Retention

Learning, Leading, Changing: Advancing Workplace Equity

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 …

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Calculating Turnover

In this video, Megan Paul, QIC-WD Workforce Team Lead, discusses how to calculate turnover in a child welfare agency.

How Case Severity and Workplace Resources Impact Worker Retention: NCWWI 1-page Summary

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.

Preventing Early Departures Among the Child Welfare Workforce: NCWWI 1-page Summary

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.

Recruitment and Retention of Child Welfare Workers in Longitudinal Research

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 …

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Satisfactions and Stressors Experienced by Recently-hired Frontline Child Welfare Workers

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 …

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Staff Retention in Child and Family Services Workbook 6: Recruiting and Selecting the Right Staff in Child and Family Services

This workbook in the series provides information on promising practices and tools for recruiting and selecting front line staff; includes profiles of desirable qualities needed in front-line supervisors and staff and methods for developing effective collaborations with universities.

Minnesota Child Welfare Workforce Stabilization Study: Child Protection Summary Report

This summary specifically focuses on the child protection workforce to better understand the state of Minnesota in order to develop strategies to stabilize and strengthen the workforce.

Staff Retention in Child and Family Services Workbook 1: The Role of Leaders in Staff Retention

The manual is a tool to enhance capacity for more effective child welfare recruitment, selection, training, and retention practice. The manual includes research-based findings, as well as a wide range of experiential information and practical “how-to” information from published literature and internet websites.

SMARRT Manual: Strategies Matrix Approach to Recruitment & Retention Techniques

This manual is designed to enhance capacity for more effective child welfare recruitment, selection, training, and retention practice, by providing child welfare professionals with practical, hands-on tools and information, new ideas, and sufficient background information on complex topics to ask informed questions, know where to turn for additional resources, and begin the process of implementing …

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