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The Child Welfare Workforce

The Child Welfare Workforce. What Research Does (and Doesn’t) Tell Us About Turnover and Retention. Education. Requirements of SW degrees associated with lower agency turnover (Russell, 1987) BSW graduates retained at higher rate than MSW’s (Lewandowski, 1998)

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The Child Welfare Workforce

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  1. The Child Welfare Workforce What Research Does (and Doesn’t) Tell Us About Turnover and Retention

  2. Education • Requirements of SW degrees associated with lower agency turnover(Russell, 1987) • BSW graduates retained at higher rate than MSW’s(Lewandowski, 1998) • Graduates of special CW social work programs likely to remain on the job(Dickinson & Perry, 2002; Okamura & Jones, 1998) • SW degree linked to intent to remain(Ellett, 2000)

  3. Personal Factors • Commitment, investment, sense of mission(Harrison, 1995; Bernatovicz, 1997; Reagh, 1994; Rycraft, 1994) • Self-efficacy(Ellett, et al 1995; Ellett, 2000) • Human Caring(Ellett, 2002)

  4. Hiring and Selection Practices • Understanding of job(Graef & Hill, 2000; Rycraft, 1994)

  5. Organizational Factors • Supervision(Arkansas DCFS, 2002; Bernatovicz, 1997; Cicero-Reese & Black, 1998; Dickinson & Perry, 2002; GAO, 2003; Rycraft, 1994; Samantrai, 1992; Scannapieco & Connell-Corrick, 2003; Yoo, 2002) • Ratings of professional organizational culture significantly related to employee intent to remain in CW(Ellett, 2000)

  6. Organizational Factors (cont.) • Flexibility, autonomy (Glisson & Hemmelgarn, 1998; Malm, et al., 2001; Rycraft, 2001; Texas PRS, 2001) • Agency-court relationships (Dickinson & Perry, 2002; Ellett, Ellett, & Rugutt, 2003; Malm, et al., 2001)

  7. Salary and Benefits • Low, noncompetitive salaries(CWLA, 2001; Malm, et al., 2001; Social Work Education Consortium, 2001; CWLA, 2005) • Leaving for higher salaries (Dickinson & Perry, 2002; Scannapieco & Connell-Corrick, 2003)

  8. Caseload/Workload • Caseload(CWLA, 2001) • Workload(AFSCME, 1998;CWLA, 2001; GAO, 2003; Malm, et al., 2001) • Documentation • Limited service provision

  9. Conclusions • Supportive Supervision • Salary • Workload • Flexibility • Personal Characteristics (professional commitment, investment, self-efficacy) • Education (SW, IVE)

  10. Questions Remaining • Uniform definition of variables • Clearer definitions of competencies • Linkages between specific competencies and retention • Clearer understanding of organizational factors • Interactive effects of variables

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