Developing Career Ladders

Andrew L. Reitz, Ph.DWalker Trieschman

CenterChild Welfare League

of America617.769.4011areitz@cwla.org

Agenda/Goals

1. Rationale.2. Types.3. Critical

characteristics.4. Related needs.5. Barriers.

Leadership Approaches

1. Mission-driven.2. Open

communication.3. Teamwork.4. Focus on

learning/development.

5. Freedom to act.

Why Child Welfare Workers Leave

1. Poor supervisory relationships.

2. Unmanageable duties.

3. Peer conflicts.4. Poor training.5. Lack of

advancement opportunities.

6. Salary.

Gallup Critical Factors

1. Know what is expected.

2. Have needed materials.

3. Opportunity to do what I do best.

4. Recognition/praise.5. Someone who cares

about me.6. Encourage my

development.

Gallup Research

“As worker length of stay increases, worker engagement tends to decrease.”

To reverse that trend:1. New roles.2. Use strengths.

Promotional Career Ladders

CounselorSenior counselorSupervisorUnit managerProgram directorRegional directorDeputy directorExecutive director

Positional Career Ladders

Promotional steps within identified job categories.

Counselor 1-2-3-4Therapist 1-2-3-4Supervisor 1-2-3-4

Critical Characteristics

1. Criteria for promotion.

2. Clear decision-making

process.3. Changes in job

responsibilities.4. Salary increments.

Promotional Criteria

ExperiencePerformanceTrainingEducation

Added Duties/ Responsibilities

MentoringTrainingSpecific dutiesAgency committeesSpecial projectsSpecial expertiseResearchSpeaking engagements/

presentations

Related Agency Needs

Systematic training programs for staff at all levels.

Systematic employee evaluation system.

Careful monitoring.Educational benefit

program.

Barriers to Implementation

Expense.Time to set up.Requires careful

monitoring.Cross-program equity.Placement of current

staff.Need for agency growth.What if it works really

well?