Publications
This administrative issuance outlines the circumstances in which kinship and traditional foster parents, and contractually designated congregate care staff (hereinafter, “resource providers”) are empowered, through application of the Reasonable and Prudent Parent Standard (RPP) to sig
This administrative issuance outlines the circumstances in which kinship and traditional foster parents, and contractually designated congregate care staff (hereinafter, “resource providers”) are empowered through application of the Reasonable and Prudent Parent Standard (RPP) to allo
The Permanency Focused Teaming administrative issuance is currently under revision while CFSA's Permanency Administration expands the services and procedures that are necessary to expedite permanency for children in foster care while protecting and maintaining their safety and well-
Cell phones have become the preferred method of communication and providing youth in care with cell phones normalizes their experience. The provision of cell phones can also be used to ensure they are able to communicate with staff/providers.
CFSA requires children in foster care under 18 years of age to get regularly scheduled immunizations. Social workers need to work with resource parents and birth parents to ensure that they occur on schedule.
Although we strive to engage all parents, there are situations in which parents who have an open in-home case may not want to give CFSA the permission to engage kin in case planning or to explore them as potential placement options prior to an imminent home removal.
This administrative issuance provides guidance on working with families where inadequate housing is a factor in their...
Independent Living Programs (ILPs) are designed to assist older youth who are preparing to transition out of foster care. Program and resident requirements for ILPs are delineated in Title 29 of the Disctict of Columbia Code of Municipal Regulations, Chapter 63 (29 DCMR Ch. 63).
CFSA’s Telecommuting Program allows participating employees to work at alternative worksites, including their home, on a regularly-scheduled basis, based on the needs of the workforce and without diminishing employee performance.
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