State of Maryland’s Post

Child Protective Services (CPS) and child welfare workers (including any profession which mandates reporting) play a "crucial role" in children's lives, but there are instances where systemic issues and individual failings can lead to negative behaviors. Here are some reasons why CPS and child welfare workers might become jaded, cruel, or predatory: - High-Stress Environment: Constant exposure to traumatic cases, high workloads, and intense pressure can lead to burnout, making workers emotionally detached, cynical, or indifferent. - Bureaucratic Constraints: Navigating complex systems can shift the focus from child welfare to procedural requirements, leading to mechanical and less compassionate approaches. - Resource Limitations: Chronic underfunding can hinder support provision, resulting in frustration and negative attitudes. - Inadequate Training and Support: Without proper training, workers may lack skills to handle situations appropriately, leading to harsh treatment. - Personal Biases: Biases can influence interactions with clients, resulting in unfair treatment and discriminatory practices. - Power Dynamics: Authority can be abused, with some workers becoming power-hungry and exerting inappropriate control. - Cynicism from Repeated Failures: Witnessing failures and neglect can lead to cynicism, affecting empathy towards families. - Personal Issues: Stress, mental health problems, or biases can negatively impact interactions with clients. - Lack of Accountability: Insufficient oversight can allow negative behaviors to go unchecked. - Negative Coping Mechanisms: Some workers develop unhealthy coping mechanisms to protect themselves emotionally. While these issues explain negative behaviors, many workers are portrayed as dedicated professionals committed to protecting children. Addressing systemic problems, providing better training, support, and ensuring accountability can help begin to mitigate these behaviors but will not stop them from happening altogether. I invite you all to think about this before acting... #innovation #socialwork #systemsofharm #mandatedreporting #community

More food for thought: The Home Office clarified, in September, that the Fire Safety Risk Assessment: Means of Escape for Disabled People guidance “has been published by the Secretary of State under Article 50 of the Regulatory Reform (Fire Safety) Order 2005 (FSO) to assist responsible persons in meeting their duties under the FSO.” Section 1.1 Legal Overview of this guidance makes the legal position very clear: “……Under current fire safety legislation, it is the responsibility of the person(s) having responsibility for the building to provide a fire safety risk assessment that includes an emergency evacuation plan for all people likely to be in the premises, including disabled people, and how that plan will be implemented. Such an evacuation plan should not rely upon the intervention of the Fire and Rescue Service to make it work.” Unfortunately, there is little guidance in the document to assist RPs to meet the legal requirements of the Fire Safety Order for emergency arrangements for disabled people in general needs, unmanned buildings. However, it is interesting to note that the guidance takes the same approach as the NFCC Temporary Change to Simultaneous Evacuation Guidance in supporting the use of volunteers being used in emergency planning for disabled people – particularly relevant to the inclusion of family, friends and neighbours in the provision of emergency arrangements for disabled residents in general needs, residential buildings. Of course, it is strange that the Home Office is clearly unaware that the Disability Rights Commission was replaced by the EHRC in 2010 or that the Disability Discrimination Act 1995 was replaced by the Equality Act 201, thirteen years ago (the same errors appear in the Sleeping Accommodation Guidance). It is also a little worrying that Home Office has seen fit, in Section 4.4.3., to recommend carrying down disabled people on office chairs. This might possibly have been appropriate in 2007 but hardly in 2023, given the wide availability of sophisticated assisted escape devices! Read the documents in full: Fire Safety Risk Assessment: Means of Escape for Disabled People https://lnkd.in/e_Yea2iD Fire Safety Risk Assessment: Sleeping Accommodation https://lnkd.in/eTSQE7Dy To assist RPs looking to implement cost-effective emergency arrangements for disabled people in residential buildings, check out Triple A Solutions role-based training courses: https://lnkd.in/eS2g_yaT #housing #property #safety #bsr #hse #firesafety #fireriskassessment #firetraining #firesafetymanagement #socialhousing #localgovernment #localauthorities #lga #disabled #disabledinclusion #grenfell #properties  #buildingsafety #buildingsafetyact #highrisebuildings #training #building #housingassociations #housing #fireandrescue #peers #nfcc #ehrc #frs

To be or not to be a Private Sector Housing Officer in Warwickshire: that is the question! Warwickshire, famous for being Shakespeare’s birthplace, is now looking for TWO private sector housing officers! 🎭 👮 🏡 A part-time Private Sector Housing Senior Officer 🏡 A full-time Private Sector Housing Officer For the full-time role, in addition to knowledge of The Housing Act 2004, you’ll need to know a thing or two about: - The Redress Scheme Regulations. - The energy efficiency standards. On offer is an initial 2/3-month contract with the possibility of extension. And if you like a hybrid working model, this role will require a mix of both in-office / inspection days and home-based working ✍️ 👮 The role also includes both reactive & proactive work! So the question really is, can you imagine yourself working in Warwickshire? Is it to be, or not to be? Give me a call on 0203 795 4828, or send me an email [email protected] and we can have an informal chat about the role!  And if your CV isn't up to date, don't worry - it's my job to help with that. Just send over what you have, and we can work together to make it stand out. Please note: Not all roles are advertised! I am working with Numerous Local Authorities across the country who require contractors from entry-level to Directors to join their Environmental Health and Private Sector Housing Teams. I would be more than happy to have a conversation about additional roles which may suit your experience

Have a read of the latest land & planning updates in our North of Scotland region

🇬🇧 I've been working with Aġenzija Sedqa within the Foundation for Social Welfare Services for the past 27 years! As a Social Work graduate, I've dedicated my career seeking to make a positive impact in people’s lives through the interventions and services that our agency offers. For 6 years, I worked in the Care Services, offering support to individuals and families who had alcohol-related difficulties. Over the past 21 years, I've been working in the Prevention Services of Aġenzija Sedqa. My current role is Senior Prevention Professional II and my work includes being involved in the organisation of the S.A.F.E. Programme to deliver preventive interventions across workplaces and also I give my input in preventive interventions in schools and the community in general. When asked what’s the secret recipe that kept me working within Aġenzija Sedqa all these years, the answer is the immense satisfaction of empowering individuals with life skills, steering them towards healthier, addiction-free lifestyles. Our job is dynamic and it caters to diverse audiences and to deliver it effectively it requires a dose of enthusiasm and passion, coupled up with the willingness to take initiative and an openness for feedback and lifelong learning from both local and international sources. Teamwork and the ability to seek guidance and support when necessary from your superiors will fulfill the correct equation. The message that I want to conclude with is: Remember, seeking help is a sign of strength, not weakness. If you're facing challenges, know that FSWS is here for you every step of the way. Together, we can overcome any obstacle and build a brighter future.

Are you wondering what your Ofsted Inspector might be looking for when they Inspect your supported accommodation? Every child deserves a nurturing environment where they can flourish, grow, and overcome challenges. To uphold these principles, Ofsted inspections review outcomes in line with the Social Care Common Inspection Framework (SCCIF), a comprehensive guideline that outlines standards and expectations for supporting children in supported accommodation. Check out our 30-day challenge to support the first outcome of the SCCIF. https://lnkd.in/egskZQ8M #supportedaccommodation #ofstedinspection #inspectionoutcomes