Page 8 - Hobe Sound Reflections - March '21

Page 8, Hobe Sound

The study was commissioned in 2014 by the Florida
Good Works from page 7 Retention Study Reveals Hard Legislature in an attempt to better understand the reasons
had the chance to help her get going in the right direction, Truth that drive case managers and child protective investigators
that wasn’t something we could say no to.” to leave their agencies and to prevent turnover.
They adopted four little girls a few years later, A multiyear study that followed 1,500 newly trained “High staff turnover directly impacts the stability of
relocated to Wellington, and, to this day, have fostered 18 child-welfare professionals for five years wrapped up children in care by impeding timely access to services
children from the Treasure Coast and Palm Beach areas. earlier this year with these not-so-startling results: and interfering with permanency,” said Christina Kaiser,
“We fell in love with it,” he said. social work – particularly the work of dependency case community relations director for CCKids. “And while
The Nortons’ passion – their power to stand for their managers and child protective investigators – is hard. we’ve known for a long time that the social work
children – has paid off. Whittley moved back to her home In fact, the study found that 81 percent of those who profession comes with a high turnover rate, this study
state of Iowa and is a caregiver to people with autism. signed on to the study had left their hiring agencies by gives us a very in-depth understanding of why – what
Norton has come to see his injury as a source of strength, the final wave of surveys. Many of those employees, are the triggers that lead people away, and what can we
one that gives him a unique perspective into the lives of however, remained in the child-welfare field but at a do to overcome them?”
his children and others like them who are still in the foster different agency or in a different position. At Communities Connected for Kids, that means
care system. Communities Connected for Kids, the nonprofit reviewing recommendations every time the study released
“Children are in these situations not by their own organization that oversees the child-welfare system in findings from a new wave and implementing changes on
choices,” he said. “I get that. It sucks, because you didn’t Indian River, Martin, Okeechobee and St. Lucie counties, the local level.
want this, but that’s what you have and now how are you experienced a slightly better retention rate, with 76.5 CCKids Director of Organizational Development and
going to respond?” percent of participants leaving the agency. Learning Nicky Smith said those changes include ensuring
7 Yards, the Chris Norton Story will be released Employees who left their hiring agency indicated the that what is taught in preservice training is an accurate
February 23 on Apple TV and Prime Video. For more main reasons for leaving had to do with job responsibilities, reflection of real-world experiences. “Our CCKids
information on becoming a foster or adoptive parent, such as working too many hours or having too many cases, training specialists are in the field to provide mentoring
please call (772) 873-7800 and ask for Jerra or visit especially right out of training. That was followed by and coaching support, and to ensure consistency between
cckids.net. reports of unrealistic expectations or similar problems the information provided in the classroom and field
If you are interested in learning more about Chris related to agency environment. For example, the average practice,” Smith said. “We have also added information
Norton or his foundation, which provides resources to employee worked 9.6 days of monthly overtime in their on self-care to the curriculum, and enhanced the system
people with neuromuscular injuries, visit chrisnorton. first year on the job, held a caseload of 16 families and of care training.”
org. For a link to the upcoming documentary, visit: spent a quarter of their time driving. Other changes include a new field-day form that will
https://7yardsfilm.com/. Overall, 18 percent of participants left their agencies provide more structure to field experiences for trainees
within the first six months following preservice training, and reviewing the onboarding process to ensure trainees
reporting higher initial caseloads than those who have the information necessary to ensure success working
remained. The study also found that these early leavers as a child welfare professional.
were 8 percent more likely to leave with every additional Case management has also implemented an early
case assigned during their first week in the field. hiring process so trainees have some field experience
Some of the most startling findings involve employee prior to starting class and a retention committee that
well-being – or lack thereof. All measures of physical and makes recommendations to support retention of staff,
emotional well-being – such as psychological distress and Smith said.
sleep disturbances – worsened over the first 12 months of Implementing change was particularly tricky this past
The Nortons and their foster and adoptive family employment and never returned to baseline levels. Likewise, year when all aspects of social work, including training
participants indicating excellent or very good mental health and the onboarding of new employees, has been impacted
worsened steadily over the course of the study, starting at by COVID-19. Frontline workers engage with clients
72.5 percent and decreasing to 46.5 percent midway through facing increased financial stress, social isolation, mental
the study. Some of the study’s more positive findings reveal health issues and substance misuse. And, in a lateral study
that workers are satisfied overall with their supervisors and done during the spring of 2020, social work professionals
benefits and, while largely dissatisfied with their salaries, reported personal and professional impacts from the
did not generally leave due to pay. pandemic.

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