[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"trial:NCT07439783":3,"trial-entities:NCT07439783":105,"trial-summary:NCT07439783":110},{"id":4,"nct_id":4,"org_study_id":5,"brief_title":6,"official_title":7,"overall_status":8,"completion_date":9,"status_verified_date":10,"last_update_date":11,"start_date":12,"sponsor_name":13,"lead_sponsor_class":14,"has_dmc":15,"brief_summary":16,"detailed_description":17,"conditions":18,"keywords":24,"study_type":25,"primary_purpose":26,"phases":27,"enrollment_info":29,"interventions":32,"primary_outcomes":41,"secondary_outcomes":50,"sex":79,"minimum_age":80,"maximum_age":17,"healthy_volunteers":81,"eligibility_criteria":82,"std_ages":88,"locations":91,"central_contacts":101,"overall_officials":102,"references":103,"see_also_links":104},"NCT07439783","R33DA059893","Testing the CrOss Systems Technical Assistance for Retaining Staff (COSTARS) Model for Improving Staff Retention Among Child Welfare Workers and Peer Supporters, and Implementation of Evidence Based Interventions.","Staffing and Supports for Implementing Cross-System Interventions With Peer Mentors","ENROLLING_BY_INVITATION","2030-08-31","2026-07","2026-07-13","2026-07-28","Alicia Bunger","OTHER",false,"The goal of this study is to test whether the CrOss System Technical Assistance for Retaining Staff (COSTARS) supervision leadership institute can promote workforce stability and improved implementation outcomes within the Ohio START child welfare program. The main questions it aims to answer are:\n\n* Among supervisors, caseworkers, and family peer mentors, what is the effect of COSTARS on staff retention and perceptions of the work environment?\n* What is the effect of COSTARS on service timeliness, implementation fidelity, and parent outcomes within Ohio START?\n\nResearchers will compare public children services agencies implementing COSTARS to those implementing supervision practices as usual to see if there are differences between groups in the outcomes described above.\n\nParticipating supervisors will:\n\n* Complete a 6-hour training workshop in the FOCUS model of supervision.\n* Participate in monthly group coaching sessions with other supervisors, for approximately one year.\n* Receive individualized feedback from coaches about their supervision performance.",null,[19,20,21,22,23],"Substance Use Disorder","Opioid Use Disorder","Child Maltreatment","Implementation","Peer Recovery Supporters",[],"INTERVENTIONAL","HEALTH_SERVICES_RESEARCH",[28],"NA",{"count":30,"type":31},200,"ESTIMATED",[33,37],{"type":14,"name":34,"description":35,"armGroupLabels":36},"COSTARS","CrOss System Technical Assistance for Retaining Staff (COSTARS) is designed to help child welfare supervisors support the case workers and family peer mentors on their teams so that they can deliver programs like Ohio START to families affected by substance use disorder. COSTARS will deliver personalized coaching support to child welfare supervisors by a pair of coaches: one with child welfare expertise and one with lived recovery\u002Fchild welfare experience. Supervisors will participate in a group training that emphasizes supportive supervision practices, and then receive up to two years of ongoing coaching support that involves monthly calls, and written feedback based on recorded supervision sessions.",[34],{"type":14,"name":38,"description":39,"armGroupLabels":40},"Implementation As Usual","Implementation as Usual includes training on the model, monthly technical assistance calls focused on model fidelity, regular audits of programmatic data, and monthly group calls with implementers from across the state.",[34,38],[42,46],{"measure":43,"description":44,"timeFrame":45},"Change Over Time in Employee Intention to Leave Position, as Assessed by the Turnover Intention Scale (TIS-6)","The Turnover Intention Scale (TIS-6) measures the degree to which an employee intends to leave their job.","Collected at Baseline, Year 2, Year 3, Year 4, and Year 5",{"measure":47,"description":48,"timeFrame":49},"Change Over Time in Staff Retention","Number of months family peer mentors and caseworkers serve in their position.","Collected at Baseline, Year 2, Year 3, Year 4, Year 5",[51,55,58,61,64,67,70,73,76],{"measure":52,"description":53,"timeFrame":54},"Change Over Time in Service Timeliness","Count of days to receive:\n\n* Family peer mentor visit\n* Substance use disorder assessment\n* First substance use disorder treatment","Collected from administrative records at Baseline, Year 2, Year 3, Year 4, and Year 5.",{"measure":56,"description":57,"timeFrame":54},"Change Over Time in Implementation Fidelity","Delivery of START model components.\n\n* Family peer mentor visit, any substance use disorder treatment, medically assisted treatment (binary)\n* Total number of substance use disorder treatment sessions received (count)",{"measure":59,"description":60,"timeFrame":54},"Change Over Time in Program Completion Rate","Administrative records indicate parent discharge reason as \"completed the family case plan\" (binary)",{"measure":62,"description":63,"timeFrame":54},"Change Over Time in Family Reunification Rates","At the time of child welfare case close, proportion of child(ren) who are living with family.",{"measure":65,"description":66,"timeFrame":45},"Change Over Time in Perceived Stigma as assessed by the Child Welfare Worker Attitudes about Addiction Scale","This scale contains 13 items rated along a 6-point scale from 0 = strongly disagree to 6 = strongly agree",{"measure":68,"description":69,"timeFrame":45},"Change Over Time in Role Clarity as Assessed by the Role Conflict-Role Ambiguity Scale","This scale contains 14 items that measure the degree to which respondents perceive that there is conflict or incongruence (8 items; role conflict) and uncertainty in what is expected of them in their role (6-items, role ambiguity). Participants rate each statement on a 7-point scale (1=Very false, 7=Very true)",{"measure":71,"description":72,"timeFrame":45},"Change Over Time in Implementation Leadership as Assessed by the Implementation Leadership Scale (ILS)","The Implementation Leadership Scale (ILS) measures the degree to which those in leadership positions support or hinder the process of implementation. This scale contains four subscales (proactive, knowledgeable, supportive, and perseverant leadership) measured using 12 items that are rated on a 5-point scale from 0=not at all to 4=very great extent.",{"measure":74,"description":75,"timeFrame":45},"Change Over Time in Implementation Climate as assessed using a 9-item scale","The degree to which START is perceived to be expected, supported, and rewarded within the systems will be assessed using a 9-item scale that assesses innovation supports, expectations, and rewards. Items are rated on a 5-point scale from 1=disagree to 5=agree.",{"measure":77,"description":78,"timeFrame":45},"Change Over Time in Job Satisfaction as Assessed by the Job Satisfaction Survey (JSS)","This survey was developed for use in human service and public organizations and contains 36 items that reflect satisfaction with 9 job dimensions: pay, benefits, contingent rewards, promotion opportunities, supervision, nature of the work, communication, coworkers, and work conditions. Items are rated on a 6-point scale from 1=disagree very much to 6=agree very much. The JSS is one of the few job satisfaction scales with evidence of validity and reliability.","ALL","18 Years",true,{"inclusion":83,"exclusion":85,"raw_text":87},[84],"Adults employed as supervisors in child welfare agencies who are leading teams of case workers and family peer mentors as part of Ohio START implementation.",[86],"Not involved in Ohio START","Inclusion Criteria:\n\n* Adults employed as supervisors in child welfare agencies who are leading teams of case workers and family peer mentors as part of Ohio START implementation.\n\nExclusion Criteria:\n\n* Not involved in Ohio START",[89,90],"ADULT","OLDER_ADULT",[92],{"facility":93,"city":94,"state":95,"zip":96,"country":97,"geoPoint":98},"Ohio State University","Columbus","Ohio","43235","United States",{"lat":99,"lon":100},39.96118,-82.99879,[],[],[],[],{"nct_id":4,"conditions":106,"biomarkers":109},[107,22,20,23,108],"Child abuse","Substance use disorder",[],{"nct_id":4,"found":81,"summary":111,"prompt_version":121},{"design":112,"status":113,"heading":114,"summary":115,"follow_up":116,"word_count":117,"commitments":118,"compensation":119,"drugs_mentioned":120},"This is an interventional study comparing public children services agencies implementing COSTARS to those implementing supervision practices as usual. It plans to enroll 200 participants.","completed","Testing the COSTARS Model for Child Welfare Staff Retention","This study, called COSTARS, is looking at ways to help child welfare supervisors better support their teams, including caseworkers and family peer mentors, who work with families affected by substance use disorder. The goal is to see if a special training program for supervisors, called CrOss System Technical Assistance for Retaining Staff (COSTARS), can help keep staff from leaving their jobs and improve how well programs like Ohio START are delivered. Researchers will compare agencies using COSTARS to those using their usual supervision methods. They want to find out if COSTARS leads to better staff retention, a more positive work environment, and improved outcomes for parents in the Ohio START program. This study is currently recruiting about 200 participants.","Participants will be followed for changes in staff retention and intention to leave over five years, with measurements taken at baseline, year 2, year 3, year 4, and year 5.",119,"Not specified in the trial record.","Not stated in the trial record.",[34],"v2"]