Investing in What Matters – Leadership Strategies for Retaining your Workforce
Social worker turnover is a national epidemic that child welfare leaders grapple with every day. In fact, research has found that turnover impacts timeliness of investigations, results in increased repeat maltreatment and delays for permanence for children in care – all child welfare performance measures for which child welfare leaders are responsible. Today’s multi-generational workforce requires leaders who embrace a forward-thinking approach that cultivates trust, transparency in expectations, intentionally engages staff, therefore, cultivates a positive organizational climate & culture – all of which are factors contributing to retention. Research is clear that a qualified, well trained workforce leads to the achievement of federal, state and locally defined outcomes. This is realized through in-depth, quality customer service, that embeds a continuous quality improvement informed by data analytics – all focused towards achieving the outcomes for which the organization is responsible. For nearly 30 years, PCG has helped child welfare leaders evolve their workforce, address organizational needs and create systems that focus on achieving outcomes through quality service delivery service. Implementing a multi-disciplinary systematic approach (see graphic on reverse) allows leaders to improve and/or meet their outcomes, ensure fiscal stewardship to taxpayers, and deliver quality services through supporting the workforce – the most essential tool in HHS work. PCG’s leadership & workforce investment model will boost your organizational outcomes through: •
Increased workforce retention of direct practitioners across HHS and provider agencies
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Development of robust supervisory and manager teams and leaders for succession planning
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Increased organizational resiliency & well-being through a positive climate & culture
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Increased caseload and workload efficiencies through data analytics
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Driving movement towards achieving & improving outcomes, informed by real time data
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Workforce Engagement Leaders within state and local Health and Human Services organizations face multi-generational workforce issues and must compete for limited resources to serve citizens. Many employ leadership styles that lack strategies to drive the workforce forward in a new way. Gaining a fresh perspective by implementing underutilized management and leadership strategies, such as “soft skills,” will help leaders propel their organizations towards greater staff retention, achieved outcomes and cost savings. PCG’s solutions is based on establishing a positive organizational climate through engagement with direct practitioners and supervisors, resulting in increased trust and investment of the workforce. By implementing a multi-disciplinary approach, leaders balance support with accountability and turn challenges into coaching opportunities to build a resilient culture. Simultaneously, other systems are employed directing all strategies towards one broad vision – safety, permanence and well-being of children and families. The core components of PCG’s leadership model allow leaders and their teams to develop targeted strategies for the specific needs of their organization that will build a more resilient workforce, organization and community.
In partnership with your executive leadership team, PCG can deliver all of the strategies outlined below to your organization. PCG has a proven track record of reducing turnover by 30% through cultivating a positive organizational climate with clear expectations.
Organizational Assessment & Sustainable Change
Resilient Workforce Framework
Address secondary trauma of workforce: • Day to day • During crisis
Practice model
Leadership Positive Organizational Culture Continuous Quality Improvement
• Organizational Assessment of climate and culture • CQI system development • Data analytics • Continuous learning environment
Human Resources Practices
• Competency based recruitment, screening & selection • Performance conversations • Transparency in HR practices
• Aligns with leaderships philosophy • Tools to meet outcomes
Practice model
• ACE’s • Evidence based interventions & practice to address trauma • Trauma informed system for clients & staff
Supervisory Supports & Coaching
• Critical thinking & problem solving • Performance outcome focus/ accountability • Support staff and team • Coaching and training
Child Welfare Performance Measures
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