00 AM- 12:00 Noon Topic: Training & Training Tracker For: Program Managers, Supervisors, Lead Workers