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Professional development opportunities as retention incentives in child welfare

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  • Clark, Sherrill J.
  • Smith, Richard J.
  • Uota, Kazumi

Abstract

This study examined the career paths of 415 Title IV-E MSW graduates in one state retrospectively over 180months post-graduation to discover factors that could be important in affecting retention in public child welfare agencies. The Title IV-E educational program is designed to be a retention strategy at the same time as it is a professionalization strategy. We surmised that perceived organizational support (POS) contributes to retention by acknowledging the workers' needs for career development support. The median survival time for these child welfare social workers was 43months for the first job and 168months for the entire child welfare career. The initial analysis showed steep drops in retention occurred at 24–36months post-graduation, approximately at the end of the Title IV-E work obligation. Upon further examination, Kaplan–Meier tests showed organizational factors relevant to workers' professional career development predicted retention. Having access to continuing education and agency-supported case-focused supervision for licensure were correlated with retention at the 24–36month post-graduation mark. At 72months post-graduation, promotion to supervisor was a significant factor found to encourage retention. Being a field instructor for MSW students and being promoted to a managerial position were not significantly related to retention.

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  • Clark, Sherrill J. & Smith, Richard J. & Uota, Kazumi, 2013. "Professional development opportunities as retention incentives in child welfare," Children and Youth Services Review, Elsevier, vol. 35(10), pages 1687-1697.
    • Handle: RePEc:eee:cysrev:v:35:y:2013:i:10:p:1687-1697
    DOI: 10.1016/j.childyouth.2013.07.006
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    References listed on IDEAS

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    1. Ellett, Alberta J. & Ellis, Jacquelyn I. & Westbrook, Tonya M. & Dews, Denise', 2007. "A qualitative study of 369 child welfare professionals' perspectives about factors contributing to employee retention and turnover," Children and Youth Services Review, Elsevier, vol. 29(2), pages 264-281, February.
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    6. Scannapieco, Maria & Hegar, Rebecca L. & Connell-Carrick, Kelli, 2012. "Professionalization in public child welfare: Historical context and workplace outcomes for social workers and non-social workers," Children and Youth Services Review, Elsevier, vol. 34(11), pages 2170-2178.
    7. Westbrook, Tonya M. & Ellett, Alberta J. & Asberg, Kia, 2012. "Predicting public child welfare employees' intentions to remain employed with the child welfare organizational culture inventory," Children and Youth Services Review, Elsevier, vol. 34(7), pages 1214-1221.
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    3. Thibodeau, Pari Shah & Park, In Young & Dunbar, Annie Zean & He, Amy, 2023. "What makes a good learning culture? The role of professional development among child welfare workers," Children and Youth Services Review, Elsevier, vol. 150(C).
    4. Kruzich, Jean M. & Mienko, Joseph A. & Courtney, Mark E., 2014. "Individual and work group influences on turnover intention among public child welfare workers: The effects of work group psychological safety," Children and Youth Services Review, Elsevier, vol. 42(C), pages 20-27.
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    8. Belval, Erin J. & Bayham, Jude & Magstadt, Shayne, 2024. "Retention of highly qualified wildland firefighters in the Western United States," Forest Policy and Economics, Elsevier, vol. 158(C).

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