Child Welfare Consulting
Intensive Technical Assistance Team for all Social Services and/or Health and Human Services Programs:
Our team partners with Directors and leadership to improve outcomes in all program areas within human services organizations. We work to help improve service delivery proactively, or as outlined in NC DHHS improvement plans. This includes an Assessment of Needs, Strategy Formulation, and Implementation of programmatic changes, and liaison with NC DHHS and the organization.
Change Management and Implementation
Use Implementation Science to drive change forward upon direction of the Director/Leadership or work in partnership with the leader and/or their team to executive strategies towards change; manages change through communication, staff engagement, informing stakeholders, and fiscal impact – during implementation of IT changes, a new continuous quality improvement system, or other large scale changes, consultants help manage the culture and climate, solicit feedback for implementation, and has oversight of risk management
Programmatic evaluation, recommendations, and implementation of strategies
Evaluation of status of achievement of outcomes within all program areas, engagement with staff to develop ideas for solution, and implementation of change strategies in partnership with leadership within DSS and HHS
Aging and Adult Services Planning
Work in conjunction with Area Agencies on Aging, HHS or DSS, and other stakeholders and Boards.
Development and implementation of state Program Improvement Plans related to Child & Family Service Reviews (CFSR) child welfare performance measures (Safety, Permanence, and Wellbeing), Child & Family Services Plans, and Annual Progress and Service Reports (APSR)
One on One, new Director coaching (linked to Director training) and Community of Practice for Program Administrators (Regional Model)
Facilitation and development in alignment with mission, vision, and values.
Communication & Feedback Loops
Development of a multi-modal communication strategy with the workforce and stakeholders; Shape communications to create a positive work climate using the SCARF (Status, Certainty, Autonomy, Relatedness & Fairness) model.