- | Brief
This brief describes strategies that home visiting programs can use to identify caregivers affected by misuse and to connect them with services.
- | Planning Tool
The Institute for Home Visiting Workforce Development has developed four Professional Development Plan (PD Plan) Templates to support home visitors and their supervisors in developing clear and feasible professional development plans:
- One template for home visitors who are new to their roles (less than one year)
- One template for home visitors who are more experienced (in their roles more than one year)
- One template for supervisors who are new to their roles (less than two years)
- One template for supervisors who are more experienced (in their roles more than two years)
In addition to the PD Plan Templates, there are also supporting resources including:
- sample newer home visitor PD Plan
- reference sheet for the PD Plan Templates
- HV SMART goals development tool
- | 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.
- | Guide
This manual introduces the Supervisor Practices in Reflective Supervision—Home Visiting (SuPRS–HV), a measure of reflective supervision for the home visiting workforce. Measure development was part of a larger project, Supporting and Strengthening the Home Visiting (SAS-HV) Workforce, which explored how reflective supervision is defined, measured, supported, and associated with program outcomes in home visiting and related fields.
- | Planning Tool
The Supervisor Practices in Reflective Supervision—Home Visiting (SuPRS–HV) is a measure of reflective supervision for the home visiting workforce. It is a short, self-report measure of specific practices used and content discussed in a single reflective supervision session. Through an iterative process of development with practitioners, researchers, and home visiting model representatives and large-scale testing, the SuPRS–HV demonstrates strong content validity. The SuPRS–HV is a publicly available measure and shows promise for use in both home visiting research and practice. (author summary)
- | 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
This brief outlines trends in salaries for home visitors and supervisors, across the Illinois Department for Human Services Division of Early Childhood (IDHS-DEC) State-funded and Maternal Infant and Early Childhood Home Visiting (MIECHV)-funded home visiting programs.
- | 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.