NADDP Quick Reference Guide Module 5: Workforce Development and Retention

Segment 1: Leadership’s Role in Workforce Development

Learning Objective:

  • Understand the importance of the Director’s role in recruiting and retaining staff at all levels.
  • Identify active steps to address effective workforce development.

Key Content:

  • Leadership is a primary determinant of staff retention.
  • Director’s vision and ethics guide recruitment and retention.
  • Long-range recruitment plan includes:
    • Labor market analysis.
    • Compensation/benefits evaluation.
    • Equal opportunity and cultural competence.
    • Partnerships with colleges/universities.
  • Common reasons for vacancies: budget limits, slow recruitment, inadequate applicants, turnover, non-competitive salaries, lack of benefits.

Activities:

  • Review agency’s recruitment/retention plan.
  • Meet with Executive Director, HR Director, and staff to assess workforce strategies.
  • Review vacancy causes and agency-specific challenges.
  • Evaluate managers’ performance; develop learning plans.
  • Complete a strength-finder assessment (StandOut, CliftonStrengths, VIA).

Coaching Session:

  • Discuss Director’s role in workforce planning.
  • Reflection questions: skills needed, timetable, vision/mission alignment, staff involvement.
  • Wrap up with strengths, worries, and next steps.

Segment 2: Workforce Development Framework

Learning Objective:

  • Provide a framework for all workforce development activities.

Key Content:

  • Framework Components:
    • Screening & selection: hire staff with values/skills aligned to practice.
    • Training: orientation and ongoing development.
    • Coaching: support staff at all levels; adapt to learning styles.
    • Modeling: leaders demonstrate desired behaviors.
    • Strength-based approach.
  • Strength finder assessment results (StandOut, CliftonStrengths, VIA).
  • Adaptive Leadership approach for building strong teams.

Activities:

  • Review professional development resources.
  • Assess coaching availability and performance evaluation processes.
  • Consider team-wide strength finder assessments.

Coaching Session:

  • Review strength finder results.
  • Reflection questions: strengths, surprises, areas for improvement, evaluation concerns.
  • Wrap up with strengths, worries, and next steps.

Segment 3: Recruitment, Screening, Selection, & Hiring

Learning Objective:

  • Understand what a comprehensive recruitment and hiring process includes.

Key Content:

  • CWDA turnover study recommendations:
    • Collect data on vacancies/turnover.
    • Provide realistic job previews.
    • Offer tuition reimbursement and incentives.
    • Expand recruitment to non-traditional sources.
  • Recruitment strategies: university partnerships, early recruiting, continuous outreach.
  • Screening methods: web-based, self-screening, telephone.
  • Interviews: behavioral questions, vignettes, simulated tasks, skills inventory.

Activities:

  • Review staff engagement strategies.
  • Meet with HR colleagues to assess recruitment processes.
  • Review job descriptions and identify gaps.

Coaching Session:

  • Discuss recruitment process, challenges, and barriers.
  • Reflection questions: aspects of recruitment, learning needs, current process effectiveness.
  • Wrap up with strengths, worries, and next steps.

Segment 4: Partnerships that Support Workforce Development and Retention

Learning Objective:

  • Organize and oversee collaboration with key workforce organizations to support agency needs.
  • Work toward maintaining a stable workforce.

Key Content:

  • Partnerships with:
    • Schools of Social Work: MSW/BSW programs, internships.
    • Regional Training Academies (UC Davis, Fresno State, SDSU).
    • APS MSW Stipend Program: specialized training and stipend support.
    • NAPSA: national APS support, certificate program.
    • National APS Training Center (NATC): education for APS professionals.
    • UC Davis Center for Human Services: continuing education.
    • CalSWEC: transitioned programs to UC Davis and UCLA.
  • Importance of building relationships with workforce partners and media.

Activities:

  • Meet with leaders of workforce organizations.
  • Share agency workforce strengths/challenges; seek feedback.
  • Explore MSW internships and partnerships with schools.
  • Identify additional partners (e.g., media) to improve recruitment/retention.

Coaching Session:

  • Review workforce development resources.
  • Reflection questions: agency partnerships, internships, media engagement.
  • Wrap up with strengths, worries, and next steps.

Course Summary & Wrap-Up

  • Coach reviews Director’s professional development plan (PDP).
  • Reinforce PDP as a living document.
  • Review available materials: assessment tools, e-learning modules, readings, CPM website.
  • Reflection questions:
    • Thoughts on course overall.
    • Most helpful modules.
    • Modules needing more content/time.
    • Coaching time adequacy.
    • Activities with greatest impact.
    • Changes in role over time.
    • Additional recommendations.