kwi.ku.edu

Kansas Workforce Initiative

For Educators and Trainers. Researchers tackle turnover in child welfare staffing. In Kansas, the average child welfare professional stays in the field for two years, while the average supervisor only stays three years. Researchers at the University of Kansas are working to find out why turnover is so prevalent in what can be a challenging, stressful line of work and help stabilize the workforce, which will help provide better service to families. School of Social Welfare.

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Kansas Workforce Initiative | kwi.ku.edu Reviews

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For Educators and Trainers. Researchers tackle turnover in child welfare staffing. In Kansas, the average child welfare professional stays in the field for two years, while the average supervisor only stays three years. Researchers at the University of Kansas are working to find out why turnover is so prevalent in what can be a challenging, stressful line of work and help stabilize the workforce, which will help provide better service to families. School of Social Welfare.

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1 workforce initiative home

2 child welfare work

3 realistic job preview

4 kansas jobs

5 programs and projects

6 scholars program

7 supervisor skills

8 best practice ideas

9 worker stress

10 research and resources

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workforce initiative home,child welfare work,realistic job preview,kansas jobs,programs and projects,scholars program,supervisor skills,best practice ideas,worker stress,research and resources,evidence reviews,for supervisors,reports and presentations

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Kansas Workforce Initiative | kwi.ku.edu Reviews

https://kwi.ku.edu

For Educators and Trainers. Researchers tackle turnover in child welfare staffing. In Kansas, the average child welfare professional stays in the field for two years, while the average supervisor only stays three years. Researchers at the University of Kansas are working to find out why turnover is so prevalent in what can be a challenging, stressful line of work and help stabilize the workforce, which will help provide better service to families. School of Social Welfare.

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kwi.ku.edu

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Kansas Workforce Initiative

http://www.kwi.ku.edu/index.shtml

For Educators and Trainers. Researchers tackle turnover in child welfare staffing. In Kansas, the average child welfare professional stays in the field for two years, while the average supervisor only stays three years. Researchers at the University of Kansas are working to find out why turnover is so prevalent in what can be a challenging, stressful line of work and help stabilize the workforce, which will help provide better service to families. School of Social Welfare.

2

Kansas Workforce Initiative

http://www.kwi.ku.edu/programs/educators-trainers.shtml

For Educators and Trainers. Resources for Educators and Trainers. CURRICULA FOR CHILD WELFARE TRAINERS and SOCIAL WORK EDUCATORS. Nhancing Supervisor Skills to Support Worker Retention. Child Welfare: Skills, Values and Knowledge for Practice. CURRICULA FOR HIGH SCHOOL EDUCATORS. Social Work: Where You Can Make a Difference. Social Work: Elements of Social Work. Child Welfare in Kansas: Where You Can Make a Difference. Realistic Job Preview Students Guide. Realistic Job Preview Teachers Guide.

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Kansas Workforce Initiative

http://www.kwi.ku.edu/news.shtml

For Educators and Trainers. Highlights from the Kansas Workforce Initiative (2008-2014) include:. The Kansas Child Welfare Contract Change Study: The Experience of Frontline Private Agency Staff Post-Contract Change. In collaboration with the Kansas State Department of Education. An article featuring research conducted through the KWI. Was featured in the. Spotlight on Workforce Issues. In the Childrens Bureau Express. Vol 14, No. 1, February 2013. By Michelle Levy, John Poertner, and Alice Lieberman,.

4

Kansas Workforce Initiative

http://www.kwi.ku.edu/programs/WorkerStress.shtml

For Educators and Trainers. Worker stress is a major concern in the field of child welfare. Chronic stress contributes to workers becoming overwhelmed, burnt out and even leaving the field. Although it may seem like stress is inherent in child welfare work, there are ways that you and your agency can help to reduce stress experienced by staff. The Kansas Workforce Initiative developed a Child Welfare Worker Stress Inventory. To assess workplace stressors and help target strategies to address job stress.

5

Kansas Workforce Initiative

http://www.kwi.ku.edu/reports/reports.shtml

For Educators and Trainers. Kansas Child Welfare Contract Change Study: The Experience of Frontline Private Agency Staff Post-Contract Change. The impact of contract changes on the child welfare workforce reported following the contract change. Kansas Child Welfare Contract Change Study: The Experience of Frontline Child Welfare Staff. The impact of contract changes on the child welfare workforce reported prior to the contract change. Sources of Stress for Kansas Child Welfare Workers (2011). Child Welfa...

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Kansas Workforce Initiative

For Educators and Trainers. Researchers tackle turnover in child welfare staffing. In Kansas, the average child welfare professional stays in the field for two years, while the average supervisor only stays three years. Researchers at the University of Kansas are working to find out why turnover is so prevalent in what can be a challenging, stressful line of work and help stabilize the workforce, which will help provide better service to families. School of Social Welfare.

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