- » Management & Supervision
- » Workforce
- » Retention
- » The Challenge of Workforce Retention in Child Welfare
- » Retention Studies and Reports
Retention Studies and Reports
These resources describe the challenge of workforce retention from a number of perspectives, speak to the need to address workforce issues, and suggest areas for further research. Retention strategies also are introduced. Resources include State and local examples.
Child and Family Services Improvement Act of 2006 (P.L. 109-288)
Major Federal Legislation Concerned With Child Protection, Child Welfare, and Adoption (2008)
Provides summary and major provisions of the Act, which amends part B of title IV of the Social Security Act to reauthorize the Promoting Safe and Stable Families (PSSF) program. The Act increases set-asides for Indian Tribes; reserves funds for States to develop activities designed to improve caseworker retention, recruitment, training, and ability to access the benefits of technology; and appropriates PSSF program funds for States to support monthly caseworker visits to children in foster care.
Does Job Resource Loss Reduce Burnout and Job Exit for Professionally Trained Social Workers in Child Welfare?
Smith & Clark
Children and Youth Services Review, 33(10),2011
Examines the applicability of conservation of resources theory, which argues that a loss of resources leads to the stress underlying burnout. The article examines the loss of two resources: (a) the loss of a member of the entering cohort of workers and (b) the change in the co-ethnic population of the community in which the social worker practices.
|Major Federal Legislation Concerned With Child Protection, Child Welfare, and Adoption|
|Author(s):||Child Welfare Information Gateway
Download (PDF - 544KB)
|Year Published:||2012 - 23 pages|
|Summarizes the major provisions of key Federal laws regarding child protection, child welfare, and adoption. Includes a timeline of Federal child welfare legislation.|
A Recent Look at the Factors Influencing Workforce Retention in Public Child Welfare
Williams, Nichols, Kirk, & Wilson
Children and Youth Services Review, 33(1), 2011
Explores the factors associated with worker turnover and retention in public child welfare agencies that impact the delivery of services to children and their families. The information in the report allows for a determination of the needs of workers, administrators, and the agency in general, in an effort to create an environment that will result in worker retention and a better quality of services.
The Retention of Public Child Welfare Workers: The Roles of Professional Organizational Culture and Coping Strategies
Lee, Forster, & Rehner
Children and Youth Services Review, 33(1), 2011
Investigates how professional organizational culture and coping strategies (control coping and avoidance coping) related to workers' intentions to remain employed in child welfare. The study tested a model in which coping strategies mediate the relationship between professional organizational culture and workers' intentions to remain employed in child welfare. The analysis discusses implications of the findings for practice and recommendations for future research.
Recruitment and Retention of Child Welfare Professionals Program: Project Evaluation (PDF - 262 KB)
Faller, Tropman, Vandervort, & Ortega
University of Michigan, School of Social Work
Discusses findings from a project designed to study child welfare workforce issues, including recruitment and retention of qualified staff and the development of training and curricular materials that address these issues.
Respect in the Workplace: A Mixed Methods Study of Retention and Turnover in the Voluntary Child Welfare Sector
Augsberger, Schudrich, McGowan, & Auerback (2012)
Children and Youth Services Review, 34(7)
Expands upon previous research on workforce turnover by utilizing a mixed methods design to examine the relationship between workers' perceptions of respect in the workplace and their intention to leave.
Rural Social Work Recruitment and Retention Challenges
Force-Emery Mackie (5th ed.) (2011)
In Social Work in Rural Communities
Reviews what is known about recruiting, hiring, and retaining rural social service providers. The chapter also discusses the challenges faced in hiring rural social workers.
Sustaining the Workforce During the Recession: A Report From the Front Lines
Fitzgerald & Clark
California Social Work Education Center & Council on Social Work Education Annual Program Meeting (2010)
View Abstract and Document
Presents findings from interviews conducted with title IV-E stipend graduates to explore the impact of the recession on their daily schedules, job-seeking decisions, attitudes toward the workplace, and work practices.
Work Attitudes and Intention to Quit Among Workers in Private Child Welfare Agencies Operating Under Performance-Based Contracts
Levy, Poertner, & Lieberman (2012)
Administration in Social Work, 36(2)
Discusses a study, based on an online survey, that examines how issues such as job satisfaction, organizational commitment, and conflict between work and family relate to job retention among privatized child welfare staff. Results and implications of the study are included.
Workplace Demands and Resources as Antecedents of Job Burnout Among Public Child Welfare Workers: A Longitudinal Study
Lizano & Mor Barak (2012)
Children and Youth Services Review, 34(9)
Discusses the first multiple-point longitudinal study that examines the impact of workplace demands and resources on the development of emotional exhaustion and depersonalization among public child welfare workers.
State and local examples
Best Practices and Bright Ideas to Strengthen the Workforce and Improve Retention in Child Welfare (PDF - 354 KB)
Kansas Workforce Initiative (2010)
Shares information and best practices for retaining child welfare professionals across the five child welfare regions in Kansas.
Child Welfare Worker Retention
North Carolina Division of Social Services & North Carolina Family and Children's Resource Program
Children's Services Practice Notes, 12(1), 2007
Describes the efforts currently being made by the UNC-Chapel Hill recruitment and retention project and presents suggestions for ways that frontline staff, supervisors, administrators, and agency directors can solve the workforce crisis.
Improving Recruitment and Retention in Public Child Welfare: Final Report (PDF - 603 KB)
The University of Iowa, School of Social Work (2009)
Discusses the Improving Recruitment and Retention in Public Child Welfare project, which developed, implemented, and evaluated training statewide for Iowa's public child welfare supervisors; developed and implemented a child welfare specialization for BSW and MSW students; and began to disseminate project results and training materials through a variety of activities.
Maryland Child Welfare Workforce Recruitment, Selection and Retention Study
Hopkins & Cohen-Callow (2007)
University of Maryland, School of Social Work
Highlights turnover and vacancy trends over the last few years, caseloads, supervisory ratios, and salaries. Individual and organizational factors related to withdrawal behaviors and turnover are also discussed.
What Works: Bridging the Gap from Science to Service Workforce Selection and Child Welfare Outcomes: Handout (PDF - 149 KB)
Florida Coalition for Children Annual Conference & National Child Welfare Workforce Institute (2010)
Summarizes findings from research studies that investigated whether the U.S. Department of Health and Human Services could play a greater role in helping child welfare agencies recruit and retain staff through training, and whether caseworker turnover has an impact on permanency for children.