Hoani Waititi Social Services Case Study

Hoani Waititi Social Services Case Study Weizhi You (Peter) Alternative care placement for BD Workplace: hoani waititi social services 1 Outline the information and issues relevant to the decisions about the alternative placement for this individual. BD is a 13years old boy. The boy’s parent are both not working and they are drug and drunk everyday. The boy couldn’t receive the good care from the family, not enough food, always wear on dirty clothes. He’s suffered from abuse in verbal and physical. The grandparents called the social services for some help because they are old and could not look after BD, and they would like BD to be placed in foster care. After discuss with grandparents, the social workers decide to remove BD from the parents care to another family which is full of love and willing to look after DB. The social worker concerned the parents of DB and told them that their children will leave them until they change them self and find themselves. 2 What other information did you need to obtain? Safety: The person is safe from any kind of harm that comes from themselves, or any other person. Make sure he won’t be abused in foster care. Check if he is at risk of running away from foster are. Wellbeing: We need to check the boy’s health situation and the psychology health situations. The person’s wellbeing is looked after – for Maori people wellbeing should be considered in the holistic sense. We need concerned the family members and have a family meeting to discuss about it. Arrange the visit for grandparents. 3  Key points of information provided to the parties involved or other observations The boy is so silent and don’t want to talk with others and hide on the back of grandparents. So we spend the tie with BD and build the trust. The grandparents have pain legs and sore back who need take medications every day and no family members can take BD, so foster family is necessary. 4  Outline how decision making was facilitated in accordance with the service provider’s standard Gain information that is relevant to the decision making process. Before an Alternative Placement happens, the families including SW, BD, BD’ parents and BD’ grandparents may meet several times to discuss and share relevant information, issues and needs of the client for their safety and wellbeing. The safety and wellbeing of BD is the subject of an alternative care placement is the first consideration Social workers use verbal and non-verbal communications to obtain information relevant to decision making Obtaining sufficient information to facilitate decision making about the alternative care placement includes all information and issues relevant to all parties involved in the decision about the alternative care placement Keep the information confidential, and get family consent to discuss family concerns with outside agencies e.g drug agency. 5 other notes which reflect on the decision making process The boy and the whanau will have the different preferences for the placement, perhaps related to the ease of access for visiting etc. Cultural issues are an important consideration for social workers, particularly when dealing with Maori. Some information may reflect on the decision making process including Health needs, Language, safety, client’s privacy,spiritual needs, Dietary needs, Medication needs, Physical comfort Task 2 Student name: weizhi you(peter) Alternative care placement for BD Workplace: hoani waititi social services 1 Outline any further or additional information or issues relevant to the decisions about the alternative placement for this individual. DB is more shy and silent at first week, but with the help of social workers and new families, he becomes improved both in physical and psychology health. For the spiritual support, the social worker bring him to the marae to join in maori activities and practice maori culture. DB made friend with them and develop his social network. But from the feedback of school, he is not focus on study and seldom do the homework. BD will go to the same school so he won’t need to involved at another school. He always walk to school. BD is happy to live in the foster family, the risk of running away is low. 2How did you plan the placement in line with the decisions of the parties involved and any other key people? The social workers keep contact with family members involved. They keep contact with the fostr family and BD, gain feedbacks and make plan to help BD get used in the new family. They also contact with BD’s parents and grandparents. Helping BD’s parents stop drug and find a job to earn some money. They have a talk with the school and the teacher of BD then the school decide to spend extra hours to help BD study. 3 how did you plan the placement in line with ethical practice? Followed agency’s policies/protocols. Ethical practice, the ethics of social work practice also need to apply to decisions about alternative care placements. For example, it will be unethical to tell the person’s family the only place available was one a long distance away, because it had a vacancy and social worker can end their involvement quickly and move on to another case. A place was found nearly to garandparents’s home and easy to visit, families kept informed at all times of all the decision making. 4 how did you make sure that everything you did was focused on the current and future safety of the person who needed the alternative care placement? BD need to moved from home because he couldn’t receive the properly care from parents which is bad for his well beings. The social worker together with relevant people needs to determine the best alternative care placement for BD, with the safety and wellbeing of the person as the first consideration. 5 key points of information provided or other obeservations The parents of BD have agree to receive the help from the community and local organizations to stop drug. BD is happy living in the foster home. 6 outline how planning was facilitated in accordance with the service provider’s standards. Give examples Followed agency’s policies. Family Group Conference (FGC) lead by Youth Justice Co-ordinator and Social Work. Family group conference (FGC) supported CYF care as an interim measure. completion of checklists: all the paper should be done and checked, it need to be sign by social worker, care provider and families. security of information: make sure that all the information through inside the person who is involved. Confidentiality and keeping accurate records of conversations or meetings Social workers acknowledging the needs and issues of parties to the alternative care placement, use the interpersonal skills to work with the different parties and make sure everything goes on line. 7other notes reflect on the planning process Home environment: low risk – high risk safety issues. Always consider person’s safety and well being first. Family visit provide spiritual support. Task 3 Student name: weizhi you(peter) Alternative care placement for BD Workplace: hoani waititi social services 1how did you encourage self-determination of the person who is the subject of the alternative care placement? To encourage self-determination means encouraging families members to the plan to fulfil their identified roles, and to take ownership of these roles. Dependency on the social worker or social service provider needs to be discouraged. Encourage grandparents to visit. Provide BD’s parents 2or 3 councilling agencies to choose to solve their problems. Outlined agency’s objectives and appropriate legislation, backing up agencies mandate/kaupapa. Fully informed BD and whÄ nau/family of the parameters and scope of the meeting, and allowed them to define the best options. Informed all the decision making at all times before it satarts. Where possible I (agency) worked collaboratively with the family to find a middle ground where agency mandate and whÄ nau choices weren’t aligned. 2how did you discourage dependency on you as the social worker and the social service provider? Gave space (and resourced where necessary) so the whÄ nau/family could define their own possible solutions. Give them 2to3 useful local agencies and let BD’s parents choose the way to help themselves. Where possible the agency would step aside, so the family/whÄ nau could step up. 3how did you assist key people in the implementation of the plan to identify progress? I will provide key people with a care-plan that included key indicators of progress, such as attending school regularly, keeping curfew, behavioural contract etc and informed all decision making at all times. 4how did you assist parties to the plan to review the plan? What if any further options were identified? If the plan was amended, how was it amended? Regular meetings to review progress were held between social service provider,BD , whÄ nau and care giver(s). to check the which task has been achived so far and what to improve. When implementation of the plan is complete, the plan (in its entirety) needs to be reviewed. In some cases the review will result in further options being identified. The review may also determine some different outcomes in terms of achievement of objectives and these also need to be recorded in the plan 5 key points of information provided or other observations Parents have enrolled the drug councilling center 6outline the implementation was in accordance with the service provider’s standards Cultural practices were followed eg a karakia/blessing was arranged for BD when he arrived at the home. The checking in processes was completed fully, including areas such as health and safety, and rules for behaviour etc were explained to BD. 7other notes reflect on the implementation process His study in school have a big improve under the help of teacher. Task 4 Student name: weizhi you(peter) Alternative care placement for BD Workplace: hoani waititi social services 1how you know you had completed your required tasks or involvement in the plan? DB is now in foster care family and the parents were enrolled in drug councilling. BD attend the school regular and make new friends. When the implementation of the alternative care placement is complete, it is time for the social worker to complete their involvement in the plan. Always first consider the safety and wellbeing of the person who is the subject of the alternative care placement. 2what possible future involvement might be required from the social service provider in this case? Think about factors that may lead to further contact being needed, what functions or services a social service provider might offer the person in the future, and how the person could go about re-establishing contact with social service provider The parents may need parenting program to help them learn how to take care of BD. If the parents could not stop drug and abuse on BD, in this situation, BD have to move to another home. The social workers will provide many suggestions and some useful organizations for them. If they need services in the future, they can ring the organizations again. 3notesor key points of information received or other obeservatons made Social worker’s tasks were clearly finished on the care plan, and the plan was updated to show they were completed. Transition from home to residential care completed. 4outline how the closure was in accordance with the service provider’s standards Review the items that were part of your role or responsibility in the plan. Check you have completed them all, and completed all related documentation etc. Consult with the other parties to the plan. Check that they consider you have completed your responsibilities, or whether there is something else they were expecting you to do. Handover meeting with host home family, BD and whÄ nau. 5outline how you made sure information was kept confidential Followed agency privacy policy. For example, consent from whÄ nau to share information with alternative education provider was received. 6provide two examples of how your actions were in accordance with relevant legislation. Name the legislation in the example. Privacy Act – I (agency) only kept information that was necessary for the purpose of facilitating BD’s placement in the host home. CYPF Act – both BD and whÄ nau were kept informed of decisions made, and wherever possible involved in the decision making process. 7other notes reflect on the closure process All parties updated and keep contacting with them. Provider policy followed, case file checked and updated, renew the information and regular check visit BD. Task5 How tiriti o Waitangi in social services? Give 3 examples how your actions on placement were guided by the tiriti. There are four principles in the Te Tiriti o Waitangi to ensure that maori’s rights were covered including partnership, protection, participation and permission. A partnership in good faith between two Maori and Crown, for that principle, when engaging with Maori or creating policy that could affect Maori, the Social Service organisations ensure needs of Maori are prioritised. In order to make ensure Maori have rangatiratanga rights over their taonga, always consultation with Maori leadership and management when organisational policies are being discussed. Te Tiriti o Waitangi applies in social services including ensure that all social services have a bi-cultural perspective. For example, we respect our maori client, maori way to deal with things, our maori workmates and client’s families, keep good relationship with them. Protection: for that principle, it allowed maori to exercise their Tino Rangatiratanga (absolute sovereignty) over all of their taonga(land), and benefit from these. Taonga in Maori language means land, resources, language, knowledge, and other aspects of the Maori way of life. Maori have the rights to enjoy their taonga in social service settings, and social service organisations must respect their way of life. It protect Maori’s rights to make choices that best serve their culture, that line with tika and kawa, suit their traditions and practices customary. For example, we working in the maori marae, we follow their traditional cultures and their process in the marae, we are not allowed to bring the food into marae and turn off the phone, no noisy when join the formal welcome. Participation: it ensure that maori take part in the social counseling and have the equal rights with crown. Consultation at all levels with Maori. It must be service accessibility for MÄ ori. Allowed Maori choose their models of health i.e (Te Whare Tapa Wha) rather than western models when working with MÄ ori. So when we working with maori, we should knowing their needs and their culture respect, provide their prefer ways to help them. Task6 How your actions throughout the process of contributing to the facilitation? At least 3 examples and include your inflections from your activities in this assessment all linked to theory for social service practice. respect my client, always ask their permission, I always collect the family agreement before the action and listen to my client, respect their choices and their maori way to do things. And I respect their culture, when enter Maura, I will follow their traditional approach and customs. Gain information that is relevant to the decision making process. Before an Alternative Placement happens, the families including SW, BD, BD’ parents and BD’ grandparents may meet several times to discuss and share relevant information, issues and needs of the client for their safety and wellbeing. We keep contact with family members involved. Keeping contact with the fostr family and BD, gain feedbacks and make plan to help BD get used in the new family. Contacting with BD’s parents and grandparents. Helping BD’s parents stop drug and find a job to earn some money. Weizhi you 13010121[à ©Ã¢â‚¬ Ã‚ ®Ãƒ ¥Ã¢â‚¬ ¦Ã‚ ¥Ãƒ ¦-†¡Ãƒ ¥Ã‚ ­-] 1

Hatchet :: essays research papers

Hatchet I chose this book because I thought it would be very interesting. I read the back cover and picked out the book because I thought I would like it. The main character in this story is Brian, who went through a plane crash and had to survive on his own for fifty-four days. The character I liked the best was Brian because he is brave, smart, and never gives up. Hatchet is about a boy named Brian Robeson. His parents are separated and live in different parts of the continent. Brian is on his way to live with his father for the summer, when the pilot of the two person plane has a heart attack. Brian keeps the plane up until it runs out of gas, and then he aims for a lake that he can glide into. As soon as they hit the lake, Brian has to swim to the surface before he drowns, leaving the dead pilot in his seat belt. All Brian has is the clothes and a hatchet his mother gave him. While stranded somewhere in Canada, Brian learned how to make a fire, which kept mosquitos away. He builds a spear for fish, and a bow and arrow for hunting birds. He lives in a cave, and does pretty well. After a while, he gets trampled by a crazy moose, and hurts his ribs. In the same day, he gets hit by a tornado. After a while he is better and decides to go look for the survival kit inside the airplane. It takes him all day, and exhausts him, but he finally does it. Inside it there are tons of riches. There is a rifle, but he doesn't like it because it takes him away from all he has learned. There is also almost a years supply of dehydrated food. Last, there is an emergency contact mechanism, and without knowing it, Brian turns it on andleaves it on. When he turned on the mechanism, someone came and found him, and took him back to his family.

Compensation and Benefits Strategies Essay

A strategic plan for employee compensation determines how much you want to pay employees and what type of employees you want to attract. Your compensation plan entails a variety of aspects including pay scales, reward programs, benefits packages and company perks. A successful strategic compensation plan allows your business to compete in the market for the best employees in your industry (Lister, 2013). In order for this medium sized construction business to structure itself and be market competitive then research around benefits, compensation, merits, and the laws related to benefits and pay programs needs to be conducted. The success of the business will rely on the research put into it. Construction Market Evaluation When looking at the relevant labor markets the task was difficult due to the slowing and sluggish construction economy from 2007 to 2012. Demand in this industry depends heavily on the health of the economy. A midsize company’s profitability and efficient operations require the skills of experienced employees you will be able to work efficiently with available resources because they will not have the advantage of larger commercial construction companies with multiple projects simultaneously in various types of construction. The company’s annual net revenue is $10,000,000 and will need to use their resources wisely to attract and retain talent in the present market and in future expanded markets. When researching labor markets according to (Cascio, 2013), â€Å"This can often be a complex task because employers must pay attention not only to labor markets but also to product markets (e.g., level of demand and degree of competition). Pay practices must be designed not only to attract and retain employees but also to ensure that labor costs (as part of the overall costs of production) do not become excessive in relation to those of competing employers.† The job surveyed for this market evaluation was Corporate Construction Manager on a  national level for companies with 800 to 3,000 employees. The present workforce in this midsized business is 650 employees and they are looking to add over an additional 20% to the current workforce or an additional 130 employees. The company wants to be comparable to other commercial construction businesses as they expand in Arizona while being conscious of the compensation used currently in Detroit, Michigan. The median annual income for a Corporate Construction Manager in Detroit, Michigan is $104,626.00. The core compensation package is based on averages, not personal factors and will be different from those in Arizona. Here is the breakdown of the benefit package for a Corporate Construction Manager in Detroit; Core Compensation Expanding into Arizona, the median annual income for a Corporate Construction Manager is above average at $120,601. Here is a breakdown of what makes up the compensation benefits in Arizona; Core Compensation Median % of Total Base Salary $120,601 65.9% Bonuses $15,405 8.4% Value of Benefits Social Security $9,021 4.9% 401K/403B $5,168 2.8% Disability $952 0.5% Healthcare $6,507 3.6% Pension $8,704 4.8% Time Off $16,739 9.1% Total Compensation $183,099 100% The level of knowledge and skill requires 10-15 years of experience in the industry with a bachelor level degree. According to (Duchon, 2007), â€Å" When construction is booming in a region, and strong able-bodied workers are in short supply, hourly wages can escalate to attract labor from other locations. To attract and retain individuals with appropriate skills/competencies, organizations must be willing to pay competitive rates based on targeted labor markets (local, regional, and national). It’s the law of supply and demand.† Construction and Manufacturing industries are rewarded and paid for prescribed output, project completion, and measured  output. Any bonuses will range according to job level and specific weight based structure. When expanding into Arizona the company will need to consider the total company structure on a national level as they increase headcount and annual revenue. Compensation Structure The use of market pricing to determine wages and salaries is known as market based pay and utilizing this system would be the best practice for a competitive market segment such as construction and contracting. Especially considering the expansion to another region. According to WageWatch, â€Å"committing to a market base pay compensation structure means that employees will be paid at a competitive wage when compared with rates offered to people in similar positions in peer organizations (WageWatch, 2012).† Supply and demand, which rules over the labor market, further drives this approach. A properly designed market based pay system will facilitate companies by controlling compensation costs, enhancing market competitiveness, improving recruitment results, increasing employee morale, and achieving greater internal equity. However, in order establish and inevitably maintain an effective market-based pay system, one needs to know how to successfully match and integrate salary surveys with the company’s data, philosophies and practices. Internal equity is analyzed in a way similar to external market analysis in that the data determines worth relative to benchmarked job titles, but different in that the benchmarks are internally established. Internal benchmarks are particularly useful in evaluating both unique and hybrid job titles for which external benchmarks do not exist. Managing external and internal equity is a dynamic process that requires the organization to stay vigilant on changes in market conditions and business demands. The market based pay approach to compensation gives the influence of the external market on wages precedence over internal equity (WageWatch, 2012). The success of Corporate Construction is contingent on attracting and retaining the best talent needed to efficiently execute the company’s business strategy. Having the right pay structure is at the helm of this. And in recent years organizations have noticed a significant shift with the types of structures that work best. A new study by World at Work and Deloitte, â€Å"2012 Survey of Salary Structure Policies and Practices,† found that market-based salary  structures are the most prevalent type of pay structure in use (64 percent). While traditional and broadband structures are less common today (23 percent and 12 percent respectively). Companies of all sizes in varying industries are understanding the importance of market- competitiveness and are focusing on external equity to attract and retain top talent (Deloitte Consulting, 2012). Total Compensation and Benefit Strategy Performance Incentives and Merit Pay Merit pay, although not covered by the Fair Labor Standards Act (FLSA) is still subject to other regulations and laws, up to and including city, state, regional and federal laws, mandates and regulations. Although not mandated by law, especially in Arizona, merit pay and performance incentives are an excellent way to motivate new and current employees to push for specific short and mid-term goals (Saari & Judge, 2004). In a new work environment, the key to growth is hiring and motivating the right employees. In a construction business, these goals can be broken down between the construction crews, and the support and admin staff. Implementing goals for the construction foremen and/ or project managers, and authorizing them sub-goals and incentive pay for contractors, subcontractors, and crews can give the right incentives for completing on-time, on-target, and within budget construction projects. Merit pay for those who work longer hours up to and including authorized overtime, or who complete safe, timely portions of projects within budget constraints will also boost performance without sacrificing quality. (HRHELP, 2011) Whatever benefits and pay program is chosen several laws must be considered. With the location, size of the organization, and projected revenue and personnel growth in the coming year, the following laws will apply. Remember that this is not an exhaustive or complete list, and there may be updates after the time of publication (Cascio W. F., 2013). The Arizona Employment Protection Act (A.R.S. 23-1501), Arizona Legal  Arizona Worker Act (ALAWA), and The Arizona Civil Rights Act (ACRA) are three of the main Arizona laws in particular that Clapton Commercial Construction must abide by. Any incentive, performance pay and compensation programs must be in concert with these laws. Federal laws, principally those to do with government funded construction projects include the McNamara-O’Hara Service Contract Act, Contract Work Hours and Safety Standards Act (CWHSSA), Copeland â€Å"Anti-Kickback† Act, and Walsh-Healey Public Contracts Act. These laws cover everything from properly instituting overtime pay to ensuring that employees receive the merit pay and other benefits afforded to them in a timely manner. (U.S. Department of Labor) References Arizona Attorney General’s Office. Employment Discrimination: Get the Fact. Phoenix: Arizona Attorney General’s Office. Arizona New Hire Reporting Center. (2009-2013). New Hire Reporting Law. Retrieved 12 07, 2013, from Arizona New Hire Reporting Center: https://az-newhire.com/law Arizona Senate Research Staf. (2007-2008). Arizona Senate Background Brief: Labor Laws. Phoenix: Arizona Senate Research Staff. Bureau of Labor Statistics. (2013, December). http://www.bls.gov/oes/current/oes119021.htm#st. Retrieved from www.bls.gov. Cascio, W. (2013). Managing Human Resources; Productivity,Quality of Work Life, Profits. New York:McGraw-Hill. Deloitte Consulting LLP. (2012). Salary structure policies and procedures. Retrieved from http://www.worldatwork.org/waw/adimLink?id=65885 Duchon, M. (2007, June 1). Compensation; Total Reward Plans that Attrack, Retain, and Motivate.Construction Business Owner . Henderson, R. (2012, January). Employment outlook:2010-2020 -Industry employment and output projections to 2020. Monthly Labor Review , p.65-83. HRHELP. (2011). HR & employment Law Compliance Guide for Arizona Employers. HRHELP. Lister, J. (2013). Strategic Plan for Employee Compensation and Benefits. Retrieved from http://smallbusiness.chron.com/strategic-plan-employee-compensation-benefits-15613.html National Right to Work Legal Defense and Education Foundation, Inc. (2010). Right to Work Laws: Arizona . Retrieved 12 07, 2013, from National Right To Work Legal Defense Foundation:

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