WHO IS ACCREDITED?

Private Organization Accreditation

One Hope United offers a range of services aimed at our mission of "Protecting children and strengthening families" including early childhood education, early intervention and prevention, family preservation, foster care, residential, and adoption.
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VOLUNTEER TESTIMONIAL

Harry Hunter, MSW, MBA, Ph.D.

Volunteer Roles: Peer Reviewer; Team Leader

Peer Reviewer for the month of January 2013, Dr. Hunter has been volunteering for COA since 2005, conducting five site reviews.
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Purpose

Intercountry Adoption Services establish a permanent family for children who cannot be cared for or adopted in their country of origin and increase the well-being of adopted individuals and adoptive families.

ICA 10: Personnel

Personnel are qualified to perform their jobs, are well trained, and are supervised by qualified professionals.

Rating Indicators
1
All elements or requirements outlined in the standard are evident in practice, as indicated by full implementation of the practices outlined in the Practice standards.
2
Practices are basically sound but there is room for improvement, as noted in the ratings for the Practice standards; e.g., 
  • With some exceptions, staff (direct service providers, supervisors, and program managers) possess the required qualifications, including: education, experience, training, skills, temperament, etc., but the integrity of the service is not compromised.
    • Supervisors provide additional support and oversight, as needed, to staff without the listed qualifications.
    • Most staff who do not meet educational requirements are seeking to obtain them.
  • With some exceptions staff have received required training, including applicable specialized training.
    • Training curricula are not fully developed or lack depth.
    • A few personnel have not yet received required training.
    • Training documentation is consistently maintained and kept up-to-date with some exceptions.
  • A substantial number of supervisors meet the requirements of the standard, and the organization provides training and/or consultation to improve competencies.
    • Supervisors provide structure and support in relation to service outcomes, organizational culture and staff retention.
  • With a few exceptions caseload sizes are consistently maintained as required by the standards.
  • Workloads are such that staff can effectively accomplish their assigned tasks and provide quality services, and are adjusted as necessary in accord with established workload procedures.
    • Procedures need strengthening.
    • With few exceptions procedures are understood by staff and are being used.
  • With a few exceptions specialized staff are retained as required and possess the required qualifications.
  • Specialized services are obtained as required by the standards.
3
Practice requires significant improvement, as noted in the ratings for the Practice standards.  Service quality or program functioning may be compromised; e.g.,
  • One of the Fundamental Practice Standards received a rating of 3 or 4.
  • A significant number of staff, e.g., direct service providers, supervisors, and program managers, do not possess the required qualifications, including: education, experience, training, skills, temperament, etc.; and as a result the integrity of the service may be compromised.
    • Job descriptions typically do not reflect the requirements of the standards, and/or hiring practices do not document efforts to hire staff with required qualifications when vacancies occur.
    • Supervisors do not typically provide additional support and oversight to staff without the listed qualifications.
  • A significant number of staff have not received required training, including applicable specialized training.
    • Training documentation is poorly maintained.
  • A significant number of supervisors do not meet the requirements of the standard, and the organization makes little effort to provide training and/or consultation to improve competencies.
  • There are numerous instances where caseload sizes exceed the standards' requirements.
  • Workloads are excessive and the integrity of the service may be compromised. 
    • Procedures need significant strengthening; or
    • Procedures are not well-understood or used appropriately; or
  • Specialized staff are typically not retained as required and/or many do not possess the required qualifications; or
  • Specialized services are infrequently obtained as required by the standards.
4
Implementation of the standard is minimal or there is no evidence of implementation at all, as noted in the ratings for the Practice standards; e.g.,

?For example:
  • Two or more Fundamental Practice Standards received a rating of 3 or 4.

Table of Evidence

Self-Study Evidence On-Site Evidence On-Site Activities
    • Program staffing chart that includes lines of supervision
    • List of program personnel that includes:
      1. name;
      2. title;
      3. degree held and/or other credentials;
      4. FTE or volunteer;
      5. length of service at the organization;
      6. time in current position
    • Chart that specifies caseload size, per worker for the past six months
    • Procedures or criteria used for assigning and evaluating workloads
    • Table of contents of orientation and training curricula
    • Job descriptions
    • Documentation of training
    • Training curricula
    • Interview:
      1. Supervisors
      2. Personnel
    • Review personnel files

  • ICA 10.01

    Adoption workers are qualified by:

    1. an advanced degree in social work or a comparable human service field; or
    2. a bachelor’s degree in social work or a comparable human service field with prior experience working with children and families, preferably in the field of adoption.

  • ICA 10.02

    Supervisors or experienced personnel provide additional supervision and support when personnel are new or are still developing competencies.


  • ICA 10.03

    Supervisory personnel are qualified by:

    1. an advanced degree in social work or a comparable human service field;
    2. professional licensure, when required; and
    3. professional experience in intercountry adoption.

  • ICA 10.04

    Supervisory and adoption workers are knowledgeable about:

    1. impacts of adoption on children and families, and the characteristics of successful adoptive families;
    2. separation and loss from family and community of origin;
    3. attachment and bonding;
    4. child development and life cycle phases and effects of institutionalization;
    5. post-traumatic stress disorder;
    6. how adoption impacts identity formation;
    7. applicable state, federal, and international regulations governing intercountry adoption; and
    8. the culture and adoption process of relevant sending countries.

  • ICA 10.05

    All new personnel, including any overseas staff or independent contractors, receive appropriate orientation and training that includes:

    1. the organization’s goals, services, policies, and procedures;
    2. the costs and fees of intercountry adoption services;
    3. the cultural diversity of the service population;
    4. respect for the confidentiality of persons served;
    5. the lines of accountability and authority within the organization; and
    6. the organization’s ethical and professional expectations.

  • ICA 10.06

    The organization determines the appropriate amount and type of in-service training needed to ensure that personnel remain current on adoption trends and practice issues.


  • ICA 10.07

    Adoption workers maintain a manageable workload, and cases are assigned according to a standardized system that takes into consideration:

    1. the qualifications and competencies of the worker and the supervisor;
    2. the complexity and status of the case;
    3. services provided by other professionals or team members; and
    4. other organizational responsibilities.

    Interpretation: Caseloads generally do not exceed 35 families.

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