Understanding the diverging paths of stayers and leavers: An examination of factors predicting worker retention

The retention of qualified, competent staff has been a longstanding challenge for child welfare agencies. Given the stressful nature of child welfare work, difficulties with recruitment and retention of staff may not be surprising. However, considering the costs of chronic turnover, efforts to increase retention are crucial. The current study utilizes a large sample (n = 1102) of Title IV-E graduates from one statewide consortium in order to explore the usefulness of a conceptual model for understanding retention and turnover of workers in public child welfare. Logistic regression models reflect that at least one variable from each of four categories (worker, job-extrinsic, job-intrinsic, responses to job) predicted retention. Implications for child welfare workforce research, agency practice, and Title IV-E MSW programs are discussed.     

Preparing for Child Welfare Practice

Summary

Specialized child welfare MSW programs and stipend support for child welfare MSW students have been developed in several states through the Federal Title IV-E program. Thirty-seven focus groups conducted over four years with approximately 550 Title IV-E MSW students in California were submitted to qualitative thematic analysis. The intense emotional challenge of child welfare work emerged in the focus groups. A three stage cognitive-affective model of student development is proposed. This exploratory study suggests several hypotheses for further research: that students at more advanced cognitive-affective levels should be less prone to burnout, better able to make the difficult value-based decisions demanded by child welfare work, and more likely to integrate and use the emotions of themselves and others. Implications are explored for graduate programs, professors, and supervisors.     

Promising Innovations in Child Welfare Education: Findings From a National Initiative

For many years, schools of social work have engaged in partnerships, especially with public child welfare agencies, to prepare a competent and professional child welfare workforce through the mechanism of Title IV-E training. In 2008 the National Child Welfare Workforce Institute (NCWWI) established an additional resource for preparing students in social work schools for child welfare practice. Twelve NCWWI traineeship programs supported a diverse group of BSW and MSW students from 2008 to 2013 and prepared them for client-centered practice informed by child welfare and leadership competencies. This article highlights a curriculum innovation in an MSW program and a field innovation in a BSW program that were designed to increase the readiness of BSW and MSW students for child welfare practice.     

Teaching Note—CASA Volunteerism: Preparing MSW Students for Public Child Welfare Practice

In an effort to reform public child welfare systems across the nation, Title IV-E child welfare training programs were established over 2 decades ago. Participating students typically engage in a customized educational experience as part of their MSW program that prepares them to work in the field of child welfare upon graduation. This article describes an initiative taking place in one MSW program where students are encouraged to serve as a Court Appointed Special Advocate (CASA), paired with an individual child or youth in foster care. The purpose is to offer students a deeper understanding of the lived experiences of children in care. Information relating to program design and student perspectives on the experience are presented.     

Perfecting the Craft: Formative Assessment of a University–Agency Partnership for Social Work Education

The aim of this study was to identify strengths and weaknesses of a Title IV-E partnership for delivery of child welfare education in the United States. A formative assessment was conducted for a newly developed partnership between a public child welfare agency and seven institutes of higher education. Using a qualitative design, interviews were conducted with professionals from the agency and from each college/university, as well as with students enrolled in child welfare courses supported by the partnership. Findings address strengths and benefits of the partnership, lessons learned, and suggestions for enhancement of program administration, curricula, field placements, and recruitment and retention. Respondents described numerous benefits of the partnership, particularly its contribution to professionalism and commitment among child welfare workers, improving the field of child welfare, and promoting a focus on outcomes of safety, permanency, and well-being for children and families. A concern to be addressed in future research and practice was integrating opportunities for education and career advancement for persons currently on staff at the public agency. Recommendations are discussed for improving university–agency partnerships in child welfare and beyond.     

California’s Title IV-E Partnership: A Statewide University–Agency Collaboration—Characteristics and Implications for Replication

University–agency partnerships funded by Title IV-E encourage students to enter the child welfare field by providing student stipends, thus supporting child welfare agency workforce development. This article examines the literature and historical roots of Title IV-E and other partnerships, identifies common structures and outcomes, and discusses the extent to which a structured development and change process supports the California partnership’s core mission to integrate the education and practice communities in child welfare. The partnership is teleological in nature, using a social exchange approach to advance mutuality and a full spectrum of benefits for universities and agencies. Models and best practice elements are presented as examples of how university–agency partnerships may enhance child welfare service delivery.     

Use of Title IV-E Funding in BSW Programs

Summary

Title IV-E provides resources that allow social work education and state child welfare agencies to collaborate to provide an educational experience that prepares students to move quickly into a complex practice experience. In 1998-1999 all BSW programs that were accredited and in candidacy were surveyed to see if they were using Title IV-E funds to provide support for students who would agree to work in public child welfare programs after graduation. The questionnaire used was based on Zlotnik's earlier survey (Zlotnik & Cornelius, 2000) of all programs receiving IV-E funds. Of the 464 BSW programs surveyed, 282 replied, 59% of these were public institutions, the rest private. Forty-eight schools reported receiving some type of IV-E funding for students. Results indicate a number of models are used to support collaboration between the schools and their state agencies. These include differences in the requirements of students while they are in school and after graduation and in the amount of funding available to students. In addition, institutions not receiving IV-E funds were asked to describe why they were not. Implications for BSW programs are discussed.     

From Foster Care to Adoption and Guardianship: A Twenty-First Century Challenge

For nearly four decades, child welfare policy and practice have focused on the achievement of legal permanence for children in foster care. Although federal child welfare policy has resulted in the movement of children from state custody to legally permanent adoptive or guardianship families, little is known about the quality and enduring nature of these placements. A significant challenge of the twenty-first century child welfare system is how to ensure the well-being of children currently living with adoptive parents or guardians. This paper discusses child welfare policy and trends related to post-permanency well-being, including the decrease in Title IV-E foster care caseloads nationwide and the simultaneous increase in Title IV-E adoptive and guardianship caseloads. We highlight the needs of a twenty-first century child welfare system, including increased federal efforts to ensure child permanence and well-being after legal adoption or guardianship has been achieved, as well as more rigorous longitudinal and interdisciplinary research focused on the post-permanency adjustment of children and their families.     

The climate of child welfare employee retention

This article describes differences in perceptions of the child welfare work environment among Title IV-E educated individuals who remain within public child welfare and those who sought employment elsewhere after fulfilling a legal work commitment. Job satisfaction, emotional exhaustion, and personal accomplishment were predictive of staying versus leaving. The empirical evidence suggests that efforts to retain highly skilled and educated public child welfare workers should focus on creating positive organizational climates within agencies.     

Current Challenges and Future Directions for Collaborative Child Welfare Educational Programs

Summary

This paper presents a brief overview of the Title IV-E and 426 investments in schools of social work that are presented in this special collection and discusses current and future challenges and issues for building effective educational programs for child welfare practice. Recommendations for future research and educational agendas are also presented.     

A mixed-methods study of the impact of organizational culture on workforce retention in child welfare

The recruitment and retention of a stable, qualified workforce has been an on-going challenge for the child welfare system. Prior research has identified both individual and organizational factors influencing retention and turnover in child welfare. The current study uses mixed methods to examine the impact of perceived organizational culture on workers' intention to remain employed. Thematic analysis of the qualitative data revealed that perceived organizational culture, as understood as being comprised of both relationships and values, could be related to worker retention. Based on the qualitative findings, the researchers selected quantitative measures to operationalize the various aspects of organizational culture. Results from the logistic regression indicated that intention to remain employed was significantly related to organizational culture. Implications for practice are discussed.     

Randomized trial of Promoting First Relationships: Effects on maltreated toddlers' separation distress and sleep regulation after reunification

This study investigates the impact of an attachment focused intervention, Promoting First Relationships (PFR), on sleep problems among toddlers in child welfare recently reunified with their birth parent. Recently reunified parent–toddler dyads (n = 43) were drawn from a larger random control trial. Toddlers (11–36 months) and their parents were assessed in two-hour research home visits at enrollment (baseline), and a 6-month post-intervention follow-up. Measures included parental report of sleep problems and research visitor observation of separation distress (using the Toddler Attachment Sort-45). The PFR intervention predicted fewer sleep problems, adjusting for a baseline measure of sleep problems and other covariates. A path model showed evidence of an indirect effect of PFR on sleep problems through declines in separation distress. An attachment focused intervention like PFR that reduces infant separation distress can lead to reductions in sleep problems.     

Intention to leave in social workers and educators employed in voluntary child welfare agencies

Introduction

Individuals employed in child welfare settings can have a profound impact on children in care. Research shows that direct care staff can have an effect on emotional and physical outcomes for children with whom they work. This paper seeks to expand knowledge of the child welfare workforce by studying educators employed in child welfare settings and comparing their job satisfaction and intent to leave with that of prevention workers employed in similar settings.

Materials and methods

Data for prevention workers (n = 538) were obtained from workers employed at all preventive service programs under contract with a large municipality. Data for educators were obtained from voluntary agencies located elsewhere in the state (n = 139). The instrument was a modified version of a survey developed to examine job satisfaction and potential turnover among public child welfare workers. Domains measured included various aspects of job satisfaction, intention to leave, and whether workers regretted taking their jobs. Data were analyzed using bivariate analysis and structural equation modeling (SEM).

Results

While both educators and prevention workers varied on different domains of job satisfaction, their overall satisfaction did not differ nor did their intention to leave their jobs. Satisfaction with contingent rewards, the nature of the work and opportunities for promotion along with not regretting taking one's job were predictive of thinking about leaving one's job. Thinking about leaving was predictive of taking concrete steps towards actual leaving.

Discussion

While people both prevention workers and educators report different levels of job satisfaction and work conditions in their agencies, job title itself has less to do with a worker's intention to leave, as measured by both thinking about leaving and taking steps towards actively looking for a new job, than other factors. Larger contextual factors may be at play in workers' decisions to stay employed. Suggestions are made for reducing turnover intentions along with suggestions for further study to clarify the role of organizational factors in workers' intention to leave.     

Using sibling data to understand the impact of family group decision-making on child welfare outcomes

Few studies have examined the impact of family group decision-making (FGDM) on child welfare outcomes. Studies in this area have often suffered from small sample sizes and lack of adequate comparison groups. Since FGDM is administered at the family level, sibling data provides an ideal way to compensate for small sample sizes and low enrollment rates in research evaluating FGDM. This study utilized sibling data from California's Title IV-E Waiver Demonstration Project Evaluation in Fresno and Riverside Counties to compare child welfare outcomes for children of families randomly assigned to receive FGDM (Fresno County, n = 110; Riverside County, n = 87) to children of families assigned to receive traditional child welfare services (Fresno County, n = 74; Riverside County, n = 52). After controlling for clustering effects using general estimating equations (GEE), group differences in child maltreatment, placement stability, and permanence were modeled using linear and logistic regression. Outcomes from both counties suggested no group differences. Though neutral outcomes on child welfare indicators may bring into question FGDM's efficacy for changing child welfare outcomes, this study confirms previous findings with smaller sample sizes on the impact of FGDM and demonstrates a methodological improvement over individual or family-case analyses.     

Alumni of a BSW-Level Specialized Title IV-E Program Voice Their Experiences in the Workplace

This study surveyed 289 alumni of a specialized Title IV-E program that prepares undergraduate social work students for careers in public child welfare, examining factors such as turnover rates, adherence to strengths-based practice principles, perceptions of work conditions, and intent to stay. Findings indicate that graduates of this program were less likely than other caseworkers to leave their positions. Most maintained adherence to strengths-based practice principles, reported satisfaction with the work, felt supported by colleagues, and intended to stay in the field of child welfare. Based on alumni comments, ways that agencies can retain such workers are suggested.     

The California Collaboration

Summary

This article documents the Title IV-E child welfare social work project of the California Social Work Education Center (CalS WEC): The establishment and ongoing support of collaborative arrangements among 58 California counties, the California State Department of Social Services, and all of the California graduate social work schools. The primary goal of this collaboration is to produce MS Ws who will commit to helping disadvantaged children and families in publicly supported child welfare services. The project model contains five interdependent components: a competency-based curriculum, financial support for students, development of instructional materials, active participation among public child welfare agencies and the universities, and evaluation.

This paper focuses on the collaborative curriculum development process. Evolving arrangements among stakeholders are described here in terms of the reciprocal adjustment of curriculum development and field and classroom instruction to prepare MSWs for public child welfare careers.     

Measuring organizational effectiveness to develop strategies to promote retention in public child welfare

Public child welfare agencies are under pressure to improve organizational, practice and client outcomes. Related to all of these outcomes is the retention of staff. Employee intent to remain employed may be used as a proxy for actual retention. In this study public child welfare staff in one Midwestern state were surveyed using the Survey of Organizational Excellence (Lauderdale, 1999) and the Intent to Remain Employed (Ellett, Ellett, & Rugutt, 2003) scales to assess the extent to which constructs such as perceptions of organizational culture, communication and other areas of organizational effectiveness were associated with intent to remain employed. A number of statistically significant relationships were identified which were presented to the public agency for use in the development of strategies for organizational improvement. Data were also analyzed regionally and based on urban/suburban/rural status to enable development of targeted approaches. This case study presents an example of how ongoing measurement of organizational effectiveness can be used as a strategy for organizational improvement over time in the child welfare system.     

Child protection and out-of-home placement experiences of preschool children born to mothers enrolled in methadone maintenance treatment during pregnancy

Children born to opiate-dependent women engaged in methadone maintenance treatment are at high risk of child welfare concern. However, few studies have examined the early child protection service (CPS) contacts of this group or the risk factors that place some but not other mother–infant dyads at increased risk of serious concern resulting in the removal of the child from the family home. As part of a prospective longitudinal study based in New Zealand, 73 women enrolled in methadone maintenance treatment during pregnancy and 54 non-methadone maintained comparison mothers were recruited during pregnancy and interviewed close to delivery, 18-months and 4.5-years. At each follow-up evaluation, detailed life history methods were used to describe children's family circumstances and all CPS contacts. By 4.5-years postdelivery, methadone maintained mothers were ten-times more likely to have been investigated by child protection services than comparison mothers (59% v. 6%, p < .001). Of these contacts, almost half (44%) resulted in the removal of the child from the family home compared to no comparison children (p < .001). These children were most frequently placed before age 1, with an average of 1–2 caregiver changes (range: 0–7). In addition to maternal methadone maintenance treatment during pregnancy (p < .001), significant independent predictors of child out-of-home placement included maternal depression (p = .01), maternal history of child custody loss (p = .02), and to some extent, high levels of family socioeconomic adversity (p = .06). Findings highlight the complex psychosocial needs of this high-risk group, as well as the need for careful monitoring and parenting support following hospital discharge.     

Factors impacting intention to leave in social workers and child care workers employed at voluntary agencies

Introduction

To ameliorate high turnover in child welfare, researchers have attempted to identify factors that lead to undesirable turnover. While this has been studied extensively, little attention has been paid to turnover based upon job roles. Like social workers in child welfare, the field of child care also experiences high turnover. Child care workers employed in child welfare settings are no exception. The current study seeks to understand differential factors that impact intent to leave for preventive and child care workers employed in child welfare agencies.

Materials and methods

Data for prevention workers (n = 538) were obtained from all preventive service programs under contract with the City. Data for child care workers (n = 222) were obtained from three voluntary agencies located elsewhere in the State. The instrument was a modified version of a survey developed to examine job satisfaction and potential turnover among public child welfare workers. Domains measured included job satisfaction, intention to leave, career commitment, and agency investment. Data were analyzed using bivariate analysis and Structural Equation Modeling (SEM).

Results

Child care workers had more positive perceptions of child welfare and planned to stay in child welfare longer. Despite this, prevention workers felt more invested in their work. Child care and prevention workers had different levels of satisfaction with their jobs although overall job satisfaction did not differ nor did their intention to leave. Tenure at the agency was predictive of career investment. Investment, perceptions of child welfare, satisfaction with nature of work, and contingent rewards were associated with career commitment. Commitment and satisfaction with supervision were the greatest predictors of intention to leave.

Discussion

There is a gap in literature addressing child care workers in child welfare, and future study of this group is needed. Child care workers are just as likely to intend to leave their jobs as prevention workers. For both groups, it appears that investment in their jobs increases commitment to the field which reduces intention to leave.     

Organizational change: The role of climate and job satisfaction in child welfare workers' perception of readiness for change

BackgroundWhen organizations embark on deliberate efforts to increase effectiveness through organizational-level changes, those that demonstrate greater readiness for change tend to have better outcomes. In contrast, when the organization is not ready, a change effort may result in resistance, conflict and, eventually, failure. However, studies addressing how agency climate and job satisfaction influence workers' perception of the organization's readiness for change in child welfare or human service organizations are scarce.MethodsData for this study was obtained from a sample of 356 direct care and clinical child welfare workers employed at eight not-for-profit child welfare agencies under contract to provide a variety of services in a large northeastern state. Workers were surveyed on their agency's readiness for change, organizational climate, and job satisfaction. The Spector Job Satisfaction Survey measured nine subscales and Parker Organizational Climate survey measured four primary domains: role, job, supervision, and organizational dimensions. A confirmatory factor analysis was conducted on nine questions derived from the Organizational Readiness for Change survey that measured workers' perceptions of organizational readiness for change. Structural Equation Modeling (SEM) was utilized to determine climate and satisfaction influences on voluntary child welfare workers' readiness for change.ResultsThe results of SEM confirmed that the exogenous independent indicators of role ambiguity, supervisor goal emphasis, organizational innovation, satisfaction with communication, and the number of years in current position were predictive of workers' perception of readiness for change with significant positive coefficients.ImplicationsThis study highlights the importance of certain organizational climate and job satisfaction factors that child welfare workers' identify for the success of agency change efforts. Workers perceive that organizations may have a higher level of readiness to implement successful change initiatives when: (1) workers feel their role is clear, supervisors articulate change goals, and job performance is held to a high standard and is measurable; (2) agency leaders establish organizational communication that is explicate, and they encourage workers to develop ideas and try new ways of doing the job; and (3) the greater the number of years workers are in their current position, the more likely change initiatives are perceived to be successful. Most importantly, this study suggests that not all organizational climate or job satisfaction factors are recognized by workers as supporting change equally.