ABSTRACT

As public child welfare agencies continue to experience high rates of workforce turnover and low rates of retention, employee mentoring and coaching has been forwarded as a potential mechanism to positively impact the workforce. Using a qualitative multi-method case study approach, this learning case describes an innovative statewide child welfare worker new employee mentoring program implemented by the State of Alaska Office of Children’s Services. Drawn from the perspectives of key leadership, line supervisors, and other stakeholders responsible for the development of the program, results included broad support and observed supervisor and employee benefits. Implications of this learning case are relevant to both child welfare agencies as well as other social service programs considering development of mentoring programs and implementation of broad system-wide programs.

摘要

由于公共儿童福利机构继续经历高劳动力流动率和低保留率，员工指导和辅导已被作为一种潜在的机制来对劳动力产生积极影响。该学习案例使用定性的多方法案例研究方法，描述了阿拉斯加州儿童服务办公室实施的一项创新的全州儿童福利工作者新员工指导计划。从主要领导、直线主管和其他负责计划开发的利益相关者的角度来看，结果包括广泛的支持和观察到的主管和员工福利。