• Journal of Korean social welfare administration
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• v.20 no.4
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• pp.139-174
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• 2018

This study aims to identify the problems of the current response system to tackle misconducts of social workers and develop more effective system for disbarment and suspension of social worker qualification. For this purpose, the disbarment and suspension of social worker qualification system of England, New York, Japan, and Australia, and of other professions in Korea such as health, education, and legal professions were reviewed. In addition, focus group interviews were conducted with 2 groups of 10 social workers in order to explore their opinion regarding the misconducts of social workers and the related system. The review of the system in foreign countries showed that the systems were different, and disbarment and suspension system was developed according to the nature of social worker qualification in each country. In terms of other professions in Korea, it has been found that there were unique response systems including procedure of disbarment and suspension according to the characteristics of each profession. As results of the focus group interviews, participants agreed that it is necessary to develop a response system because there are various kinds of misconducts in social welfare service field, and suggested strategies of response system, obstacles to its effects, and long-term plan for strengthening the ethical practice capacity of social workers. In conclusion, the system to address misconducts of social workers including the integrated report point and procedures are suggested. We argued that the establishment of a comprehensive response system based on the close corporation between the Ministry of Health and Welfare and the Korean Association of Social Workers is necessary in order to cope with misconducts and strengthen the ethical practice capacity. Further more, in the long term, we indicate that the qualification procedures of social worker should be reformed alongside of its management system, and the Social Welfare Service Act should be revised.

• Social Workers
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• no.6 s.38
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• pp.18-22
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• 2005

'전 국민의 1인 사회복지사 자격증 시대' 사회복지사 자격증취득과 관련된 각종 스팸메일과 현 자격취득 과정을 고려해 볼 때 아마 이러한 시대가 곧 다가오지 않을까 싶다. 사회보지사의 역할이 가중되는 사회적 흐름상에서 이러한 관심은 긍정적이나, 무분별하게 검증 없는 과정을 통해 쉽게 사회복지사라는 꼬리를 달고 사회 속으로 내던져지고 있다. 자칭 '전문가'로서 인식되어 지기를 바라는 우리 사회복지계의 노력은 점점 무색해지고, 어쩌면 Imitation Social Worker가 우리의 자리를 점점 더 조여 들어 올 수도 있을 것이다. 물론 이런 사회보지사 자격제도의 허점은 거슬러 올라 미흡한 사회복지사업법에서 찾아 볼 수 있고, 하루빨리 법 개정을 시행해야하는 중요한 과제를 안고 있다.

• 한국사회복지학회:학술대회논문집
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• 2003.10a
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• pp.127-146
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• 2003

• Social Workers
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• no.9 s.53
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• pp.10-13
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• 2006

• Korean Journal of Social Welfare
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• v.58 no.1
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• pp.209-235
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• 2006

This study was performed to analysis the social worker's duty in korea and suggest for typology duties of 1st grade social worker, 2nd or 3th grade social worker's qualification. 911 social workers responded to questioner. This objectives was accomplished by the measuring to frequency of duties, and the qualifying cognition of each grade social worker's duties. As a result, social worker spent more time carried out maintenance of facility, direct services, intake, management of file and official document duties than personal management, planning and financial program, evaluation and termination duties. Type of social worker's duties fined out composed of 4 type. Type I(The 1st grade social worker's duties) was belonged to 53 task elements, type IV(The 2nd or 3rd grade social worker's duties) was subjected to 11 task elements. 21 task elements performed to either 1st grade social worker or 2nd, 3rd grade social worker by type or uniqueness of social work practices. To allocation of duties by each grade social worker, fitting out of qualification system, the task elements for each grade of social worker must be prescribed by the rules. This allocation of duties by each grade social worker would be utilized to support qualified social work services, and to strengthening of their professional.

• The Journal of the Korea Contents Association
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• v.17 no.1
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• pp.129-136
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• 2017

The purpose of this study was to explore the institutional protection scheme to identify the factors influence physician turnover of social workers. The main reference comes from the 2014 research on wages and work conditions of Korea Institute for Health and Social Affairs. The result of the analysis shows that 33.7% of the social workers intend to change jobs and that the possibilities of changing jobs have factors in gender, age, education levels, job satisfaction, wage, and contractual factors. This result shows that in order to enhance support of underprivileged, the treatment of social workers needs to be improved. This research proposes settings of switching job position system through facility M&A and institutional development.

• Journal of Hospice and Palliative Care
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• v.13 no.1
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• pp.32-40
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• 2010

Purpose: The survey was aimed to provide basic data to develop a certification system for hospice and palliative care professionals. Methods: National Cancer Center (NCC) and the Korean Society for Hospice & Palliative Care (KSHPC) conducted the survey for hospice and palliative care professionals who worked at 34 Palliative care units designated by the Ministry of Health, Welfare, and Family Affairs (MW) and the members of the KSHPC. The survey was conducted via e-mail from June 17 to 23, 2009. Total 220 professionals were surveyed. Results: Most of the hospice and palliative care professionals reported a great need for certification system: Physician, 90% (n=51) nurse, 84% (n=134) social worker, 89% (n=35). In regard with the requirement for the certification, a majority of physicians (46%) preferreddiploma course, while social workers (46%) preferred training course for medical social workers. Concerning the certification body, physician (45%) preferred the KSHPC and the MW almost equally, while nurses (50%) and social workers (60%) preferred the MW highly. As for the body to develop and accredit advance training course for each professionals, most of the physicians (51%) preferred the KSHPC, whereas nurses and social workers preferred collaboration of the MW (or NCC) with the professional society, such as the KSHPC (23%), the Korean Hospice & Palliative nurses association for nurses (21%), or the Korean association of (medical) social workers (37%). Lastly, all respondents preferred the course format of once a week, full day, and some field study at weekend. Conclusion: Korean hospice and palliative care professionals identified the great need for the certification system, therefore, the adequate system development must be followed to reflect their voice.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.12
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• pp.197-211
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• 2018

This is an exploratory study on the status of the social work field practicum at a cyber university. The purpose is to investigate the current situation and improvement plan of the social work field practicum. A qualitative analysis was conducted with 11 professors who have instructed the social work field practicum at cyber universities. The social work field practicum based on the experiences of the professors is investigated, and this paper analyzes the status according to students, schools, practitioners, and institutions. In order to improve the quality of the social work field practicum, factors for improvement were analyzed through the efforts of students, schools, the Korean social workers' association, institutional improvements, and social welfare instructors. The results of the study are as follows. Students, schools, and training organizations should recognize the importance of the social work field practicum and must strive for systematic and consistent education. It is also important to remember that a social worker is not a professional with simple qualifications, but an expert with a philosophy, values, and ideologies. The direction for improvement in the social work field practicum is as follows. When constructing a social welfare curriculum, the school should have a realistic curriculum and teaching method that can enhance the sense of the field. The student should not be qualified as a social worker only as a vague investment for the future, but should have the professional ability to serve clients as a social worker and to give professional help to clients, considering the best welfare service for human beings. Institutions should provide a place for students to integrate theory and practice in vital social welfare experiences as social workers. The Republic of Korea is now facing an age with one million social workers. In order to open the future of social welfare in Korea, we need united endeavors with government that can develop students as pre-social workers and establish universities, institutions, and their systems for a substantial social work field practicum.

• The Journal of the Korea Contents Association
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• v.16 no.2
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• pp.652-665
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• 2016

National Competency Standards or NCS is an educational system that emphasizes developing job-related abilities. Therefore it will be an effective solution in training field-oriented work forces if properly applied. However, in the department of social welfare, it is not easy to apply NCS to the curriculum since most academic subjects concerning social welfare focus not on practice but on theory and in addition, most of social welfare departments in junior colleges have an accredited curriculum for the 2nd degree of the social worker qualification. This means it is preposterous if NCS is applied to the curriculum without prior changes in the existing qualification system. So, this paper proposes a draft model to apply NCS to the already-accredited curriculum for the 2nd degree social workers in the junior colleges and details are as follows. Firstly, the competency units will be customized for the existing academic subjects in the curriculum rather than developing new subjects in accordance with NCS competency units. Secondly, some client-related competency units including children, seniors, the disabled are newly developed and then applied to the curriculum, which are crucial for the career development at the junior college level. Thirdly, the competency units are categorized into three types in accordance with the degree of job relevancy - type 1, type 2, type 3. Fourthly, four out of 11 basic job abilities are selected and then developed into academic subjects. Fifthly, all competency units concerning the main job market are regarded as one virtual competency unit and then arranged in the order of type 1s, type 2s and type 3s and then the scope of their study is adjusted to the job abilities required at the main job market.

• The Journal of the Korea Contents Association
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• v.16 no.1
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• pp.190-203
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• 2016

Based on the premise that a systematic career process was one of the essential elements of successful task performance both for individuals and the organization in the field of social welfare, this study set out to empirically analyze factors influencing the career commitment of social workers at a multidimensional level and provide practical implications for the directionality of career management on the basis of data with theoretical and statistical accuracy. For those purposes, the study collected individual and organizational characteristics data from 787 social workers at 46 agencies through a structured questionnaire and analyzed influential factors through the multilevel analysis technique by taking organizational effects into account. The analysis results show that explanations by the organization characteristics recorded significant 15% in the total variance of career commitment and that its influential factors included such significant variables as the protean career attitude, desire for growth, human network, and self-efficacy at the individual level and also the qualification compensation system at the organizational level. The study then proposed and discussed integrated practice strategies between individuals and agencies as the measures to promote career success through the activation of individual factors based on the consideration of organizational effects such as the application of an employee assistant program, provision of incentives to professional career development, and shift to a learning organization.