This is a cross-site summary report of results from NCWWI’s four public (two county and two state) Workforce Excellence (WE) sites’ Comprehensive Organizational Health Assessments (COHA). The baseline COHAs were conducted from June to August of 2019 to identify critical workforce strengths and challenges.
Document Category: Workforce Development Planning
This document lists participant responses to an activity that asked them to complete the sentences, “I am a leader beacuse…”, “I am proud when…”, and I am courageous because…”.
Case managers play a significant role in the child welfare system. Although previous studies have examined the multiple demands and requirements for case managers, few studies have utilized the perspective of case managers to highlight practices and areas of need within the child welfare system. The purpose of this qualitative study was to expand the …
A central goal of this study was to understand internal and external resources that can mitigate the relationship between job demands and job burnout thereby reducing the high turnover among child welfare caseworkers.
Recruitment and retention of an experienced workforce is a problem for most child welfare systems and service providers. High staff turnover places vulnerable children at greater risk for maltreatment, impede timely intervention, and can delay permanency. Workforce attrition estimates across Florida range from 25 percent to 60 percent, mirroring other parts of the country. This …
This podcast episode explores the key components and requirements of a five-step process developed by the Annie E. Casey Foundation.
This report provides context for the technical assistance offered under the Human Services Workforce Initiative, shares the accomplishments, and includes the many examples of Workforce Planning and Development tools and documents that can be incorporated into the work of other human services agencies.
This checklist developed by Georgia State Personnel Administrationis a step-by-step checklist for effective workforce planning.
This guide is intended for managers and supervisors anticipating recruitment and retentions challenges, and to assist agencies in carefully preparing workforce plans and implementing creative strategies to ensure necessary staff levels and competencies are in place to carry out agency missions. The State of Alaska adapted four-phase Workplace Planning Model: (1) define the future; (2) …
This guidelinedeveloped by Georgia State Personnel Administration provides a framework to implement and sustain effective workforce planning. The presentation outlines the key steps of workforce planning: forecasting, analyzing, developing, implementing and evaluating; and explains best practices and benefits of workforce planning, as well as outlines.