This article presents an evaluation study of a case management method for child protection services, the Delta Method for Family Supervision, in terms of supervision order duration and occurrence and duration of out-of-home placements. Additionally, case and case manager characteristics were examined. Data was collected about 224 cases, 58 case managers and 30 team managers of all 15 offices of the Child and Youth Protection Services in the Netherlands. In all cases the Delta Method was applied. Data were obtained by interviews, questionnaires and case files. Multi-level analysis was performed to study the influence of independent variables on supervision order duration, and the occurrence and duration of out-of-home placements. Case characteristics related to 87% of the differences in the duration of supervision order, case manager characteristics to 13% of the differences. Some case manager characteristics about applying the Delta Method were significantly related to shorter duration of the supervision order and the occurrence and duration of out-of-home placement. Case characteristics also showed strong relations. Together with the more general aspects of case management supported by this study, such as a one family and one worker approach, this contributes to a more effective practice of case management for child protection services.
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Few evidence-based methods for case management in child protection and child welfare are available. That is why Youth Protection Amsterdam Area developed a new method, by integrating their best practices: Intensive Family Case Management (IFCM). Because IFCM was developed in practice, clarity about its core elements and behavior acts was lacking. The purpose of this study was to establish a valid operationalization of IFCM used for implementation purposes such as training, clinical supervision and monitoring. A 74-item draft was developed to describe the behavioral acts of IFCM, based on a literature study and analysis of internal documents and training. To ensure content validity, a Delphi study was conducted. Over two rounds, professionals (1) rated the behavioral acts needed in the application of IFCM on a five-point Likert scale and (2) provided their preferred terminology. Items with consensus ratings of 80 % or more were included in the final description. Selected IFCM experts rated the behavior acts over two rounds. The initial list with 74 behavior acts was reduced to 55 acts with a consensus of 80 % or more. Certain behavior acts were combined, others did not lead to consensus. Based on experts’ feedback, the initial terminology of 46 behavior acts was modified. The final 55 acts were categorized in ten core elements. This study explicates the core elements of IFCM and describes the 55 necessary behavior acts in preferred and recognizable terminology. The study describes implications of these findings for the practice and gives recommendations for future research.
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In this thesis several studies are presented that have targeted decision making about case management plans in probation. In a case management plan probation officers describe the goals and interventions that should help offenders stop reoffending, and the specific measures necessary to reduce acute risks of recidivism and harm. Such a plan is embedded in a judicial framework, a sanction or advice about the sanction in which these interventions and measures should be executed. The topic of this thesis is the use of structured decision support, and the question is if this can improve decision making about case management plans in probation and subsequently improve the effectiveness of offender supervision. In this chapter we first sketch why structured decision making was introduced in the Dutch probation services. Next we describe the instrument for risk and needs assessment as well as the procedure to develop case management plans that are used by the Dutch probation services and that are investigated in this thesis. Then we describe the setting of the studies and the research questions, and we conclude with an overview of this thesis.
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Full text met HU account. In this article we report a study into the Dutch probation service about the question whether structured decision making about case management plans does or does not improve the quality of these plans, and subsequently improves the effectiveness of offender supervision. Two samples of nearly 300 case management plans each were compared. In the first sample a tool for risk/needs assessment was used to assess the risks and needs but decision making about the subsequent case management plan was not structured (RISc2-sample). In the second sample professionals used the same tool for risk and needs assessment but now it also contained a section for structured decision making about the case management plan (RISc3-sample). Results showed that in the RISc3-sample the quality of the plans was significantly better than in the RISc2-sample: a better match between criminogenic needs and goals, a better match between goals of the offender and goals in the plan, more focus on strengthening social bonds, and a better match between risk of recidivism and intensity of the plan. Some significant correlations between the quality of the plans and the effectiveness of offender supervision were found, indicating that improving case management plans by structured decision support indeed can contribute to probation practice.
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Objectives: Current study explores the potential of the safety rating scale in order to determine the surplus value for evidence based practise. This study wants to contribute to this knowledge gape by exploring the safety scale by analysing the change between two safety ratings. First, the absolute change in safety is investigated. Secondly the study explores to what extent family background characteristics and case management characteristics determine the extent of change in perceived safety. Materials and Methods: The study analysed 105 Dutch child protection cases who had registration files with filled out LIRIK checklist, Action Plan and additional baseline safety and end safety measure as perceived by case managers. Results: On average perceived safety increased from an insufficient level to sufficient level. Significant regression coefficients with larger changes for primary school children (6 - 12 years) and lower changes for children within the ‘socio economic problems cluster’. The results reveal significant vulnerability for preschool children and families attending the socio-economic cluster due to limited improvement. Conclusion: According to this study the safety measure can be of value to outcome monitoring. The safety measure is a practical measure that reflects on the current state of safety within a family according to professionals and can be used on several occasions during case management. In addition, on aggregated level pre and post measures can be analysed for quality management purpose. Further exploration of this measure is needed. Publishers article: https://www.ecronicon.com/ecpe/ECPE-10-00873.php
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In 2010, the Dutch Probation Service introduced a digital decision support system for case management plans, a so called fourth generation risk/needs assessment instrument. Does this system help probation officers in determining the appropriate interventions that should prevent recidivism for each individual client? And to what extent are the case management plans based on existing theories on desistance from crime? These are the central questions in the thesis of Jacqueline Bosker of the University of Applied Sciences Utrecht: ‘Linking Theory and Practice in Probation – Structured decision support for case management plans’. “Further development is still needed, but we can conclude that the use of digital decision support helps improve the quality of case management plans.” Bosker concluded in her research that this form of decision support enhances the quality of the case management plans. “In the most practical sense, it helps a probation officer not to overlook certain measures that might be applicable for the client considering the risks and needs. The plans also correspond better to the offenders’ goals and focus more on strengthening social bonds. Over the years, desistance from crime has been studied and researched. This knowledge should be used in practice. A decision support system helps linking theory and practice.”
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While smart maintenance is gaining popularity in professional engineering and construction management practice, little is known about the dimensions of its maturity. It is assumed that the complex networked environment of maintenance and the rise of data-driven methodologies require a different perspective on maintenance. This paper identifies maturity dimensions for smart maintenance of constructed assets that can be measured. A research design based on two opposite cases is used and data from multiple sources is collected in four embedded case studies in corporate facility management organizations. Through coding data in several cross-case analyses, a maturity framework is designed that is validated through expert consultation. The proposed smart maintenance maturity framework includes technological dimensions (e.g., tracking and tracing) as well as behavioral dimensions (e.g., culture). It presents a new and encompassing theoretical perspective on client leadership in digital construction, integrating innovation in both construction and maintenance supply networks.
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Abstract Summary: Program fidelity instruments are a key ingredient for clinical supervision and implementation as well as effectiveness studies. This study examines the factor structure of the Functional Family Parole services Global Rating Measure (FFP-GRM); the program fidelity instrument of Functional Family Parole services for case management in youth parole, child protection and child welfare services. Between October 2012 and February 2015, program fidelity was measured with the FFP-GRM by Functional Family Parole supervisors. Confirmatory factor analysis was performed on 380 cases and internal consistency reliability coefficients were calculated. Findings: Confirmatory factor analyses showed that the 33-item and four-factor model of the FFP-GRM achieved a good fit to the data. Internal validity testing results showed that subscale Cronbach’s a ranged between .82 and .90. Applications: Findings affirm a good fit to the data and a good-to-excellent internal consistency of the FFP-GRM, which is considered sufficient to justify its use. The results are discussed with regard to the use of fidelity instruments for both clinical and research purposes.
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Professionals' willingness to change is a necessity for successful implementation of changes in the organisation. This study focused on the influence of a transformational leadership style on professionals' willingness to change. This multiple case study was performed in three project management organisations that had recently implemented a new business information system. The research data were obtained through both qualitative and quantitative data collection. The qualitative investigation revealed that through leading by good example a manager has a positive influence on their employees' willingness to change. However, the quantitative investigation showed that there is no relationship between transformational leadership and the motivational factors of willingness to change. Finally, the study showed that the most important factors of employees' willingness to change are timing, involvement, emotions, necessity, and added value.
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Professionals' willingness to change is a necessity for successful implementation of changes in the organisation. This study focused on the influence of a transformational leadership style on professionals' willingness to change. This multiple case study was performed in three project management organisations that had recently implemented a new business information system. The research data were obtained through both qualitative and quantitative data collection. The qualitative investigation revealed that through leading by good example a manager has a positive influence on their employees' willingness to change. However, the quantitative investigation showed that there is no relationship between transformational leadership and the motivational factors of willingness to change. Finally, the study showed that the most important factors of employees' willingness to change are timing, involvement, emotions, necessity, and added value
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