TERMINATION

AND CONTINUATION
Module 4: The Helping Process
 Class Objectives
• Define “termination” as used in social work helping
process;
• Explain the reasons for termination a social work
helping relationship;
• Discuss the difference between case “transfer” and
“referral”; and
• Describe and define the major components of
termination.
 The Stages of Helping Process
1.Engagement
2. Assessment
3. Goal Setting and Intervention Planning
4. Evaluation and Monitoring
5. Termination and Continuation
TERMINATION is…..
is the process of ending the
helping relationship or closing
the case.
 FACTS ABOUT TERMINATION
• It is often a difficult process to go through for many social workers and
for clients because of the separation anxiety that goes with it.
• To minimize problem at termination period, it usually helps to prepare
oneself and the client for the expected ending of the relationship.
• This can be done by discussing expected ending of the relationship.
• This can be done by discussing expected ending of the helping
services, by spacing the interviews to lessen client-worker contact
as the intervention goals are about to be achieved, and to assure the
client that he or she can seek help in the future if services of the
agency will be needed again.
 NEEDED TASKS DURING THE
TERMINATION STAGE
• Deciding when to terminate the professional client-
worker relationship
• Evaluating achievement of objectives, summarize
progress
• Maintaining and continuing progress
• Resolving emotional reactions of the worker and
client
• Address feelings about termination
INDICATORS FOR TERMINATION
 the goal has been reached and the agency service is
completed;
 when nothing further can be gained from the service;
 when the client wants to end the service;
 when referral is made to another agency and the
original worker will no longer be involved;
 either the worker or the client are unable to continue,
and the progress made warrants termination.
 when the worker leaves the agency
 When is a Helping Relationship
Terminated?
When the goals set by you and the client have been
reached. Goals provide a very clear direction for helping
relationship. Their attainment is often the major
consideration for deciding that it is time for you and the
client to disengage from this relationship.
When, after a reasonable period of time, there has been
very little movement toward the attainment of the goals
formulated, and the prospect for any change in the
situation is held unlikely. The existence of irreconcilable
differences between you and the client should also be
confronted realistically and viewed as a valid reason for
termination.
 When is a Helping Relationship
Terminated?
 When the client thinks you have provided sufficient help so
that it is now possible for the client to pursue problem-
solving on his/her own.
 When the agency does not have the resources needed by
the client or you do not get your agency’s approval to
provide the services needed by the client. The process of
referral often follows.
 When the systems outside the client made it difficult for
the client to continue with the helping relationship or when
these systems influence the client to discontinue the
relationship.
 Transfer and Referral
• Transfer – is the process by which a client is referred
by you to another worker, usually in the same agency,
because you will no longer be able to continue working
with the client, or because you think another worker is
more competent to work with the client’s problem.
whatever the reason, a transfer should first be discussed
with the client, and care should be taken to effect a
smooth transfer.
• Referral – is the act of directing a client to another
worker/agency because the service that the client need
is beyond the scope of your agency’s services. a referral
involves just the giving if instructions to the client as to
where the agency is located and whom to look for.
PRE-TERMINATION-prior to the actual end of the
helping relationship

TERMINATION-the actual ending helping relationship

POST-TERMINATION-after the end of helping

1.Disengagement
2.Stabilization of Change
3.Evaluation
Disengagement
While termination is supposed to have been
discussed from the beginning of the client-worker
relationship, the reality often evokes certain feelings
and reactions from both worker and client, which
must be faced.
 Disengagement
The following are the most common reactions that
have been identified:
• Denial – is a defense mechanism that is
employed to avoid painful feelings.
• Emotional reactions – fear of loss or fear of
the unknown can give rise to feelings of
sadness.
• Bargaining – some clients try to negotiate an
extension of time or modified schedule which
will mean fewer contacts with you.
 Disengagement
The following are the most common
reactions that have been identified:
• Depression – listlessness, little
energy, withdrawal, sadness,
helplessness, despair, absence of
motivation to go on are the
manifestation of depression.
• Acceptance – the client manifest an
increase in energy, and is able to talk
about the good and not so good
times and to think about the future.
 Stabilization of Change
• The main function of the worker is to insure
the generalization and spread of a change
effort which has been started. This means
that the worker must see to it that the change,
or gains achieved is not an isolated one or one
that is good only for as long as the helping
process last.
 According to Louise C. Johnson, the
following are the helpful ways to stabilize
change that has taken place:
• The worker and the client should review what has
happened in the joint effort as this help the client
understand he/she has grown and what led to growth.
• The worker and the client should explore possible ways of
dealing with situations similar to the one that brought the
client to the agency for help.
• The worker and the client should identify other resources
in the client’s environment that would be useful in coping
life situations.
 According to Louise C. Johnson, the
following are the helpful ways to
stabilize change that has taken place:
• The worker should assure the client that the agency will still be there
to provide services should there be problems beyond the client’s ability
to handle.
• The worker and the client can discuss other goals that can ensure
further growth on the part of the client.
• The worker should give the client realistic hope that the client can
function without the worker’s help.
Why is evaluation in social work so
important?
• We do evaluations because we must continually try
to improve our professional skills and knowledge.
• To increase your own effectiveness as a worker
requires feedback from others.
• We want to know how client systems
experienced their work with us which gives them
a chance to be heard (empowerment).
• Helps build the knowledge base of the
profession.
 Terminal Evaluation
• Should involve client’s participation. The client
should review what has taken place, acknowledge
improvement or change, recognize his/her part in
the process and understand how the lessons may
be transferred to life experiences after the
disengagement from helping relationship.
 Continuation
• Continuation is indicated when the outcome of
the helping tasks and objectives show
progression towards the desired ends.
• Movement towards desired direction confirms
the validity of the problem assessment, the
mode of intervention, and the contract.
• If it is not moving, or if it moving much more
slowly than expected, it will be necessary to
evaluate the intervention program and find out
what went wrong.
 According to Thelma Lee
Mendoza………
Competence in practice, which comes from one’s
professional knowledge, values and skills, is not developed
overnight. What is important is that you do your work to
the best of your ability, within the limits of your resources.
If this takes place, there is no reason to resist or be
apprehensive about evaluation for you will realize that it is
essential to good social work practice.