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Social are a practice

Social are a practice is of recent origin and attempts to meet the needs of men and women especially those in urban areas. Essentially, it is a specialist activity of supporting individuals or areas enhance or restore their capacities to a communal functioning also to create societal conditions favorable to their goals. It is designed to improve the quality of individuals life as well as show determination towards cultural justice (Ryan and Hughes, 1998). Individuals, family members, neighborhoods and organizations are able to attain their full probable by seeking cultural work related services. The necessity for such services has been extended to appeal to children because they are currently facing troubles that hinder their proper development. This has become the primary focal point of this document.

First of all, as mentioned above, cultural work is targeted at increasing the livelihoods of people and interesting them constructively to realize their full potential. This slices across all decades including children. Several reasons have added to my desire in working within the general public Child Welfare system. The system is driven by desire to to promote the safety, wellbeing and permanency of children as well as families (Ryan and Hughes, 2006). Most children experience situations such as being deprived of parental care and attention, abuse which range from physical, sexual, psychological to overlook, marital conflicts, stigma related issues, unfavorable socioeconomic conditions (Weaver et al. , 2006) that expose them to situations such as opting for prostitution.

Qualities Of A Good Child Cover Services Worker

For one to be considered a Child Cover Services worker, you have to meet the basic requirements which include a Bachelor's level in public work or a Master's level in sociable work, maintain significant understanding of current affairs pertaining to children's welfare and also apply the data acquired into structured settings.

One should become aware of the ethics and worth which describe at length the code of conduct. A commitment to the ethics and beliefs of a Child Protection Services staff member should be completely adhered to, be able to apply basic helping skills where one can respond to individual, group and community needs, proposal skills, observation skills, communication skills, empathy skills, level of resistance intervention and diagnosis skills. With these talents I am in a position to carry out my responsibilities as Child Welfare Safety Official effectively and efficiently.

Challenges To Effective Child Welfare Service Provision

However, even with the above strengths, several challenges exist that compromise service delivery on the part of the kid welfare services employee. Ryan and Hughes (1998) expound on these difficulties to include; poor public conception of the Child Welfare Social worker. Service delivery is compromised by high personnel turnover as well as lack of competent workers in the sociable work establishments; vulnerability of people with intricate needs thus requiring time bound complicated solutions. This can't be tackled by the few personnel available; poor working conditions lead to the workers having to endure with increasing caseloads without proper remuneration and flexible exercises; increased caseloads with complicated needs. These stem in part from the vulnerability of families where breadwinners are unable to provide sufficiently because of their dependants. Complexity of the needs requires complicated actions in their solutions which further calls for time to resolve them; reduction in the amount of foster care parenting. Increased caseloads face a backlog of foster care and attention parenting as less individuals sign up into foster care systems credited to increased expenditures and bureaucracies engaged.

Proposed Changes To Improve The Public's Understanding Of Consumer Child Welfare Services

In order to increase the public understanding of public child welfare services, enough training and occupation should be done to boost the number of qualified personnel in these institutions. This would effectively take into account the need to improve service delivery to cater for increasing circumstances related to child welfare (Weaver et al. , 2006).

Secondly, institutional changes that encompass coverage development and execution have to be adequately dealt with to ensure systematic co-ordination in securing resources for afflicted households and children. In addition, compensation should be contained to market foster attention parenting o that foster individuals do not feel overburdened in taking care of the implemented children. Staff should also be paid out in situations where they may have incurred extra bills of both money and time in their quest to address root issues taken to them.

Permanency Planning

Weaver et al. , (2006) defines permanency planning as a guiding principle intended to reduce the exit, access and time put in in home good care. It includes both legal and interpersonal efforts targeted at securing viable family members for children. It further represents where a child will live after foster attention.

Foster Care System

Foster care system identifies a system where a minor is adopted in a caregiver's home. Such a caregiver is certified by the state of hawaii and is known as a foster parent. The state of hawaii and a child welfare institution take part in legal decisions impacting the minor as the foster parent contributes to the daily health care of the minimal and is compensated for stretching such services by the state of hawaii. This system is usually short-term in character as the trivial awaits long lasting adoption or reunification (Ryan and Hughes, 1998)

Career Prospects

Five years after my graduation, I plan to become a cultural worker with a bias in child safety services. I am going to focus my attention mainly in child labor and female genital mutilation instances for the first three years. I am going to then establish an organization whose main mandate would be to address the above mentioned issues.


Ryan, J. and Hughes, R. (1998), Field Manuals to Child Welfare (Vol II-XIII). Washington: CWLA Press

Weaver, D. et al. , (2006), Retention of Public Child Welfare Staff. Berkeley: California University

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