Department of Human Services and Child Protective Services

Recommendations 7

• R1b

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  : The recommendation will not be implemented because it is not warranted. Training has been received. The three managing social workers with direct supervision over Child Protective Services bring a wealth of knowledge and experience in the social work profession to their positions. They are well trained and continue to access training opportunities. They are compassionate, erudite and straightforward in their approach, while maintaining the needs of children as a highest priority. They work hard to inspire a strong sense of professionalism, responsiveness and public service with those they guide. It is the expectation of the Department that all social workers be treated professionally and, in turn, that they respond professionally, both in staff meetings and in all daily activities. 2a.
• R2b

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  : The recommendation will not be implemented because it is not warranted. This is not to understate the high importance of training and cross-training, both of which are valuable tools utilized within the Department. However, in that social workers are trained professionals, and that current training is in place, and that reassignment of some duties does not require additional training, and that time spent in the provision of direct services is of critical importance, the proposal to add an additional layer of training prior to any reassignment of duties is not perceived as warranted. 3a.
• R3b

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  : The recommendation will not be implemented because it is not warranted. A full range of staff meetings and meetings involving managers and supervisors are already in place, both to review day-to-day problems and to address policy issues. Additional meetings are conducted as needed. Implementation of the above recommendation would be redundant and would reduce staff availability for a higher priority: responding to the service needs of children and families. 4a.
• R4b

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  : The recommendation has been implemented. This recommendation has been partially addressed, both through recent County negotiations positively impacting salaries and through innovative efforts by department staff to reach and recruit potential candidates. Salary adjustments will occur in accordance with the County Memorandum of Understanding. The department also has been working with Merit Systems to improve on the effectiveness of the recruitment process. Efforts to improve recruitment outcomes will be ongoing through FY 05-06. 5a.
• R5b

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  : The recommendation will not be implemented because it is not warranted. The director is already “definitely available” to anyone and everyone on staff. Staff may walk in (as very many do), arrange an appointment through a secretary, or call the director at home at his listed phone number. Establishing “defined” visiting hours would both restrict the director’s availability for other priorities and potentially convey a message to staff of less accessibility than currently exists. 6a.
• R6b

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  : The recommendation has been implemented. Prior to this Grand Jury recommendation, the Department's management team initiated corrective measures to address the indicated concerns. In addition to addressing in-house issues and concerns with staff, and creating protocols and guidelines, the management team continues to work collaboratively with its community partners in both our Child Protective Services and Adult Protective Services Programs. This has been and will continue to be a priority of the Department. 7a.
• R7b

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  : The recommendation will not be implemented because it is unreasonable. The recommendation fails to indicate which “stated and acknowledged problems” may still exist. This lack of specificity is significant in that some of the above