Developing Career Ladders
Andrew L. Reitz, Ph.DWalker Trieschman
CenterChild Welfare League
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?
