The following resources highlight State and local efforts to ensure a "goodness of fit" with applicants for child welfare positions, including development of enhanced educational requirements and job categories, "overhire" pools, and caseload and performance standards.
Alternative Solutions to the Child Protective Services Staffing Crisis: Innovations from Industrial/Organizational Psychology
Graef & Potter
Protecting Children, 17, 2002
Applies lessons from industrial/organizational psychology about high performance work practices to improve the recruitment and selection of child protective service workers in the Nebraska Health and Human Services System. Positive, negative, and neutral events were presented.
Delaware's Child Welfare Staff Training and Retention Initiatives
Children's Bureau Child and Family Services Reviews Promising Approaches (2002)
View Abstract and Document
Describes child welfare staff training and retention initiatives in Delaware, including new minimum educational requirements and professional categories, a new caseload standard, the creation of an "overhire" pool, and enhanced supervisory training and performance expectations.
Tomorrow's Vacancies, Today's Priority: Michigan Family Independence Agency's Centrally Coordinated Hiring Pool, Summary Report (PDF - 486 KB)
CPS Human Resource Services & Cornerstones for Kids, Human Services Workforce Initiative (2006)
Reports on innovative recruitment methods employed by Michigan's Family Independence Agency (FIA). Employing a centrally coordinated hiring pool and other methods allowed FIA to fill positions more rapidly, decrease vacancies rates, and, by some measures, improve the quality of staff hired.