EMPLOYER TICK-BOX VS QUALITY: REDUCING WORKPLACE ASSAULT. CHILD A ND YOUTH CARE IN SOUTH AFRICA

I'm still responding to the massive social media response to the issue of child and youth care workers being assaulted.. I add the phenomena of aggressive, violent behaviour by anyone, to any other in a child and youth care facility. In this blog I have labelled some of the employers responsibilities in this as "almost intangible"and "intangible".

An almost intangible is recruitment.
There was a lot of comment on this. Many said that the wrong people get appointed. It's acknowledged that child and youth care workers in South Africa have to be employed on the basis of qualifications, registration with the South African Council for Social Service Professions, for having a criminal record, clearance from the the Child Protection Register (no record of child abuse) and also from the police for evidence of a criminal record. So much for the tick-box tangibles. 

 The four human, personal character qualities that make up the research found therapeutic personality are: Empathy, Intelligence, Unconditional Acceptance (non-judgemental), and self awareness.
In education and training, these qualities can be learnt and developed. But at the point of employment, they should be integrated as part of the person.

There is more.

 It has to do with the concept of the"wounded healer". In interviewing candidates for  child and youth care posts, I have frequently been told "I have suffered my life, so I know what it's like. I can help these children". Certainly there are among us a good number of people who have indeed suffered . The issue is that for many that pain has not been resolved and redirected into healing for others., then the risk of triggers into reaction rather than response increases the risk of aggressive or violent behaviour in the young person in care.

Then comes the candidates REAL understanding of what child and youth care is really all about...the values, the ethics the purpose, the philosophy and it modus operandi. I unfortunately, have sat on panels where the the interviewers themselves did not have a grasp of this. Recruitment errors then exacerbate the the risk of assault in the workplace. Employers have a role and a responsibility to employ the right people.

Now for a less tangible but essential employer responsibility.

A therapeutic milieu demands that the nature and quality of staff relationships contribute to the reclaiming of young people at risk.... to the development of more coping, less damaging behaviour. Social media posts and comments have mentioned tensions ....manager: worker, social worker: child and youth care worker, younger worker: older worker,  Most of these comments refer to "not caring", "not understanding, "not trusting", hierarchical issues and attitudes.

It's easy to say that staff relationships must be "professional". It's not easy to to define, or practice teamwork, consistency, support, trust, macro and not micro management and the flattening out of age old hierarchical systems. Especially that....especially... role and not title is critical in the relationship style of child and youth care facilities.Social media comment and posts suggest that this is often found wanting. I have noticed that often in government systems people are called by their titles and not by their names, Young people bear the names,client, juvenile, or offender, or inmate. Here is a formula for reactive behaviours.
It is the employer and management that has a critical, primary responsibility to create, engender, and model staff relationships congruent with the concept of the therapeutic milieu. Otherwise ..tension,.....tension makes for acting out. Acting out can lead to aggression.

Team building is not a "once a year" outing to a resort for a braai (barbecue).  Employers have a responsibility to make caring staff relationship a pervasive, ongoing, in-house interaction. After all, the employer cant just give lip-service to the core practice of muti- disciplinary team functioning and the integrated case management approach.

Now for program and programme

In this blog, the word program will refer to the greater reason for the existence of a facility. So, for example ....providing a place for the safety of children and young persons, or providing for young persons in trouble with the law. The word programme will refer to the inputs that are made to achieve the objectives of the program. The Children's Act sets out a list of these as a requirement. The list is not exhaustive but includes: reception, care  and development, substance abuse, recreational,creative, skills development, educational,life skills, diversion, the employer ca tick-box these, but ..the possibilities and the needs depend really on the needs of the young person ,,... and that's the point !! 

In developing an individual development plan (IDP ) for the child, social media posts from child and youth care workers are saying that young people are frequently put through a "one size fits all" regimen. My experience was that this was frequently  happening in the NGO sector in particular. But its government employed child and youth care workers who voice  the often in-applicability of programme to the core individual  needs of the children and young persons in care.

However, from a child and youth care perspective, this is not where the REAL therapeutic reclaiming work is done. Child and youth care workers say that it is in the relationship based interactive responses, engagement and repartee between child and youth care worker and the young person in the life-space and daily events of the child that  reclaim the lives of children at risk.
I agree.
For this to be effective and reduce levels of possible uncontrolled outbursts and damage to self, child care worker, others, or property,  we have to examine the employers role in setting a tone that allows for these intangibles.

And so we get to tone.

I call it "tone" and say that it is "in the wallpaper" of the facility. It's like this. When I walk in the corridors of a convent, I don't meet anyone, but I know deep down inside me, a calm ,a peace. I suppose it could be called "atmosphere" I refer to it often as the "culture "of the place. In the convent it is created by the calm and peace in the persons and daily life of the nuns. I wouldn't dare raise my voice there.

 I get that sense of it's "tone" when I  when I go into a child and youth care facility. The tone comes , I have no doubt from the top down. The employer and the management sets, creates, the tone, the organisational climate. How problems are approached, how caring is shown to staff and to everyone, how much ownership exists in the way things are done.... it's like what is commonly called the difference between a house and a home. ....Now, ... children and young people are very quick to identify with the wallpaper of the facility and so are the staff without even being conscious of it. Top down in many facilities can determine the tone, climate, wallpaper of the facilities and in government organisations I am frequently told that policy, philosophy, procedure, comes from above. But tone is a within these walls thing. so that tension in itself can create a climate of resentment, masked or blatant oppositional  aggression . This will be mirrored in the young persons in care.

All of these intangibles non tick-box employer responsibilities impact on the possible risk of aggressive acting out and the probability of assault in the workplace. All of this impacts equally on the approach that child and youth care workers have toward behaviour management.

Behaviour management practices then, will have to be explored in the next week blog.

 Until then, stay safe.    




   



  

ASSAULT AND THE EMPLOYER...CHILD AND YOUTH CARE IN SOUTH AFRICA

There was a volume of comment made on social media following the link to my last blog on assault in the workplace. The comments implied that some organisational, systemic, policy and procedural conditions frequently exacerbate rather than reduce, aggressive, if not violent behaviours in children and youth in care, as well as in child and youth care workers.

The question, then, is, "What is the role and responsibilities of the employer of social service professionals, particularly of child and youth care workers, in providing and ensuring an environment that reduces assaultive behaviours?" 

This blog starts with the tangibles, the measurables :

In designing a building for teacher training, someone wrote on the blackboard in the staffroom in bold chalk letters, "First establish your philosophy, then design your building to meet it - not the other way round ! That was an "Aha !" moment for me. It's true the building can shape or even dictate philosophy. Philosophy dictates practice. In child and youth care work that was my experience. Close dormitory living, lack of privacy, lock and key facilities that enforce strict routines were a built-in formula for aggressive assaultive behaviour. When moved to more normalised buildings, aggression reduced considerably.....but not entirely

In South Africa, the State is the largest employer of child and youth care workers. So called government tendered architected buildings,some claimed to be  state of the art, some legacy buildings, provide living conditions for children and young people. Comments of child and youth care workers and from my own observations, imply that the employer has some way yet to go in making living conditions visibly, philosophically and practically as least restrictive, most empowering, as normalised and as child friendly as possible. It means that norms and standards for the optimum practice of therapeutic work by child and youth care workers have to be put in place and applied by the employer (as they must for all social service professionals). For social workers these have been researched and set out by the South Africa Council for Social Service Professions ( SACSSP) Norms and standards for the optimum practice of child and youth care workers will follow. None the less, the Department of Social Development has a number of published books of norms and standards for services to the children. There has to be congruence between working conditions norms and standards for worker environments and conditions and t minimum standards of service to the children. You cant as an employer have one without the other.  Some of these are just plain obvious.   

More tangibles and measurables:

Child to worker ratios. Recently the quoted ratio by the Department of Social Development Human Resources dept.  was 1: 5. But then follows some simple arithmetic. 1000 children,.....200 child and youth care workers, So, it was said, there is a current OVER SUPPLY !   It doesn't work like that. Two shifts of 12 hours a day and the ratio becomes 2:5. the with time off sick leave and vacation leave it's 3;5 then some ranks of child and youth care workers are not directly working on-line with children...... It's an UNDER SUPPLY..........hus the staff shortage, unfilled vacant posts and ratios sometimes closer to 1:12 +. Conditions like that increase levels of frustration by the worker, feelings of not coping, not performing as they shouisd... the is conveyed to the young persons who react... assualtive behaviour is then more likely. It is the employers responsibility to provide staff to child ratios that allow for meaningful interaction, levels of individualisation, teamwork and the reduction in the potential for acting out behaviours.

More tangibles:

Governance... governance structures have to be in place... not just as in business management, but as in a therapeutic environment. It has to be governence that embraces the principles and nature of a "healing space". There are 17 of these principles listed in the policy document for the transformation of the child and youth care system in South Africa....way back in 1997/8. Two of these are worth mention...Democratisation.and its partner, participation. It means that hierarchical systems don't work in therapeutic environments. The Manager, the employer are defined by ROLE and NOT RANK. Everyone.....children, young people and social service professionals all....have an equal voice in the decision making connected to the life of the therapeutic community.Top down systems increase the potential for frustration and assaultive behaviour. Many facilities are reluctant or slow to have community involvement in their governance such as Management Committees or Advisory Committees. They just say that policy comes from "above". The law REQUIRES Children's Forums, which then speacks of the requirement of in house child and youth care forums...... in a therapeutic community EVERYONE has an equal voice. when we can all own the system it reduces aggressive outbursts that lead to assault.

Staff wellbeing and development: Lets start with staff development. Masud Hoghughi always said "what's good for the goose, is good for the gander". Children have IDPs Staff need Individual Development Programmes too. Not just a "you need to work on this thing!", but real tangible growth courses and programmes. Which brings us to SUPERVISION and in-house STAFF TRAINING. and this doesn't mean the "Do as I say" approach that I have encountered so very often.
The employer has the responsibility to treat and respect all social service professionals as equals.This story that one profession has been around for longer than the other just doesn't hold water. As an employer just go back to your scriptures and you will surely remember references to the care of "widows and orphans" we are talking over 2000 years ago.  The profession of child and youth care must, by the employer be recognised as a full profession as any other helping profession. The trivialisation of child and youth care by any employer sets up a formula for aggression and then a spill over effect to the children and young people in care resulting in the kind of assaultive behaviours  

More tangibles..... just a list for employers. 
SALARY, SALARY, SALARY medical aid and pensions.

IOD's (Injury whilst on duty) Workman's Compensation, Well -being policy , HIV and AIDS policy, including training and access to Universal Precautionary Measures, de-briefing, trauma counselling and referral if needed ad finally, career pathways without ceiling. 

What I have set out in this blog are some of the observable tangible measurables which are but part of the responsibilities and role of the employer and which, I believe, move toward the reduction of risk in a facility.

I am PERSONALLY in favour,  of employers having to register as employers with the SACSSP and so eligible for sanctions in terms of employers codes of conduct, organisational ethics and norms and standards for their employed social service professionals. I believe that this will go some way towards reducing the risk of assaultive behavior by young people on child and youth care workers and visa versa.

Watchout for next weeks blog. It will take a look at the intangibles , the immeasurables , the not in a tick-box list of employers role and  responsibilities in reducing risk in the therapeutic mileau.

GOOD TIMES BAD TIMES. FINE BUT NOT FINE..CHILD AND YOUTH CARE IN SOUTH AFRICA

This week in  social media was a mixed bag of good times and bad times, fine but not fine. It seemed that with every good time post, comment was raised as another side to the same coin.

Taking up the most social media space was a picture of a child and youth care worker's certificate of registration with the South African Council of Social Service Professions ( SACSSP) at the professional level. It was captioned by an announcement that professional level  registration is now attainable with a "legacy"  four year qualification in child and youth care at level 7 without having to to submit a Portfolio of Evidence ( PoE ) for assessment by SACSSP to demonstrate competence at the new four year qualification at level 8. 

I shared this post to my social media network. It raised near on 100 comments predominately congratulatory and hailing this as good news for the profession. Flip side comment raised the issue of child and youth care workers already registered at the professional level
being employed at a level equivalent to a child and youth care worker at the auxiliary level (level 4) and paid as such.

I am very pleased that child and youth care workers who enrolled in a four year degree on the understanding that it will lead to employment in the field of practice and with the scope of practice associated with the professional level of registration be recognised in the workplace are now able to register. 

One lengthy comment expressed a concern that the South African Qualification Authority ( SAQA) recognised a four year qualification at level 8 or therefor an honours degree at level 8 as a "PROFESSIONAL" qualification. This lone voice cannot be ignored. It would be a concern that recognition and the equality of social service professions across the boards led to the view that "lower qualifications" are regarded as lower status and lower status be regarded as lower pay. It will no doubt constantly be forgotten that social work qualifications, as will community work qualification regulations demand a qualification at level 8. ...... just a caution as as a possible "fine but not fine". 

More good times, bad times !!.....social media reports...

The non-payment of government funds for the first quarter (at least) to the non-governmental organisations (NGO's) raised its first protest demonstration. A memorandum of concern and protest was taken by a group of social service professionals to the opposition party at a provincial legislature. The opposition party then held up all provincial debate to receive the memorandum. The comment was..."now the ruling party knows ---- next to  the media!" Media exposure to the crisis now appears to be a pervasive plan of action in the NGO sector. A full and condemning report has already been published in the Daily Maverick and a facebook message in my inbox told of an intention to expose the crisis to an outspoken and highly viewed investigative journalism TV programme.The provincial protest delegation appeared in its placards to have expressed a fear of a repetition toward de-institutionalisation of care services and the negative issues this can raise. The de-institutionalisation of state facilities in the Mental Health sector in this country had tragic consequences. 

A comment in the "registration" posting said "now we won't rest until the closed NGO facilities are re-opened"


Next fine but not fine posts....

"Does anyone know if we will be paid?"  This post raised a pile of mixed comment. Some said that they had not been paid in the first quarter. Others celebrated that they had payments including April. One said that her enquiries led to a response that delays that delays were caused by incorrect banking details having been fed to the payment agency. These were being addressed and will be rectified, they said. he final comment asked "but what about May?"

Good times.

The Child Protection Week as launched with a with a wide range of programmes across South Africa. The most I had on social media were from Our Isibindi projects and others from state and provinces. The State posters gave a number of free telephone numbers and SMS addresses for free calls to report instances of child abuse. The theme appeared to be 'Keep your eyes on the child".

Bad times.

Somehow every year during Child Protection Week and the International Day of the Child (1st June), possibly through public awareness, or a terrible set of coincidences, social and other media are filled with reports of child sexual and other abuses. So here are the bad times on all the social media this week......

A woman threw a parcel from a moving car in the main road through the central business area of Durban.The parcel struck the rear of a car . In the parcel was a new born baby. It died on impact.

There were terrible reports of school child bullying. Two school girls were found hanged in a school hostel.A 9 year old school girl was shot in the crossfire of a cash heist in Chatsworth Durban There is an investigation underway arising from the rape of a 13 year old girl at a school.

...and now for the really bad time news.  Social media reported that, in the Northern Cape, 36% of all admissions to rehabilitation  yearscentres for substance abuse were children between 10 and 19 years. Of 124,526 reported rape cases in the last three financial years financial 41% were children and 5% were children every day!!!. This translates into 46 children raped and 2 children murdered in South Africa every day !!!!! The issue is exacerbated by the reports in social media of the severe violence by which children are being murdered. The report listed.....firearms, axes, spades, pangas, hammers, belts and poison.

Whilst writing this blog a radio report......the family and child violence unit of the South African Police  Force have a shortage of DNA and rape kits  - especially on the Province of  Kwa-Zulu Natal, of an estimated 1000 kits. It means that 1000 rape victims, including children will not receive justice. ..... 

This , I guess is good news...

Thousands marched in Chatsworth in support of the 9 year old girl who died in the cash heist. The demand,.... better protection against crime and its impact on children.

 Public outrage in South Africa is reaching boil over point nationally.

But this is the main point....Good times.....There are thousands of child and youth care workers in South Africa, some without pay, who are providing professional care and reclaiming of children in an environment of trauma. Who are translating voice into action and child well being. 

In the good times and the bad times.... in fine but not fine, ..... aluta continua. !!!!   





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