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Supporting Professional Social Work in Child Welfare
In the child welfare field, research shows that those who are most prepared to do the job are also the most likely to remain on the job. Numerous studies indicate that professional commitment is a major factor in continuing to work in the child welfare field.
These studies include the perspectives of individual workers, supervisors, and administrators (Ellett, 2000, 2003; GAO, 2003; Rycraft, 1994; Reagh, 1994; Vinokur, 1991), as well as assessment of agency performance and outcomes (Booz-Allen & Hamilton, 1987; Dhooper, Royse & Wolfe, 1990; Cyphers, 2001; Mon Barak, Nissly & Levin, 2001).
Coming and Staying
- Intent to stay is related to 'human caring' and self-efficacy, which correlated with a social work degree (Ellett, 2000; Ellett, Ellett & Rugutt, 2003).
- Intent to stay is a critical factor for agency's organizational change strategies, as child welfare workers do not leave impulsively (Mon Barak, Nissly & Levin, 2001).
- Staff with social work degrees — and those who are IV-E trained — are most inclined to stay (Barbee, 2003; Harrison, 1995; Lewandowski, 1998; Jones, 2002; Okamura & Jones, 1995; Vinokur-Kaplan, 1991; Ellett, 2003).
- Workers with social work degrees demonstrate "goodness of fit."(Rycraft, 1994; Bernatovicz, n.d.; Landsman, 2001)
- States find that partnerships with universities, often supported by Title IV-E funds, provides a useful recruitment strategy (Cyphers, 2001; GAO, 2003), by:
- Creating a pipeline for employees through BSW & MSW education
- Providing degree education for advancement of current staff
- Enhancing staff 's level of knowledge and skill
- Meeting and/or achieving COA standards
- Enhancing professional identification and commitment
- Decreased turnover is affected by professional BSW and MSW degrees.
- Non-specific staffing requirements discourage those with professional degrees from seeking child welfare jobs.
- Retention is related to organizational support (Ellett, 2000; Midgeley, Ellett, Noble, Bennett & Livermore, 1994; Vinokur-Kaplan, 1991; Dickinson & Perry, 2002).
- Supportive supervision and work environment are critical to retention (Cicero-Reese & Black, 1998; Dickinson & Perry, 2002; Mudrick, Hopkins & Rudolph, 1999; Landsman, 2001; Mon Barak, et al., 2001)
Child Welfare Outcomes
- Permanence is more likely achieved if staff have BSW or MSW degree (Albers, Reilly & Rittner, 1993).
- Worker turnover affects achievement of permanence. Hiring workers prepared for child welfare reduces turnover (Hess, Foloran, & Jefferson, 1992).
- Workers who acquire MSW degrees also acquire more positive view of clients (McGowan & Auerbach, 2004).
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