Public child welfare caseworker retention in Colorado: a mixed methods study
Date
2018
Authors
Raven, Denise M., author
Orsi, Rebecca, advisor
Holmquist-Johnson, Helen, committee member
Yuma, Paula, committee member
Gloeckner, Gene, committee member
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Abstract
Retention of caseworkers in public child welfare has been a concern for the past few decades. High turnover rates can impact outcomes for children and families, and the caseworkers who remain. This sequential, explanatory, mixed methods study used both quantitative data, collected by electronic survey, and qualitative data, collected in focus groups with caseworkers and interviews with supervisors of caseworkers to learn more about caseworkers in eleven Colorado counties. Results from the survey, which included validated scales Professional Quality of Life (ProQOL), Leader-Member Exchange, and Psychological Safety showed a relatively healthy workforce in terms of psychological and organizational factors with a strong commitment to child welfare work. In line with previous research, good supervision and support from supervisors, and work team contribute to retention. One of the ProQOL subscales, compassion satisfaction, a sense of professional competence and self-efficacy, was strongly correlated with intent to stay in one's current position. Another subscale from the ProQOL, burnout, was strongly correlated with decreased intent to stay. Focus groups with caseworkers revealed other stressors not included in the survey questions that influence intent to stay or leave. These included paperwork, caseload size in relation to the amount of paperwork, upper management making policy decisions without a clear understanding of the impact on caseworkers' workloads, sometimes negative focus on deficits, lack of practice flexibility, and poor communication. Lack of communication or poor communication encompasses pending policy changes, practice changes, and the progress of efforts to improve conditions for caseworkers based on their input and requests. Recommendations for change include reducing paperwork; improving communication; improving relationships between supervisors and caseworkers, and managers and caseworkers; and removing barriers to direct service with families.
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Subject
child welfare workforce
mixed methods study
child welfare retention
professional quality of life scale
leader member exchange scale