Legal parameters for CPS
Child protection services are enshrined in article 58 of the child protection provision services. Redden et al. (2020) explain that the agency was established under the constitution to ensure laws and policies that punish child abusers and safeguard the well-being of children. CPS must identify child abuse and suffering, alleviate these children’s unwanted condition, and resettle them in foster homes where they are cared for, loved, and provided for while under the government’s watch. Child abuse and a crime against a child are prosecutable, and CPS pushes such cases toward the legal justice system. Additionally, any child in the system is entitled to alternative care until they are eighteen.
The agency’s role is to assist its workers in securing emergency orders to protect or remedy children, especially those at risk of assault, disease, or life-threatening conditions. The agency also monitors children’s progress in foster care, including their jobs, academic performance, sports, and adjustment to the new home. Redden et al. (2020) add that the CPS body is legislated to put children n in temporary or permanent placement. It has several shelters and fosters homes where children go before their case is heard in court or placed in a foster home. When CPS workers notice problems that need the agency’s intervention, they present their case in written or spoken form depending on the time they have or the risk the child is facing. Some children in foster care disagree with their parents and need to be emancipated from their parents until they reconcile, and if not, stay in the shelter and go to school.
The CPS agency can authorize a travel ban or suspension for a child in danger or those with upcoming court dates. The CPS agency has to assist in assessing parents who want to regain custody of their children or minors under their care. The agency sends workers to determine the condition of the house and minor before the child returns. There are mandatory counseling sessions for some parents who receive their children back, and the agency should monitor those to ensure compliance. Under Article 58, there are cases where no waiting period is necessary due to the imminent danger or the child’s condition; thus, the agency must provide resources to its workers to obtain such court orders. In other scenarios, CPS workers have to make an injunction on a minor’s behavior and suspend parental authority until a case is determined and a verdict is given if a child should be emancipated from the parents or if they are safe to go back to their homes. Violating a court order to protect a child is a crime punishable by laws, and the emergency protection order has no time limit; thus, until the court lifts that decision, the child must be in the care of the CPS agency.
The CPS agency should have an advisory body consisting of child affairs experts. It can identify problems affecting children and their families and evaluate these considerations holistically before taking action. CPS mustn’t become a body to punish a parent for trivial misunderstandings or acceptable customary practices in the name of taking care of a child. As a result, the advisory body and CPS workers must be aware of the traditional values and practices of the communities around them and the legal definitions of child abuse to ensure that any action they take has a legal l backup. In that way, the CPS body avoids conflict with society.
Complexity of CPS
CPS workers face complex situations from the parents and society when handling children matters. The children placed on child protective services are in the state’s custody and usually are victims of neglect, abuse, maltreatment, or the parent can no longer provide for the child’s needs. The CPS services aim to possess and place these children in the home and child home where they are loved, cared for, and have basic needs. The passion and mission of CPS are to protect the children and their workers by making it possible for all children to receive the care and love they deserve.
Fong (2020) explains that a CPS employee’s work is complicated, and adequate leadership and policies are necessary to make their effort in ongoing cases efficient. The agency leadership is responsible for motivating workers to conduct their duties, evaluate, certify, and monitor the foster care and well-being of the children until they are of age and independent adults. The CPS body helps address complex areas of the law, such as cases with the parent or relative. The CPS independently evaluates children’s situations and monitors their progress until they are eighteen. The agency allows creativity in fostering the care and well-being of children, including working on feasible solutions to assist the parents in staying in touch with their children where possible. The aim is to help the child get better care and not take punitive measures to separate them from their parents, which is avoidable. As a result, sometimes, children are placed in CPS temporarily while the parent is in a hospital, in a rehabilitation center, or in other places where there is no one to take care of the child.
Fong (2020) explains that a CPS employee’s work is necessary, but not everyone approves of the state’s taking children. Some parents may find it unfair that their children are being handled by CPS even though they cannot provide and care for them. Forrester et al. (2020) state that, on the contrary, CPS does not accept children from parents because of social and economic factors such as poverty or disease but is based on the parent’s ability to provide for that child. Some parents live in poor conditions but are excellent parents who love and care for their children; thus, the state will not have business taking such children away.
Problems that CPS Workers Encounter
Redden et al. (2020) assert that its function is vital to society and has set professional work standards and setting. The work is complex, challenging, and sometimes uncertain; thus, local government’s public scrutiny and budgetary constraints should end in some states. Forrester et al. (2020) argue that the inefficiency of some branches of CPS post low performance due to this dismissal and constraints by leaders employed by the very society that CPS is serving. Motivating CPS workers begins when there is enough money for adequate training of its officer and enough resources to do their duties. It is a demanding emotional job, and sometimes, clients, especially teenagers, can be very uncooperating, yet, the agency endeavor to protect all children, regardless of their behavior.
In times of conflicting interest, concerned agencies, parties, and the court must give a fair assessment of the case and avoid policies or measures that do not protect the child in the first instance. Park and Pierce (2020) argue that workers sometimes face scenarios where their intervention is ignored by the court or the concerned parties, only to come across the cases of the same child, only that this time, it is way worse compared to previously if they had been heard and action taken by the court or CPS leaders. Brown et al. (2019) thus assert in cases with conflicting legislative mandates or agencies with high caseloads. It is vital to ensure adequate support and resources at disposal to ensure each patient is given the amount of time and investigation it deserves.
Leaders need to review the low pay of most CPS workers and compensate them enough for the field work and investment into research in the local communities they serve. It is also essential that CPS engages with other agencies and institutions in community work to identify a condition that increases causes of neglect or child abuse and deal with them from a community approach. Thus CPS has to forward such cases to concerned organizations or offices for other holistic solutions. These contextual factors contribute to the number and condition of children in foster care. Forrester et al. (2020) explain that CPS workers take children into custody engaging in drug abuse, petty crime, or other unwanted behavior. Putting them into the system is not enough.
Park and Pierce (2020) explain that the CPS agency has an increasing number of workers who are dropping out due to the hardship of the jobs. When CPS’s law or leadership structure fails to protect these workers, disseminating their duties becomes impossible. It is essential to rely on the legal parameter and strong leadership to shield the CPS workers from humiliation, ridicule, and dismissal of their services by society. Motivating these workers requires hard work and commitment to providing better care to the children. Brown et al. (2019) argue that it is very discouraging when the system is nonfunctional or corrupt or when one worker puts in an effort. Another section does not, as this puts the children the agency aimed to protect in danger. One example is when a CPS worker intervenes in a child abuse case and places them in temporary child care as they receive treatment and medication. After they heal and are ready, they are supposed to be placed in foster care. However, suppose the vetting officer do not thoroughly do their jobs and place these children in foster homes with abusers, child molesters, or where they are exposed to child labor. In that case, it beats the very purpose the agency was trying to solve. Park and Pierce (2020) add that such laxity in CPS’s section discourages workers and leads to quitting. Brown et al. (2019) analysis of several child psychologists states that handling children requires tender hearts, a person with the child’s interest at heart, and a concerned human being. Thus, when a worker finds a child they lifted from their home or parents suffering again, it demotivates them and often sends them into emotional turmoil that may lead to some quilting.
Griffiths et al. (2020) explain that some workers quit because of poor supervision and management of issues. A social worker brings a problem to the agency’s attention, and it takes too long to process the child or look into the matter. By the time they do, the child’s condition has deteriorated, or the abusers or parents have moved to a new place. Park and Pierce (2020) explain that sometimes, people, once they know they are being investigated, especially parents or guardians, take drastic measures to hide the bad stuff affecting them; thus, by the time social services intervene, all the evidence is gone, and probably so do the children.
The job of a CPS employee is difficult and emotionally draining. These employees need counseling and checkup from time to time to ensure they are not overwhelmed by the situations. The conditions of some of the children they visit and put in childcare are devastating and can cause frustration to a person. The dilapidated houses, lack of food, beatings, and denial of the basic need of children are emotionally and mentally draining; thus, after facing such ordeals, CPS workers need professional counseling and care to ensure their emotional well-being. Feely et al. (2020) explain that CPS workers sometimes bear the responsibility of a parent to the child until they are placed in a new home. The emotional connection and disconnection can also be draining to some workers and, consequently, make them quit. Forrester et al. (2020) explain that the stressful nature of CPS jobs can lead to stress, affecting people’s sleep patterns.
Additionally, stress and overthinking can trigger heart and unhealthy eating habits, which people take up as a coping mechanism during stressful times. Exposure to some conditions, such as mine and labor camps or some factories where these social workers go to pick up children, can expose them to harmful chemical and agents affecting their health. Vial et al. (2020) explain that some CPS workers have poor immune systems due to stress, medication consumption over a long time, and poor eating habits, making them more susceptible to sickness.
Vial et al. (2020) assert the necessity of people and social skill training for CPS workers. This job is complex, exposing them to cooperative and difficult situations. The agency must teach their workers about being assertive, engaging with the community around these children, and gathering research information, which is vital when making a case for intervention. The social worker is a bearer of heavy responsibility and maneuvering challenging situations and must have skills, training, and support to do their jobs and complete what they begin. Feely et al. (2020) state that CPS workers aim to see through and investigate until they ensure someone is taking care of a child. Others take additional steps to ensure the child is content and safe. That surety that the state will do everything in its power to protect that child gives the CPS workers closure and will move on to the next case. Park and Pierce (2020) argue that CPS workers tend to perceive themselves based on the image and work they have accomplished at the agency. Often, these workers feel that unsuccessful cases were so because of something they did or did not do. When people begin to blame themselves for their inability to deliver, especially when there was nothing else they could have done, it often hinders their work progress. It makes it hard to become better CPS workers as they serve in the agency.
Proactive Leadership
Proactive leaders strategize scheduling a meeting with employees to know their welfare and the progress of the cases through regular updates. Fong (2020) explains that these opportunities offer the workers a chance to discuss an issue that impacts their field jobs. Discussion with the workers is a more accessible and efficient way of finding out about a problem and providing solutions at early stages to avoid escalating the situation. There is the essential requirement of reports that the agency specialist should investigate and inform the public about requirements. The hotline to use is the responsibility of the agency. Creativity is needed to ensure collective reasonability in caring for children. CPS workers can benefit from a society’s effective contribution and increased productivity. New employees must train and support themselves to develop careers based on a positive work environment. That way, they know where to seek support, guidance, or mentorship in challenging cases.
A CPS worker is a front-line person in the welfare of children. In maltreatment, abuse, or neglect cases, these people place the child’s safety first, even when no one else in society is concerned. CPS workers go to dangerous environments and horrible conditions where the children live and actively engage with these children and their caregivers or neighbors to understand the child’s situation. Ultimately, the CPS workers must find out the truth about a situation and get evidence that the court can use. Surprisingly, even in the problematic nature of their work, these employees face avoidable problems at their workplaces and with their leaders. The additional challenges are the leading cause of high turnover, according to Fong (2020). Over 30% of CPS workers leave their jobs every year, making it hard to have people with experience if nothing is done about this situation at the agency. Fong (2019) cites poor working conditions, health matters, and lack of potential and personal problems among these employees as the cause of the high turnover. In some cases, a poor outcome coupled with low salaries discourages the workers from progressing.
Lack of structures to ensure continuous growth and promotion of the workers discourages their efforts, even those who aim to help the children as best as possible. When an institution’s administration is unconducive, workers adopt coping mechanisms such as poor standards of jobs, poor delivery, absenteeism, and lack of zeal to engage with the local community. The workers in such a scenario produce the bare minimum outcome. The work of a supervisor at the CPS agency is crucial in understanding workers and developing better communication channels and ways to support and bolster their efforts. There is a need to diversify roles to avoid burnout and monotony in responsibilities, hindering the organization’s personal career growth.
Role of CPS management to workers and children
Children protection service agency is solely responsible for protecting, placing, intervening, and ensuring care for all the children in their system. The agency has to monitor every child in foster care and confirm the registration of all the foster homes and foster parents. The agency also assesses the condition of every foster home to ensure that it can cater to the children in its care. CPS monitors every home and does routine checkups of the homes at least once a year. However, Feely et al. (2020) argue that some of these foster homes go without thorough monitoring, exposing children to inhumane living conditions and conditions. Paais and Pattiruhu (2020) add that some people that operate foster homes have no interest in the children’s welfare but in the benefits that a state offers them to ensure the well-being of the children. The agency investigates and roots out such foster parents through their assessments and routine checks. Thus when some of the workers do not do their jobs well, the children in their care suffer at their hands.
The leadership of CPS is pivotal in coordinating services and relaying information between foster parents, homes, and the state for the remission of funds to the houses. Proactive leaders take action to improve the work and societal environment that risk hardening the capability of the worker to do their job. The CPS agency has to monitor and improve the work environment, identifying risks and potential problems and finding an amicable solution that reduces the impact of CPS workers’ roles. For example, some areas are hostile, and the provision of law enforcement officers is necessary when taking some of these children. The management’s job is to identify such places and ensure their workers have all the support they need. CPS’s management body must also provide a corporate setting and communication to encourage collaboration between state agencies and workers. Forslund et al. (2022) explain that people have different strengths; thus, the management should identify such personality differences and strengths and assign the workers duties based on their abilities and expertise. The administration also has a supervisory role of ensuring every worker is in good condition and doing their jobs diligently. CPS’s management organ also provides good relationships with society to ensure they are reachable and deliver efficient services to the community. In doing so, the leaders should be authoritative and ensure cohesion between their workers and the local communities for work efficiency.
According to the Forslund et al. (2022) study, 13% of CPS leaders cause laxity, poor communication, and coordination with other agencies. For example, 15% of the cases where the community reported children were not investigated, while in some offices, there is the problem of corruption and the loss of papers. In other cases, the reports get lost, making monitoring children difficult. Paais and Pattiruhu (2020) argue that in cases of internal laxity and loss, it is possible to assume that corruption happened or the officers in the leadership position hindered the child protection services. In other cases, workers argue that their bosses have a communication problem and will not pass information to them in time, delaying the process and justice for these children. It is essential to institute collegial and collaborative measures in the workplace. Having a clear hierarchy and division of duties helps solve the overlap of responsibilities challenge and enables effortless flow. Forslund et al. (2022) argue that the primary responsibility of CPS management is to organize people skills and ensure financial and tactical support to its workers. The management hierarchy should also be capable of self-evaluation and rectifying areas where the leadership organization is the cause of the agency problem. There should be measures to ensure checks and balances in the management system for efficient supervision and management of CPS. Griffiths et al. (2020) advise benchmarking with high-performing branches of CPS since it is a state-wide agency that aligns duties and responsibilities and the mechanism that enhances high performance. Through interaction with society, the agency will understand societal expectations and align its workforce to ensure it serves all the children that need childcare services and ensure work ethics at all times.
Theoretical Framework
According to Belsky’s theory on child protection, there are three aspects that CPS must consider to ascertain whether a child is in danger. There is a developmental model that CPS workers must determine, such as the ecological surrounding of the child, which puts that child at physical risk. There is also the developmental domain of CPS work, where workers assess a child’s developmental milestones and can use this criterion to consider a child at risk or danger. Parents who are not taking care of their children’s cognitive, psychological, and mental well-being risk their children being taken by CPS.
In most cases of CPS, a cumulative risk is caused by several factors that make the workers place a child in CPS care. Griffiths et al. (2020) state that the family is the best primary home for a child. Unless the conditions of that home do not favor the child, changes should be made through legal action, but not necessarily lift the child from their familiar environment. However, suppose there is maltreatment, stress, disruptive behavior, and parental inability to care for a child. In that case, that child should be removed from that environment, which is CPS’s work. There are instances when a child lacks moral support or is aim a harmful neighborhood. These cases can be reported, but community members or the workers observe them, or the child asks for help. Since CPS has a broad conceptual model, the neighborhood, parents, and developmental milestones must indicate danger or risk to the child for action.
Facing traumatic situations daily in the field is not easy for CPS workers. The Belsky model argues that exposure to toxic environments, chaotic families, and sick, abused, or hungry children can cause cumulative depression. Phoenix et al. (2020) explain that psychological assessment indicates a higher stress level when someone encounters child abuse than an adult. Seeing defenseless children suffering and being exposed to risk is a lot for some CPS workers. The age and condition of some children are so dire that it takes time to recover from the effect some cases have on people. Sometimes, the parents want to help, but their present or past cannot allow them to provide and care for the child. For example, some parents give up their children to CPS because they are incarcerated but would have loved to raise their children. Others went through trauma such as assault, and even though they wished to maybe parents, they could not care for that child. Such a situation can be depressing to workers, and there is a lot that the CPS leadership should do to improve these workers’ mental and psychological conditions to ensure they are ready to face the next challenge every day. Fong (2020) asserts that training and sending CPS workers to the field is insufficient, especially for newly hired employees.
Phoenix et al. (2020) argue that for effective CPS, one should focus on the leadership and maintenance strategies for an efficient workforce. The CPS agency administration considers judicial officers, team leaders, and administrators. These people are critical in inspiring, motivating, and implementing successful programs to improve the welfare of children in a state. Without good leadership, an agency is likely to help fewer children and cannot make reforms that workers can successfully implement. Phoenix et al. (2020) argue that effective CPS leadership must be flexible, transformative, and change-oriented. When the leadership is change-oriented, it automatically motivates the workers because change is based on the ability to identify and solve problems that impact the workforce. Leaders must be competent in social skills and leadership programs within the agency and in justice systems.
The CPS leadership curricula are founded on evidence-based management where development, improvements, and training are available for employees and leaders. The supervisors must exhibit the ability to initiate organizational transformation and support for the community and other institutions. Swedo et al. (2020) state that collaborative efforts are critical in improving child protection outcomes and relationships with the local community and families. There is a lot of training that one must attain, as well as certificates, to qualify for management positions. There is continuing education course for better leadership that people in management positions at CPS should attend. Some of the training pertains to judicial administration, where supervisors undergo a twelve-month training to mentor their ability and skill in child welfare as they aim for hands-on experience and face new challenges and opportunities to apply their skills in the field. There are also mentorship opportunities for employees and people in management positions; thus, one has no excuse for not being able to use their job position to improve the agency.
Research Methodology
Research Design
This study employs a mixed research design—the qualitative approach in investigating the salient matters in the CPS. The researcher wants to explore the main issue of CPS’s leadership in supporting, organizing, and collaborative efforts to ensure efficient services. The quantitative approach will investigate how and describe the causal effect relationship among variables. Fong (2019) argues that people are the most significant sources of information regarding the efficiency of a place’s leadership. In this study, the research does not aim to draw a conclusion but to investigate and understand the underlying issues that hinder CPS workers from doing their jobs. Swedo et al. (2020) explain that a descriptive approach is the best when a researcher wants to clarify extensive volumes of data or information and do away with uncertainties. Fong (2019) explains that in a descriptive design, the goal is to define the phenomenon and describe its characteristics. The researcher in this study is more interested in what happens at CPS agencies, how, and why. It is vital in this study that the researcher understand the different perspectives of the leaders and the CPS workers to ensure the data forms a hybrid of the best methods to ensure everyone can comfortably do their jobs and increase the productivity of the CPS workers. They are the ones that interact with those leaders and thus can provide the best information on what the administration is good at and what they want to improve for better services. For this reason, the researcher decided to employ qualitative methods to collect data for this study.
Locale of Study
The researcher will conduct this study in CPS Agencies in Arizona, US. The researcher chooses this location due to their experiences as a CPS workers in this state. This exposure and experience make the researcher uniquely familiar with the agencies and the organization of CPS within this ate. It also makes it easy for them to research since the location is convenient and within the areas of the research institution. Additionally, as a CPS worker, the researcher is familiar with areas of challenges within Arizona and applies knowledge and experience in creating research instruments that can get all the information necessary. The familiarity with the location of the CPS offices makes it convenient to visit all the places which can provide data about the problems the researcher is investigating.
Target Population
The research aims to collect data from various agencies’ management and CPS workers to understand the challenges and exciting parts of their jobs. The study aims to investigate how better the control of CPS can do to make the workers’ jobs more effortless and more manageable. Phoenix et al. (2020) assert that the leadership style and mechanism are vital components of a successful agency; thus, the research will also interact with the leaders of child protection services to evaluate the mechanism that makes their organization successful and for those with poor performance, to assess the challenges that hinder them from doing their duty efficiently.
Sampling Technique and Sample Size
The sample size will be two thousand people. The researcher uses systematic random sampling to select the CPS offices within Arizona to visit. The researcher then randomly selects from the CPS databases one thousand eight hundred employees and two hundred people in the management position with whom the researcher will interact to collect vital information for this research
Research Instrument
The researcher will design an interview guide to engage with one hundred selected employees and two hundred participants with various CPS agency management roles. The researcher will prepare a semi-closed questionnaire where applicants will give vital information such as their years of experience at the CPS agency. However, there will be no data that can identify the respondents. The researcher will put such data in various categories, even where years of experience are needed. The researcher will also observe the operation at various CPS agencies for two weeks and review vital data that determine the nature of functions, such as efficiency and timeliness, as well as successful cases and the number of children in CPS systems in that state. The researcher will present the research instruments to peers and supervisors to ensure clarity and avoid biases and ambiguity. The peer review of the instruments will also ensure they cover all the areas necessary to answer the research question sufficiently.
Data Collection Techniques
The research aims to collect data using three research instruments: questionnaires, observation, and interviews. The study will spend at least half a week per month in various CPS offices observing the flow of work and taking notes or recording the processes. The researcher is interested in the flow of activities and the agency’s efficiency in disseminating its duties. This observation will focus on the interpersonal relations between employees and their leaders. The researcher will also email the respondents semi-closed questionnaires and give them one week to answer and mail them back. The respondents’ allowance of once a week is because their work is mainly field work and they move a lot; hence, giving them ample time to reply and return the questionnaires is vital.
The research also selected one hundred employees and two hundred leaders at CPS at home. Phoenix et al. (2020) note that a number above two hundred is a lot for an interview; thus, to reduce the workload, the researcher will train twenty research assistants to help conduct the interview. The aim of using research assistants is to increase efficiency and allow people who may feel comfortable talking to one person to choose whom to go to during data collection. The research assistant will be trained on the nature of questions and have possible follow-up questions without leading the respondents through honest opinions. The researcher will take at least fifty interviews with the leaders and twenty with the workers to gain in-depth concepts. The research assistants will also help in coding and data analysis and will be paid for by the research and take care of their transport and accommodation needs.
Data Analysis
The researcher will analyze the data using NVivo. The analysis will be thematic, where the researcher will use graphic presentation for more accessible analysis. Since the data will be descriptive, the research will rely on document analysis more to verify the issues raised during an interview and in the questionnaire. Maguire-Jack et al. (2020) explain that descriptive data may reflect a level of bias because of a lack of statistical data to back up the results. However, Fong (2019) argues that the record the researcher will obtain for the CPS offices will cover this limitation of verification to ensure that this study presents the actual picture on the ground and that the results reflect the large image of what is happening at the child protection service agencies. Additionally, the descriptive and the document that the researcher analyzed will help establish the cause and effect relations in matters of the workers, the job, and management. The researcher is aware that in a descriptive study, some responses may not be entirely truthful; thus, in areas where they are contrasting, the research will use the existing records to verify facts and explain possible bias, discrepancies, and issues for further investigation.
Ethical Considerations
The research will seek the consent of all participants, and they will sign a consent form before partaking in the study. Participation is voluntary, and the researcher will only give a small token of appreciation for their partition.The researcher follows Maguire-Jack et al. (2020) in respecting the dignity of the participants; thus, anyone will be free to walk out during the research without repercussions. However, to avoid insensitive issues, the researcher has phrased all questions sensitively to avoid intimidating or disrespecting the participants. There is the use of standard language throughout the research instrument. The participants’ privacy will be kept during data collection and analysis, and when mentioning a particular case, the researcher will code the respondent’s identity. Maguire-Jack et al. (2020) advise the researcher to value participants’ contribution through proper selection and analysis of data.
References
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