ABSTRACT
There is little disagreement about the importance of a healthy stable workforce in promoting effective provision of child welfare services. This review proposes a multi-level conceptual model of child welfare workforce turnover combining traditional individual and organizational impacts with factors associated with community context. Identified gaps in the literature along with a related research agenda are reviewed. Also presented is an overview of the Florida Study of Professionals for Safe Families, a longitudinal study of new hires into the child welfare workforce across Florida, providing opportunities to address gaps and test model characteristics regarding turnover decisions and related outcomes.
Acknowledgments
The authors would gratefully like to acknowledge Philip Osteen, PhD; Lisa Langenderfer-Magruder, PhD; Lisa Panisch, and Peter Yun for their significant contributions to the Florida Study of Professionals for Safe Families.