- | Executive Summary
This overview details the National Strategy’s purpose, goals, and outcomes. It provides an at-a-glance look at three key pillars and 15 actions that will propel progress in achieving a sustainable, skilled, and supported home visiting workforce.
- | 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 data insight 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.
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- | 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.
- | Infographic
This infographic was built by the home visiting workforce, for the home visiting workforce — and for anyone who wants to understand the vital role these professionals play.
- | 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.
- | 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
- | 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.
- | 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
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.