- | 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.
- | Fact/Tip Sheet
This tip sheet provides home visitors and supervisors with practical strategies and tools to help champion workforce well-being by partnering with leadership and inspiring action. It is further supported by the Making the Case for Home Visiting Workforce Well-being infographic and the Calculating the Financial Benefit from Reducing Employee Turnover in Home Visiting worksheet, which you can read more about, and together these resources provide actionable steps for advocating for and implementing workforce well-being efforts.
- | 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.
- | 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
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 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
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 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)
- | 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.
- | 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.