ASFA TRAINING PROJECT PHONE POLL OF CHILD WELFARE AGENCIES

Connecticut

1. How would you rate your agency's staff in terms of their understanding of ASFA requirements? We are particularly interested in the level of understanding of managers, supervisors and workers. Please rate their understanding on a scale from 1 to 5 with 1 being 'poor' and 5 being 'comprehensive'.

NOTE: CO is a State supervised, county administered state

a. Managers:

b. Supervisors:

c. Workers:

Comments: We have attempted to train staff at all levels equally so that all staff have a good understanding of the requirements of ASFA and how ASFA affects their day to day work.

2. Based on your agency's experience to date, what skills do you think managers, supervisors and workers need to have to implement ASFA?

a. Managers?

• Basic understanding of timelines, reasonable efforts and TPR requirements
• The link between the ASFA requirements and good case practice
• An understanding of the need for timely permanency and that reunification remains one of ASFA's preferred permanency plans when appropriate.
• An understanding of how his/her unit's work falls in line with the agency's strategic plan and the outcome measures contained in the plan.
  

b. Supervisors?

• Same as managers
  

c. Workers?

• Basic understanding of timelines, reasonable efforts and TPR requirements.
• The link between the ASFA requirements and good case practice.
• An understanding of the need for timely permanency and that reunification remains one of ASFA's preferred permanency plans when appropriate.
• Better grasp of how to work directly with families and clients within the timelines and mandates of ASFA.
• How to respond when needed services aren't available and how to implement concurrent permanency planning with families.
  

3. As part of your ASFA implementation has your agency undertaken any activities in the following areas:

• Agency structure? No Yes
  If yes, please describe.
  We created an in-house legal division in July of 1998 in anticipation of increased legal work as a result of ASFA. We have 8 staff attorneys assigned to our 14 regional offices.
  
• Internal communication? No Yes
  If yes, please describe
  As part of the administrative case review process and the IV-E eligibility review, the regional office manager and attorneys are notified if there are issues with the treatment plans that pertain to ASFA requirements. This mechanism, a feedback loop, is designed to prevent cases and client needs from falling through the cracks and helps to resolve problems and identify systems issues.
• Performance appraisals? No Yes
  If yes, please describe.
  The evaluations/performance appraisals of managers, supervisors and social workers are driven by the strategic plan and its goals and outcomes. (The goals and outcomes in the plan are driven by the ASFA goals and outcomes.)
• Job descriptions? No Yes
  If yes, please describe.
  
• Staff recruitment? No Yes
  If yes, please describe.
  

4. How do you handle staff training on ASFA?

a. Please describe the training.

Initially, all Central and Regional Office upper management attended ASFA training provided by the Children's Bureau in Boston. Then, in 1999, field social workers, supervisors and managers were trained on ASFA requirements and how these requirements can be incorporated into practice.

Special seminars to highlight specific ASFA requirements are now being planned and offered. For example, in December, there will be three, one-day seminars for managers in our regional offices and facilities on concurrent permanency planning. After the December round of training, similar training will be offered to regional supervisors and social workers in our regional offices and facilities. This training is being done jointly between court and agency staff.

b. Who does the training?

The Training Academy and legal staff.

c. Is the training just on ASFA or is it incorporated into other training that you provide?

Incorporated into pre-service training for new workers and into all in-service trainings as deemed appropriate.

d. Have you done any training with or for the courts? No Yes
If yes, please describe.
CT DCF has provided the Juvenile Court Judges, AAG's, contract attorneys and in-house DCF attorneys with a variety of training sessions on ASFA. CT DCF tries to work collaboratively with the courts when implementing changes to forms, procedures, timelines, etc.

5. How well does your information system support the work of managers, supervisors and workers in implementing ASFA? Please rate the support provided by your system on a scale from 1 to 5 with 1 being 'poor' and 5 being 'outstanding'

a. Why did you give your system that rating?

DCF's LINK system was developed pre-ASFA and thus not all of the new legal actions and dispositions can be entered at this time. Also, the new version of our treatment plan that includes all of the ASFA requirements is not currently part of the LINK system. However, these developments are underway. Currently, each region uses a due date tickler system to track legal activity and treatment planning timelines.

b. If a rating of 1 or 2 is given, probe as to the status of the SACWIS system.

NA

6. What has worked best for you in terms of supporting staff as they implement the ASFA requirements?

Our training. We introduced ASFA by talking about the drive and philosophy behind ASFA---the importance of permanency, safety and well-being-- versus a requirements focus. Our training provided reminders of what was new, what was newly named and what has always been part of our policy in accordance with good case practice.

Our regional office legal support. We've attempted to develop a strong working team between the legal staff and management/social work staff.

Our on-going collaborative work with external agencies, the Attorney General's Office and the Courts. We have worked to build a team approach to our work so we aren't working in isolation and are not duplicating efforts. For example, before we implement a new form or procedure, we share and discuss it with the AAGs and the courts so they are aware of the change. In addition, this allows all of the stakeholders to have input into the implementation of systems changes.

7. What do you view as barriers to your agency's support for staff as they implement the requirements of ASFA?

We currently have a conflict in the timelines for the extension of commitment hearing and the permanency hearing that we are working on addressing this in the upcoming legislative session. The conflict can result in duplicative filings and hearings which is contra to the goals of ASFA.

We need to assure that there are appropriate foster and adoptive homes available when we need them-recruitment, retention and support are critical. This is an on going challenge not one resulting from ASFA.

8. (For County based systems only.) To what extent does the fact that your state is county-based impact your ASFA implementation?

NA

9. Is there anything else that you want to tell us regarding the best way to support staff as they implement the requirements of ASFA?

ASFA requirements need to be integrated into day to day work, merged with on-going training and linked to good case practice.

Constantly work to streamline and coordinate work with the Courts.

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