- | Report
This plan, Strengthening Home Visiting in Los Angeles County, was developed at a time of widespread commitment to supporting families and improving outcomes for young families. It is intended to serve as a blueprint for transformation—a guide for building coordination and strategic investment that our families and future generations deserve. It will serve as a core framework on which to develop and layer more detailed implementation plans for County departments and partners to execute wherein universal home visiting may play a crucial role in a comprehensive set of strategies designed to maximize outcomes for young children and their families. (author summary)
- | Brief
Home visiting programs can alleviate workforce issues and promote home visitors’ job satisfaction and retention by reducing job stressors and providing protective supports.
This brief summarizes the existing research to answer four questions:
What factors contribute to home visitors’ mental health and well-being? How do home visitors’ mental health and well-being influence service quality? How can home visiting programs reduce stressors and support home visitors? What are the implications for research and practice? (author summary)
- | Report
In this chapter, the committee briefly describes the impact of nurse wellbeing, then presents a framework for well-being in the context of the health care professions. The chapter examines aspects of nurses’ physical, mental, social, and moral well-being and health, and concludes with a review of approaches for addressing nurses’ health and well-being in various areas. (author summary)
- | Report
The MIECHV Staff Survey is conducted each year by the Center for Prevention Research and Development (CPRD) at the University of Illinois in conjunction with the Illinois Department of Human Services, Division of Early Childhood, Bureau of Home Visiting (IDHS-DEC-BHV). The goals of the survey are to obtain feedback and better understand the needs of the Illinois MIECHV Home Visiting workforce. (author summary)
- | Report
This report summarizes survey findings from a national survey of all MIECHV-funded LIAs and and key themes from the case studies of 26 of those LIAs that explored why home visitors enter the home visiting field, why they stay in or leave the field, their backgrounds and job qualifications, their work environment and opportunity for growth and advancement, and staff training experiences and needs. The study findings highlight the factors that support home visitors in their roles and ways in which home visiting staff feel challenged. Together, the survey and case study findings provide insights into the experiences of this diverse and understudied workforce and point to strategies that could further strengthen them. (author summary)
- | Planning Tool
This Home Visiting Workforce Development Action Plan (Action Plan) advances the goal of and develops strategies for “recruiting, training, supporting, and retaining a well-qualified and committed home visiting workforce” (Goal 2 in the Strategic Plan). The Action Plan takes the workforce development objectives and strategies from the Strategic Plan and adds the detailed action steps needed to turn thought into action, and the evaluation metrics to determine whether a strategy is working. The Action Plan builds upon the significant effort already underway by First 5 California (F5CA) to inform policy recommendations that support the state’s efforts to build a cohesive home visiting workforce infrastructure. (author summary)
- | Brief
In this brief, we provide evidence on the Early Head Start home visiting workforce’s mental health, work stress, perception of organizational climate and personal safety, and supervisory and coaching opportunities. We then present findings from a multivariate regression analysis showing how factors associated with job demands—including recent home visitor turnover, work stress, and personal safety in the field—and job supports—including the capacity to offer virtual visits, coaching, supervision, and organizational climate—relate to job satisfaction. As covariates in our analysis, we include characteristics of home visitors and their programs that were found to be important in past research. These findings offer important insights on key correlates of home visitor job satisfaction. The brief provides policymakers and practitioners with evidence about factors associated with reduced burnout in the home visiting workforce. (author summary)
- | Article
Early childhood home visiting is a complex profession that requires knowledge, skills, and passion for working with families experiencing multiple challenges. Research on workforce satisfaction and retention relies primarily on data collected by current home visitors or supervisors of former employees and lacks depth. This current study was developed to better understand motivators that influence home visitors’ satisfaction and aid in workforce retention. Drawing on social exchange theory, a phenomenological approach was used to understand the home visiting experience and the intersection of relevant motivators for current and former home visitors in a midwestern state located in the United States of America. Findings indicated that home visitor satisfaction was heavily influenced by a mixture of positive and negative motivators that were intrinsic or extrinsic. Further, results identified three major themes related to job satisfaction, including a desire to help people, family efforts, and family needs, which intersected with each other and other motivators to impact decisions about staying or leaving the field. These intersections highlighted the importance of understanding unrealized passion, caseload considerations, relationships with coworkers and supervisors, and mindset. Implications for supporting home visitor well-being, job satisfaction, and home visitor retention are discussed. (author abstract)
- | Brief
This learning brief provides important information to understand and explore well-being for home visitors in Oregon. First, we share information about home visitors’ well-being across several dimensions, including 1) job-related well-being (job satisfaction, feelings of emotional/physical safety on the job, work-related stress, and job burnout); 2) personal well-being (financial strain, depression and anxiety); and 3) risk of staff turnover.
Second, we explore whether there are differences in these aspects of well-being for home visitors who have different backgrounds and life experiences. We then ask the question, “What things can organizations, programs and supervisors do to influence well-being?” and describe the workplace supports and stressors that relate to worker well-being and risk of staff turnover. Fourth and finally, we describe the level of these workplace supports and stressors experienced by home visitors, and whether these differ for home visitors with different backgrounds. (author summary)
- | Planning Tool
This resource is a combination of two items related to trauma informed supervision. The first section has strategies for “tuning” in as a supervisor and the following section has questions you can use to assess how trauma informed the supervision is. This is not an exhaustive list but it can be helpful in doing a personal assessment. (author summary)