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Child Welfare Workforce Development and Workplace Enhancement Institute

Child Welfare Workforce Development and Workplace Enhancement Institute. Promising Approaches to Recruiting and Retaining Quality Child Welfare Workers Reports from the NASW Center for Workforce Studies and NASW Child Welfare Specialty Practice Section October 24-26, 2005. Cynthia Woodside,

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Child Welfare Workforce Development and Workplace Enhancement Institute

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  1. Child Welfare Workforce Development and Workplace Enhancement Institute Promising Approaches to Recruiting and Retaining Quality Child Welfare Workers Reports from the NASW Center for Workforce Studies and NASW Child Welfare Specialty Practice Section October 24-26, 2005 Cynthia Woodside, Senior Government Relations Associate NATIONAL ASSOCIATION OF SOCIAL WORKERS 1

  2. An Aging Workforce NATIONAL ASSOCIATION OF SOCIAL WORKERS 2

  3. Social Work Student Loan Debt2003-04 Graduates NATIONAL ASSOCIATION OF SOCIAL WORKERS 3

  4. RETENTION:Years on the Job • The average tenure of child welfare workers is less than two years. (GAO, 2003) • The average tenure of NASW CW SPS members is 6.1 years. • The average length of practice experience is 9.5 years. NATIONAL ASSOCIATION OF SOCIAL WORKERS 4

  5. RETENTION:Years of Experience NATIONAL ASSOCIATION OF SOCIAL WORKERS 5

  6. NASW CW SPS MemberPractice Roles NATIONAL ASSOCIATION OF SOCIAL WORKERS 6

  7. RETENTION:Intent to Leave NATIONAL ASSOCIATION OF SOCIAL WORKERS 7

  8. NASW Members v. Others • As compared to the larger population of all child welfare workers, NASW CW SPS survey respondents: • Have lower caseloads • Have higher salaries - Spend a little less time on paperwork - Feel safer making home visits alone • Are pleased with the frequency and quality of supervision • Have more tenure and higher interest in remaining in child welfare NATIONAL ASSOCIATION OF SOCIAL WORKERS 8

  9. CONCLUSION If You’re Right for the Job, It’s the Best Job in the World! NATIONAL ASSOCIATION OF SOCIAL WORKERS 9

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