The Department of Family and Protective Services' (Department) competitive starting salaries for Child Protective Services (CPS) caseworkers and its recruitment strategies helped it hire 1,704 CPS caseworkers in fiscal year 2012. Despite its hiring efforts, the Department experienced average vacancy rates as high as 15.9 percent and turnover rates as high as 34.3 percent in some regions for the same time period. Although the Department offers competitive starting salaries to CPS caseworkers, the Department loses significant ground on salary competitiveness by the time CPS caseworkers reach the second level of their career tracks, which complicates the Department's efforts to retain tenured staff (see Chapter 1).
Wednesday, May 29, 2013
An Audit Report on Caseload and Staffing Analysis for Child Protective Services at the Department of Family and Protective Services
An Audit Report on Caseload and Staffing Analysis for Child Protective Services at the Department of Family and Protective Services
The Department of Family and Protective Services' (Department) competitive starting salaries for Child Protective Services (CPS) caseworkers and its recruitment strategies helped it hire 1,704 CPS caseworkers in fiscal year 2012. Despite its hiring efforts, the Department experienced average vacancy rates as high as 15.9 percent and turnover rates as high as 34.3 percent in some regions for the same time period. Although the Department offers competitive starting salaries to CPS caseworkers, the Department loses significant ground on salary competitiveness by the time CPS caseworkers reach the second level of their career tracks, which complicates the Department's efforts to retain tenured staff (see Chapter 1).
The Department of Family and Protective Services' (Department) competitive starting salaries for Child Protective Services (CPS) caseworkers and its recruitment strategies helped it hire 1,704 CPS caseworkers in fiscal year 2012. Despite its hiring efforts, the Department experienced average vacancy rates as high as 15.9 percent and turnover rates as high as 34.3 percent in some regions for the same time period. Although the Department offers competitive starting salaries to CPS caseworkers, the Department loses significant ground on salary competitiveness by the time CPS caseworkers reach the second level of their career tracks, which complicates the Department's efforts to retain tenured staff (see Chapter 1).
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