ABSTRACT

Child maltreatment impacts society on multiple levels, and consistent turnover in the child welfare workforce creates financial challenges and problems associated with service delivery. This study explores the qualitative survey findings from a statewide sample of child welfare administrators in one state (n = 86). When asked to provide suggestions for improving workforce retention, nine overarching themes emerged: compensation, decreased workload, organizational culture, job factors, professional development, frontline supervision, performance management, leverage external partners, and competent and engage leadership. A comparative analysis ensues, where these strategies are juxtaposed with those of frontline supervisors and frontline workers. Similarities, differences, and implications are explored.

摘要

对儿童的虐待会在多个层面上影响社会，儿童福利劳动力的持续流动会带来财务挑战和与服务提供相关的问题。这项研究从一个州（n = 86）的全州儿童福利管理者样本中探索了定性调查的结果。当被要求提供建议以改善员工保留率时，出现了九个总体主题：薪酬，减少工作量，组织文化，工作因素，专业发展，一线监督，绩效管理，利用外部合作伙伴以及胜任的领导力。随后进行比较分析，将这些策略与一线主管和一线工人并列。探索相似性，差异性和含义。