Mission Possible

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TexProtects Legislative Priorities 81st Legislative Session Madeline McClure, Executive Director TexProtects, The Texas Association for the Protection of Children Mission: Possible 1

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TexProtects Staff Madeline McClure, LCSW Executive Director Diana Martinez, J.D. Director of Public Policy and Education Amanda Langford, M.P.A. Director of Membership and Development TexProtects Advisory Board John Castle, Chair - Retired Executive Vice President, EDS; Chair, The Dallas Foundation Ann Margolin, Vice Chair –Entrepreneur; Community Leader Emy Lou Baldridge - Founder and former Chair , Greater Texas Community Partners The Honorable Mike Cantrell - Dallas County Commissioner Leslie Carpenter - Community Volunteer; Foster Parent The Honorable Maurine Dickey - Dallas County Commissioner Lisa Simmons Epstein - President, The Harold Simmons Foundation Jane Gilday – Principal, Barrow, Hanley, MeWhinney & Strauss Robert Hendee, M.D. - Retired Pediatric Neurosurgeon; Board Member, Prevent Child Abuse Texas Tammy Cotton Hartnett - Community Volunteer; Spouse of Representative Will Hartnett Lee Jackson – Chancellor, The University of North Texas Sheila B. Johnson - Director, The Amon Carter Foundation Catherine Clark Mosbacher - Mosbacher Energy Corporation; Past Chair , TDFPS Board Scott Murray - Founder and CEO, Murray Video Productions Imogen S. Papadopoulos - Family Lawyer; Vice-Chair, TDFPS Council Dick Rogoff - Retired Chief Adm. Officer, Goldman Sachs The Honorable Carlos Uresti, - State Senator, District 19 Connie Wilson, Ph.D. - Dallas ISD; Community Non-Profit Leader TexProtects, The Texas Association for the Protection of Children 2904 Floyd St., C2 Dallas, TX 75204 214-442-1672 www.texprotects.org 2 The Dallas Foundation is TexProtects’ fiscal sponsor. The Dallas Foundation is a 501(c)(3) charitable community foundation.

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* The Following 32 Organizations have endorsed these issues as equal top legislative and funding priorities for the 2009 Legislative Session: Austin Children’s Center Caring Family Network Casey Family Programs Center for Public Policy Priorities Child Abuse Prevention Center ChildBuilders - Houston Children at Risk Dallas Association for Parent Education Dallas County Child Welfare Board Dallas Children's Advocacy Center DePelchin Children’s Center Greater Texas Community Partners Healthy Family Initiatives – Houston Lutheran Social Services of the South Medical Director, Pediatrics, Baylor College of Medicine National Association of Social Workers (NASW)-TX Nurse-Family Partnership Prevent Child Abuse Texas Relief Nursery of North Texas TCU Institute of Child Development Texans Care for Children Texas Alliance of Child & Family Services Texas Association of Family and Conciliation Courts Texas CASA (Court Appointed Special Advocates Texas Council of Child Welfare Boards Texas Foster Family Association Texas Home Visitation Consortium Texas Loves Children Texas Network of Youth Services TexProtects, Texas Association for the Protection of Children Transition Resource Action Center United Ways of Texas YWCA of Major Metropolitan Dallas 3 TexProtects Child Protection Roundtable Priority Rating Endorsements

Table of Contents : 

Table of Contents Prevention Priorities Child Abuse Prevalence Costs of Child Abuse Child Maltreatment Prevention Strategies across lifeline continuum Prevention Legislative Priorities CPS Priorities Caseworker Turnover Caseworker Caseloads Solutions CPS Legislative Priorities Substitute Care Priorities Substitute Care Priorities References 4

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2008: Last Year In Texas 5 Problem: Texas Child Abuse Prevalence Prevention Priorities 2008 DFPS Databook TOC

Problem: Texas Child Abuse Prevalence : 

Problem: Texas Child Abuse Prevalence 6 Prevention Priorities TOC

Child Abuse Continues to Increase : 

Child Abuse Continues to Increase Source: DFPS Data Books 1998-2008 7 Prevention Priorities TOC

Child abuse and neglect human and financial costs : 

Child abuse and neglect human and financial costs 8 Prevent Child Abuse America’s (PCAA) landmark study on the cost of child abuse of $104 billion nationally equates to approximately $35,000 per abused child per year. Texas 70,589 confirmed victims x $35,000= $2.47 Billion Annually Investment in evidence-based & cost-effective prevention programs: Saves millions in state funds spent on dealing with the after effects of abuse and neglect; Reduces the numbers of children entering the CPS system and, most importantly; Saves children’s lives. Texas spends less than 1% of the total TDFPS budget on child abuse prevention programs* *We are not suggesting that TDFPS is over funded:  Texas ranks 46th in Child Welfare Funding References on next page Prevention Priorities TOC

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Per Year Cost (Billions) 9 (2001) Fromm, Suzettee. “The Total Estimated Cost of Child Abuse and Neglect in the U.S. Total Indirect and Direct Costs of $94 bil. per annum” Prevent Child Abuse America, Edna McConnell Clark Foundation. (2007) PCAA update $107 bil. p/a. Texas cost estimates based on # National confirmed victims / 2001 costs of $94 bil = $35,000 per abused child per year. $35K x 71,344 = 2.497 Bil., 70,589 confirmed victims in FY 08 (DFPS databook 08) 2007 TDFPS Costs projected for 08-09: LAR budget for CPS costs including foster/ adopt costs. Excludes other DFPS functions (APS, CCL, PEI). Total PEI costs 2007 LAR Prevention budget for 08-09. “Primary” child abuse prevention costs estimated based on LAR and DFPS budget office requested info. on % of mgmt. attributed to PEI Prevention Priorities TOC

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Nurse Family Partnership Parents as Teachers | Healthy Families | Avance | Family Connections | MELD | Relief Nursery | Houston Parent-Child Development Center High Scope Incredible Years | Dare To Be You | HIPPY Parent Child Interaction Therapy Bullying Prevention Project Parents Under Construction | Stop It Now! | WHO Big Brothers Big Sisters Darkness to Light Pregnancy / Infancy High School Early Childhood Elementary School Junior High School 10 Development Progression Prevention Priorities TOC

Child Abuse Prevention Reform : 

Child Abuse Prevention Reform Increase prevention program investment.* Weighted by program effectiveness and highest return on investment, (as available); For all forms of abuse, across the lifeline continuum for each risk level before abuse occurs. Costs of abuse as well as the indirect or long-term costs, suggests that child abuse and neglect costs the nation approximately $107 billion each year, or $293 million each day. Appropriate critical funds for effective in-home visitation programs.* Include sustained and expanded funding for the Nurse-Family Partnership implementation ($23 million). The Nurse-Family Partnership home visiting program has shown consistent improvements in maternal and child health for mothers and children in three randomized controlled trials over three decades. Home visitation is the most innovative and holistic prevention program used in educating and supporting the at-risk family, making a wide range of community and professional services available to the family. Invest in sexual abuse prevention programs. Require unique prevention applications and population targets addressing the separate pathology of sexual abuse predators. Focus investment on programs that require adults responsibility in protecting children from sexual assault vs. placing responsibility on children. Provide funds for rigorous evaluation of effectiveness and ROI for currently state-funded programs lacking evaluation of efficacy and cost-benefit analysis.* Partner with State University for cost savings. 11 Prevention Priorities TOC

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2008, “Rider 13, Human Resources Management Plan” TDFPS 2007, “An Annual Report on Classified Employee Turnover for Fiscal Year 2007” State Auditor’s Office 2008, “An Annual Report on Classified Employee Turnover for Fiscal Year 2008” State Auditor’s Office 2007 “Rider 15 FY 2007 Human Resources Management Plan http://www.dfps.state.tx.us/documents/about/pdf/2007-04-01_Rider15.pdf Texas CPS Caseworker Turnover Caseworker turnover is more than 2x the avg. state employee turnover 12 CPS Legislative Priorities TOC

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13 References on page 38 Long-term Increase in CPS Caseworker Turnover: 1980’s under 20% CPS Legislative Priorities TOC

Dollar Costs of Turnover : 

Dollar Costs of Turnover FY 2008: 1,239 Caseworkers + 72 Supervisors* = 1,311 (lost employees) vs. 1,077 lost in FY06** 22% increase in two years Hard Dollar Caseworker Turnover Costs: 1,239 x $37,460 $= $46,412,940 1,239 $29,202 = $36,181,278 Lost dollars: $36.2-$46.4 million per year*** (excludes costs of foster care, purchased services, caseworkers extra caseloads) *2008 CPS Databook - Total number of CPS caseworkers 4,061 caseworkers x .305 = 1,239; 850.6 Supervisors x .085 = 72 http://www.dfps.state.tx.us/Documents/about/Data_Books_and_Annual_Reports/2008/databook/CPS_FY08.pdf **2006 CPS Databook : http://www.dfps.state.tx.us/Documents/about/Data_Books_and_Annual_Reports/2006/databook/CPS_FY06.pdf ***See Calculation Worksheet: DFPS-CPS EMPLOYEE TURNOVER COST ESTIMATES: FY2008 TexProtects 14 CPS Legislative Priorities TOC

Human Costs of Turnover : 

Human Costs of Turnover High CPS annual turnover of 30% (up to 40%-75%*) is a contributing high risk factor to ensuring appropriate placement, permanency and safety of abused and neglected children. Several studies have shown the positive correlation between children’s time to permanency and CPS caseworker turnover: Children achieve permanency in a timelier basis the fewer the number of changing caseworkers per child**. On the following slide, one study by The Child Welfare Training Institute demonstrated that children entering CPS sub-care had a 74.5% chance of reaching permanent placement in one year if the child was served by one constant caseworker. If the number of caseworkers rises to 2 per child in sub-care, the child’s probability of reaching permanency drops to 17.5%. If the child has 6-7 caseworkers, 12 month placement probability drops to .10%. *DFPS: Turnover and HR related data FY08 Certain Regions (8) and worker category (Special Investigators) have much higher turnover. **References on next page 15 CPS Legislative Priorities TOC

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The Child Welfare Training Institute: : http://www.cwti.org/RR/impact%20DVD%20intro.pdf (1990)Katz, L., “Effective Permanency Planning for children in foster care”. Social Work, 35, 220-226. Study in Washington and Idaho showed that when caseloads were reduced to no more than 10 children per worker, permanency for children was accomplished in a timely manner. United States General Accounting Office. 2003. Child Welfare: HHS Could Play a Greater Role in Helping Child Welfare Agencies Recruit and Retain Staff: “Some of the caseworkers we interviewed handle double the number of cases recommended and spend between 50-80% of their time completing paperwork, thereby limiting their time to assist children and families” 1 2 6-7 16 Additional References page 38 CPS Legislative Priorities TOC

Foster Care Costs Due to Turnover : 

Foster Care Costs Due to Turnover -75% of children entering care could reach permanency within 12 months with one caseworker, demonstrated in the preceding study. -55.2% of Texas foster children reached permanency within 12 months in FY08 vs. 62.7% Texas foster children reaching permanency within 12 months FY07*. 1,283 fewer foster children would have been in state care, if 62.7% of Texas children reached permanency in FY08 potentially. 2,531 fewer foster children would have been in state care, if 70% of Texas children reached permanency in FY08, potentially Estimated Financial Costs: Net Costs for additional 1,283 foster children: $22,319,846 Net Cost for additional 2,531 foster children: $49,582,692 $22.3 mil – 49.6 mil Additional Foster Care Costs per year** *2008 DFPS Databook pg. 61; 2007 DFPS Databook pg. 61 **See Calculation Worksheet: DFPS Foster Care Cost Related to CPS Direct Service Staff Turnover Costs, TexProtects. 17 CPS Legislative Priorities TOC

Research Shows the Cause of Turnover: NATIONAL/STATE/ REGIONAL STUDIES REVEAL CONSISTENT CPS CASEWORKER TURNOVER FACTORS1: : 

Research Shows the Cause of Turnover: NATIONAL/STATE/ REGIONAL STUDIES REVEAL CONSISTENT CPS CASEWORKER TURNOVER FACTORS1: 1. High Caseloads / Workload (#1 Texas) 2. Inadequate Pay (#2 Texas) 3. Supervision Quality (# 1 2005 #3 2007 Texas) 4. Inadequate preparation / training education & tough working conditions 5. Lack of promotion/career opportunities 6. Lack of recognition for a job well-done 7. Paperwork demands 8. Chronic stress, emotional exhaustion, lack of support The top factors that cause turnover can easily be addressed with the exception of the tough working conditions. The very nature of the type of work and the stress it causes will create some turnover. CPS Legislative Priorities 18 TOC

Texas CPS Caseworker Caseloads 1.75-2.4 x Accreditation Standards : 

Texas CPS Caseworker Caseloads 1.75-2.4 x Accreditation Standards The Council on Accreditation for Child and Family Services (COACFS) and the Child Welfare League of America (CWLA) recommends the following maximum monthly caseloads: 12 cases for Investigative caseworkers 12 cases for Family Based Safety Services (FBSS) workers 15-17 for Foster/Adopt Placement caseworkers including Texas “Conservatorship” (CVS) caseworkers. National Averages caseloads in 2004: 17 for Investigative Caseworkers 17.4 for “in-home services” including FBSS Caseworkers 15.2 for Foster/Adopt Placement CVS Caseworkers Texas Average Caseloads: Note Difference with Above: Investigator FBSS CVS FY05 42 17.5 37 FY06 35 20 45 FY07 22.1 21.1 43.6 FY08 22.1 20.7 39.1 CPS Legislative Priorities 19 TOC

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2005-2007 Actual caseloads TDFPS CPS Data books: http://www.dfps.state.tx.us/About/Data_Books_and_Annual_Reports/default.asp and multiple Rider reports and presentations 2008 Actual Caseloads TDFPS Data Warehouse courtesy of Terri Ware, DFPS COO 2007 “National Data Analysis System Issue Brief: Child Welfare Workforce”, Child Welfare League of America http://ndas.cwla.org 20 Additional references page 38 CPS Legislative Priorities TOC

Texas CPS Caseworker Caseloads : 

Texas CPS Caseworker Caseloads As noted in the preceding chart, Caseloads for Investigators have been reduced from an adjusted mid-50’s to approximately 22 cases per worker due to the massive hiring of new investigators in the past three years. All other caseworkers’ workload projections were not adjusted to account for the increased number of children entering the system with the increase in investigations. As a result, caseworkers providing Conservatorship (CVS), Family Based Safety Services (FBSS), Family Adopt casework (FAD) and Preparation for Adult Living (PAL) caseworkers experienced a commensurate increase in caseloads reflecting the additional number of children entering the system. CPS Legislative Priorities 21 TOC

Texas CPS Caseworker Caseloads : 

Texas CPS Caseworker Caseloads If we don’t reduce caseworkers’ caseloads to at least the national average, we will fail to address turnover and should continue to expect inexperienced decision-making and increased length of times of children in state care and increased recidivism rates*. If caseloads are not reduced to the 12-17 recommended cap during the 81st legislative session, we could start the phase-in of new workers this session and complete the process during the 82nd Legislative Session. *Re-abuse or death of children after removals, after receiving family-based in-home services, or after case closure. 6,900 were re-abused within 5 years out of 36,451Total children receiving CPS services in 2003, 19% recidivism rate vs. 18% in 2007 re-abused in previous 5 years. CPS Legislative Priorities 22 TOC

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Source: Bernotavicz, F. (1999). Retention of child welfare caseworkers: A report. National Child Welfare Resource Center for Organizational Improvement. Retrieved online from http://muskie.usm.maine.edu/helpkids/pubstext/retention.htm Scannapieco & Connell-Carrick, (2003) 87% 67% 46% 37% 70% 23 Caseworkers with Social Work bachelor’s plus experience have over twice the retention rate of those workers holding any bachelor’s degree (1997) Texas CPS Training Institute, “Social Workers have more staying power at CPS…at least in Region 1”, Child Protection Connection as noted in “Children’s Services Practice Notes, North Carolina Division of Social Services, Jordan Institute for Families and School of Social Work at the University of North Carolina at Chapel Hill. June, 1999. Title IV-E students “Have better retention rates (Brown, Chavkin, & Peterson, 2002; Dickinson & Perry, 2002; Jones, 2002; Robin & Hollister, 2002; Rosenthal, McDowell & White, 1998; Scannapieco & Connell-Carrick, 2003). Approximately 70% of IV-E participants remained employed with their agencies after their repayment obligation (Scannapieco & Connell-Carrick, 2003) CPS Legislative Priorities TOC

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24 Texas is one of 6 States of the Survey that does not require a Human Service Related Degree *42 states were included in graph. 8 remaining states did not provide data to indicate educational requirements. Source: 2005-2006 Survey State Educational Requirements CPS Legislative Priorities TOC

Total Graduates Qualified for Human Service Work 2005 : 

25 Total Graduates Qualified for Human Service Work 2005 TEXAS GRADUATES SUFFICIENT HUMAN SERVICE DEGREED GRADUATES FOR CPS TO RECRUIT FROM CPS hired 1239 case workers in FY08 and 1273 caseworker in FY07 CPS Legislative Priorities TOC

REDUCING TURNOVER REDUCES CASELOADS : 

REDUCING TURNOVER REDUCES CASELOADS WHEN CASEWORKERS LEAVE CPS, THE CASES THEY CARRY ARE THEN REDISTRIBUTED TO REMAINING CASEWORKERS, FURTHER INCREASEING CASELOADS REDUCING CASELOADS, INCREASING SUPERVISION QUALITY ARE CRITICAL ANOTHER RETENTION TOOL IS INCREASING OVERALL COMPENSATION PLUS MERIT PAY IN ORDER TO: ATTRACT A HIGHER QUALITY, BETTER EDUCATED, HIGHER RETENTION CASEWORKER INCREASE PERFORMANCE BY REWARDING QUALITY CASEWORK RETAIN THE HIGHEST QUALITY WORKERS THAT FLEE FOR THE HIGHER PAY TEACHING PROFESSION REPLACE LOW-PRODUCTIVITY WORKERS WITH BETTER-EDUCATED QUALITY WORKERS 26 CPS Legislative Priorities TOC

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27 Texas CPS Caseworker Compensation uncompetitive compared with other Human Service Professional’s Compensation* Texas CPS Caseworker Compensation Ranked 42 of 50 States in 2008 Dallas starting police salary was 28% more than a CPS average caseworker salary in 2005 Teachers are the top competitive employer to CPS caseworkers, earning $6,300-$13,000 more per year in 2008 (and summer off from work). We do not believe Texas teachers, policeman or firefighters are overpaid.  Rather, CPS caseworkers are underpaid.  Sources: Occupational employment and wages. (2005). National Salaries, U.S.Department of Labor Bureau of Statistics. Retrieved online from www.bls.gov; www.fire rescue.com/recruit.htm & confirmed by Dallas fire department chief.; Eiserer, T. (2006). Dallas police struggle to recruit officers. Dallas News. Retrieved online from www.dallasnews.com/sharedcontent/dws/dn/latestnews/stories/020506dnmetrecru iting.29.dcc6c.html; TexProtects 2008 National Salary Survey CPS Legislative Priorities TOC

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Source: 2008TexProtects National Average Salary Survey 28 CPS Caseworker 2008 National Average Salary Survey Comparison: Texas 42nd Rank CPS Legislative Priorities TOC

Occupational Comparison : 

29 Occupational Comparison Dallas Salaries National Salaries Sources: Occupational employment and wages. (2005). National Salaries, U.S.Department of Labor Bureau of Statistics. Retrieved online from www.bls.gov; www.fire rescue.com/recruit.htm & confirmed by Dallas fire department chief.; Eiserer, T. (2006). Dallas police struggle to recruit officers. Dallas News. Retrieved online from www.dallasnews.com/sharedcontent/dws/dn/latestnews/stories/020506dnmetrecru iting.29.dcc6c.html; TexProtects 2004-2005 National Salary Survey CPS Legislative Priorities TOC

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30 Salary Differentials between Teachers & CPS Workers* 2008-TEA website: Average teacher salary by region. CPS Salaries are consistent statewide and do not vary by region. CPS Legislative Priorities 30 TOC

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CPS Professional Staffing a/o 1/31/09: 5,517* + 388 estimated added staff by FY11 = 5905 CPS Total Professional Staff by FY11 x $8,202 avg. salary + merit increase2 = Cost of $48,430,000 per annum Reducing turnover 30% from 30.5% to 21-22% by 2011:3 Save Employee Costs of $10.8 mil. – 14 mil. per year** Save Foster Costs of $22.3 mil. - $49.6 mil. per year =$33.1-$63.6 mil. Cost Savings $48.35 mil. midpoint $48.35 Cost Savings– $48.43 mil. Salary Increase =$8,000 net cost per annum *Total Caseworkers, Supervisors, Program Directors & Program Administrators **$36.2 low est. employee turnover costs x .30 = 10.8 mil. $46.4 higher est. turnover costs million x .30 = 14mil. Saved CPS caseworker turnover costs. 31 CPS Legislative Priorities TOC

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Only 80% Allocated Positions are In the Field Carrying Cases: Approx. 20% are in Training or Leave CPS Legislative Priorities 32 TOC

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2008 January: CPS Investigation report to Dallas County Child Welfare Board, TDFPS CPS Legislative Priorities 33 TOC

REDUCE VACANCIES WITH HIRE AHEAD6 Month Outcomes DFPS Region 3 Deputy Director John Harris : 

REDUCE VACANCIES WITH HIRE AHEAD6 Month Outcomes DFPS Region 3 Deputy Director John Harris 34 CPS Legislative Priorities 34 TOC

Child Protective Services: Enhancing Child Well-Being through Workforce Improvements : 

Child Protective Services: Enhancing Child Well-Being through Workforce Improvements CPS caseworker retention is the number one challenge for TDFPS. Other reforms enacted, whether it is training improvements, instituting functional units or enhancements in technology will have a minimal ROI if we do not address CPS caseworker turnover. CPS top investment priority should be to retain their number one asset:  The CPS workforce. 1. Proposed Solutions are aimed at reducing caseloads : A reduction in caseloads will reduce turnover, increase the quality of casework, improve work environment and children will be safer and reach permanency quicker. Texas current caseloads of 22.1 (Inv) 20.7 (FBSS) 39.1 (CVS) compare to national averages of 17, 17.4 and 19 respectively and CWLA, COACFS of 12, 15 and 17 respectively.2 Support all TDFPS LAR exceptional items: Especially items 4,6,7,9,10 and 14 related to caseloads. 2. Increase worker compensation to increase the pool of high-quality workers who will stay.* Research has shown that the lowest turnover, highest paid and highest functioning child welfare organizations have the least recurrence of child maltreatment.3 Texas top CPS caseworker employment competitor is the teaching profession, paying up to 52% more per yr. Texas ranks 42/50 states in average pay of caseworkers.4 3. Eliminate vacancies: Institute “hire ahead” program.* Real vacancy includes those new FTE’s in 3 month training who are not able to carry cases. Real vacancy rates are perpetually 20% on average, ranging from 8% to 30% across the state.5 When workers resign, their caseload is shifted to the remaining workers. Immediately available hire-ahead caseworkers reduce caseloads and maintain reduced caseloads. 35 CPS Legislative Priorities TOC

Child Protective Services Reform: Enhancing Child Well-Being through Workforce Improvements : 

36 Child Protective Services Reform: Enhancing Child Well-Being through Workforce Improvements Increase Educational Standards to improve casework quality and worker retention. Research shows that Social Work Master’s degreed workers have the highest retention rates, followed by Bachelor of Social Work with social work experience followed by workers with behavioral science degrees. 6 Of 45 states responding, Texas is one of 6 states that do not require a minimum behavioral science/human service degree. 7 Improve supervisory competency by expanding best practices. High supervision quality has been cited in numerous caseworker interviews/surveys as a top 1-3 reason for retention.8 Create career ladder incentives. Improve Supervisor training in “managing for retention”. Implement best practices in screening, training and mentoring new workers. CPS Legislative Priorities TOC

Substitute Care Priorities : 

Substitute Care Priorities Improve well-being of children in CPS system and save costs by implementing family centered policies and practice. Focus resources on family preservation with assistance of “Strengthening Family Initiative”. Expand and increase kinship care assistance program. Family centered practice goals are to maintain child in their home/community/school of origin with the support of protective non-offending family or kin caregivers. Reduce removal of children by increasing removal of perpetrator. Strengthen Family Code: 262.1015. REMOVAL OF ALLEGED PERPETRATOR. Increase violation of order from misdemeanor to state jail felony. Increase Foster Care Rates for all provider types. * Rate increase links directly to building and meeting capacity Make rates whole at 100% of allowable costs Fund the cost of inflation Fund the cost of new licensing standards Provide Comprehensive Assessments of children entering foster care. Include physical and trauma-informed mental healthcare assessment Improve initial placement stability Reduce costly, unhealthy placement breakdowns Amend federal legislation to eliminate assessment from counting as a placement Equip foster parents with trauma-informed, best practice training. Reduces placement breakdowns Poor assessments and foster parent training lacking trauma-informed parenting skills account for the majority of all placement breakdowns Invest in improved transitional services for foster children “aging-out”. Include a comprehensive program that begins in early teens in order to transition youth smoothly to adult independent living. Expand Transition Resource Action Centers 37 Substitute Care Priorities TOC

References : 

Slide # 13 1980’s turnover: (11/19/86) The Texas House of Representatives Human Services Committee Interim Report to the 70th Legislature, p.110, retrieved at http://www.lrl.state.tx.us/scanned/interim/69/h88.pdf, courtesy of Terri Ware, TDFPS COO. Methodology used to measure turnover was not noted. However, the LBB has followed the generally recognized calculation of # of employee departures in 12 months / # of average employees in past 12 months. This report referred to the higher turnover of 32% in 1979, which appears to be consistent with the turnover rates experienced in the most recent years leading us to believe that the traditional calculation was used: http://www.employee-retention-guide.com/Calculating.pdf. Of note: Explanation given for the drop in turnover in 1982 of 19.24% to 1984 turnover of 16.44% (14.5% drop) was “an upgrading of cps worker positions…of one pay grade as a result of action in the 1983 legislative session” as well as the use of flex time and workload management system. Recent turnover: 11/08 TDFPS Management Reports courtesy of Terri Ware, TDFPS COO Slide # 16 (2006) National Center for Crime and Delinquency “Human Services Workforce Initiative: Relationship between staff turnover, Child Welfare System Functioning and Recurrent Child Abuse” for Cornerstone for Kids. A 1998 study of NY’s child welfare services found that high workload resulted in incomplete abuse and neglect investigations, an inability of workers to regularly monitor clients and prolonged permanency decisions for children. Slide # 20 Council on Accreditation for Child and Family Services and Child Welfare League of America recommends maximum caseloads per month of 12 cases for Investigative workers and FBSS workers and 15-17 for Foster/Adopt caseworkers including Texas “Conservatorship” caseworkers. Investigation caseloads have dropped from 41.1 in FY 05 to 25.3 in FY 07, slightly above the FY 08 goal (22.9). Family Based Safety Services (FBSS) caseloads have risen from 19.4 in FY 05 to 20.4 in FY 07, below the FY 08 goal (25.9). Conservatorship/Substitute Care (CVS) caseloads increased from 37.1 in FY 05 to 43.3 in FY 07, below the FY 08 goal (45.5). References 38 TOC

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11/24 2008 TDFPS Testimony to House Human Service Committee re: Results of CPS Exit Interviews. Terri Ware reporting, October, 2005, Maria Scannapieco, Ph.D.University of Texas, Arlington Center for Child Welfare School of Social Work, Kelli Connell-Carrick, Ph.University of Houston School of Social Work TDFPS, Child Protective Services BSD EVALUATION ANNUAL REPORT (1996) Drake & Yadama, A structural equation model of burnout and job exit among child protective service workers, Social Work Research as noted in Children's Services Practice Notes, North Carolina Division of Social Services, Jordan Institute for Families and School of Social Work at the University of North Carolina at Chapel Hill. June, 1999 United States General Accounting Office. 2003Child Welfare: HHS Could Play a Greater Role in Helping Child Welfare Agencies Recruit and Retain Staff. United States General Accounting Office. 2006. Child Welfare: Improving Social Service Program, Training, and Technical Assistance Information Would Help Address Long-standing Service-Level and Workforce Challenges 2 (2007) National Data Analysis System “Child Welfare Workforce” citing Child Welfare League of America 2005 “State Child Welfare Survey”. (5/2008) Texas Department of Family Protective Services, per Teri Ware Child Welfare League of America, Council on Accreditation for Child and Family Services, Child Abuse Prevention Treatment Act and other state’s time-motion studies consistently show a recommended range of 10-19 cases per worker in order to provide adequate, thorough casework. 3 (2006) National Center for Crime and Delinquency “Human Services Workforce Initiative: Relationship between staff turnover, Child Welfare System Functioning and Recurrent Child Abuse” for Cornerstone for Kids. A 1998 study of NY’s child welfare services found that high workload resulted in incomplete abuse and neglect investigations, an inability of workers to regularly monitor clients and prolonged permanency decisions for children. 4 (2008) National CPS Average Salary Survey, TexProtects, The Texas Association for the Protection of Children. 5(2008) Texas Department of Family Protective Services Data Request specifically for TexProtects available upon request. 39 References TOC

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40 6 (1997) Texas CPS Training Institute, “Social Workers have more staying power at CPS…at least in Region 1”, Child Protection Connection as noted in “Children’s Services Practice Notes, North Carolina Division of Social Services, Jordan Institute for Families and School of Social Work at the University of North Carolina at Chapel Hill. June, 1999 7(2006) National CPS Salary and Education Degree Survey, TexProtects, The Texas Association for the Protection of Children 8 (1/24 2008) TDFPS Testimony to House Human Service Committee re: Results of CPS Exit Interviews. Terri Ware reporting (October, 2005), Maria Scannapieco, Ph.D. University of Texas, Arlington Center for Child Welfare School of Social Work, Kelli Connell-Carrick, Ph.D. University of Houston School of Social Work TDFPS, Child Protective Services BSD EVALUATION ANNUAL REPORT (1996) Drake & Yadama, A structural equation model of burnout and job exit among child protective service workers, Social Work Research as noted in Children's Services Practice Notes, North Carolina Division of Social Services, Jordan Institute for Families and School of Social Work at the University of North Carolina at Chapel Hill. June, 1999 (2003) United States General Accounting Office. Child Welfare: HHS Could Play a Greater Role in Helping Child Welfare Agencies Recruit and Retain Staff. (2006) United States General Accounting Office. Child Welfare: Improving Social Service Program, Training, and Technical Assistance Information Would Help Address Long-standing Service-Level and Workforce Challenges References TOC

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41 Guidelines for Use of this Presentation TexProtects, The Texas Association for the Protection of Children encourages you to reproduce and distribute these slides, which were developed for use in making public presentations. If you reproduce these slides, please give appropriate credit to TexProtects, The Texas Association for the Protection of Children. The data presented here may become outdated. For the most recent information or to sign up for our free eAlerts, visit www.texprotects.org. TexProtects, The Texas Association for the Protection of Children 2904 Floyd Street, Suite C2 Dallas, TX 75204 P 214-442-1672 | F 214-442-1673 | madeline@texprotects.org