Child welfare agencies face challenges in recruiting and retaining child welfare professionals. Having enough qualified staff helps agencies deliver quality services to families and improve outcomes for children and families.
Helping potential staff better understand their role in the agency and the demands of child welfare can increase job satisfaction and reduce turnover. Strategies for screening candidates and communicating expectations include realistic job previews or short videos that present the rewards and demands of child welfare positions.
A diverse workforce that reflects the communities it serves helps demonstrate an agency's commitment to partnering with families.
A healthy organizational culture, including shared beliefs, values, and goals, can increase job satisfaction and prevent burnout for child welfare professionals. Access to supports that address secondary trauma also contributes to well-being as well as burnout prevention. Additionally, organizational culture includes the quality of supervision, supervisory support, and access to education and training.
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