Father Friendly Program Check-up

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1 Substance Abuse and Mental Health Services Administration Women, Children, and Family Treatment Program The Service Grant for Pregnant and Postpartum Women INSTRUCTIONS Organization Date: Father Friendly Program Check-up Coordinator: (print name) Evaluator: (print name) Project Director: (print name) Women Coordinator: (print name) Child Coordinator: (print name) Other (print name): (Position) Other (print name): (Position) Each project is asked to complete one assessment for their program. Please scan and the completed tool to your Government Project Officer, Linda White Young at the Substance Abuse and Mental Health Services Administration. You will be asked to complete the tool designed specifically for PPW projects. The key areas for capacity building assessment involve the following categories: Leadership Development Organizational Development Program Development Community Engagement The checklists consist of statements that may or may not be true about your organization. It will encourage you to examine your own attitudes about the operations of your organization as well as your current team s abilities to meet the growing needs of fathers and their families. You will assess whether you,, are Neutral,, or. Try hard to avoid a lot of neutral responses. Complete the checklists by placing a checkmark in the box that best reflects the degree to which you agree or disagree with each statement. Use your gut reaction to assess your organization on each statement and be sure to discuss it with your colleagues for consensus. You might discover that you disagree with a number of statements within each category. If that s the case, don t worry a number of disagree or strongly disagree responses, is not an indication that your organization is being unfriendly toward fathers, or weak 1

2 across-the-board in any of these categories. You might find that your organization included fathers to high degree in certain areas, but not in others. After completing the assessment, you can use it as a tool to shape your capacity building action plan and, in turn, motivate fathers to be more engaged and involved in their child s life and your organization. Please use the comment box at the end of each section of the categories to provide feedback on any specific points of departure, comments or suggestions. WCFT

3 Leadership Implementation Indicate the degree to which you agree with each statement, as it relates to your organization. Check the box next to each statement that most closely fits your response. Leadership/administration/management of my organization: 1. Has developed a formal process to increase champions (e.g. advocates) of fathers in our organization (e.g. trainings and incentives). Neutral 2. Has developed a formal process to increase champions of fathers in our community (e.g. periodic interviews with key leaders in different sectors to support father involvement). 3. Demonstrates community partnerships, through MOAs, that provide services (e.g. job training, placement, drug and alcohol treatment/education) through referrals for fathers 4. Demonstrates a core belief that fathers and mothers are equally important to the well-being of the child. 5. Encourages father involvement as a preventative service to children. 6. Acknowledges that fathers may have trauma issues that require treatment and services as do mothers. 7. Provides sensitization of staff to the needs and perspectives of fathers, including the impact of culture on relationships (e.g. internal staff discussions, workshops, trainings). 8. Experiments and remains flexible in creating, promoting, delivering, and evaluating client-directed efforts (e.g. services) for a family-centered perspective. 9. Gets buy-in from and involves clients in efforts that affect them. 10. Empowers clients to create change (e.g. provides clients with the freedom and tools to create change). 11. Encourages the healthy development of the father-child relationship among clients. 12. Encourages the healthy development of the father-mother relationship among clients, whether or not the father and mother are together. 13. Provides adequate funding and other resources (e.g. staff) to effectively serve fathers 3

4 Neutral 14. Provide staff with educational opportunities to learn the negative impact of father absence and the positive impact of involved fathers. 15. Provides clients with a balanced discussion on father involvement (i.e. discusses the negative impact of father absence and the positive impact of involved fathers). 16. Perceives that our organization s programs are as much for fathers as for mothers. 17. Displays a positive attitude about fathers and men when interacting with clients. 18. Has developed a vision or mission statement that includes serving fathers as clients in their role as a dad. 19. Tells clients that fathers are just as important as mothers in raising healthy children. 20. Helps clients understand father involvement from a holistic perspective (i.e. physical, intellectual, emotional, and spiritual involvement). 21. Expects staff to share responsibility for inviting and engaging fathers as clients. 22. Connects fathers with individuals and community-based organizations that can provide fathers with the resources needed to become involved dads. 23. Works with mothers to involve fathers in the lives of children. 24. Examines their own attitudes and beliefs about supporting fathers. 25. Takes risks (e.g. go against the grain ) in family-centered service plans. Any comments or suggestions? WCFT

5 Organizational Implementation The policies and procedures of my organization: 1. Are fair and balanced toward men/women and fathers/mothers. Neutral 2. Encourage fathers to shape existing and emerging programs, services, or products, and company policies and procedures. 3. Include individual service plans for fathers. 4. Create child service plans that include preventive services that involve fathers. 5. Encourage fathers/men to balance work and family life. 6. Encourage non-custodial parents participation in my organization s activities. (Most non-custodial parents are dads.) 7. If a father/man is identified as responsible for a child served, my organization will send (e.g. mail or ) to him communications regarding that child even if the address of the father/man is different from that of the child. 8. Include forms for clients (e.g. intake forms, applications, and questionnaires) that request information about the father. 9. Include a clear expectation that fathers should and will be encouraged to participate in the activities and programs of my organization to improve father-child relationships. 10. Include referrals to resources and network partners that help dads with issues that affect his ability to parent. 11. Include at least one contact person responsible for responding to fathers requests for assistance and to community requests regarding my organization s policies and procedures regarding fathers. 12. Include the capacity to effectively work with fathers when reviewing staff performance. 13. Assesses situations when the mother does not want the father involved and helps both the mother and the father resolve differences with the best interest of the child in mind. 14. Include on-going ways to raise and diversify funding specifically for our work with fathers. Any comments or suggestions? 5

6 Indicate the degree to which you agree with each statement, as it relates to your organization. Check the box next to each statement that most closely fits your response. The environment/atmosphere (e.g. waiting areas) of my organization: 1. Says, Fathers are welcome here. Neutral 2. Includes a special place for fathers (e.g. an area with reading materials directed to men, or a meeting room for men s/father s support groups) or a special time for fathers to interact with one another. 3. Includes reading materials (i.e. books, magazines, and other literature) directed toward fathers/men. 4. Includes a diaper deck in the men s restroom. 5. Includes space for fathers and children to interact together when waiting for service or assistance or when children of father employees visit. 6. Exhibits positive portrayals of fathers/men and children in photos, posters, bulletin boards, and display materials. 7. Uses a gender-neutral color scheme. 8. If a TV or videos play in waiting areas, some of the programs or videos appeal to men. 9. If a library is available to clients, it includes parenting and other information directed toward fathers. 10. Staff listing with photos of male and female staff. Any comments or suggestions? WCFT

7 The staff in my organization: 1. Welcome fathers and men who enter my organization s premises and who request and use my organization s programs, services or products. Neutral 2. Are open to constructive criticism regarding personal biases, including biases against men/fathers. 3. Are comfortable with differences in parenting styles typical of fathers and mothers. 4. Avoid using language that is divisive and that stereotypes men/ fathers and women/mothers. 5. Make every attempt to interact with mothers and fathers equally when they come together to participate in a program or receive services 6. Seek fathers input, when possible, in decision-making situations involving important aspects of children s day-to-day lives. 7. Invite fathers/men to participate in all activities, not just in activities that reflect traditional roles played by fathers/men. 8. Encourage mothers to involve fathers for the best interest of the child. 9. Encourage mothers and fathers to cooperate in raising children and vice versa, unless abuse of a child or spouse by a parent has been substantiated. 10. Have been trained in gender differences in communication styles. 11. Have been trained on the best practices of father involvement used by organizations. 12. Have been trained to recognize and appreciate fathers typical parenting styles, and how they differ from mothers styles. This includes why responsible, committed fathering is important to children s well-being. 13. Have been trained in cultural and familial barriers to father involvement in the lives of children. 14. Have been trained to recognize male trauma issues that create barriers to healthy fathering and relationships. 15. Have been trained to examine their own attitudes, beliefs, and behavior toward accepting and including fathers 7

8 16. Have been trained in balancing work and family life. Father Friendly Program Check-up Neutral Any comments or suggestions? WCFT

9 Program Implementation Indicate the degree to which you agree with each statement, as it relates to your organization. Check the box next to each statement that most closely fits your response. My Organization: Neutral 1. Currently has a formal strategic plan in place to involve, engage and support fathers in our community. 2. Includes fathers in programs or services for a more general audience (e.g. parents). 3. Includes a program or service approach that begins with where the father is in his development as a man and father, not on where the staff thinks he should be. 4. Offers programs or services for fathers/men only. 5. Offers father/child programs. 6. Offers or supports special events that celebrate fatherhood and fathers. 7. Delivers programs or services at times convenient for fathers to attend and participate. 8. Provides programs or services for dads that employ an asset approach over a deficit approach (i.e. a focus on strengths instead of weaknesses). 9. Provides programs or services that have equal regard and respect for parenting approaches typical of fathers and mothers. 10. Provides opportunities for (older) children to discuss and reflect upon their relationships with fathers/men. 11. Provides effective measurement tools and methodologies for evaluating efforts directed at dads. 12. Uses activities, materials, and individual and group exercises in its programs or services that appeal to fathers. 13. Uses parenting curricula and educational materials that reflect the diversity of the fathers served and employed by our organization. 14. Brings in knowledgeable fathers and men to address sensitive issues that involve male concerns, such as family violence, paternity, custody, co-parenting, visitation, child support, and men s health. 9

10 Neutral 15. Uses curricula for fathers that include grief work (not just anger management). 16. Presents information in ways that match men s typical learning styles (i.e. hands on, interactive, visually engaging, opportunities for discussion and debate, etc.) 17. Avoids sponsoring groups and discussions that get too personal too soon. 18. Hires male staff to deliver programs, services, or products. 19. Hires staff, of either gender, to deliver programs, services, or products who mirror the fathers served in culture, race, language, age, etc. 20. Periodically surveys fathers to determine their needs, concerns, and interests related to my organization s programs, services, or products. 21. Invites fathers to participate in the full range of program or service activities (e.g. classes, groups, parties, child care, field trips, outings, celebrations, and other events). 22. Encourages fathers to pursue win/win opportunities in problem solving and parenting approaches (e.g. mediation over litigation). 23. Monitors the level of father involvement in the lives of his children and family, and recognizes/honors his accomplishments. Any comments or suggestions? WCFT

11 Community Engagement My Organization: Neutral 1. Is well-known by the community at large as being a leader at involving, engaging and supporting fathers. 2. Is well-known by our network partners as a strong referral agency for father/male services. 3. Attracts fathers and men into our programs and services. 4. Is well-known by the media as a reliable resource for fathers or source of information about fathers. 5. Develops marketing plans targeting fathers that are clear, focused, and feasible. 6. Develops marketing plans that include targeting mothers to encourage fathers to get involved. 7. Develops marketing plans that consider the seven Ps of social marketing: product, price, place, promotion, politics, partnership, and people. 8. Develops relationships with local child support enforcement as a source of referrals. 9. Employs male staff in marketing, promotion, or outreach positions. 10. Employs staff in marketing, promotion, or outreach positions that are sensitive to the characteristics of different kinds of fathers (e.g. race, ethnicity, age, etc.). 11. Sends marketing, promotion, or outreach staff to locations where fathers usually can be found (e.g. auto body shops, gyms, basketball courts, bait shops, barber shops, churches, YMCAs, job banks, sporting events, bowling alleys, sports bars, and businesses). 12. Prepares staff that work with fathers to represent my organization on community advisory committees and at public functions. 13. Makes its programs, services, or products easy for men to access and use. Neutral 11

12 14. Uses strategies to attract men that take advantage of men s typical roles and ways of relating (e.g. fix-up projects, building/ making something, men s councils, sporting events, etc.). Father Friendly Program Check-up 15. Uses marketing materials (e.g. brochures, posters, videos, and PSAs) and messages that reflect a commitment to serving fathers. 16. Uses marketing materials (e.g. brochures, posters, videos, and PSAs) and messages that reflect the kinds of fathers targeted (e.g. in language, pictures, graphics, etc). 17. Uses marketing materials (e.g. brochures, posters, videos, and PSAs) and messages that present positive portrayals of men/ fathers and children (sons and daughters). 18. Uses marketing materials (e.g. brochures, posters, videos, and PSAs) and messages that are developed with input from the kinds of fathers targeted. 19. Uses marketing materials (e.g. brochures, posters, videos, and PSAs) and messages that are placed in locations and other mediums (e.g. publications) that men access. 20. Uses marketing materials (e.g. brochures, posters, videos, and PSAs) and messages that avoid negative stereotypes of fathers based on culture, age, income, etc. 21. Uses marketing materials (e.g. brochures, posters, videos, and PSAs) and messages that avoid language and images that use a gender-war approach (e.g. female bashing) to promote programs, services, or products, or to motivate fathers/men to change behavior. 22. Uses marketing materials (e.g. brochures, posters, videos, and PSAs) and messages that include language that attracts and appeals to fathers. 23. Uses marketing materials (e.g. brochures, posters, videos, and PSAs) and messages that use direct language and concise messages. 24. Promotes responsible fatherhood in the community as a preventive measure in the fight to reduce the incidence of negative outcomes for children, such as poverty, out-of-wedlock pregnancy, alcohol and drug abuse, and suicide. 25. Encourages organizations in other sectors to work with fathers (e.g. if your organization is a non-profit, this means encouraging organizations in other sectors, such as healthcare, business, and law enforcement). Neutral WCFT

13 26. Makes presentations, holds workshops, or presents papers at conferences on our work with fathers. 27. Participates in a network or coalition of organizations and leaders that promotes responsible fatherhood community-wide. 28. Submits articles or article ideas on our work with fathers for publication in print media (e.g. journals, magazines, newsletters, and newspapers). 29. Periodically issues press releases on our success in working with fathers. 30. Is willing to share best practices in working with fathers with other organizations. Any comments or suggestions? 13

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