| Title (Click for details) |
Abstract |
Type |
| Child welfare caseworker competency based screening resource guide |
This guide provides a description of the revised screening process for child welfare caseworkers that consists of three components: a standard interview, a fact-finding interview, and a written exercise.The 10 key competencies that should be rated are also explained and include: interpersonal relations, self-awareness/confidence, analytic thinking, adaptability, observational skills, sense of mission, communication skills, motivation, planning and organizing, and teamwork. Following guidelines address: standard interview questions and scoring; the administration of a case study analysis; the fact-finding interview; rating of candidates and the logistics of the panel interview; scoring the writing sample; conducing the second interview; and reference checks |
Guide/Manual |
| DFCS training for new county directors, workshop #3: Personnel management (Trainer's guide) |
This training provides new County Directors with an understanding of personnel management tools such as coaching, motivation, diversity, the disciplinary process, hiring, managing conflict and retention, as well as a positive approach to personnel management that focuses on building strengths and retaining staff |
Curriculum/Training Material |
| Improving the quality of human services through results-oriented human resource management |
This paper describes how to establish strategic partnerships between human service managers and human resource managers to promote the recruitment and retention of a qualified child welfare workforce, and includes tools that address retention, vacancies, quality, labor relations, and community partnership, and examples of best practices utilized in Arizona, California, North Carolina, and South Carolina. |
Report/Monograph |
| Maryland child welfare workforce recruitment, selection and retention study |
This report identifies the characteristics of the existing Maryland child welfare workforce; compares the salaries of Maryland child welfare personnel (caseworkers, supervisors, administrators) with comparable personnel in other states and with other state government employees; establishes the rate of caseworker turnover (overall and by agency/region) for a specified time period; and identifies the organizational, personal, and other factors contributing to retention or turnover. |
Report/Monograph |
| Performance management: Linking individual performance to agency outcomes (Training Curriculum) |
This supervisor curriculum focuses on performance management and the connection between individual performance and agency outcomes, and promotes supervisory use of consistent performance management, evaluation and professional development to achieve agency goals related to safety, permanency and well-being. |
Curriculum/Training Material |
| Processes for evaluating and addressing CPS employee performance and behavior |
This document answers questions related to the Arizona Division of Children, Youth and Families' processes for (1) evaluating job performance and (2) addressing poor job performance and inappropriate behavior of Child Protective Services (CPS) employees, in particular, CPS specialists who are responsible for ensuring child safety, assessing allegations of child abuse and neglect, and providing ongoing case management. |
Overview/Summary |
| Report from the child welfare workforce survey: State and county data and findings |
This report provides the results of survey data about staffing trends in public and private child welfare agencies in 43 states and 48 counties, who submitted information about workforce salary; caseload sizes; staffing issues; vacancy and turnover rates; recruitment and retention problems; and effective initiatives. |
Report/Monograph |
| Staff retention in child and family services: Selection and recruiting the right staff (workbook 6) |
This workbook addresses recruiting and selecting the right staff, providing information on promising practices and tools for recruiting and selecting front line staff, profiles of desirable qualities needed in front-line supervisors and staff, and methods for developing effective collaborations with universities. |
Tool/Toolkit |
A Service of the Children's Bureau, a member of the T/TA Network