Department for Community Based Services

Standards of Practice Online Manual

12.3.1 Foster and Adoptive/Respite Home Parent Applicants-Employee or Former Employees

Cabinet for Health and Family Services

Department for Community Based Services
Division of Protection and Permanency
Standards of Practice Online Manual
Chapter:
Chapter 12-Resource Family Recruitment, Certification and Reimbursement
Effective:
4/1/2019
Section:
12.3.1 Foster and Adoptive/Respite Home Parent Applicants-Employee or Former Employees
Version:
3

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Legal Authority/Introduction

LEGAL AUTHORITY:

Procedure

The R&C Worker: 

  1. Makes a written request to the SRA for a current or former employee to become a respite provider or foster and adoptive home parent; 
  2. Works with the current or former protection and permanency (P&P) employees for consideration in becoming a respite provider or foster and adoptive home parent;
  3. Considers the following factors prior to a foster care placement:
    1. The current or former P&P employee’s relationship with the child or with a parent of the child;
    2. The current or former P&P employee’s involvement or prior involvement with the child’s case;
    3. Appearance of impropriety; and
    4. Other extenuating factors.

The SRA:

  1. Reviews the request to ensure compliance with SOP and, if the request is appropriate, makes a written request to the commissioner or designee through the OOHC branch manager1 

 Upon approval the following procedures shall be followed:

  1. Ensure the employee completes pre-service training outside the region of the assigned work station. 
  2. Assign a social service worker outside of the region of employment to complete the home study.
  3. Maintain the ongoing provide case outside of the region of employment.
  4. Upon approval as a foster home, an employee shall accept placement of children from outside of the region of employment unless;
    1. The employee is related to the child; or
    2. The employee is determined to be fictive kin prior to the child being placed in the custody of the cabinet.
  5. Termination of parental rights should occur prior to the child being placed with the employee or the child's goal should be planned permanent living arrangement. 

Practice Guidance

  • DCBS employees who currently work in the area of P&P are prohibited from applying as a respite provider or foster and adoptive home parent who fosters a DCBS child, regardless of the child’s residence, unless:
    • The employee was a foster and adoptive home parent or respite provider to the child at the time they began their DCBS employment; and
    • The DCBS Commissioner approves the employee as a foster care and adoptive home or respite provider.
       
  • DCBS employees who work in the area of P&P that wish to apply to adopt a child in the custody of DCBS follow procedures outlined in SOP 13.13.4 Employee Adoption or Former Employee Adoption.

 

 

  • If a request is approved by the Commissioner, the former P&P employee may begin the training and certification process to be considered for approval as a foster and adoptive home or respite care provider. 
  • The foster and adoptive parent training and approval process for the former P&P employee must be completed outside of the applicant’s former region of employment, unless an exception is approved by the Commissioner. 
 

Footnotes

  1. A current or former P&P employee is not considered for approval as a respite provider or foster and adoptive home parent unless the commissioner or designee has approved the request.

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