Skip to main content
Indiana University School of Social Work
Search
DCS09012

Code of Conduct for Indiana Department of Child Services

Welcome to Code of Conduct, developed and presented by the Indiana Child Welfare Education and Training Partnership. This training is available in different formats for State of Indiana employees and School of Social Work students. Scroll down the page for instructions on how to take this training.

State Employee Training #

State employees can take Code of Conduct training through the State of Indiana’s Learning Portal (also known as SuccessFactors). If you’re already logged into My Learning in SuccessFactors, you can select the Code of Conduct button to go directly to the training.

If you haven’t logged in, the Code of Conduct button will take you to a log-in screen. After you’ve logged in, select the My Learning button. From there, you can search for this training by name (using the Find Learning search box) or come back here and use the direct training link.

For a video walkthrough of how to access this training, select the help button.

Code of Conduct (must be logged into My Learning)
Video Help: Accessing This Training

School of Social Work: Student Training #

Purpose of Code of Conduct #

  • The DCS Code of Conduct complements our policies and serves as a guide for ethical standards to assist DCS staff.
  • It supports DCS’s vision, mission, and values.
  • It outlines the value and behavioral expectations for staff, reinforcing our commitment to high-quality services for children and families.

Expectations and Responsibilities

  • All employees are expected to adhere to the Code of Conduct and all relevant laws, policies, and procedures.
  • Understanding and complying with the Code of Conduct is each employee’s responsibility.
  • Violations may result in disciplinary actions, including possible dismissal.
  • To report concerns about employee conduct, contact a supervisor or the DCS Ethics Officer at ethics@dcs.in.gov.

Training Requirement #

  • Participants must read the presentation and answer five questions at the end.
  • Complete understanding of the DCS Code of Conduct is essential.

Content of the Code of Conduct

  • General guidelines for all DCS employees.
  • Specific guidelines for child services employees, child support employees, and DCS management and executive staff.

Key Guidelines Covered in This Training

  • Competency
  • Accuracy and Documentation of Work
  • Client Self-Determination
  • Confidentiality
  • Conflict of Interest
  • Diversity
  • Integrity
  • Obligation to Report
  • Personal Conduct
  • Personal Relationships

Competency #

  • Staff will provide services only within the parameters of their education, training, licensure, professional experience, and job duties.

Accuracy and Documentation of Work #

  • DCS Staff will complete all assignments timely to the best of their ability. Staff members are expected to recognize training needs for both themselves and their colleagues, and obtain the necessary training to improve job performance and outcomes.
  • Obstacles to completion of work assignments must be reported to a supervisor or work unit manager to identify and implement solutions
  • Under no circumstances will an employee falsely document his or her activities, actions, or decisions.

Client Self-Determination #

  • While the child and/or family members may not have full decision-making authority due to the nature of involvement with DCS, self-determination will be respected to the greatest extent possible (i.e. Child and Family Team (CFT) Meetings).
  • Staff will ensure that the child and/or family members are aware of all options available to them and the consequences of each decision.
  • Staff will not threaten, coerce, or manipulate the child and/or family members into making decisions, nor will any staff express his or her personal opinions or preferences in any communications within the scope of employment with DCS.

Confidentiality #

  • Staff will protect the confidentiality of the child and/or family members, child abuse and or neglect reporters, and all others as required by law.
  • If staff have questions surrounding confidentiality they should contact their DCS Local Office Attorney for guidance
  • Upon a formal request for information, DCS will promptly advise the requesting party, of relevant confidentiality requirements and limitations regarding the requested information.

Conflict of Interest #

  • DCS Staff will follow all applicable laws, policies and rules governing the ethical obligations of state employees as well as any applicable professional Rules of Conduct.
  •  Employees may not serve as employee, officer, director, or consultant for any child, family, or service provider with a contract with DCS.
  • Employees may not borrow money from or lend money to any client or service provider. Employees may not accept gifts, entertainment, or any other items/services of value from any child, family or service provider.
  • DCS staff will not allow private or personal interests or relationships, financial or otherwise, to conflict with or influence their professional duties and responsibilities; this includes behavior that would lead a reasonable person to believe that private or personal interest has motivated an action or decision.
  • If a situation arises where a real or perceived personal or private conflict may exist, the staff member shall consult with his or her Supervisor or work unit manager to resolve.
  • Staff cannot foster or adopt children with whom they have or had a working relationship.

Diversity #

  • DCS staff will be respectful, understanding of, and sensitive to the diverse cultural backgrounds of all individuals with whom DCS interacts.
  • This includes but is not limited to, social diversity and oppression with respect to race, ethnicity, national origin, color, sex, sexual orientation, age, marital status, religion, and mental and physical disability.

Intergrity #

  • The acts of all DCS staff will reflect a dedication to the DCS vision, mission, and values.
  • Staff will carry out their duties and responsibilities in an objective manner in accordance with federal and state laws, rules, policies, and established procedures.
  • Staff will treat all children and their families, colleagues, and members of the general public in a respectful, honest and fair manner.

Obligation to Report #

  • Staff will report issues and concerns, including staff misconduct, to their immediate Supervisor, unless the issue or concern is with their direct Supervisor.
  • If the issue or concern regards the staff member’s direct Supervisor, the concern must be reported to the Supervisor’s manager and/or DCS Human Resources.
  • See the State of Indiana Employee Handbook, Prevention of Workplace Violence, and Workplace Harassment Prevention policies for more information.

Personal Conduct #

  • DCS respects the privacy and interests of its staff and recognizes their right to conduct their personal lives free from involvement or interference from the Department.
  • Nonetheless, staff should keep in mind that they represent DCS to the public even while off-duty, and should strive to preserve the agency’s reputation.
  • In addition, certain types of off-duty conduct may reflect poorly upon an employee’s character and judgment and thereby influence his or her status as a DCS employee.
  • Employees who engage in unprofessional or criminal conduct or other serious misconduct while off-duty may be subject to disciplinary action by the Department. If such conduct is determined to be harmful to the image of DCS, to be inconsistent with the agency’s expectations of its staff members, to impact and/or disrupt business operations, bring the agency into disrepute or to jeopardize the agency or employee’s standing within the community, the staff member may be subject to disciplinary action, up to and including dismissal

Personal Relationships #

  • DCS Staff will refrain from having ongoing personal relationships with:
    1. Children and/or families who are or have been involved with DCS;
    2. Relatives of children and/or families who are or have been involved with DCS:
    3. Resource parents caring for children within the same DCS region as the employee works;
    4. Contractors or employees of partner agencies providing services within the same DCS region as the staff member works; or
    5. With any staff that he or she supervises
  • Examples of such relationships include but are not limited to, sexual, financial, volunteer or business relationships. If a staff has a familial relationship with someone in one of these group categories, it is his or her responsibility to notify his or her supervisor.
  • In the event a personal relationship is pre-existing, the staff member shall consult with his or her Supervisor or work unit manager to resolve any real, potential, or perceived issues.

Guidelines for Child Services #

Next in our review of the DCS Code of Conduct includes the guidelines specific to child services. This review will include responsibilities to the child, responsibilities to the parent, and responsibilities to the court. Please read each section thoroughly.

Responsibilities to the Child #

  • Child welfare staff will perform all job duties in a manner that protects the best interest of the child.
  • Consistent with the child’s age and level of understanding, child welfare staff will explain the child’s rights, decisions made, and actions taken.
  • Child welfare staff will be accessible to the child; this includes, but is not limited to, responding to questions quickly, and providing as much information on the case as appropriate,
  • given the child’s age and level of understanding.
  • Child welfare staff will acknowledge the physical and emotional stress that the child may be facing.
  • Child welfare staff will treat parents as valued individuals and caregivers in the child’s life.
  • Child welfare staff will engage and team with the parent to clearly explain all actions and processes as well as the rights of both the parent and the child.
  • Child welfare staff will refrain from bias or judgment, and treat each with genuineness, empathy, and respect.
  • Child welfare staff will be accessible to the parent; this includes, but is not limited to responding to questions quickly and providing as much information on the case as appropriate.
  • Child welfare staff will acknowledge the physical and emotional stress that the parent may be facing.

Guidelines for Child Support #

Next in our review of the DCS Code of Conduct, you will review the guidelines for child support. This review will include the responsibilities to Indiana children, and the responsibilities to the custodial, and non-custodial parent. Please read each section thoroughly.

Responsibilities to the Courts #

  • Child welfare staff will conduct themselves in a professional manner while in Court, when working with Court representatives, and while executing court orders.
  • Child welfare staff will testify honestly, respect the authority of the Court, and follow the directives of the Court.

Responsibilities to Indiana Children #

  • Child support staff will work to protect every child’s right to the care and support of both parents, regardless of their marital status.
  • Decisions will be made to ensure the child’s best interest is protected.

Responsibilities to the Custodial / Non-Custodial Parent #

  • Staff will be professional in their dealings with custodial and non-custodial parents.
  • Child support staff will clearly explain all actions and processes, as well as the rights of both the custodial and non-custodial parent.
  • Child support staff will be accessible to the custodial and non-custodial parent; this includes, but is not limited to responding to questions quickly and providing as much information on the case as allowable.

Guidelines for DCS Management and Executive Staff #

Last, you will review the guidelines for DCS management and executive staff. This review will discuss the topics of supervision of employees, and organizational planning. Please read each section thoroughly.

Supervision of Employees #

  • Managers and executive staff will model the practice and skills expected to achieve improved outcomes for children and families.
  • Managers and executive staff will engage staff and recognize all agency staff as key team members.
  • Managers and executive staff will provide a positive work environment for all staff, encouraging professional growth and development.
  • Managers and executive staff will give feedback, both positive and constructive, to staff on an ongoing basis.
  • Managers and executive staff will model and promote a safe working environment.

Organizational Planning #

  • Managers and executive staff will work to continually develop and improve DCS to serve its staff, children and/or families and the public more effectively.
  • Managers and executive staff will provide an environment conducive to growth by partnering with staff and community partners.
  • Managers and executive staff will continually assess for quality improvement opportunities. Management and executive staff will model the practice and skills expected to achieve improved outcomes for children and families.