Iain Ma theson Child Welfare Consultant and Researcher

Iain Matheson

Child Welfare Consultant and Researcher

Every Child Matters Webinar March 23, 2011

Introduction Recruitment Methods Planning & Response Retention Conclusion

LESS PLACEMENT CHOICE

Less compatible with foster family

Further from family, friends & schools

Compromised standards?

Stretched foster family

Needs not being well met

HIGHER RISK OF PLACEMENT BREAKDOWN AND

POORER OUTCOMES

Introduction Recruitment Methods Planning & Response Retention Conclusion

Inaugural Every Child Matters webinar

Wide range of provinces and territories

Opportunity for questions at the end

Introduction Recruitment Methods Planning & Response Retention Conclusion

Director of Matheson Associates, New Zealand

Paper coordinator and senior tutor at Massey University

Doctor of Education candidate

Postgraduate qualifications in social work, child protection, social services management and evaluation research.

Introduction Recruitment Methods Planning & Response Retention Conclusion

Introduction

Recruitment

methods

Planning and

response Retention

Conclusion

Introduction Recruitment Methods Planning & Response Retention Conclusion

We know more than we did 25 years ago

Many examples of good practice and growing expertise

Majority of population yet to be reached

Every Child Matters

Research studies in several countries

Some key researchers and writers

Introduction Recruitment Methods Planning & Response Retention Conclusion

Australia Dr Jenny Higgins Dr Marilyn McHugh

UK Helen Clark Dr Clive Sellick Emeritus Professor Ian

Sinclair Emeritus Professor John

Triseliotis

Canada

Professor Jason Brown

Professor Alan Leschied

Associate Professor Margaret Williams

US

Cheryl Buehler

Mary Ellen Cox

John Orme

Kathryn Rhodes

Introduction Recruitment Methods Planning & Response Retention Conclusion

Recruiting foster families is now tougher

Supply of foster families falling

Demand for foster placements rising

Gaps and limitations in the research literature

Challenges in ‘transplanting’ research findings to other countries, provinces & organisations

Introduction Recruitment Methods Planning & Response Retention Conclusion

Which is the most effective foster family recruitment method?

Introduction Recruitment Methods Planning & Response Retention Conclusion

Strength of research Moderately strong but some variability

Features

Includes:

National, provincial or local

Documentaries or advertising

Usually used with other methods

Strengths

TV documentaries as part of broad-based media

campaign

Good for general awareness-raising

Weaknesses

Large-scale TV advertising probably not cost-

effective

Some evidence that these families foster for

shorter period

Research examples Cox et al., 2002; Rodwell & Biggerstaff, 1993;

Sellick & Thoburn, 2002; USDHHS, 2002.

Introduction Recruitment Methods Planning & Response Retention Conclusion

Strength of research Moderately strong

Features

Includes:

Locally produced leaflets

National or provincial leaflets with local

contact information

Wall posters in community venues and offices

Strengths

Opportunities to use images of targeted cultural

groups

Provide an action point

Weaknesses -

Research examples McHugh et al., 2004; Triseliotis,et al., 1999.

Introduction Recruitment Methods Planning & Response Retention Conclusion

Strength of research Strong recruitment method

Features

Includes:

Radio announcements

Feature advertisements

Newspaper or magazine articles

Strengths Consistent over a number of studies and over

time

Weaknesses -

Research examples Lawrence, 1994; McHugh et al., 2004; Sellick &

Howell, 2003; Triseliotis et al., 1998.

Introduction Recruitment Methods Planning & Response Retention Conclusion

Strength of

research

Very strong - consistently cited as (one of) the best

recruitment methods

Features

Includes:

Family and friend conversations

Active involvement of foster families in recruitment

Building relationships with and through organisations

Usually used with other methods

Strengths

Use with indigenous communities

Use with specific cultural groups or ‘hard to reach’

communities

Communication of enthusiasm and authenticity

Weaknesses Presumes that your foster families are satisfied with their

relationship with the organisation

Research

examples

Lawrence, 1994; Lawton & Rhea Chiles Center, 2000;

Leschied et al., 2004; Richardson et al., 2005; Rodgers et

al., 2006; Triseliotis et al., 1999; USDHHS, 2002.

Introduction Recruitment Methods Planning & Response Retention Conclusion

Community stalls Limited research evidence of success

Public presentations Limited research evidence of success

Billboards Limited coverage in research literature

Web-based Limited coverage in research literature

Introduction Recruitment Methods Planning & Response Retention Conclusion

Could your organisation plan and respond more professionally?

Introduction Recruitment Methods Planning & Response Retention Conclusion

Better understanding, needs assessment and management (Annie E. Casey Foundation, 2002; Clarke, 2006; Triseliotis et al., 1999; USDHHS, 2002)

Strategy development one size doesn’t fit all (Annie E. Casey Foundation, 2002; Cashen, 2003: Clark, 2006; Sellick & Connolly, 2002)

Clear and realistic message about fostering task (Brown et al., 2007; Triseliotis et al., 1999)

Targeted and culturally sensitive recruitment (Annie E. Casey Foundation, 2002; Brown et al., 2010; Social Care Institute for Excellence, 2004)

Collaboration with community groups (Annie E. Casey Foundation, 2002)

Continuous effect better than one-off campaigns (Clark, 2006; Social Care Institute for Excellence, 2004)

Recruitment must have a strong local focus (SuccessWorks, 2007; Triseliotis, 1999)

Introduction Recruitment Methods Planning & Response Retention Conclusion

Importance of budgets and experienced staff (Clark, 2006; Triseliotis, 1999)

Specialist recruitment roles (Clark, 2006; Annie E. Casey Foundation, 2002)

Need for foster family involvement (Leschied et al., 2004; McHugh et al., 2004; Sheldon, 2002; Sinclair, 2005)

Introduction Recruitment Methods Planning & Response Retention Conclusion

Actually respond! (Fostering Network, 2004; Keogh & Stvensson, 1999)

Criticality of prompt and professional responses

(Sinclair et al. 2004)

Potential trigger and ‘drop out’ points (Marcellus, 2010; SuccessWorks, 2007)

Unsuitable applicants (Clarke, 2006; Triseliotis, 1999)

Introduction Recruitment Methods Planning & Response Retention Conclusion

Is your current pool of foster families better able to meet the needs of a wider range of children and youth than 2 years ago?

Introduction Recruitment Methods Planning & Response Retention Conclusion

We largely know how to support foster families

(Berridge, 1997; Brown, 2008; Gibb & Wildfire, 2007; Ivanova & Brown, 2010; McGregor et al., 2006; Sinclair, 2005)

Retention rates impacted when those conditions not in place

(Hawken & McHugh, 2006; Leschied et al., 2004; Rhodes et al., 2001; Triseliotis, 1999)

Organisations need to know who is leaving and why

(Clarke, 2006; Wilson et al., 2004)

Introduction Recruitment Methods Planning & Response Retention Conclusion

Most care is provided by a relatively small pool of foster families

(Gibbs & Wildfire, 2007)

Many new foster families never used (Sellick & Thoburn, 2004; Sinclair, 2005)

Satisfied foster families also critical to recruitment efforts

(Leschied et al., 2004; McHugh et al., 2004; SuccessWorks, 2007); Wilson et al., 2007)

Introduction Recruitment Methods Planning & Response Retention Conclusion

Cannon fodder is an informal, derogatory term for military personnel who are regarded or treated as expendable in the face of enemy fire. The term is generally used in situations where soldiers are forced to deliberately fight against hopeless odds (with the foreknowledge that they will suffer extremely high casualties) in an effort to achieve a strategic goal…The term may also be used (somewhat pejoratively) to differentiate infantry from other forces (such as artillery, air force or the navy), or to distinguish expendable low-grade or inexperienced soldiers from supposedly more valuable veterans (Wikipedia, 2011).

Introduction Recruitment Methods Planning & Response Retention Conclusion

1. Need for more research and evaluation 2. Some consistent messages from research:

Need a pool of foster families that can meet current and future requirements

Need a blend of methods that includes ‘word of mouth’ and a strong ‘local’ dimension

Need professional approaches to planning and response

Need a clear focus upon retention

3. Clear opportunities for organisations to contribute to creating and building both professional and academic knowledge

Introduction Recruitment Methods Planning & Response Retention Conclusion

For further information or references, feel free to email me at:

iain@mathesonassociates.co.nz

Introduction Recruitment Methods Planning & Response Retention Conclusion

http://www.mathesonassociates.co.nz

CWLC - Every Child Matters: http://www.cwlc.ca/ecm Annie E. Casey’s Recruitment, training, and support: http://www.aecf.org/Home/MajorInitiatives/Family%20to%20Family/~/media/PDFFiles/FamilytoFamily/recruit%20pdf.ashx The Centre for Excellence in Child and Family Welfare’s Foster care communication and recruitment project: http://www.cwav.asn.au/resources/Publication%20Files/Monograph%20No.%2021%20By%20Next%20Tuesday%20Best%20Practice%20Engagement%20Project,%20Foster%20Care%20Recruitment%20and%20Retention.pdf The Fostering Network’s Attracting and keeping carers: http://www.fostering.net/attracting-keeping-carers-england

Introduction Recruitment Methods Planning & Response Retention Conclusion