The Oklahoma Department of Human Services, worked with the QIC-WD to standardize their child welfare hiring practices. This video highlights how they created their new competency-based selection process and shares the experiences of staff and leaders who’ve participated in the new process.
Megan Paul, QIC-WD Workforce Lead, describes three different ways of looking at turnover: internal vs. external, voluntary vs. involuntary, and functional vs. dysfunctional.
To address the challenge of turnover in child welfare it is important to understand why people leave, when they leave, and what we know about the workforce. This video explores what agencies can do to better measure and understand turnover.
Although a lot of data are captured through child welfare management information systems, there is much we still need to learn about the experiences of children and families involved in child protective services, and especially why some fare better than others. This is especially true with respect to dynamics that may influence caseworkers’ decisions, actions, …
Untapped Potential for Child Welfare Administrative Data Read More »
The QIC-WD team has spent five years working with public child welfare agencies to implement and study efforts to address turnover, and data about the impact of those efforts are forthcoming. In addition, our work with agencies has affirmed the need to standardize how turnover is measured (both within an agency and across jurisdictions) and …
Worker Turnover is a Persistent Child Welfare Challenge – So is Measuring It Read More »
The following tips were compiled based on the experience of QIC-WD sites. They are intended to help child welfare administrators, state legislators, or other local policymakers consider strategies to reduce worker turnover.
Child welfare agencies experience workforce turnover (14-20% annually) that can be costly and result in poorer outcomes for children and families. Although turnover is often acknowledged as a significant problem, it is not one that is easily understood or addressed. The following tips and strategies being implemented by jurisdictions working with the QIC-WD may be …
How Can Child Welfare Agencies Leverage Data to Address Important Workforce Questions? Read More »
An overview of biodata measures, or hiring tools that assess a variety of biographical or background data about job candidates. Also an overview of how they are developed, measured, and scored, their value and critiques about their use.
An overview of emotional intelligence tests and their value.
An overview of job embeddedness, or the extent to which employees are connected to their jobs through a social web, its value, and how to increase it.
