There are a number of negative implications to high turnover rates in child welfare services. Remaining caseworkers are faced with high caseloads and a shortage of time. This does not allow them to develop relationships with the children in order to make placement or other decisions. Likewise, caseworkers are not able to make home visits as often as would be desirable. Investigations are also delayed due to the high demand for services. Furthermore, due to high turnover, caseworkers with as little as 3 years of experience in the agency can be promoted to supervisory positions.
Turnover also interrupts continuity, further delaying case processing. The new worker may need to re-conduct assessments and interviews due to a lack of information or poor record keeping by the previous worker. Not only must the data be recompiled, but the child’s trust must be regained in order to obtain critical information. Unfortunately, the worker often does not have the needed time to devote to this activity.[1]
A 2010 study published in the journal Social Work[2] examines the views of youths in the child welfare system on turnover rates and their experiences with turnover. Researchers found that the reason behind the turnover was not important. Instead, youths emphasized three main effects of turnover: loss of trust, lack of stability, and second chances. This last aspect indicates that some children may not have had good relationships with previous workers, whether this was due to poor communication, personality conflicts, or a lack of time on the part of the worker.
The study also found that youths supported the selection of dedicated, competent workers who were capable of providing services. The youths suggested increased pay, educating workers, selecting dedicated workers, and treating workers with respect as solutions to high turnover. Youths also emphasized the need to keep them informed when turnovers do occur in order to create a smoother transition both for the new worker and the child.
This is an important study in that it recognized the youths affected by worker turnover and allowed them to voice their opinions. The implementation of policies that would support the reduction of turnover rates is clearly a complicated and difficult process. However, this study demonstrates that those most affected by this issue are ready for and supportive of changes.
Jennifer Copeland
MSSW Candidate
University of Texas at Austin
[1] United States General Accounting Office. (2003). HHS Could Play a Greater Role in Helping Child Welfare Agencies Recruit and Retain Staff (GAO-03-357). Retrieved from https://www.cwla.org/programs/workforce/gaohhs.pdf
[2] Strolin-Goltzman, J., Kollar, S., & Trinkle, J. (2010). Listening to the Voices of Children in Foster Care: Youths Speak Out about Child Welfare Workforce Turnover and Selection. Social Work 55(1), 47-53.
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