Studies frequently point to caseloads and workloads as a key factor in worker turnover and workforce retention. Workers need to be able to spend time with the children and families on their caseloads in order to accurately assess risk; identify needs, strengths, and resources; develop an appropriate case plan; and work with the family to achieve it. Determining the right number and types of cases, assigning cases appropriately to staff, reviewing and adjusting the types of tasks assigned to workers in addition to their direct work with families-all are ingredients for ensuring a manageable caseload and workload for staff. The following resources discuss the role of caseload and workload in workforce retention.
2010 Caseload Report for the Division of Children and Family Services (PDF - 1,444 KB)
Nebraska Department of Health and Human Services (2011)
Presents data comparing actual caseloads to caseload standards established by the Director of Health and Human Services and recommended by national child welfare organizations and the amount of fiscal resources needed to maintain such caseloads.
High Caseloads: How Do They Impact Delivery of Health and Human Services? (PDF - 100 KB)
Social Work Policy Institute (2010)
Summarizes research findings on the impact of high caseloads and the retention of child welfare workers. State and local examples are included.
Special Report: Measuring the Strengths and Needs of DYFS Workforce (PDF - 635 KB)
New Jersey Task Force on Child Abuse and Neglect (2011)
Provides insight into the strengths and needs of the New Jersey Division of Youth and Family Services workforce by identifying effective methods of recruiting, hiring, and retaining staff.