Masters level lit review

Code of Conduct for

the Indiana

Department of Child

Services [Revised]

Effective January 1, 2013

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DCS VISION, MISSION & VALUES

VISION

Children thrive in safe, caring, supportive families and communities.

MISSION

The Indiana Department of Child Services (DCS) protects children from abuse and

neglect and works to ensure their financial support.

VALUES

 We believe every child has the right to be free from abuse and neglect.

 We believe every child has the right to appropriate care and a permanent home.

 We believe parents have the primary responsibility for the care and safety of their children.

 We believe the best place for children to grow up is with their own families.

 We believe children and older youth have the right to permanent and lifelong connections.

 We believe in personal accountability for outcomes, including one’s own growth and development.

 We believe every person has value, worth, and dignity.

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Purpose of the Code of Conduct

The power to intervene in the lives of families and children comes with extraordinary

responsibility. Children, families and the Indiana public must be able to trust that DCS

staff make decisions in the best interest of each child and family we serve. As such, every

DCS staff member must act with the utmost level of professionalism, honesty and

integrity. The DCS Code of Conduct is designed to support the Vision, Mission and

Values of DCS. It sets forth the value and behavioral expectations DCS has for its staff

and demonstrates the commitment to high quality services that best meet the needs of the

child. The Code of Conduct is the commitment of DCS to every child and family in the

State of Indiana.

DCS expects that all employees will act in a manner consistent with this code and in

accordance with all applicable laws, rules, policies and procedures. Failure to follow the

Code of Conduct may result in disciplinary action, up to and including dismissal.

Concerns about employee conduct should be reported to the appropriate Supervisor, DCS

Human Resources at [email protected], or the DCS Ethics Officer at

[email protected]

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DCS Code of Conduct

Responsibilities

I. Guidelines for all DCS employees

A. Competency: Staff will provide services only within the parameters of their education, training, licensure1, professional experience and job duties.

Furthermore, all staff will represent their qualifications, education and credentials

accurately.

B. Integrity: The acts of all DCS staff will reflect a dedication to the DCS Vision, Mission and Values. Staff will carry out their duties and responsibilities in an

objective manner in accordance with federal and state laws, rules, policies, and

established procedures. Furthermore, staff will treat all children and their families,

colleagues and members of the general public in a respectful, honest and fair

manner.

C. Accuracy and Documentation of Work: DCS staff will complete all assignments timely to the best of their ability. Staff members are expected to

recognize training needs for both themselves and their colleagues and obtain the

necessary training to improve job performance and outcomes. Obstacles to

completion of assignments must be immediately discussed with a Supervisor or

work unit manager so barriers can be overcome and solutions can be identified

and implemented. Under no circumstances will an employee falsely document his

or her activities, actions or decisions.

D. Conflict of Interest: DCS staff will follow all applicable laws, policies and rules governing the ethical obligations of state employees2 as well as any applicable

professional Rules of Conduct. Employees may not serve as employee, officer,

director, or consultant for any child, family or service provider with a contract

with DCS. Employees may not borrow money from or lend money to any client

or service provider. Employees may not accept gifts, entertainment, or any other

items/services of value from any child, family or service provider. DCS staff will

not allow private or personal interests or relationships, financial or otherwise, to

1 For example, FCMs do not provide legal services or give legal advice because they are not licensed to

practice law and it is not within the scope of their job responsibilities. 2 42 IAC 1-5 et. seq. sets forth these obligations.

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conflict with or influence their professional duties and responsibilities; this

includes behavior that would lead a reasonable person to believe that private or

personal interest has motivated an action or decision. If a situation arises where a

real or perceived personal or private conflict may exist, the staff member shall

consult with his or her Supervisor or work unit manager to resolve. Staff cannot

foster or adopt children with whom they have or had a working relationship.

E. [REVISED] Diversity and Non-Discrimination: DCS staff will be respectful, understanding of and sensitive to the diverse cultural backgrounds of all

individuals with whom DCS interacts. This includes but is not limited to, social

diversity and oppression with respect to race, ethnicity, national origin, color, sex,

sexual orientation, age, marital status, religion, and mental and physical disability.

DCS staff will not condone or engage in any discrimination on the basis of race,

ethnicity, national origin, color, gender, sexual orientation, age, marital status,

political belief, religion, or mental or physical disability. All reports of

discrimination must be reported to DCS Human Resources or the State Personnel

Department (SPD).

F. [REVISED] Prevention of Workplace Harassment: DCS staff will strive to maintain an environment free from sexual harassment and harassment based on

race, color, creed, religion, sex, national origin, age, sexual orientation or gender

identity, or physical or mental disability. Workplace harassment, whether verbal,

physical, or environmental, is unacceptable and will not be tolerated. DCS will

not tolerate workplace harassment engaged in by fellow staff, supervisors,

officers, or by outside clients or other non-staff who conduct business with DCS.

DCS encourages reporting of all incidents of alleged harassment regardless of the

offender’s status, position with, or relationship to DCS. All reports of workplace

harassment must be reported to DCS Human Resources or the State Personnel

Department (SPD)3.

G. [REVISED] Investigations and Obligation to Report: Staff shall cooperate fully in any Departmental investigation and any authorized investigation by an

outside person or organization pertaining to DCS business. Failure to cooperate

with any investigation may result in disciplinary action, up to and including

dismissal. Staff will report issues and concerns, including staff misconduct, to

their immediate Supervisor, unless the issue or concern is with their direct

Supervisor. If the issue or concern regards the staff member’s direct Supervisor,

3 http://www.in.gov/spd/files/harasspol.pdf

http://www.in.gov/spd/files/harassrandp.pdf

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the concern must be reported to the Supervisor’s manager and/or DCS Human

Resources. See the State of Indiana Employee Handbook4, Prevention of

Workplace Violence5 and Workplace Harassment Prevention6 policies for more

information.

H. Personal Conduct: DCS respects the privacy and interests of its staff and recognizes their right to conduct their personal lives free from involvement or

interference from DCS. Nonetheless, staff should keep in mind that they represent

DCS to the public even while off duty, and should strive to preserve the agency’s

reputation. In addition, certain types of off-duty conduct may reflect poorly upon

an employee’s character and judgment and thereby influence his or her status as a

DCS employee. Employees who engage in unprofessional or criminal conduct or

other serious misconduct off-duty may be subject to disciplinary action by DCS.

If such conduct is determined to be harmful to the DCS image, to be inconsistent

with the agency’s expectations of its staff members, to impact and/or disrupt

business operations, bring the agency into disrepute or to jeopardize the agency's

or employee’s standing within the community, the staff member may be subject to

disciplinary action, up to and including dismissal.

I. [REVISED] Alcohol/Drug Free Workplace: Staff shall not use or be under the influence of alcohol while performing any duties on behalf of DCS. No employee

shall report for duty or remain on duty while having any measurable amount of

alcohol in his/her system or while having any measurable trace of a controlled

substance in his/her system for which the employee does not have an authorized

prescription. Staff are encouraged to consult with a health care provider or

pharmacist regarding any medications that may affect their ability to perform the

responsibilities of their respective position. For further information, please refer to

the SPD Drug and Alcohol Testing policy7 and the DCS Administrative Letter on

Employee Drug Testing8.

J. Personal Health: DCS staff shall take personal responsibility for his or her own health. Staff shall not perform professional activities if they know that their

physical or mental health may be compromised or interfere with their professional

4 http://intranet.spd.state.in.us/files/eehandbook.pdf 5 http://www.in.gov/spd/2409.htm 6 http://www.in.gov/spd/files/harasspol.pdf

http://www.in.gov/spd/files/harassrandp.pdf 7 http://www.in.gov/spd/files/datp.pdf

http://www.in.gov/spd/files/datp_rp.pdf 8http://www.in.gov/dcs/files/Employee_Drug_Testing.pdf

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judgment or job performance. Employees are encouraged to use the state-

sponsored Employee Assistance Program (EASY) if the need arises.

K. [REVISED] Personal Relationships: DCS staff will refrain from having on- going personal relationships with stakeholders if the relationship creates or has

the potential to create a conflict of interest. Examples of such relationships

include, but are not limited to, relationships with children and/or families who are

or have been involved with DCS; relatives of children and/or families who are or

have been involved with DCS; resource parents caring for children within the

same DCS Region as the employee works; contractors or employees of partner

agencies providing services within the same DCS region as the staff member

works; or with any staff that he or she supervises. Examples of prohibited

relationships include, but are not limited to, sexual, financial, volunteer or

business relationships. If staff has a familial relationship with someone in one of

these group categories, it is his or her responsibility to notify his or her

Supervisor. In the event a personal relationship is pre-existing, the staff member

shall consult with his or her Supervisor or work unit manager to resolve any real,

potential or perceived conflicts.

L. Sexual Relations: DCS staff may not engage in any type of sexual relationship with individuals and/or families who are or have been involved with DCS,

relatives of individuals and/or families who are or have been involved with DCS,

resource parents caring for children within the same DCS region in which the

staff member works, contractors or employees of partner agencies providing

services within the same DCS region in which the staff member works, or with

any person that he or she supervises. If a situation arises where a real or perceived

conflict exists, a staff member shall consult with his or her Supervisor or work

unit manger to resolve any potential conflicts that may result.

M. [NEW] Solicitation and Selling on Agency Property: Solicitation of staff for funds, membership, or individual commitment to outside organizations or causes

within any facility or the physical confines of any DCS office during the staff

person’s working hours shall be permitted only with the approval of the DCS

Director or designee. Such approval shall be granted only if the activity does not

disrupt the security or efficiency of the facility.

Staff shall not supplement any state salary through activities engaged in within a

DCS office, such as selling items for profit, collecting commissions, owning or

operating concessions, rendering service to other staff, clients, or the public. With

the approval of the agency director or designee, staff may sell items for not-for-

profit organizations, such as schools or the Girl Scouts, in a DCS office. In such

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cases, the staff person must ensure that the ordering and delivery of any items

sold occurs during non-working hours and that these activities do not interfere

with agency operations.

With the approval of the DCS Director or designee, staff may be allowed to post

items for sale on a bulletin board, either electronic or otherwise. If such a bulletin

board is approved, staff shall indicate that he/she may be contacted at home

during off-duty hours. In such cases, the staff person must ensure that the posting,

ordering, and delivery of any items are not done during working hours and that

these activities do not interfere with agency operations.

N. [NEW] Information, Records, and Documents: DCS staff will not improperly use, access, copy, or destroy DCS records. Please refer to the Information

Resources Use Agreement (IRUA) for further information.

DCS staff shall return all information, records, or documents of DCS, a staff

person, a client, a member of the public, and/or the State when they retire, resign,

or otherwise leave DCS, and shall return all information, records, or documents of

DCS, a staff person, a client, a member of the public, and/or the State when

ordered to do so because of suspension, dismissal, or other absence from work.

O. [NEW] Property, Equipment, and Resources: DCS staff will comply with the terms and conditions of the Information Resources Use Agreement (IRUA) and

any other standard, rule, regulation, policy, procedure, directive, written or verbal

order, agreement, responsibility, or condition of employment relating to DCS

and/or State property, equipment, or resources.

Staff shall use DCS and/or State property, equipment, and resources only for

intended purposes. All DCS and/or State property, equipment, and resources

issued to staff, or to which staff has access, shall be maintained in proper order

and returned upon request.

Staff shall return all property, equipment, and resources owned by DCS and/or the

State when they retire, resign, or otherwise leave DCS, and shall return all

property, equipment, and resources when ordered to do so because of suspension,

dismissal, or other absence from work. Staff and former staff shall be responsible

for all costs associated with the replacement or recovery of DCS, State, client, or

staff person property, equipment, or resources.

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P. [NEW] Employee Leave Time: DCS has adopted the State Personnel Department’s leave policies available at www.in.gov/spd. The policies govern the

use of leave time for employees of DCS.

Q. [NEW] Employee Discipline: An employee whose unacceptable behavior or conduct violates a State and/or DCS standard, rule, regulation, policy, procedure,

directive, written or verbal order, agreement, responsibility, or condition of

employment may be subject to disciplinary action, up to and including dismissal.

Examples of such unacceptable conduct include, but are not limited to,

demonstrating an unwillingness or inability to reasonably perform all essential job

duties with or without an accommodation; violating the State or DCS Drug and

Alcohol Policy or Responsibilities and procedures; failing to maintain a valid

driver’s license (e.g. having license suspended or revoked) when one is required

to perform position duties; enrolling or maintaining unauthorized dependents in

state benefit plans; or failing to comply with the State of Indiana Non-Tobacco

User Agreement. See also the state of Indiana Discipline policy.

II. Guidelines for Child Welfare

A. Minimizing Trauma: DCS staff will work in a manner that protects the children and families from further abuse and/or neglect. Potential risk for further abuse

and/or neglect should be discussed with the staff Supervisor to discuss strategies

to minimize trauma, and determine the necessary and most appropriate course of

action.

B. Client Self-Determination: While the child and/or family members may not have full decision-making authority due to the nature of involvement with DCS, self-

determination will be respected to the greatest extent possible, -i.e. Child and

Family Team (CFT) Meetings. Staff will ensure that the child and/or family

members are aware of all options available to them and the consequences of each

decision. Staff will not threaten, coerce or manipulate the child and/or family

members into making decisions, nor will any staff express his or her personal

opinions or preferences in any communications within the scope of employment

with DCS.

C. Confidentiality: Staff will protect the confidentiality of the child and/or family members, child abuse and/or neglect reporters, and all others as required by law.

If staff have questions surrounding confidentiality, they should contact their DCS

Local Office Attorney for guidance. Upon a formal request for information, DCS

will promptly advise the requesting party of relevant confidentiality requirements

and limitations regarding the requested information.

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D. Responsibilities to the Child: Child welfare staff will perform all job duties in a manner that protects the best interest of the child. Consistent with the child’s age

and level of understanding, child welfare staff will explain the child’s rights,

decisions made and actions taken. Additionally, child welfare staff will be

accessible to the child; this includes, but is not limited to, responding to questions

quickly and providing as much information on the case as appropriate, given the

child’s age and level of understanding. Child welfare staff will acknowledge the

physical and emotional stress that the child may be facing.

E. Responsibilities to the Parent: Child welfare staff will treat parents as valued individuals and caregivers in the child’s life. Child welfare staff will engage and

team with the parent to explain clearly all actions and processes as well as the

rights of both the parent and the child. Child welfare staff will refrain from bias or

judgment, and treat each with genuineness, empathy and respect. Child welfare

staff will be accessible to the parent; this includes, but is not limited to responding

to questions quickly and providing as much information on the case as

appropriate. Child welfare staff will acknowledge the physical and emotional

stress that the parent may be facing.

F. Responsibilities to Other Family Members: Child welfare staff will treat other family members as valued individuals and partners in the child’s life. Child

welfare staff will engage and team with other family members and provide as

much information on the case as allowable. Additionally, child welfare staff will

be accessible to other family members; this includes, but is not limited to

responding to questions quickly and providing as much information on the case as

appropriate. Child welfare staff will be respectful in dealing with other family

members, acknowledging that they may be under emotional stress.

G. Responsibilities to Resource Families: Child welfare staff will treat resource (foster/relative) families as valued individuals and partners in the child’s life.

Staff will engage resource families, and team with these families, in planning and

decision-making on the case, as appropriate. Resource families will be provided

with detailed information on each child in their care. DCS will offer ongoing

support and training to resource families; this includes but is not limited to

responding to questions quickly and providing as much information on the case as

appropriate. Child welfare staff will acknowledge the valuable service that the

resource family provides and the challenges they may be facing.

H. Responsibilities to the Courts: Child welfare staff will conduct themselves in a professional manner while in Court, when working with Court representatives,

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and while executing court orders. Child welfare staff will testify honestly, be

mindful of their body language and reactions while in Court, and respect the

authority of the Court. Staff will also follow the directives of the Court, respecting

that the Court can approve or disapprove the decisions and recommendations of

the Child and Family Team (CFT).

I. Responsibilities to Partner Agencies: Child welfare staff will conduct themselves in a professional manner while working with partner agencies.

Additionally, child welfare staff will be accessible to partner agencies (this

includes the Guardian ad Litem and Court Appointed Special Advocate);

including, but is not limited to, responding to questions quickly and providing as

much information on the case as appropriate. Child welfare staff will present

information to the partner agencies in a truthful and factual manner,

acknowledging that the provider is a valuable member of the team and maintains

critical information.

III. Guidelines for Child Support

A. Responsibilities to Indiana Children: Child support staff will work to protect every child’s right to the care and support of both parents, regardless of their

marital status. Decisions will be made to ensure the child’s best interest is

protected.

B. Responsibilities to Custodial Parent: Child support staff will assist custodial parents in obtaining the appropriate support from the non-custodial parent. Staff

will be professional in their dealings with custodial parents. Child support staff

will clearly explain all actions and processes, as well as the rights of both the

custodial and the non-custodial parent. Additionally, child support staff will be

accessible to the custodial parent; this includes, but is not limited to responding to

questions quickly and providing as much information on the case as allowable.

C. Responsibilities to Non-Custodial Parent: Child support staff will be professional in their dealings with non-custodial parents. Child support staff will

clearly explain all actions and processes, as well as the rights of both the custodial

parent and the non-custodial parent. Additionally, child support staff will be

accessible to the non-custodial parent; this includes but is not limited to

responding to questions quickly and providing as much information on the case as

allowable.

D. Responsibilities to County Partners: Child support staff will team with county partners to administer the child support program effectively. Child support staff

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will be respectful and professional when working with county partners.

Additionally, child support staff will approach working with county partners with

a true spirit of collaboration.

E. Responsibilities to Employers: Child support staff will provide a streamlined collection system to employers. Additionally, child support staff will assist

employers navigating the child support system with professionalism and respect.

IV. Guidelines for Management and Executive Staff

A. Supervision of Employees: Management and executive staff will model the practice and skills expected to achieve improved outcomes for children and

families. Managers and executive staff will engage staff and recognize all agency

staff as key team members. Managers and executive staff will provide a positive

work environment for all staff, encouraging professional growth and

development. Additionally, managers and executive staff will give feedback, both

positive and constructive, to staff on an ongoing basis. Managers and executive

staff will model and promote a safe working environment.

B. Organizational Planning: Managers and executive staff will work to continually develop and improve DCS to serve its staff, children and/or families and the

public more effectively. Managers and executive staff will provide an

environment conducive to growth by collaborating with staff and community

partners. Managers and executive staff will continually assess for quality

improvement opportunities.

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