WHO IS ACCREDITED?

Private Organization Accreditation

Children's Home Society of Florida delivers a unique spectrum of social services designed to protect children at risk of abuse, neglect or abandonment; to strengthen and stabilize families; to help young people break the cycle of abuse and neglect; and to find safe, loving homes for children.
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VOLUNTEER TESTIMONIAL

Audrey Coleman, RN-MSN

Volunteer Roles: Military Reviewer; Peer Reviewer; Team Leader

My first experience with COA was in 1999 with what was a NC Area Program. I started as a peer reviewer in 2005, doing two to four site visits a year. I am also a team leader and have recently been approved to be a military reviewer.
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Purpose

The organization supports staff and promotes staff competence by providing regular supervision and training on relevant service delivery topics.

FOC
TS 3: Supervision

The organization has a system of supervision that promotes effective use of organizational resources and positive outcomes.

Update:

  • Added Note - 08/31/17
     

Interpretation: When providing supervision remotely using technology, the supervisor and supervisee should adhere to the same practices applied to face-to-face supervisory relationships. 

Note: TS 3 does not apply to independent contractors. 
 

Rating Indicators
1
The organization's practices fully meet the standard as indicated by full implementation of the practices outlined in the TS 3 Practice standards.
2
Practices are basically sound but there is room for improvement as noted in the ratings for the TS 3 Practice standards.
3
Practice requires significant improvement as noted in the ratings for the TS 3 Practice standard; and/or
  • TS 3.02 received a rating of 3 or 4.
4
Implementation of the standard is minimal or there is no evidence of implementation at all, as noted in the ratings for the TS 3 Practice standards.

Table of Evidence

Self-Study Evidence On-Site Evidence On-Site Activities
    • Organizational chart(s) that illustrates lines of supervision
    • Criteria for assigning supervisory responsibilities
    • HR policy and procedures regarding supervision
    • Sample job descriptions of supervisors from each program or service
    • Supervisory ratios for each service
    • Documentation of supervision or supervision logs (TS 3.03)
    • Interview:
      1. Supervisors
      2. Relevant personnel
      3. Community stakeholders, such as universities, utilizing organization for field placements
      4. Student interns

  • TS 3.01

    Supervisors have sufficient time to:

    1. provide individual or group supervision as appropriate to staff needs, department, or program type, and
    2. to conduct evaluation and training activities.

    Interpretation: Supervision procedures should outline the required frequency of supervision for each department or program and for each position or job category, e.g., manager to supervisor, or supervisor to worker. 

    Research Note: Research suggests that workers who receive supportive supervision are more effective in their work, which can have a positive impact on service recipients. Caseworkers that were interviewed at a variety of state child welfare agencies cited a lack of quality supervision as one reason for reduced productivity and high turnover rates.

    Rating Indicators
    1
    The organization's practices reflect full implementation of the standard.
    2
    Practices are basically sound but there is room for improvement; e.g., 
    • With a few exceptions the supervisors have sufficient time to conduct supervision and there are occasional gaps in regular supervision; or
    • Time allocated to evaluation and/or training could be improved.
    3
    Practice requires significant improvement; e.g.,
    • Supervisors are frequently unable to provide supervision due to time constraints; or
    • Do not have time to participate in evaluation or training activities; or
    • Documentation of supervision is poorly maintained.
    4
    Implementation of the standard is minimal or there is no evidence of implementation at all.

  • FP
    TS 3.02

    When assigning supervisory responsibilities, the organization considers:

    1. the qualifications of the worker and the supervisor;
    2. the complexity and intensity of job responsibilities for program and administrative staff; and
    3. additional organizational responsibilities.

    Interpretation: COA recommends that generally supervisory ratios do not exceed 1:8 FTE.

    Note: Please see Staff Caseload Size Worksheet - Private, Public, Canadian, MFR and Staff Qualifications Worksheet - Private, Public, Canadian, MFR  for additional assistance with this standard.

    Note: Program level staffing charts are provided with the personnel standards in all applicable service sections. 

    Rating Indicators
    1
    The organization's practices reflect full implementation of the standard.
    2
    Practices are basically sound but there is room for improvement; e.g., 
    • Supervision ratios sometimes exceed 1:8, but generally do not exceed 1:10, and at no time exceed 1:12; or
    • Written criteria for assigning supervisory responsibilities need clarifying.
    3
    Practice requires significant improvement; e.g.,
    • Supervision ratios typically exceed 1:10, and sometimes exceed 1:12; or
    • There are no formal written criteria for assigning supervisory responsibilities.
    4
    Implementation of the standard is minimal or there is no evidence of implementation at all.

  • TS 3.03

    Supervisors are responsible for:

    1. delegating and overseeing work assignments;
    2. ensuring that service delivery is performed according to the organization’s mission, policies and procedures, and service philosophy;
    3. providing case consultation and in-service training, as appropriate;
    4. identifying unmet training needs;
    5. ensuring case reviews are conducted at least quarterly; and
    6. conducting performance reviews.

    Interpretation: Supervisors should maintain an administrative file with up-to-date documentation of each supervisory session, including the date and duration of each session as well as a brief outline or summary of what was discussed, including case consultation notes. Please note, only information directly related to the delivery of services, such as results of routine case reviews, should be included in the client’s case record. Please see service planning and monitoring standards within each service section for more information on what should be assessed during routine case reviews.

    Research Note: Documentation of case review within the client’s case record not only supports the delivery of quality services but also serves as an effective risk-management tool.

    Rating Indicators
    1
    The organization's practices reflect full implementation of the standard.
    2
    Practices are basically sound but there is room for improvement; e.g., 
    • A substantial number of supervisors meet the requirements of the standard.
    3
    Practice requires significant improvement; e.g.,
    • A significant number of supervisors do not meet the requirements of the standard.
    4
    Implementation of the standard is minimal or there is no evidence of implementation at all; e.g.,
    • Supervisors consistently do not meet the requirements of the standard.

  • TS 3.04

    Supervisors of direct service personnel are competent to assess: 

    1. the needs of service recipients; 
    2. the resources available to meet those needs; and
    3. the legal and policy requirements governing service delivery.
    Rating Indicators
    1
    The organization's practices reflect full implementation of the standard.
    2
    Practices are basically sound but there is room for improvement; e.g., 
    • A substantial number of supervisors meet the requirements of the standard and the organization provides training and/or consultation to improve competencies.
    3
    Practice requires significant improvement; e.g.,
    • A significant number of supervisors do not meet the requirements of the standard and the organization does not consistently provide training or consultation to improve competencies.
    4
    Implementation of the standard is minimal or there is no evidence of implementation at all; e.g.,
    • Supervisors consistently do not meet the requirements of the standard.

  • TS 3.05

    Direct service volunteers, student professionals, and interns are directly supervised by licensed or otherwise accountable professionals.

    NA The organization does not use direct service volunteers, student professionals, or interns.

    Rating Indicators
    1
    The organization's practices reflect full implementation of the standard.
    2
    Practices are basically sound but there is room for improvement; e.g., 
    • With few exceptions volunteers, etc. are supervised as per the standard.
    3
    Practice requires significant improvement; e.g.,
    • A significant number of volunteers, etc. are not appropriately supervised; or
    • Documentation of supervision is poorly maintained or nonexistent.
    4
    Implementation of the standard is minimal or there is no evidence of implementation at all.

  • TS 3.06

    Supervisors support and enhance staff’s ability to perform their jobs by teaching and modeling, as appropriate:

    1. technical knowledge and skills;
    2. work management and communication skills; and
    3. conflict management skills.
    Rating Indicators
    1
    The organization's practices reflect full implementation of the standard.
    2
    Practices are basically sound but there is room for improvement; e.g., 
    • A substantial number of supervisors meet the requirements of the standard and the organization provides training and/or consultation to improve competencies.
    3
    Practice requires significant improvement; e.g.,
    • A significant number of supervisors do not meet the requirements of the standard and the organization does not consistently provide training or consultation to improve competencies.
    4
    Implementation of the standard is minimal or there is no evidence of implementation at all; e.g.,
    • Supervisors consistently do not meet the requirements of the standard.

  • TS 3.07

    Supervisors are able to:

    1. address interpersonal barriers and strengths in personnel;
    2. empower those receiving supervision;
    3. offer criticism in a constructive manner; and
    4. understand employment and labor laws.

    Interpretation: This standard requires that supervisors who interview prospective employees receive training on both permissible and impermissible or unlawful categories of interview questions pursuant to applicable employment and labor laws.

    Rating Indicators
    1
    The organization's practices reflect full implementation of the standard.
    2
    Practices are basically sound but there is room for improvement; e.g., 
    • A substantial number of supervisors meet the requirements of the standard and the organization provides training and/or consultation to improve competencies.
    3
    Practice requires significant improvement; e.g.,
    • A significant number of supervisors do not meet the requirements of the standard and the organization does not consistently provide training or consultation to improve competencies.
    4
    Implementation of the standard is minimal or there is no evidence of implementation at all; e.g.,
    • Supervisors consistently do not meet the requirements of the standard.

  • TS 3.08

    Supervisors provide additional support to personnel when they are: 

    1. new;
    2. developing competencies; 
    3. experiencing challenging circumstances with the individuals and families they work with; or
    4. experiencing higher caseloads.

    Interpretation: The type of additional support provided to personnel will vary depending on each staff member’s unique needs.  For example, personnel may require more frequent supervision, additional training opportunities, or shadowing for a period of time.  

    Interpretation: Regarding element (b), personnel may require additional supervision for licensure or professional certifications. In these instances, program personnel should refer to professional supervision requirements in the relevant field of study and/or practice. 

    Interpretation: Regarding element (c), a suicide attempt or death of a service recipient can be a traumatic experience for staff. Voluntary, non-judgmental support and crisis response services should be made available to help the affected staff and other personnel grieve and prepare for future contact with individuals at risk for suicide.

    Rating Indicators
    1
    The organization's practices reflect full implementation of the standard.
    2
    Practices are basically sound but there is room for improvement; e.g., 
    • Staff report that with a few exceptions supervisors provide additional support as required by the standard.
    3
    Practice requires significant improvement; e.g.,
    • Staff report that supervisors do not consistently provide additional support.
    4
    Implementation of the standard is minimal or there is no evidence of implementation at all.