Workforce Development Tools and Resources
A. Practice Profiles- Practice profiles attempt to define the linear and gradual progression of skill acquisition as practitioners and leaders integrate a particular practice into their work. The profiles identify emerging, acquiring and accomplished practice in each area of CPM.
B. Screening & Selection Tools
- Realistic Job Preview Letter - Supporting self-selection into the job [Word | PDF]
- Realistic Job Preview Video [MOV | YouTube]
- Employee Selection & Interview Protocol - Questions and role play [Word | PDF]
- A suggested series of questions
- A scenario of a typical day that can also be used as a written sample exercise
- A behavioral rehearsal (role play scenario) that can be used in the selection interview process
- An answer guide
- These questions and scenarios can be tailored or adapted to meet your county's needs.
C. Training & Coaching Tools
- Overview Training of the CPM for Staff
- Supervision/Coaching Forms - A form and framework for supervision meetings that support the CPM Practice Behaviors.
- Practice Behavior & Leadership Behavior One-Pagers - Include brief behavioral descriptions attending to:
- Supervisor One-Pagers - Describe steps supervisors can take to support staff in translating the Practice Behaviors to actual practice.
- Case Consultation
San Francisco County Incorporates the California Child Welfare Core Practice Model (CPM) in Workforce Development Activities
In January 2015, the City and County of San Francisco created a small task force to map out the core competencies for Protective Services Workers and Supervisors in the Family and Children’s Services Program (FCS) that reflect values, core components, and standards of practice outlined in the CPM. Extensive research was conducted including external literature reviews, internal interviews, benchmarking, and collaboration with FCS subject matter experts.
The identified competencies incorporate many of the Core Practice Model components including engagement, assessment, planning and service delivery, transition, engagement, advocacy, teaming, etc. Once the competencies were identified, the task force began to draft behavioral anchors utilizing Core Practice Model behaviors. These action-oriented behavioral anchors set specific expectations, define performance at various proficiency levels of each competency, and provide guidance to our workforce about what specific behaviors they are expected to practice to achieve incremental growth in each competency.
As part of the implementation of a competency-based approach, a new performance appraisal process has been developed. This process offers an objective evaluation of work behaviors based on specific performance anchors associated with competencies required in the job. It allows for the evaluation of proficiency levels based on the expected progression of skill development from a new employee to a highly accomplished employee. This approach encourages result-oriented, measurable goal setting and performance management that welcomes a partnership between a supervisor and an employee to develop an employee’s ability to deliver exceptional performance and meet organizational goals.
The program envisions expanding this work to their entire workforce so that every position has standardized performance expectations, career ladders, and access to professional training programs.
Overview of the process to link the practice model and employee competencies:
- Incorporating Core Practice Model into Competency Based Organization(PPTX file)
Anchors and Competencies:
- Performance Anchors Case-Carrying Supervisor Competency Clusters(DOCX file)
- Performance Anchors Non-Case-Carrying Supervisor Competency Clusters(DOCX file)
- Performance Anchors Case-Carrying PSW Competency Clusters(DOCX file)
- Performance Anchors Non-Case-Carrying PSW Competency Clusters(DOCX file)
Performance Appraisal Tool: