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Developing Career Ladders

Developing Career Ladders. Andrew L. Reitz, Ph.D Walker Trieschman Center Child Welfare League of America 617.769.4011 areitz@cwla.org. Agenda/Goals. 1. Rationale. 2. Types. 3. Critical characteristics. 4. Related needs. 5. Barriers. Leadership Approaches. 1. Mission-driven.

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Developing Career Ladders

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  1. Developing Career Ladders Andrew L. Reitz, Ph.D Walker Trieschman Center Child Welfare League of America 617.769.4011 areitz@cwla.org

  2. Agenda/Goals 1. Rationale. 2. Types. 3. Critical characteristics. 4. Related needs. 5. Barriers.

  3. Leadership Approaches 1. Mission-driven. 2. Open communication. 3. Teamwork. 4. Focus on learning/ development. 5. Freedom to act.

  4. Why Child Welfare Workers Leave 1. Poor supervisory relationships. 2. Unmanageable duties. 3. Peer conflicts. 4. Poor training. 5. Lack of advancement opportunities. 6. Salary.

  5. Gallup Critical Factors 1. Know what is expected. 2. Have needed materials. 3. Opportunity to do what I do best. 4. Recognition/praise. 5. Someone who cares about me. 6. Encourage my development.

  6. Gallup Research • “As worker length of stay increases, worker engagement tends to decrease.” • To reverse that trend: 1. New roles. 2. Use strengths.

  7. Promotional Career Ladders • Counselor • Senior counselor • Supervisor • Unit manager • Program director • Regional director • Deputy director • Executive director

  8. Positional Career Ladders • Promotional steps within identified job categories. • Counselor 1-2-3-4 • Therapist 1-2-3-4 • Supervisor 1-2-3-4

  9. Critical Characteristics 1. Criteria for promotion. 2. Clear decision- making process. 3. Changes in job responsibilities. 4. Salary increments.

  10. Promotional Criteria • Experience • Performance • Training • Education

  11. Added Duties/ Responsibilities • Mentoring • Training • Specific duties • Agency committees • Special projects • Special expertise • Research • Speaking engagements/ presentations

  12. Related Agency Needs • Systematic training programs for staff at all levels. • Systematic employee evaluation system. • Careful monitoring. • Educational benefit program.

  13. Barriers to Implementation • Expense. • Time to set up. • Requires careful monitoring. • Cross-program equity. • Placement of current staff. • Need for agency growth. • What if it works really well?

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