What problem does it solve? This program would address the high rate of turnover within the DCP+P local offices as well as decrease the time and money that is spent training newly hired staff, only to have them leave within a short time after completing the 1-year training process. AFSWs have in-depth and hands on experience working with children and families within the local offices and are keenly aware of the level of commitment required to be a successful caseworker. What is your solution and who does it apply to? This program would allow Assistant Family Service Workers to transition to Family Service Specialist Trainees within DCP+P without the typical application/job fest process. AFSWs that have been in the position for 2+ years, who possess (a minimum of) a bachelor’s degree and who have (at least) satisfactory ePARS may apply to participate in this pathway program. Successful applicants would be directly added to the matrix upon verification of their satisfactory completion of the criteria and made available to be hired by their local office for vacancies as the need arises. What is the anticipated impact? This program has the potential to reduce the amount of time that supervisors will need to be out of the office to attend Job Fests statewide in search of qualified candidates. This program would also minimize the amount of time that units are short-handed and cases are covered by workers with already full caseloads (leading to increased OT costs as well as an increased likelihood of burnout), as the hiring process would be shorter since AFSWs have already completed background checks and had their degrees verified by Human Resources. These AFSWs are already familiar with DCF and DCP+P structure, policies and procedures, and the office culture. Management, supervisors and peers are already familiar with these AFSW’s capabilities, work ethic and ability to work with children and families. This pathway program would help to reduce the turnover rates amongst FSS, which will in turn lower the department’s training costs overall.
I support this and would like to vote For!
I think it's a great idea to have a program to where AFSW's want to become a worker. It gives the AFSW the option to move up. I also think it is definitely cost affective to hire within and workers who already of knowledge of how the DCP&P system works
The impact of this program will provide the state immediate cost and time savings with regards to the search for qualified candidates to fill the void with in the ranks of the DCPP staff. DCF once had a career ladders program that provided an avenue for AFSW to transition from Assistants to Case managers through education and training. This pathway program would provide promotional opportunities for currently employed state workers to move to a position that would quickly benefit the department.
I feel that AFSW's have first hand experience. Don't just use the AFSW with the degree. You have a lot of AFSW's that have years experience with LIFE, and working on the job. Some AFSW's older than the case worker. So some of the seasoned AFSW's have and can add more VALUE within the division of how life is really lived and what is really manageable and maintainable for the families.
I agree this would be great opportunity for AFSWs who are looking to advance in their career. Many of the AFSWs have many years of experience with working in this division. I believe that many AFSWs will do great in a FSST position due to the experience we have with family and the community.
I believe this is an incredible idea for those AFSW's looking to move up. AFSW's have frequent contact with our children and families and know firsthand the importance of the work Case Managers do and know the in's and out's of DCPP. Anyone looking for a promotion from AFSW to FSST already has the knowledge and familiarity with the system to make an informed decision on the position.
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