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.
|Series Title||Issue Briefs|
Child Welfare Information Gateway
Download (PDF - 688KB)
Child Welfare System Evaluation Report (Idaho) (PDF - 3,768 KB)
Office of Performance Evaluations Idaho Legislature (2017)
Examines the problems faced by the child welfare system and addresses the system with new ongoing efforts.
Cost Savings From Reasonable Child Welfare Workloads (PDF - 246 KB)
AFSCME Department of Research and Collective Bargaining Services (2016)
Reviews interventions and planning that reduce caseloads and workloads to improve worker retention across the child welfare system is important.
NASW Standards for Social Work Case Management (PDF - 195 KB)
National Association of Social Workers (2013)
Provides guidelines and strategies for direct services skills and administration strategies as well as focusing on continued professional development.
Supervision: The Cornerstone for Caseworkers to Flourish (PDF - 760 KB)
Kaizen Solutions for Human Services (2014)
Identifies collaborative, strength-based ways support team leads so they can effectively support case managers in child welfare.