Human services workers are America’s other first responders – they often answer the first call for help from our most vulnerable citizens. But many workers are under intense pressure with access to only few resources. This report identifies the gap between what human services workers are asked to do, and their capacity for effectively delivering on those duties. 

March 12, 2003

In This Report, You’ll Learn

  1. 1

    A definition of “human services workforce.”

  2. 2

    The seven conditions believed to be essential for a productive human services workforce.

  3. 3

    How to recruit, retain and reward qualified human services workers.

  4. 4

    How to rate the performance of human services workers.

  1. 5

    Key findings from a survey conducted in 2002 by Princeton Survey Research Associates.

  2. 6

    An overview of the Random Digit Dialing (RDD) survey methodology.

Key Takeaway

Small investment, big gain

For the human services workforce, turnover is high among those most qualified, workloads are excessive and workers often feel unappreciated. Overwhelming evidence suggests that even small investments in recruitment and retention of human services workers generate significant gains for the children, youth and families they serve.

Findings & Stats

Statements & Quotations