- | Report
This report presents findings from a narrative literature review of 47 publications, engagement with more than 700 professionals and administrators, and an environmental scan of 31 existing resources to identify pressing workforce challenges and opportunities for improvement.
- | 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.
- | Brief
Drawing on data from more than 24,000 home visitors who created accounts with a national professional development platform, the Institute for the Advancement of Family Support Professionals (IAFSP), between 2021 and 2025. It presents a first-of-its-kind descriptive picture of the home visiting workforce across all 50 states and U.S. territories. It covers workforce demographics, educational attainment, and years of experience — offering foundational insights for program leaders, state and network leaders, researchers, and policymakers working to understand and strengthen the workforce.
- | Brief
This data insights brief draws on survey data from more than 500 supervisors working across 49 states and 2 U.S. territories, it presents the most comprehensive national picture of the home visiting supervisor workforce to date. It covers program context, demographic characteristics, educational backgrounds, training in reflective supervision, and years of experience — providing foundational information for program leaders, state and network leaders, model developers, and researchers who want to better understand and support this critical aspect of the workforce.
- | Brief
This data insights brief presents new findings from a survey of 243 home visitors across 34 states and the District of Columbia, conducted in 2025. It surfaces home visitor perspectives on the most important ways they support families, the biggest challenges they face daily — including paperwork burden, complex family needs, and secondary trauma — and the structural support, community services, and professional development they say would make a difference. The findings are designed to inform supervisors, program leaders, model representatives, system leaders, and researchers working to strengthen and support the workforce.
- | Other
This resource provides findings from a needs asssessment of the Illinois Home Visiting Workforce
- | 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)
- | Fact/Tip Sheet
This fact sheet presents national estimates of program-level turnover and vacancy rates among Early Head Start (EHS) education and child development staff in 2022.
- | Article
The overarching goal of this study was to understand the context of home visitor secondary traumatic stress and burnout, and how this might affect intention to quit among home visitors, particularly focusing on potential risk factors and supportive strategies identified by the home visitors. All home visitors providing services in the state in which the research was conducted (N = 27) completed a structured interview and a quantitative survey at two time points, 6 months apart. Results indicated that more than two-thirds of the home visitors experienced either medium or high levels of secondary traumatic stress and burnout over the course of the study. Approximately one quarter of home visitors indicated thinking of leaving their present position. Qualitative data indicated that risk factors associated with burnout included those related to both direct and non-direct services. Risk factors associated with secondary traumatic stress included traumatic stress of families, inability to recognize one’s own experiences of secondary traumatic stress, and unhealthy work culture. In terms of protective factors, home visitors strongly emphasized the importance of having a supportive supervisor who they could trust and communicate with openly. (author abstract)
- | Report
This final report details the results of a MIECHV Innovation Grant awardeed to Washington and partner states in Region X (Alaska, Idaho and Oregon) to implement an innovative set of home visiting workforce supports and conduct an evaluation that would help improve these approaches.