Providing effective managerial functions in social work requires a thorough understanding of the legal documents that govern practice, evaluation tools that measure service delivery, and the ability to assess and improve social work interventions. In Kenya, social work managers operate within a complex framework of legal, ethical, and institutional mandates that demand precise documentation and evaluation. This chapter explores the critical aspects of preparing to provide managerial functions in social work, focusing on legal documents and evaluation processes that ensure accountability and quality service delivery. Social work professionals in Kenya will gain insights into the types and structures of evaluation tools, considerations in developing group assessments, the importance of evaluation, and the challenges encountered during evaluation.

1.1 Legal documents

Social work managers run services inside a framework of professional codes and laws. These legal documents say what a social worker must and must not do, what rights staff and clients have and what duties an agency owes to both. A manager who knows them can write sound policies, handle staff and client matters fairly and protect the agency from legal and ethical risk. The documents below cover professional conduct, employment, family, children and disability. Example: a manager drafting a staff handbook for a children's home uses the employment law for contracts and leave, the children's law for the care of residents and the professional code for how staff handle confidential information.

Code of conduct for social workers (NASW)

A code of conduct sets out the values and standards that members of a profession promise to follow. The Code of Ethics of the National Association of Social Workers (NASW) in the United States is one of the best-known codes in social work and is widely used as a model in many countries. It is not Kenyan law, so a Kenyan agency uses it as a reference together with the code and rules of the professional body and the law that regulates social workers in Kenya. Kenya has now enacted the Social Work Professionals Act, 2026, which establishes a professional board and provides for the registration and regulation of social work professionals and their standards of practice.

• Service: The main aim of social workers is to help people in need and to address social problems.
• Social justice: Social workers work to end discrimination, poverty and other forms of injustice.
• Dignity and worth of the person: Every client is respected as a person, whatever their situation.
• Importance of human relationships: Helping works through relationships, and social workers use them to bring change.
• Integrity: Social workers act honestly, keep promises and avoid misuse of their position.
• Competence: Social workers practise within their training and keep learning.
• Confidentiality and informed consent: Information about clients is protected and clients agree to the help they receive.
• Boundaries and conflicts of interest: Workers avoid dual relationships and benefits that could harm clients.
• Use by managers: The code is built into job descriptions, supervision, complaint procedures and disciplinary rules.

Employment Act

The Employment Act, 2007 is the main law on the relationship between employers and employees in Kenya. A social work agency that employs staff, whether it is a non-governmental organisation or a children's home, must follow it.

• Contracts of employment: Terms such as duties, pay and hours are put in writing and given to the employee.
• Wages and conditions: Pay is given on time, and deductions are made only as the law allows.
• Leave: Employees are entitled to annual, sick, maternity and paternity leave as set out in the Act.
• Termination and notice: Dismissal needs a valid reason and fair procedure, and notice or payment in place of notice is given.
• Discrimination and harassment: Employers must not discriminate and must deal with sexual harassment, which includes having a written policy.
• Records: The employer keeps records of employees and their pay.
• Use by managers: Managers use the Act when recruiting, preparing contracts, handling discipline and appraising staff, and they check current provisions with the agency's legal adviser.

Marriage and Family Act

Family matters are central to social work, because many clients seek help with marriage, property, domestic violence and the care of children. In Kenya, family law is found mainly in the Marriage Act, 2014 and the Matrimonial Property Act, 2013, which are read with the Protection Against Domestic Violence Act, 2015. There is no single statute with the name Marriage and Family Act; managers refer to these laws together.

• Marriage Act, 2014: Provides for the types of marriage recognised in Kenya, the minimum age of 18 for marriage, consent of the parties and registration.
• Matrimonial Property Act, 2013: Deals with the ownership and division of property acquired during a marriage.
• Protection Against Domestic Violence Act, 2015: Provides for protection orders and the protection of victims.
• Rights of spouses and children: Both partners have equal rights in marriage, and children's interests are protected.
• Use by managers: Agencies that offer family counselling, mediation or protection services use these laws to give accurate information, make referrals to the courts and train staff.

Children's Act

The Children Act, 2022 is the main law on the rights and protection of children in Kenya. It replaced the Children Act, 2001 and gives effect to the constitutional rule that a child's best interests are of paramount importance.

• Best interests of the child: Every decision about a child puts the child's welfare first.
• Parental responsibility: Parents and guardians must provide care, shelter, education and protection.
• Rights of children: Includes the rights to life, name and nationality, health, education, protection from abuse and neglect, and to be heard.
• Child protection: Provides for the protection of children in need of care and protection, with duties for officers and agencies.
• Alternative care: Provides for foster care, guardianship, adoption and care in children's institutions, which must meet set standards.
• Children in conflict with the law: Provides for the handling of children accused of offences in ways that suit their age.
• Use by managers: Agencies that work with children make sure they meet the standards for their service, train staff on child protection, report abuse as the law requires and keep proper records.

Disability Act

The Persons with Disabilities Act, 2025 is Kenya's law on the rights of persons with disabilities. It replaced the Persons with Disabilities Act, 2003 and builds on the constitutional ban on discrimination and the United Nations Convention on the Rights of Persons with Disabilities.

• Non-discrimination: Persons with disabilities must not be discriminated against in education, employment or services.
• Accessibility: Buildings, information and services should be accessible, for example by ramps and information in suitable formats.
• Participation: Persons with disabilities have the right to take part in decisions that affect them.
• Education, health and work: The law supports inclusive education, health care and employment opportunities.
• Support and registration: Persons with disabilities may register to receive the support and services provided under the law.
• Use by managers: Managers make premises and programmes accessible, recruit without discrimination and train staff to serve clients with disabilities with respect.

Using legal documents in management

• Know the current version: Laws change, so managers check the current text and any amendments before acting.
• Write policies from the law: Staff handbooks, child protection policies and complaints procedures reflect legal duties.
• Train staff: All staff are taught the parts of the law and code that apply to their work.
• Seek advice: A lawyer is consulted for complicated questions.
• Keep records: Contracts, consent forms and incident reports are filed to show that legal duties were met.

Chapter Summary

This chapter examined the essential legal documents that underpin social work service management, emphasizing their role in ensuring compliance and accountability. It explored the various management resources, including both material and human resources, that are critical to effective service delivery. The social work service charter was discussed in detail, highlighting its purpose in defining service standards and client rights. Evaluation tools were categorized and their structures explained, along with key considerations for developing group discussion and assessment instruments. The chapter also underscored the importance of evaluating social work services for continuous improvement and identified common challenges encountered during evaluation processes. Finally, it addressed the management of social work documents, focusing on proper organization, storage, and confidentiality to support efficient service management.