Workload Ranges. Under normal circumstances, Child Protection Workers carrying less than the minimum may be assigned more cases and those at or exceeding the maximum, may have case assignments temporarily suspended until their workload falls below the maximum. In the case of new employees or other placed on reduced duties for health or other appropriate reasons, a reduction in the range minimum may be established by the employee’s Supervisor, subject to the approval of a Director of Service. Workers carrying mixed caseload will have those caseloads measured and assessed on a prorated basis in each service area represented on their caseload It is agreed and understood that this Letter of Understanding for Workload Management, does not form part of the Collective Agreement and shall not be the subject matter of a grievance or arbitration. Dated at BURLINGTON this 24th day of October, 2018. Letter of Understanding #3/06 Between: THE CHILDREN’S AID SOCIETY OF THE REGIONAL MUNICIPALITY OF HALTON (Herein called the “Society”). - and – THE CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL 2501 (Herein called the “Union”).
Workload Ranges. As of April 1, 2007 the following ranges will be in force for full-time employees: Position Range Avg. used to trigger hiring Family Services 16 – 24 20 (Note 1) Children’s Services 17 – 25 20 (Note 1) Core Training 10 - 15 Note 3 Caseworkers 23 - 28 Note 2 Child & Family Consultants 23 – 28 Note 2 STAT Worker 20 - 25 Note 2 Note 1: The numbers and averages appearing in the table above reflect active cases plus two cases scheduled for closing and for which paperwork is incomplete. Additional cases scheduled for closing and recordings not complete are not included in the count. Note 2: These positions are not funded based on volumes and therefore the Agency cannot hire additional staffing and would need to manage this caseload by utilization of a wait list. Note 3: Based on the funding formula these positions are funded to carry the same caseload average as if they were not on training, therefore the only number which could trigger hiring would be similar to the one for their base position. Note 4: For calculation purposes, the numbers and averages appearing in the table above do not include increases incurred through temporary coverage responsibilities. Due to the differing nature of tracking intake the following table will be utilized. Position New Assignments per Month Average used to trigger hiring Intake Services Protection 12 – 18 15 The Agency undertakes to utilize a variety of methods in an ongoing effort to effectively manage workload demands. The methods may include, but are not limited to the following:
Workload Ranges. As of April 1 2007, the following caseload ranges will be in effect for all direct client service positions: FUNCTION CASE RANGES TRIGGER FOR WORKLOAD REVIEW INTAKE 7 – 12 10 FAMILY SERVICE 15 – 20 18 CIC – ADMISSIONS 10 – 14 12 CIC SERVICE 17 - 21 19 XXXXXX CARE 25 – 30 28 ADOPTION 25 - 30 28 KIN SERVICE 25 – 30 28 Note 1.The numbers above reflect active cases only.
Workload Ranges. Under normal circumstances social workers carrying less than the minimum may be assigned more cases and those at or exceeding the maximum, may have case assignments temporarily suspended until their workload falls below the maximum. In the case of new employees or others placed on reduced duties for health or other appropriate reasons, a reduction in the range minimum may be established by the employee’s supervisor, subject to the approval of a Program Director. Workers carrying mixed caseloads will have those caseloads measured and assessed on a prorated basis in each service area represented on their caseload. In order to initiate workload review, the following ranges will be averaged over a month period: Intake Ongoing Family Services case assignments per month Review trigger at case assignments Children in Care Xxxxxx Homes Workload Review Review trigger cases cases Review trigger cases active homes Review trigger active homes The workload review request must be in writing outlining specific issues. The purpose of the review is to develop a plan to address the workload issues including proposed solutions. The review may consider the above factors under a supervisor initiated review, and will respond as if the employee had actually reached or exceeded the range maximum.
