Held on May 26, 2022, this learning exchange focused on how universities and agencies engage social work students and graduates as emerging leaders. Panelists shared examples from partnerships in Arkansas and Erie County (NY).
Document Category: Retention
This learning exchange, held on April 19, 2022, focused on how participants can advance workplace equity in child welfare. Panelists explored research on experiences of workplace discrimination in child welfare and discuss strategies for university and agency partners to build towards more equitable workplaces. The panel discussion was followed by a small group peer-to-peer exchange …
This guidebook provides practical tips & tools for working with children and youth who have experienced trauma (and for the adults who love them, too).
In this video, Megan Paul, QIC-WD Workforce Team Lead, discusses how to calculate turnover in a child welfare agency.
Click the links to access the top 10 self-care resources shared on NCWWI social media during 2021
This document summarizes a study that used survey and administrative data from 485 Oregon Department of Human Services caseworkers to investigate how family or child case severity and job resources impact workers’ decisions to stay in the field.
This article explores how different types of peer support are associated with staff retention. The study is based on data from 1,703 child welfare workers employed in one county and two statewide agencies across the country.
Early caseworker departures can have far-reaching consequences for agencies, leaving families feeling uncertain and wasting hiring and training resources. This study looked at workers who departed within six months of hire and those who continued with their employment. Significant factors for early departures included worker characteristics and organizational factors.
A longitudinal panel study that recruits workers at hire and follows them over time provides an opportunity to empirically examine the contributors of turnover and retention. Longitudinal studies encounter several obstacles that threaten the validity of findings. Foremost, high, disproportionate participant attrition rates can lead to differences between targeted populations and sampled populations, and these …
Many child welfare workers choose their positions due to their interest and commitment in protecting children and derive a sense of satisfaction from their work and serving children and families. However, child welfare workers commonly experience stress and burnout. High rates of turnover for child welfare workers occur within the first few years of hire …