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:
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
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