Essay Grade

Running head: ADMINISTRATION OF CHILDREN AND FAMILY SERVICES
Administration of Children and Family Services
Monica Roberson
Walden University
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ADMINISTRATION OF CHILDREN AND FAMILY SERVICES
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Administration of Children and Family Services
The human resource management programs within various departments requires
significant attention based on the needs of the said organization. While some organizations only
require professional qualifications among the employees, others call for passion towards the
objectives therein. Under such circumstances, one could be required to go beyond what is
expected of him or her, for him to achieve the responsibilities in which he or she ought to be
involved within the company. The Administration of Children and Family Services is one such
organization in which the employees ought to have the necessary commitment towards providing
the necessary assistance to the vulnerable members of the society. If the necessary commitment
to the profession exists, it would be possible for the employees to adequately address the myriad
of issues experienced by children and women within the context of their families.
1. Common issues experienced by children in family environments
i. Cases involving abuse
ii. Neglect by parents
iii. Exposure to family violence
2. Issues affecting the youth
i. Drug use
ii. Delinquency related challenges
3. Role of the Administration of Children and Family Services
i. Assistance of families in child support enforcement
ii. Assistance in adoption services
iii. Involvement in welfare services involving children and the youth
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4. Employees in the department ought to be sympathetic enough to the sensitivity of
the issues experienced by the affected parties
Annotated Bibliography
Gillingham, P., Harnett, P., Healy, K., Lynch, D., & Tower, M. (2017). Decision making in child
and family welfare: The role of tools and practice frameworks. Children Australia, 42(1),
49-56.
According to this research, having elaborate tools and frameworks in decision-making is
essential for the development of policies involving children. Consequently, the research herein
provides a clear framework in the development of policies within the health sector. If one
understands the importance of policies to the department, it would be possible to implement
them with ease. The study will form the basis of the research as it ascertains the importance of
understanding human resource issues within ACF
Chaffin, M., Silovsky, J. F., Funderburk, B., Valle, L. A., Brestan, E. V., Balachova, T., … &
Bonner, B. L. (2004). Parent-child interaction therapy with physically abusive parents:
efficacy for reducing future abuse reports. Journal of consulting and clinical
psychology, 72(3), 500-510.
Professionals within ACF ought to understand that the issues experienced by the parents
therein are often a result of multiple factors. Understanding the significance of the factors in
influencing the child environment and exposure to abuse would be critical to helping the parents
implement the policies as appropriate. Therefore, professionals working with the parents and
families ought to have the necessary breadth of issues that together work to influence the
children’s welfare. Ultimately, the research will be instrumental in developing a foundation for
the research.
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Burns, B. J., Phillips, S. D., Wagner, H. R., Barth, R. P., Kolko, D. J., Campbell, Y., &
Landsverk, J. (2004). Mental health need and access to mental health services by youths
involved with child welfare: A national survey. Journal of the American Academy of
Child & Adolescent Psychiatry, 43(8), 960-970.
Although care and placement of children in appropriate households is the primary issue
that employees within the ACF ought to address, young people could experience challenges that
go beyond the children’s welfare. The research herein highlights the importance of mental health
assessment among young people in the process of managing their issues within the welfare
system. Consequently, it will inform the study on human resource in ACF by help understand the
necessity of breadth of understanding among employees within the department.
Cook, A., Spinazzola, J., Ford, J., Lanktree, C., Blaustein, M., Cloitre, M., … & Mallah, K.
(2017). Complex trauma in children and adolescents. Psychiatric Annals, 35(5), 390-398.
It is always easier for one to take the necessary action in addressing an issue as long as he
or she understands the complexity of the issues in question. In this case, Cook et al. (2017)
conducted a study on the different factors that influence child behavior due to issues that lead to
the intervention of child welfare programs. Consequently, the study adds to the importance of
understanding the issues faced by children within the welfare program, which necessitates
greater attention to children and youth within the system than is the case with children and youth
in the general society.
Widom, C. S., Czaja, S. J., & DuMont, K. A. (2015). Intergenerational transmission of child
abuse and neglect: Real or detection bias? Science, 347(6229), 1480-1485.
According Widom, Czaja and DuMont (2015), the challenges experienced by children
resulting from issues related to abuse are often a reflection of greater issues affecting their
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families. Consequently, employees within ACF should be able to relate to and work with adults
as much as they are able to work with children. Consequently, the hiring process should be keen
enough on such credentials to guarantee that they are capable enough of addressing both groups
for the same problem.
Curry, S. R., & Abrams, L. S. (2015). Housing and social support for youth aging out of foster
care: State of the research literature and directions for future inquiry. Child and
Adolescent Social Work Journal, 32(2), 143-153.
Curry and Abrams (2015) explored the issues affecting young people’s transition into
adulthood within the context of the foster care system. According to their research, children are
likely to experience significant challenges particularly in cases where they were not comfortable
enough within the care system. Therefore, the research forms an ideal source of insight by
presenting a clear view of the entire scope of issues experienced by children within the foster
care system. It guarantees that the professionals therein have the necessary knowledge of issues
they ought to look out for in the care delivery process.
Evans, E., Denning, G., & Jennissen, C. A. (2018). Child and family welfare social workers’
determination of when children’s access or potential access to firearms constitutes child
neglect. Pediatrics, 142(1).
In this case, the scholars expound on one of the issues that would be considered as child
neglect, but which families often consider as a norm. Access to firearms could be dangerous for
the child and families ought to understand the existence of such issues as constituting neglect for
them to be effective enough in ensuring an ideal environment for the children. Growth and
development.
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Clark, S. J., Smith, R. J., & Uota, K. (2013). Professional development opportunities as retention
incentives in child welfare. Children and Youth Services Review, 35(10), 1687-1697.
The study herein highlights the differences among employees within the child welfare
department. For instance, the study determines that promotions among the employees do not
necessarily increase the retention rates, but case-focused development increases the retention
rates. Consequently, the human resource department would make significant gains from
understanding such needs of the employees. Ultimately, it will be important to implement such
needs within the ACF setting.
Haight, W. L., Bidwell, L. N., Marshall, J. M., & Khatiwoda, P. (2014). Implementing the
Crossover Youth Practice Model in diverse contexts: Child welfare and juvenile justice
professionals’ experiences of multisystem collaborations. Children and Youth Services
Review, 39, 91-100.
According to this study, collaboration with different systems is one of the primary
challenges experienced by professionals dealing with the youth and children services.
Consequently, a program that seeks to improve their ability to relate appropriately whenever they
ought to deal with different agencies would improve their productivity. The study informs
appropriate practices for human resource departments in improving children welfare.
Lizano, E. L., & Barak, M. M. (2015). Job burnout and affective wellbeing: A longitudinal study
of burnout and job satisfaction among public child welfare workers. Children and Youth
Services Review, 55, 18-28.
Having a clear definition of the extent to which employees within the welfare department
should handle cases is essential in the prevention of burnout. Consequently, the research herein
highlights the relationship between burnout and the quality of services by the employees therein.
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The information derived from this research will help define the most appropriate practices
leading to effectiveness in the management of employees within ACF.
The Administration for Children & Families is a resource service categorized under The
Department of Health and Human Services. HHS is held accountable for federal programs,
which encourage the financial and social well being of children, families, communities, and
individuals. ACF programs aim at achieving the following:
Families and individuals authorized to intensify their own financial self sufficiency and
productivity. Strong, fit, helpful communities that have a optimistic influence on the quality of
life and the growth of children. Relationships with top of the line service providers, localities,
states and tribal communities, to recognize and enforce resolutions that exceed traditional
boundaries for programs. A committed mindset to work amongst individuals with developmental
disabilities, migrants, refugees to direct their abilities and strengths while accommodating their
every need.
(OMR) which is the acronym for the Office of Management Resources counsels the
Deputy Assistant Secretary for Administration on material resource management, human
resource management, and employee development activities. OMR gives direction and
supervision to human resource services provided to ACF through a contract. OMR provides
supervision and direction of several of the following personnel administrative services: position
classification, performance management evaluations, appointing authority, merit promotions,
personnel action processing and record keeping.
The Office of Management Resources stands as a mediator between ACF, the Department and
the Office of Personnel Management. They provide advice that is technical for regulations, laws,
and personnel policies. ACF policies, procedures for recruitment, hiring, pay, position
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establishment, incentives, and performance management are all implemented by OMR. ACF has
four strategic goals which has 130 performance measures that they are organized under.
Strategic Goal 1- Enhance financial self-sufficiency and production for families. This
goal’s focal point is on escalating employment, self-sufficient living, and responsibilities of
parents. Some of the programs that support this goal are Immigrant and Applicant Assistance,
Provisional Assistance for Needy Families, Child Care, Family Violence Protection, and Child
Support Enforcement. These programs under ACF goal supports HHS Strategic Objective 3.1:
Support the financial independence and communal well being of individuals and families across
the lifespan, HHS Objective 3.3: Promote the growth of physically powerful, strong and
supportive communities; and Strategic Objective 3.4: Address the needs, strong points and
capabilities of weak populations.
Strategic Goal 2- Improve healthy growth, protection and happiness of children and
youth. Society’s future depends on how good the Nation defends and fosters its children. Some
of the program services that contribute to the cognitive and social development are Child Care,
Head Start, Homeless Youth Programs, Healthy Marriage and Responsible Fatherhood,
Mentoring Children of Prisoners, and Abstinence Education. HHS Strategic Objective 3.2:
Protect the security and nurture the good of children and youth; and HHS Strategic Objective
3.4: Address the needs, strong points and capabilities of weak populations.
Strategic Goal 3- Increase the health and success of community tribes. Neighborhoods
that execute strength and positive actions are very healthy communities for children and families.
ACF accomplishes this goal by expanding the health and success of communities and ethnic
groups by strengthening local neighborhood connections, improving participation, and working
with ethnic groups and Native American Communities to develop competence and
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communications for social and financial progress. The programs that support this goal includes
Low Income Home Energy Assistance, Native Americans and Developmental Disabilities
program and Family Violence Protection. ACF goal supports HHS Strategic Objective 3.1:
Support the financial independence and communal well being of individuals and families across
the lifespan; Strategic Objective 3.3: Promote the growth of physically powerful, strong and
supportive communities; and Strategic; and Strategic Objective 3.4: Address the needs, strong
points and capabilities of weak populations.
Strategic Goal 4- Manage resources to improve performance. ACF’s commitment is to
be customer focused, and citizen centered organization which provides services to the weakest
population. They are held accountable for managing a variety of optional and obligatory
programs. It is very important for the organization to manage resources to develop performance,
give quality, inexpensive, and well-organized services as well as meet and exceed customers’
expectations, needs and use high quality technology to improve database systems and
management. These objectives are in place to support this goal: HHS Strategic Objective 2.4:
Prepare for and respond to natural and manmade disasters; Strategic Objective 3.1: Support the
financial independence and communal well being of individuals and families across the lifespan;
Protect the security and nurture the good of children and youth; Strategic Objective 3.3: Promote
the growth of physically powerful, strong and supportive communities; and Strategic; and
Strategic Objective 3.4: Address the needs, strong points and capabilities of weak populations.
Some of the legal and ethical codes that are applicable to Administration for Children &
Families are as follows:
205.37 Responsibilities of the Administration for Children & Families
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(a) ACF is not allowed to approve the original and yearly updated advance automatic data
dispensation preparation file unless the document, when applied, will carry out the requirements
of the law and the objectives of title IV-A(AFDC) Automated Application Processing and
Information Retrieval Guide.
(b) ACF shall provide practical assistance to states as is considered essential to assist states to
arrange, devise, build up, or set up and provide for the security of the management information
systems.
(c) If ACF is brought aware that statewide management information system referred to in 205.38
fails to obey considerably with criteria, requirements, and other activities set by the approved
advance automatic data processing planning document, approval of such document shall be
suspended.
The two recruitment methods I would use in this organization would be internal
recruiting and external candidates through Career Services at colleges and universities. I would
use the internal method of recruiting because it gives a better idea of the candidate we are
selecting, and we can always request valuable recommendations from previous departments for
the individual. Internal recruiting can eliminate some of the cost of recruiting externally but not
all because with internal employees they may request a raise of pay to complete more task or to
accept a higher paying position. I would choose to recruit through Career Services at colleges
and universities because these students have spent valuable amounts of times with these students
and can better identify their abilities, characteristics, skills, education, and personalities. The
Career Service workers can also conduct a pre-screening, and mock interview to see if the
candidates qualify to apply for a specific job posting.
Interview Questions
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1. What type of work environment are you accustomed to, and if things are not going as
well as you like them in your environment, how would you address the issue?
This question will give a clear idea of what the candidate is used to happening in former
employment, and how well she will adapt to change.
2. Give me a brief background about yourself and identify your future aspirations and
goals?
This question gives you an introduction, a little more in depth details about what they previously
have done, and what are their future plans.
3. What attracted you to this position and why the Administration for Family & Children?
This question will help me understand why would he/she want to take on a position as a Program
Assistant and what were the reasons for applying at this particularly organization.
4. What responsibilities and roles do you think this position entails?
This question will give me an idea of whether or not they know the meaning of a Program
Assistant and what the duties are?
5. Why do you feel you would be the best candidate for the position, and how would you
own the position?
This question will give me an idea of how well the candidate can represent their values and
worth for the position, and how they will come through the door and take full responsibility for
the position and what it entails.
6. Describe a situation from a past job when you got frustrated at the way a situation was
being handled, and then tell me how you reacted to it and what measures did you take to
fix the problem?
This question will give me and idea of how well he/she will handle issues that arise and the
maturity level when settling the issue.
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7. What do you know about the Administration for Families & Children which is apart of
The U.S. Department of Health and Human Services?
This will show if they did research on the company, and if they truly have an interest for what the
organization’s mission and goals are.
8. What are some words that former co-workers or managers would describe you with?
This will give insight how others feel about the candidate.
9. If you do not get this position what are your next steps at achieving your future goals as
a Program Assistant?
This question will show how ambitious the candidate is about achieving goals.
10. What questions would you like to ask me?
This question opens the floor to the candidate to see if they have any feedback and concerns that
they would like answered.
Under HHS compensation and benefits plan employees receive health insurance, life
insurance, retirement, annual leave, sick leave, holidays, employee assistance programs,
alternative work schedules, and telework/telecommuting. Federal employees receive group life
insurance which is basic life insurance that does not build interest. Some of the employee
assistance services are as follows: All Federal agencies provide Employee Assistance Programs
(EAP) for employees. Basic services are no cost, intended, temporary counseling and referral for
variety of problems affecting an employee’s emotional and mental well-being, such as alcoholic
beverages and other drugs, stress, grief, family issues, and psychological disorders. EAP
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counselors also consult with managers and supervisors to mediate employee and organizational
obstacles and needs.
Flexible Spending Accounts is a benefit offered by most employers which allows you to
put aside money for other expenses before taxes are taken out of your pay. OPM sponsors. Most
Federal employees can choose to enroll in one or both Flexible Spending Accounts. The two
types of spending accounts that are available are dependent care and health care and you may
elect up to $5000 a year.
The Federal Government encourages and supports health education and disease
prevention activities for its employees. The worksite is very convenient and safe to obtain
information on these types of issues. In the Federal Government, the programs in reference are
accepted, enforced and is known to boost workforce effectiveness. Next, is Healthfeds which the
program office for promoting health. HealthierFeds emphasizes on educating employees on
living a healthier life; moreover, HealthierFeds provides information on a variety of health issues
including nutrition, obesity, physical activity, and tobacco cessation.
In conclusion, the Administration for Families & Children is an organization that has
been established for many years through the Department of Health and Human Services.
Through the many years they have faced different obstacles under each concept discussed in the
paper. There has been many changes to policies, laws and regulations that keeps the organization
operating and providing quality service to citizens and individuals who are less fortunate to do so
on their own. Without this type of program for many to rely on to help boost their self esteem or
to provide for their kids, many more would be homeless and never taking the initiative to stand
on their own two feet. These are mere temporary services encouraging them to build from
scratch thus obtaining the confidence needed to seek better opportunities for themselves.
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References
Burns, B. J., Phillips, S. D., Wagner, H. R., Barth, R. P., Kolko, D. J., Campbell, Y., &
Landsverk, J. (2004). Mental health need and access to mental health services by youths
involved with child welfare: A national survey. Journal of the American Academy of Child &
Adolescent Psychiatry, 43(8), 960-970.
Chaffin, M., Silovsky, J. F., Funderburk, B., Valle, L. A., Brestan, E. V., Balachova, T., … &
Bonner, B. L. (2004). Parent-child interaction therapy with physically abusive parents:
efficacy for reducing future abuse reports. Journal of consulting and clinical
psychology, 72(3), 500-510.
Cook, A., Spinazzola, J., Ford, J., Lanktree, C., Blaustein, M., Cloitre, M., … & Mallah, K.
(2017). Complex trauma in children and adolescents. Psychiatric Annals, 35(5), 390-398.
Curry, S. R., & Abrams, L. S. (2015). Housing and social support for youth aging out of foster
care: State of the research literature and directions for future inquiry. Child and
Adolescent Social Work Journal, 32(2), 143-153.
Clark, S. J., Smith, R. J., & Uota, K. (2013). Professional development opportunities as retention
incentives in child welfare. Children and Youth Services Review, 35(10), 1687-1697.
Evans, E., Denning, G., & Jennissen, C. A. (2018). Child and family welfare social workers’
determination of when children’s access or potential access to firearms constitutes child
neglect. Pediatrics, 142(1).
Haight, W. L., Bidwell, L. N., Marshall, J. M., & Khatiwoda, P. (2014). Implementing the
Crossover Youth Practice Model in diverse contexts: Child welfare and juvenile justice
ADMINISTRATION OF CHILDREN AND FAMILY SERVICES
15
professionals’ experiences of multisystem collaborations. Children and Youth Services
Review, 39, 91-100.
Gillingham, P., Harnett, P., Healy, K., Lynch, D., & Tower, M. (2017). Decision making in child
and family welfare: The role of tools and practice frameworks. Children Australia, 42(1),
49-56.
Lizano, E. L., & Barak, M. M. (2015). Job burnout and affective wellbeing: A longitudinal study
of burnout and job satisfaction among public child welfare workers. Children and Youth
Services Review, 55, 18-28.
Widom, C. S., Czaja, S. J., & DuMont, K. A. (2015). Intergenerational transmission of child
abuse and neglect: Real or detection bias? Science, 347(6229), 1480-1485.
The U.S. Department of Health and Human Services Administration for Children & Families:
ACF Mission. www.acf.org
Human Resources Management for Public and Nonprofit Organizations Chapter 7, “Recruitment
and Selection in the Public and Nonprofit Sectors by Joan E. Pynes
Responsibilities of the Administration for Children & Families: Code of Federal Regulations:
Title 45: Public Welfare. http://cfr.vlex.com
10 Interview Questions: by Monica Jones 30, Jan. 2011.
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