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Capturing promising practices in recruitment and retention of frontline youth workers This publication presents numerous strategies focused on recruitment and retention, including recruitment-focused promising practices such as offering incentives, using the Internet as a recruitment tool and recruiting youth workers from diverse populations; and retention-focused promising practices such as compensation, career advancement, professional development, respecting and valuing workers, creating a supportive and inclusive environment and establishing peer networks. Report/Monograph
Caseworker competencies self-assessment: Post pre-service training This is an example of a completed self-assessment that a new caseworker in Maine would fill out following completion of pre-service training. Template/Form/Example
Caseworker competencies self-assessment: Pre-training assessment This is an example of a completed self-assessment that a new caseworker in Maine would fill out prior to training. Template/Form/Example
Caseworker entrance questionnaire This document is an instrument used by the Maine Department of Health and Human Services, Office of Child and Family Services, and is administered to new caseworkers at the start of their new position. Template/Form/Example
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
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
Maine child welfare caseworker competency model This document presents a competency model for Maine child welfare caseworkers, including important qualities and characteristics. Guide/Manual
Recruitment and retention research library This document organizes information and resources focusing on recruitment and retention of child welfare workers by Publication Name, Author, Publisher, Category, and Sub-category. Reference List/Annotated Bibliography
Recruitment of child welfare staff This paper summarizes best practice approaches to recruitment and provides examples of some innovative approaches. Report/Monograph
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
Report on survey findings: Job satisfaction and organizational commitment at Connecticut Department of Children and Families This study examines a range of personal and organizational factors that can affect job satisfaction and organizational commitment at a public child welfare agency. Evaluation Findings and Other Material
SMAART Manual: Strategies matrix approach to recruitment and retention techniques This manual is designed to enhance capacity for more effective child welfare recruitment, selection, training, and retention practice, by providing child welfare professionals with practical, hands-on tools and information, new ideas, and sufficient background information on complex topics to ask informed questions, know where to turn for additional resources, and begin the process of implementing these strategies in their own agencies. Guide/Manual
Screening and selection of child welfare staff This paper summarizes best practice approaches to screening and selection and provides examples of some innovative approaches. 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
Staff retention in child and family services: The first six months (workbook 5) This workbook addresses the supervisor's role in supporting new staff, providing the structure, methods, and tools for orienting, supporting and training new staff during their first six months on the job, with particular attention to helping staff cope with and manage the stressors of the job, including: the importance of the first year and emotional phases of change; significant emotional stressors in child and family service; the supervisory process in the first six months; selection and hiring of new staff; initial orientation; formal and informal job training; assuming a workload and working with emotional stressors; increased assignments; and supporting staff when they assume a normal/full workload and setting performance objectives Tool/Toolkit
Workforce Recruitment, Screening & Selection Chart of e-resources Reference List/Annotated Bibliography