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In This Report, You’ll Learn
Tips for partnering with HR staff for recruitment, hiring and performance evaluation.
The role of a workforce innovation team.
Why defining core competencies is key to finding the right employees.
How to build a data dashboard and use it to drive workforce improvements.
Drawing on lessons learned from the Annie E. Casey Foundation’s multiyear effort in child protection workforce development, this publication outlines five clear steps that child welfare agency leaders can take to build and maintain a strong, stable frontline workforce. Each step identifies an implementation timeline, practical tips and tools, plus real-world perspectives from agency partners.
Table of Contents
Wanted: Talented, effective and engaged child welfare employees
This five-step process teaches child welfare leaders how to measurably improve their hiring and retention policies. The goal? Ensure that agencies have the right frontline staff in place and engaged so that children and families can thrive.
Findings & Stats
A Costly Setback
Employee turnover at child welfare agencies costs, on average, $54,000 per replacement.
Satisfaction surveys, focus groups and retention interviews offer critical insight into a workforce's health and well-being.
Working with HR staff nearby promotes relationship building and a shared sense of responsibility to outcomes.
Statements & Quotations
Data should be a shining light guiding your workforce efforts, letting you know when you need to swap existing approaches for newer ones to get the results you need.
Implementation science, which studies what’s effective in bringing about organizational change, teaches that without embedding new practices throughout an agency, the practices won’t take.
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