Social Work
Review Class
Davao city
June 7-8, 2016
Emmanuel C. Drewery, RSW, MPA
Columban College, Inc.
Olongapo city
Program of Activity
June 7 (AM)

Pre-test

Introduction

Expectation Check

Topic: SW Problem Solving/Helping Process

Post Test
June 7 (PM)

Pre-test

Topic: SW Project Development and Management

Post Test
June 8 (AM/PM)

Pre-test

Topic: SW Community Education and Training

Post Test
* In between topics there will be exercises.
Before we start, let’s agree on the following:
Set your phone on silent mode.
 Give everyone space and time to express
their opinion/make a contribution.
 All questions are valid - we don’t know
what we don’t know!
 Challenge the idea, not the person!
 Practice active listening!
 Clarify all jargons and acronyms.
 Participate!
 Locker Bleiben (Be cool) !

What
are your
expectations?
Social Work Helping/
Problem Solving
Process
Framework
Social Work
Casework. Groupwork. Community Organizing
Philosophical
Base (What)
Social Administration
Social Action/ Social Reform
Social Research
Knowledge
Base (Why)
•History
•Social welfare
Policies, Programs
and Services
•Human Behavior
and the Social
Environment
Theories
•Philosophy
•Values
•Belief about
man
•Principles
•Ethics
Social Work Practice (How)
Goal
Helping Process/Problem-Solving Process
Functions
Helping Models and Approaches ,Tools, etc.
Tappeiner/ Pasos, 2010
THE PROBLEMSOLVING PROCESS
(PSP)
The Problem………





Is an unmet need, which hampers or undermine a person’s
adequate living.
The composite of internal and external factors (i.e., economic,
physical, psychological, and social factors) which affects the
person’s social functioning.
May be a deficiency or lack of material means of personal
capacity ( temporary / permanent ) or of the knowledge or
preparation needed to carry out social roles
It may be due to a disturbance between expectations of a
person and demands of various segments of the person’s
environment
Usually resulting to stress (psychological, social, and physical)
that causes the person to be ineffective or disturbed in
carrying out his/her social roles.
The SW Problem – Solving
Process
Problem – solving is a series of planned
activity in sequential stages , with the goal
of achieving an effective solution to a
problem
 Each phase or stage of the process
requires the application and use of
necessary social knowledge and skills to
effectively assist the clients in their
respective difficulty or problems.

ORIGIN OF THE PSP
 The
problem-solving process (PSP) is essentially
an adaptation of the classic scientific method
 PSP is based on reflective thought that begins
with a feeling of doubt or confusion. In order to
solve a problem, a person follows a rational
procedure consisting of steps in an orderly
sequence, referred to as the “five phases of
reflective thinking”(source: “How We Think”,
John Dewey, 1933)
 In the early 1940s, George Polya, a mathematics
professor, developed a model which he intended to
be used as a guide by any one engaged in problemsolving.
Comparison of Problem Solving
Models
John Dewey (1933)
George Polya (1940)
1
Recognize the difficulty
Understanding the
problem situation, goal and
conditions
2
Devise a plan
4
Define/specify the
difficulty
Raising
suggestion/possible
solutions
Selecting solution
5
Carry out the solution.
3
Carry out the plan
Evaluate the plan
(implementation & results)
A SOCIAL WORK PROBLEM-SOLVING
FRAMEWORK (Helen Harris Perlman )
Perlman
is the author of the
problem-solving framework in social
work
 She described the social work
process as a progressive transaction
between the professional helper and
the client, consisting of a series of
problem-solving operations
A SOCIAL WORK PROBLEM-SOLVING
FRAMEWORK (Helen Harris Perlman)
STEPS IN PROBLEM SOLVING
1. STUDY The facts that constitute and bear upon
the problem must be ascertained and grasped
2. DIAGNOSIS The facts must be thought about,
turned over, probed into, and organized in the mind,
examined in their relationships to one another, and
searched for their significance
3.TREATMENT Some choice or decision must be
made as an end result of the consideration of the
particular facts with the intention of resolving the
problem
Source: Social Casework: A Problem Solving Process, Pearlman (1957)
Generic Steps in the SW
Problem-solving Process
(1)
(2)
(3)
(4)
(5)
(6)
(7)
Recognition or definition of the problem,
(engagement with the client system);
Data-collection;
Assessment of the situation;
Goal-setting and the planning of an action;
Intervention or the carrying out of the
action;
Evaluation;
Termination
FLORENCE
HOLLIS
Casework Process
ROBERT D.VINTER
Group work process
ARTHUR DURNHAM
Community
Organization Process
1.Defining the general
nature problem
presented
1.Intake
1.Recognition
of the problem
2. Psychological study
2. Diagnosis and treatment
planning
2. Analysis of the
problem or Assessment
3. Diagnosis and
formulation treatment
plans
3. Group composition
3. Planning or
consideration of the
action to be taken
4. Treatment
4. Group development and
treatment
4. Action — is the
execution of the plans
and initiation of the
service or project
5. Evaluation
5. Evaluation
5. Evaluation
6. Termination
Strengths-Based Practice
Principle
The following practice principles may be
helpful to keep in mind in helping people:
 Focus on client strengths, resources, coping
abilities that make them capable of change
and active participants in the change process.
 Put clients in charge of the helping process.
 Worker and client continually evaluate
client’s progress, i.e., whether the issues or
concerns for which help was sought have
improved
The Person-Environment Interaction/
Transaction
(Underpinning Concept of the Helping Process)
The Ecological or Life Model of
Practice espouses the view that
transactions take place between
people and the environment-meaning
there is a consistent strivings in
people to achieve goodness-of-fit with
their environment.
Components of Problem-Solving Process
(4Ps)
a. Nature of agency and resources
(PLACE )
b. Nature of the client (PERSON)
c. Nature of the problem (PROBLEM)
d. Nature of the client-worker problem
solving and helping relationship
(PROCESS )
A. Nature of agency &
resources(PLACE )
The Agency
 A structure by which it organizes and
delegates its responsibility and tasks and
governing policies and procedures that
stabilizes and systematizes its operations
 Established as a result of community’s
concern to meet certain needs of people.
 It’s mission, goals, visions, programs and
services are set up to address these needs
 Employs staff to carry out its functions; social
worker represents both the agency and the
profession
B. Nature of the Problem
 Social work is concerned with
problems in social
functioning which rests
mainly on interpersonal
relationships, in negotiating
with systems in the
environment, or in role
performance.
The Problem in 3 Frames of Reference
a. Immediate
Problem
The problem about which the client is most
concerned about. This causes the current difficulty
and in term, the clients perceives the need for
help.
b. Underlying Problem
The overall situation that is created and tends to
perpetuate the immediate problem.
c. Working problem
These are contributory factors that stand in the
way of both remedy and prevention and must be
dealt with if change is to take place.
The Case of Casey
Casey is 30 years old, a mother of two, who claimed to
be a victim of domestic violence. She approached
your agency to ask for help.
She told the social worker that, she “escaped” from her
abusive husband and went to your agency because she
has no place to stay for the night. Upon arriving at
your agency, she also claimed she has not yet eaten.
She is also insisting that her two children be taken
away from the custody of their father, fearing that the
father will do something bad to the children because
Casey ran away.
c. Nature of the client
(PERSON)
CLIENT
 It refers to a person, family, group or community
as the focus of worker’s helping activity.
 The person who comes to a helping situation to
seek help as voluntary client or require to use
help as involuntary client.
 S/he comes with concerns, unmet needs, and
problems of social functioning, comes from a
societal or cultural milieu (set of life experiences
and set of patterns of transactions with other
people)
 A client brings in also his/her total SELF, biological,
psychological, cultural, spiritual being ( a unique
person in a unique situation)
Typology of Clients
1.
Those who asks help:

for themselves

for another person or system
for reaching personal goals or
agenda
for inappropriate goals
2. Those who do not seek help but in
some way are blocking or
threatening the social functioning of
others



Elements of Change for Clients
A. Person’s motivation to change
 Client’s willingness to be involved in the helping
relationship and participate in the helping process
B. Person’s opportunity for change
 It refers to the conditions of the environment; the
availability of resourses and services needed to effect
change
C. Person’s capacity to change
 Refers to the qualities and personality make-up of
intellectual and physical endowment. The internal
resource of the client – physical, emotional,
psychological or intellectual fitness
Person’s capacities to change:
1. Relationship – (emotional capacity)- the ability to
relate satisfactorily with self, with family, with others;
ability to communicate with other’s positive feelings,
attitudes, and thinking, perceives and reacts to
realistic situations with consideration for others.
2. Problem-Solving – relates to cognitive
development (social intelligence, perceptiveness,
ability to communicate, capacity to think
constructively and consistently; reality testing)
3. Biophysical – one’s biological constitution or
handicapping condition, physical characteristics,
health and genetic factors (physical appearance and
characteristics) physical health
d. Nature of the Client-Worker Relationship
(PROCESS)
 Problem solving process as a helping,
analytical, and therapeutic process involved in
the dynamic client-worker relationship.
 It is to help client use and mobilize his / her
inner and outer resources with his/her
maximum participation for effective social
functioning
 It is to equip client with a way of coping with
problems in the future
 The goal is to help client cope effectively as
possible with problems in carrying out social
tasks and relationships which are perceived and
felt stressful.
Is Problem Solving Process and
the Helping Process the same?
SW Problem Solving Process
•a cognitive process
•a rational procedure
•follows sequential step
VS
SW Helping Process
•Not just a cognitive process
for it involves a relationship
between two parties, the
worker and the client
system.
•Professional values and
ethical principles guide this
relationship
The STEPS in the Social Work
Helping Process
Assessment
BEGINNING
PHASE
Planning
MIDDLE/INTERVENTION PHASE
Intervention
ENDING
PHASE
Evaluation
Termination
The Helping Process
“Relationship” / Working Relationship
/ Helping relationship
It is a basic concept in social work.
 The helping process specifies distinctly the
element of relationship as the moving force
in effective client-worker problem solving
effort
 The helping process puts much emphasis
on the client-worker relationship, it is
such a crucial factor it can spell the
difference between successful or
unsuccessful problem-solving.
Components of the Helping
Relationship
a. Reality - Realistic and objective perception of existing
condition
b.Transference (unconscious & not-reality based)
 A type of reaction-clients displacement on the worker of
the particular feelings and attitudes originally experienced
toward the family members or people the client is closed
to;
 Operates through the mechanisms of projection and
identification;
c. Counter-transference (unconscious & not-reality based)
It is carrying over the worker’s particular feelings and
reactions to a person in the worker’s past and applying them
to the client.
Other Important Elements in the
Helping Process
Worker’s Values System
 The conscious use of one’s self; the course of helping
requires judgment and maturity.
 Many of these values, particularly the worker’s
personal, religious and cultural values have usually been
so internalized that the worker is often not conscious
that she is judging other people’s behavior along these
values.
 Self-awareness may be called for in situations where
worker’s values clash with the client’s values.
 Self-awareness is also called for when there is a
difference between the problems and priorities as the
worker sees them and as her client sees them.
Other Important Elements in the
Helping Process
Authority
• There are two sources of a worker’s
authority:
• SWr position and corresponding functions
in the agency
• Possession of knowledge and experience,
which is why she is presumed to be capable
of helping others.
• The important thing about authority and
power that goes with it is how it is used.
Authority, in itself, is neither good nor bad.
STEPS
in the
Social Work
Helping Process
I. ASSESSMENT
It is “a process and a product of understanding on which
action is based.” (Max Siporin ). The ultimate purpose is to
provide understanding necessary for appropriate planning.
 The process involves the collection of necessary
information and its analysis and interpretation in order to
reach an understanding of the client, the problem, and the
social context in which it exists.
 The social worker drawing from theoretical knowledge,
observations and analytical skills evolving from her
interaction with the clients makes a professional judgment
of the latter’s functioning.
 PSYCHO-SOCIAL ASSESSMENT – is used to
denote a more holistic, inclusive and comprehensive view
of the inter relationship of the multiple facets of the
client’s life and understanding of the person in context

I. ASSESSMENT
BIO-PSYCHO-SOCIAL ASSESSMENT
A. Biological Context – it includes current & past physical conditions,
genetic factors & health, physical functioning, state of health, focus on
the presence of illnesses, injuries, disability and genetic abnormalities
that produces stress on the body
B. Social Context – encompasses an understanding of interpersonal
relationships as part of the client’s life (family and other significant
relationships and the culture permeating client’s life)
C. Psychological Dimension – better grasped through the use of
psychological theories as well as the dexterity in their application to
specific client problem situation
D. Other Social Support – other additional interpersonal
relationships that provide us with support
E. Social Environment Resources/Stressors – environmental
contexts that may either present opportunities or limitations
F. Culture – client may belong to ethnic communities that has direct
influence on his identity
I. ASSESSMENT
The major tasks during this stage:
1. information or data-gathering, and
2. problem definition or simply, the problemfor-work;
These tasks culminate in the worker’s writing of an
Assessment Statement or a Problem
Definition.
In the past, the terms used were “diagnosis” or
“social diagnosis.”
However, Assessment Statement appears in most
social work literature and seems to also be the
preferred term in the field of practice today.

1. Information/Data Gathering
Sources of
Information
Description
Primary
source
•Client or the community
•The condition and behavior is the main concern
•Intake procedure through interview is conducted with
individuals, or in groups to obtain key data
Secondary
sources
•The “significant others” in the life of the client whom he/she
has personal relationship with
•Ex. parents, siblings, relatives and friends, people in school,
employment, church, and organizations.
•In the case of communities, this may be the staff of community
agencies, consultants previously involved in the community, etc.
Existing data
•Data or information previously collected by others
•Ex. records and reports from other professionals (physicians,
teachers, etc.) and social workers of other agencies, studies
(e.g., census data) and evaluations.
Worker’s own
observations.
•Direct observation of the client, or his/her interaction with
others.
•In community, the worker observes physical condition, the
presence or absence of basic amenities, facilities and resources,
the person-to-person and group-to-group interactions, etc.
Principles in Data Gathering
PARSIMONY
 SWr collects only those
data/information that has relevance
to the situation at hand and is
essential to the formulation of valid
working judgments. It is gathering
important information that are
useful for the client’s case.
Principles in Data Gathering
Other important principles include:
1. The client should be the main source of information although,
when appropriate and available, other sources should be used.
2. Data to be gathered should directly relate to the identified
problems.
3. The client should be informed about the source being used for
data collection. In certain cases, his permission should be
sought before certain kinds of information are obtained.
4. Data collection is a continuous process, but it is the collection,
organization and synthesis of such data that is especially critical
to the definition of the problem and setting of goals.
5. The type of client and the general nature of the problem can
guide the worker on the type of data that should be collected
and how much.
The Initial Contact(s) with Client
1. The client initiates the contact.
Ex. A client seeks burial assistance from the CSWDO
2. The client is referred to the worker or
agency by some interested or concerned
party — a relative, neighbor, teacher, etc.
Sometimes, persons referred by others are
merely forced to secure help. They are called
“involuntary clients.”
Ex. Drug dependents, children in conflict with the law
3. The agency, through the social worker,
reaches out to the (potential) client and
offers help.
Ex. Rescue of victims of human trafficking
Useful Tools for Assessment
Ecological Map (Eco-map)
 Also referred to as an eco-map or ecogram
 This is a simple paper- and-pencil simulation that
presents the individual or family and the major
systems in the life space, as well as the nature of the
individual’s or family’s relationships with these
various systems
 It is a diagram that shows the social and personal
relationships of an individual with his or her
environment.
 Ecomaps were developed in 1975 by Dr. Ann
Hartman who is also credited with creating the
genogram.
Useful Tools for Assessment
Genogram
 A genogram is graphical representation of
a person's family relationship and history.
It is a unique type of family research
diagram. It records family members and
their relationships to each other.
 It also shows many of their physical and
physiological attributes through an
elaborate system of symbols.
Useful Tools for Assessment
Problem Tree
It is a tool of analysis that illustrates
the linkages between a set of
complex issues in a hierarchy of
related factors highlighting a focal
problem and the cause & effect
relationship between several
factors.
The Intake Process
Intake is the process by which a potential
client achieves the status of a client. It marks
the official start of the helping relationship and
may be accomplished in one or more session
with client.
 The intake process (undertaken thru intake
interview) may end either with the worker or
the client deciding not to proceed, or the client
committing to have client status (however
reluctantly) and the worker committing the
agency to provide services (however limited).
When the latter occurs, an initial engagement
may be said to have taken place.

The Presenting Problem
It is a problem that is a threat to the client’s or
others’ welfare, and usually stated or presented as it
is being perceived or experienced by the client. It can
be:
a. Symptoms (anxiety, lack of motivation)
b. Behavioral configurations (marital discord, poor
school performance, unemployment)
c. Needs (housing, money, etc).
 The client’s problem may be such that it requires
immediate action.
 The client’s “presenting problem,” if it is the problem
or part of the problem that the client system feels is
most important, may serve as the problem-for-work.

2. Problem Definition
Problem for work in specific terms, means any or
all of the following :
a. the problem or part of the problem that the
client system feels is most important or a good
beginning place;
b. the problem or part of the problem that in the
worker’s judgment is most critical;
c. the problem or part of the problem that in the
worker’s judgment can most readily yield to help;
d. the problem or part of the problem that falls
within the action parameters of the helping
system.
(Compton and Galaway, 1994)
Steps in Defining the
“Problem”
1.
2.
3.
Worker must recognize the client’s unmet
needs . (What the client lacks that is causing
the problem?)
Worker must identify the blocks to
fulfillment (What is it about the client and
the client’s situation that prevents the
client’s need being fulfilled?)
Worker must determine the strength,
limitations, motivation for change, and
resistance to change that are applicable to
the client and the systems involved
Types / Categories of Problems
A. INTERPERSONAL CONFLICT – involves individuals
having difficulty relating to each other, interpersonal conflicts
may also involve both communication and behavior---problem
may exist regarding how information is conveyed and receive
between two people.
B. DISSATISFACTION IN SOCIAL RELATIONS - one
may feel unable to get as close to others as she would like or
one may feel that lack of assertiveness prevents his needs
from being met.
C. INADEQUATE RESOURCES – reflects a deprivation of
basic needs be due to poverty, may also refer to lack
resources or services available to the client.
D. DIFFICULTIES IN ROLE PERFORMANCE – a
difficulty in role performance can best be distinguished from
interpersonal conflict by the fact that role performance is
more one-sided.
Types / Categories of Problems
E. PROBLEMS OF SOCIAL TRANSITION – clients may
experience difficulty dealing with some major changes in their
lives, i.e., divorce, having a baby, moving to a new locale, etc.
F. PSYCHOLOGICAL AND BEHAVIORAL PROBLEMS
– these involve a broad gamut of emotional upheavals and
inappropriate, self-defeating, deviant/criminal or uncontrollable
behavior
G. PROBLEM WITH FORMAL ORGANIZATION –
difficulty in dealing with rules and regulations in formal
organizations
H. PROBLEM IN DECISION MAKING – may manifest in
the form of emotional dilemma, loss of objectivity, irrational
choices due to some crisis situation that the client is unable
to control
I. CULTURAL CONFLICTS – may involve discrimination
and oppression by majority groups.
Techniques in Problem Definition
1. Partialization
 Refers to the process of separating from so
many problems identified by the client and/or
worker the specific problem or problems which
are to become the focus of the helping
relationship.
2. Prioritization
 Problem taking precedence over other
problems because of its importance
 Identification of which problems need to be
addresses first, and consideration of the
problems in order of importance
Case Study
After the necessary relevant information
pertaining to the client and the problem
have been obtained/compiled, these
information are organized and synthesized
and the worker prepares a Case Study
(Social Case Study Report).
 Recommended content:
a. identifying information on the client
b. background information
c. problem definition
d. assessment (statement)
e. helping goals and helping plans.

Writing an Assessment Statement
COMPONENTS OF AN
ASSESSMENT STATEMENT
(Mcmahon Maria,1990)
1. Opening causal statement.
2. “Change potential” statement.
3. Judgment about the seriousness
or urgency of the problem.
Writing an Assessment Statement
CHARACTERISTICS OF ASSESSMENT
1.It is ongoing.
2. It focuses on understanding the client in the situation and
in providing a base for planning and action.
3. It is a mutual process involving both client and worker.
4. There is movement within the assessment process.
5. Both horizontal and vertical explorations are important.
6. Assessment identifies needs in life situations, defines
problems and explains their meanings and patterns.
7. Assessment is individualized.
8. Judgment is important in assessment because many
decisions have to be made.
9. No assessment is ever complete.
II. PLANNING
Planning is the link between Assessment and
Intervention.
 It translates the content of assessment into a
goal statement that describes the desired
results, and is also concerned with identifying
the means to reach the goals.
 The end goal of planning is planned
change. Guided by social work values and a
body of knowledge, planning allows the
worker, with the client’s participation to
move from problem definition to problem
solution.

II. PLANNING
Two major tasks are involved in the
planning stage:
1. Goal setting - formulating goals that
directly relate to the client’s need or
problem, and
2. Planning interventions - defining the
specific actions or interventions that are
necessary in order to achieve the goals.
Goals
Goals or helping goals give direction to the
worker’s relationship with his/her clients.
 Goals are ends. They are the desired or expected
outcomes of an endeavor. In brief, goals are
concerned with solutions.
 Goals may relate, not just to the client, but to the
other persons or social systems that are involved
in the situation.

Goals should have the following characteristics:
1. Specific, concrete & measurable, feasible =
Realistic & Attainable
Goals
LEVELS OF GOALS
A. Optimate/Optimal or General Goals/Long
Term Goals - the stated goals are the final, overall, or
long-range results to which efforts are directed.
B. Interim/ intermediate Goals, also referred to as
Objectives - specific, short-term goals which facilitate
the achievement of the long term or overall goals.
Such “objectives” or “intermediate goals”
C. Immediate Goals - determines the point at which
the SWr could most effectively intervene in order to
set the start of the helping process
D. Progressive Subsidiary Goals - focused on the
on-going work
PLANS




Also referred to as Helping Plan, Action
Plan, or an Intervention Plan, plans are
the means to achieve the goals (or ends).
It consist of the specific actions or steps to
be undertaken in order to reach the goals.
Jointly made by the worker and the client
This is arrived at in the same way one arrives
at problem and goal definition, i.e., by the
worker considering not only her own
expectations but also, those of the client’s
and significant others in his environment.
PLANS
UNITS OF ATTENTION
 Other systems that are the focus of
the change activity.
 Other persons who, in addition to the
client, have to be given attention also
because they are involved in the
situation, and work with them is
essential to goal attainment.
PLANS
STRATEGY
 Is defined as “an overall approach to change a
situation.”
 It implies orchestrated action that involves different
entities, each having a role to play in order to achieve
the defined goals.
 In social work we now find a variety of approaches to
practice, called theories of practice or models of
practice. These provide an overall approach to practice
and therefore may be considered as strategies.
 Note: The social worker can choose one or
more of these models and approaches as
his/her helping “strategy”
FACTORS THAT INFLUENCE AN
INTERVENTION PLAN
1.The
community in which it is being
carried out;
2.The agency sanctioning the plan;
3. The social problem that the plan is
a response to;
4.The worker involved in the plan;
5.The client.
The Helping Contract
In social work parlance, the helping contract sets the
expectations and terms of the commitments and
obligations of both client and worker, which are often
clearly spelled out.
 A contract with a client is a simplified version of the Plan
of Action (which represents the worker’s thinking and is
really more for her use). It includes a problem
statement, goals and objectives, a specification of
tasks to be carried out by worker and client and the time
frame required.
 Can be written or verbal agreements/contracts
 Contracts facilitate evaluation and provide tools for
accountability

III. INTERVENTION
Also referred to as action/, plan
implementation or treatment, it is
concerned with action that would solve the
client’s problems
 It involves the rendering of all the specific and
interrelated services appropriate to the given
problem situation in the light of the assessment
and planning”
 It induces all the goal-related activities that the
worker will undertake following the agreement
forged with the client based on the problem to be
worked on and the plan of action to be pursued.

INTERVENTIVE ROLES IN DIRECT
PRACTICE
Interventive Roles refer to the
composite of activities or
tasks that the social worker is
expected to undertake in order
to accomplish the goals agreed
upon with the client.
ACTIVITY
A. Resource Provider
Direct provision of material aid and other concrete
resources that will be useful in eliminating or reducing
situational deficiencies.
 Concrete resources are mobilized, created, and directly
provided to the client who is assisted in making optimal
use of them.
 The direct provision of any form of material aid in social
work is always preceded by a careful evaluation of client
need and the most appropriate ways by which it can be
met.
 Resource provision is not limited to money or goods
but other concrete services that are necessary in order
to achieve the helping goals for the client.
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INTERVENTIVE ROLES IN DIRECT PRACTICE
B. Social Broker
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SWrs role is to negotiating the “service jungle” for clients,
whether singly or in groups.
The worker links or connects the client to needed services in
the community. She often has to perform a variety of activities
- helper, interpreter, facilitator, expediter, escort, negotiator —
to insure rapid service delivery
This role requires a broad knowledge of community resources
as well as knowledge of the operating procedures of agencies
so that effective connections can be made.
Referral - essentially involves connecting the client to needed
resources.
Networking - refers to the worker’s efforts at establishing
and maintaining relationship with other community entities
which have resources that can support and supplement her
own agency’s resources.
INTERVENTIVE ROLES IN DIRECT PRACTICE
C. Mediator
is a person who acts as an
intermediary or conciliator
between two persons or sides. In
her work with individuals, families,
groups and communities, the
worker often has to engage in
efforts that will resolve disputes
between the client system.
INTERVENTIVE ROLES IN DIRECT PRACTICE
D. Advocate
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The term advocacy comes from the legal profession.
Like the lawyer, the worker has to take a partisan
interest in the client and his cause.
The SWr cannot remain neutral. The objective is to
influence, in the client’s interest, another party,
usually possessing same power or authority over the
client.
The advocate will argue, debate, bargain, negotiate
and manipulate the environment on behalf of the
client.
She may even have to utilize non-consensual
strategies, such as direct confrontation,
administrative appeal, and the use of judicial and
political systems as appropriate.
INTERVENTIVE ROLES IN DIRECT PRACTICE
E. Enabler
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SWr helps clients find the coping strengths and resources
within themselves to solve problems they are experiencing.
The client as the primary resource, and change comes
about mainly through the client’s efforts.
The SWr performs a supporting and empowering function
so as to enable the client’s accomplishment of a defined
change.
This role is useful in helping the client change his/her own
reality or environment, if this is the source of the problem.
The work of mobilizing the resources of client systems to
change their own social realities or situations is the
ultimate meaning of people “empowerment” and of the
developmental function of social work.
INTERVENTIVE ROLES IN DIRECT PRACTICE
F. Counselor/Therapist
The Goal is the restoration, maintenance, or
enhancement of the client’s capacity to adapt or adjust
to his current reality.
 It is premised on the belief that there are client
problems which are caused not so much by situation
factors, rather by factors in the client him/herself such
as wrong attitudes, distorted values, low self-esteem,
limited use of knowledge, lack of self understanding,
etc.
 Specific techniques include purposive listening,
reassurance, persuasion, direct advice, teaching,
guidance, suggestions, logical discussions, and exercise
of professional and/or legal authority
INTERVENTIVE ROLES IN DIRECT PRACTICE

OTHER
INTERVENTIVE
ROLES OF SOCIAL
WORKERS
A. Mobilizer of Community Elite
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This involves informing and interpreting to certain sectors
of the community, welfare programs and services, as well
as needs and problems, with the objective of enlisting
their support and/or involvement in them.
ELITE - This sector of the community is comprised of
individuals and groups who are usually in a position to
provide, in one way or another, the resources the worker
needs in her work with clients. The elite would be the
professionals who constitute a well-informed group
whose talents and skills can improve or enrich agency
work
Specific activities in relation to the elite include being an
information-giver, interpreter, resource person, consultant,
negotiator, coordinator, lobbyist, organizer and mobilizer.
OTHER INTERVENTIVE ROLES OF SOCIAL WORKERS
B. Documentor/Social Critique
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SWr documents the need for more adequate social
welfare policies and programs based on her knowledge
(gained from actual experience) about the
inadequacies or deficiencies in these existing welfare
policies and programs, as well as on her beliefs as to
how they ought to be, in the light of professional
values and goals.
As a documentor or critique, the worker should have
a good understanding of existing agency policies,
programs, and services; have accurate knowledge of
data about their actual implementation; and have the
skill to analyze these data.
OTHER INTERVENTIVE ROLES OF SOCIAL WORKERS
C. Policy/Program Change
Advocate
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The term “advocate” when used in this interventive role
refers to the SWr becoming involved in efforts to change
policies and programs on behalf of particular sectors of
the population based on the values of the profession.
This role concept requires the SWr to take a stand
regarding important issues relating to social welfare
policies and programs affecting client populations, and
argue for or defend his/her proposal.
The advocate usually addresses the power structure
which “is viewed neutrally in ‘gatekeeper’ terms as
decision making centers that can be influenced through
persuasion and/ or pressure.”
OTHER INTERVENTIVE ROLES OF SOCIAL WORKERS
Limitations on Worker Activity
The best laid plans are not always accomplished.
These limitations include:
1. Time. The worker may not be able to give the
client unlimited time.
2. Skill. The worker should perform only those
activities that are within her competence.
3. Ethics. The worker should watch out for
activities that might commit her to unethical
behavior.
4. Agency Function. The worker must be sure
that she understands and interprets agency
function properly.
IV. EVALUATION
It is defined as the “collection of data about outcomes
of a program of action relative to goals and objectives
set in advance of the implementation of that program.”
 A prerequisite to evaluation in social work is a
statement of goals and objectives against which
results will be reviewed. This does not mean,
however, that the worker will not do evaluation until it
is time to end the helping relationship.
On-going evaluation - evaluation is a continual process
where the worker keeps on gathering data which she
uses in an ongoing reassessment of objectives,
intervention plans, and even the definition of the
problem.
Terminal Evaluation – evaluation undertaken before
ending a helping relationship.
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IV. EVALUATION
ACCOUNTABILITY. Another very important
reason for doing evaluation is because social
workers and social work agencies must answer
for their work, not just to the clients who are the
direct users, but to the public that supports them.
There are two aspects of accountability:
1) effectiveness which refers to the question on
whether or not the services or intervention plans
are accomplishing their intended goals; and
2) efficiency which refers to the cost of services
and intervention plans in money, rime, and other
resources.’
IV. EVALUATION
Evaluation in social work is done on two levels:
(1)direct practice with clients, and
(2)program implementation
Evaluation in social work is directed at the following:
1) measuring the outcomes (dependent
variables) of programs or specific interventions;
2) measuring the change processes or the
nature of the intervention themselves
(independent variables); and
3) utilizing a research design that will permit
you to attribute the outcome so the change
processes.
EVALUATION MODELS
A. Formative Evaluation
Evaluation that is concerned with looking at
the process of the work.
B. Summative Evaluation
Evaluation that is concerned with outcomes or
effectiveness.
Both types of evaluation can be undertaken at
both program and direct practice levels, and
comprise what is called evaluation research.
Formative Evaluation
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A.
B.
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Formative evaluation forces the worker to find out
whether the intervention plan is being implemented as
designed.
Intervention plans can be viewed on two levels:
Conceptual level (what the SWr agreed to do by way
of a plan in order to achieve goals, which is usually in
written form)
Operational level (what the SWr actually does, the
activities she and the client engage in to accomplish the
goals).
During formative evaluation, the worker must ask
herself whether the plans have been done, as planned. It
is fairly common to have plans which are not
implemented, for different reasons.
Qualitative and Quantitative Measurements
Qualitative Measures
 describes the situation of the client before
and after intervention
 SWr can use this technique to measure the
effects of individual and group treatment on
the individual (i.e. case studies)
Quantitative Measures
 are among the more recent designs for
evaluating change efforts of social workers.
 Use of scales, and other rating mechanisms
to evaluate individual change
V. TERMINATION
A social work problem-solving relationship does
not go on forever. It should be made clear to the
client that disengagement is the natural
conclusion to such a relationship, regardless of
the nature of the client’s problem.
 The task of termination occurs at the end of the
professional worker-client relationship
 GOAL OF TERMINATION – to “empower
the client system” means that the clients will
learn to use his/her own resources (instead of
those of the SWr/Agency) to manage future
difficulties the client may encounter
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V. TERMINATION
The following are the most common reasons for
terminating the client-worker relationship:
1. When goals set have been reached.
2. When, there has been very little movement toward
and the attainment of the goals
3. When the client thinks that the worker has provided
sufficient help
4. When an agency does not have the resources needed
by the client
5. When the systems outside the client make it difficult
for the client to continue
6. When for one reason or another, the worker must
leave the agency.
Transfer and Referral
Transfer
It is the process by which a client is referred by his social
worker, usually in the same agency, because the former
will no longer be able to continue working with the
client, or because she thinks another worker is in a
better position to work with her client’s problem.
Referral
It is the act of directing a client to another
worker/agency because the service that the client
needs is beyond the present agency worker’s
competence, or the client needs the additional service
which the present agency cannot provide.
Factors Influencing Client’s Reaction to
Termination
Clients react differently to termination.
The following are some of the factors
which influence their reactions:
I. Length of service
2. Attainment of client goals
3. Client – worker relationship
4. Modality of intervention
Components of Termination
1. Dis-engagement
2. Stabilization
3. Evaluation
of change
(1) Dis-engagement
On the client’s part, the following are among the most common
reactions that have been identified.
1. Denial. It is a defense mechanism that is employed to avoid painful
feelings. It is is manifested in such behaviors as ignoring or avoiding
any discussion of termination; or not keeping appointments after
termination is discussed.
2. Emotional Reactions. It is the fear of loss or fear of the unknown
can give rise to mixed feelings of the client.
3. Bargaining. Some clients try to negotiate an extension of time or a
modified schedule which can mean fewer contacts over a longer
period with the worker.
4. Depression. Listlessness, little energy, withdrawal, sadness,
helplessness, despair, absence of motivation to go on are the
manifestations of depression. The clients pain is real and evident.
5. Acceptance. The client manifests an increase in energy, and is able
to talk about the good and the bad times and to think about the
future.
(2) Stabilization of Change
The main test of a change agent’s help is
the stability and permanence of the client
system’s changed behavior when the
change agent is no longer actively working
with the client
 The SWr’s main function during this
phase is to insure “generalization” and
spread of effort which has been started
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(3) Terminal Evaluation
Periodic evaluation allows the worker and the client to
review and, if necessary, revise the goals and objectives,
assess gains and/or failures, negotiate conflicts, and so on.
 Terminal evaluation is the time for the worker and the
client — but particularly the worker who has been the
helping person, to appraise what have transpired, to focus
on the goal or goals formulated during the Planning phase,
and of course, on the problem that was identified during
the Assessment phase.
 The client should review what has taken place,
acknowledge improvement or change, recognize his part in
the process and understand how the lessons learned may
be transferred to life experiences after the disengagement
from the helping relationship.

The Generic – Problem Solving
Approach vis-à-vis Helping Process
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GET READY
General knowledge of social
behavior
Knowledge about helping systems
Knowledge about one’s own
agency.
Available information about the
specific client.
GO
 Proceed with client-worker
problem solving work and
helping relationship process.