- | 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
Early Head Start home-based programs provide services to eligible families with children from birth to age 3 and to pregnant women and their families. Home visitors deliver services primarily in families’ homes. Early Head Start programs recruit and train home visitors to provide high-quality services tailored to the unique needs of infants, toddlers, and pregnant women. This brief presents information about how home-based Early Head Start programs hire qualified and competent home-visiting staff and support these staff in their ongoing professional development. (author summary)
- | 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.
- | Planning Tool
The Staff Recruitment and Retention Playbook is a practical guide to help home visiting programs strengthen hiring, onboarding, and long-term staff support. It offers clear strategies and measurement tools to improve staff satisfaction, wellness, and retention.
- | Report
The report summarizes insights from 99 Arkansas home visitors on why they stay in or leave the field, highlighting deep commitment to families and supportive colleagues as key retention drivers. Low pay, heavy administrative burden, and emotional stress are the primary factors pushing staff out. Participants recommend better compensation, streamlined data systems, and greater inclusion in decision-making to strengthen the workforce.
- | 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.
- | 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
This letter symbolizes a commitment to a growing national movement to strengthen the home visiting workforce and commit to advancing this shared vision:
A respected, supported, and sustainable workforce that enables families to thrive.
We recognize that achieving this vision requires coordinated action across three areas:
- Creating pathways into home visiting careers so more people can enter, grow, and lead in the field
- Strengthening the workforce through fair compensation, high-quality learning, and opportunities for advancement
- Supporting workforce well-being so home visitors can sustain their work and continue to serve families effectively
- | 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.