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.

Todays multi-generational workforce requires leaders who embrace Workforce Engagement

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. PCGs leadership & workforce investment model will
boost your organizational outcomes through:
Increased workforce retention of direct practitioners across
HHS and provider agencies
Development of robust supervisory and manager teams and
leaders for succession planning
Increased organizational resiliency & well-being through a
positive climate & culture
Increased caseload and workload efficiencies through
data analytics
Driving movement towards achieving & improving outcomes,
informed by real time data
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. PCGs
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 PCGs 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.

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 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 Resilient Workforce Framework
Address secondary trauma of workforce:
Change Day to day
During crisis

Practice model
Aligns with leaderships
Leadership philosophy
Positive Tools to meet outcomes
Organizational
Culture

Continuous Quality Practice model

Improvement ACEs
Organizational Assessment of Evidence based interventions
climate and culture & practice to address trauma
CQI system development Trauma informed system for
Data analytics clients & staff
Continuous learning environment

Human Resources Practices Supervisory Supports & Coaching

Competency based recruitment, screening & selection Critical thinking & problem solving
Performance conversations Performance outcome focus/ accountability
Transparency in HR practices Support staff and team
Coaching and training

Child Welfare Performance Measures

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