- | Other
Health-related workforces face dramatic employee wellness, retention, and morale challenges. Simultaneously, as initiatives expand nationally to create reimbursement pathways for Community Health Worker/Promotores (“CHW/P”) and home visiting services, professionals’ voices must be centered so that decision-making remains focused on what the workforce needs to thrive. Authors introduce a regional systems change collaboration in California focusing: A) workforce support that reduces isolation, burnout, and stress by fostering belonging and community through professional development and leadership advancement opportunities; B) service integration that reduces friction between programs and providers for seamless referrals and service delivery experiences; C) emerging practices for creating culturally-relevant resources; and D) advocacy for increasing system sustainability.
- | Report
This brief uses data from the nationally representative Early Head Start Family and Child Experiences Survey (Baby FACES) to describe and compare key characteristics of Early Head Start services, staff, and participating families in 2018 and 2022, highlighting changes in program delivery, workforce attributes, and family experiences over time.
- | Report
Due to the substantial impact that home visiting has on families in the District, the DC Home Visiting Council, a body of home visiting programs and partners, works to strengthen and stabilize the industry to ensure that families can continue to receive high-quality services. One of the main challenges highlighted in their Voices from the Field Report was that while meeting with families and strengthening relationships, many home visitors expressed feeling burdened by repetitive administrative work and reporting requirements.
- | Other, Planning Tool
This accompanying Excel worksheet is designed to help supervisors and program leaders quantify the true cost of staff turnover within their home visiting programs. By guiding users through calculations related to recruitment, training, lost productivity, and missed visits, the tool translates workforce challenges into clear financial data that can strengthen the case for investing in staff well-being and retention.
- | Infographic
This infographic is one of three resources designed to provide home visitors and supervisors with practical strategies and tools to help make the case for workforce well-being by engaging program and organization leaders and inspiring action. It highlights why workforce well-being matters, the ripple effect it creates for families and children, and practical steps leaders can take to support program staff.
- | Fact/Tip Sheet
This tip sheet provides home visitors and supervisors with practical strategies and tools to help champion workforce well-being by partnering with leadership and inspiring action. It is further supported by the Making the Case for Home Visiting Workforce Well-being infographic and the Calculating the Financial Benefit from Reducing Employee Turnover in Home Visiting worksheet, which you can read more about, and together these resources provide actionable steps for advocating for and implementing workforce well-being efforts.
- | Report
Research shows that home visitors transform families’ lives nationwide. The National Strategy provides a clear, long-term plan—including three key pillars and 15 actions—to position this vital workforce for even greater success, reach, and impact.
- | Brief
This research-to-practice brief is designed for local program leaders, supervisors, state and network leaders, and model developers who want to take meaningful action to protect and retain their staff. Drawing on a scan of existing literature and resources, as well as voices from the home visiting field, this brief presents concrete, actionable strategies across four domains — policies, practices, resources, and supports — that programs can implement to build a culture of safety.
- | Brief
Home visitors do essential work — but too often, that work goes unrecognized. Our latest research-to-practice brief makes the case for meaningful staff recognition and offers practical, low-cost strategies program leaders can use to help home visitors feel valued and supported. It highlights how small, intentional efforts can improve morale, retention, and overall program impact.
- | Brief
This research-to-practice brief is designed for local program leaders, supervisors, state and network leaders, and model developers looking to strengthen their workforce by investing in peer connection. Drawing on a scan of existing literature and voices from the home visiting field, this brief presents strategies across three areas — peer relationships in the workplace, peer support structures, and peer connections across the field — that programs can tailor to meet the needs of their staff.