Factors Influencing the Retention of Specially Educated Public

Child Welfare Workers

Nancy Dickinson, UNC Chapel Hill

Robin Perry, Florida State University

Purpose of the Study

To identify those factors most likely to influence the retention in public child welfare positions of MSW social workers educated with Title IV-E support through the California Social Work Education Center.

Method

• Between 1996 and 1999, self-administered survey instrument was mailed to every social worker who received Title IV-E support through CalSWEC.

• Mailed to workers between 3 and 6 months following completion of their work payback.

• In June 1999 368 participants were surveyed.

Survey Instrument

1. Questions about CW work experiences:

• Job roles & responsibilities

• Size and demands of caseload

• Breakdown of caseload by ethnicity

• Perceived nature and level of supervisory and social supports

• Likelihood of seeking other employment

Survey Instrument

2. Perceptions of Work Conditions

• Extent of burnout, as measured by MBI

• Level of stress associated with specific duties or situations in child welfare

• Level of satisfaction with a variety of employment related experiences

• Views on quality and efficacy of their work

Survey Instrument

3. Personal Variables

• Age, sex, ethnicity

• Relationship status

• Religious affiliation, political and ideological affiliations

• Socio-economic status while growing up

• Time spent in non-work activities

Retention Rate

• June 1999, of 368 potential study subjects, 78% (n=287) remained employed in public child welfare.

• 81 or 22% subjects were no longer working in the public child welfare agency where they completed their employment payback.– 27 employed in another, non CW, setting– 54 could not be located

Survey Subjects

• Of 368 social workers surveyed, 63.5% (n=235) completed the survey instrument– 88.5% (n=208) of these 235 respondents were still in

public CW job; 27 were not.

• 65 of the 235 were employed in a CW agency but indicated plans to leave within the next year.

• Total of 143 (60.9%) remained and intended to remain in CW.

• Total of 92 (39.1%) had left or intended to leave

Bi-Variate Analyses Results

• No significant differences in:

1. Time spent in specific service areas

2. Percent time spent in administrative tasks

3. Perception of caseload size as being too high

4. Level or kind of support from nonwork sources

5. Average hours worked weekly

6. Demographic characteristics

Bi-Variate Analyses Results

• Significant differences in:1. Salary, with leavers having $38,986 compared to

$41,764 on average.2. Level of reported work-related support from work

peers and supervisors3. Views on skills and characteristics of supervisors.4. Higher levels of satisfaction on the job in 9 of 22

practice & work environment conditions5. Higher level of influence with clients

Reasons for Leaving

• Feeling burned out or over stressed

• Dissatisfaction with current job/work environment

• Changes in career goals

• Availability of other jobs

Burnout and Stress

• No significant differences in the levels of personal accomplishment and sense of depersonalization. Levels not associated with high levels of burnout.

• Significant differences in mean levels of emotional exhaustion. Leavers experienced levels related to high burnout.

Multiple Logistic Regression Model

• Social workers who remained in public child welfare positions:

1. Were less emotionally exhausted2. Earned higher salaries3. Spent less time on court related tasks4. Had work peers who listened to work-

related problems5. Received more support from supervisors