Professional Development of Child Care Workers

Retention of workers in the child welfare industry
is difficult. Workers perceive the industry as
temporary and tend to leave when better employment
opportunities are available. This creates an
industry in which there is constant turnover and a
reduced sense of permanency among workers, children,
and their families. In this qualitative assessment
of residential childcare workers in the state of
Pennsylvania, workers provided personal perceptions
regarding their professional development.
Interviews and focus groups with 20 participants
focused on strategies to develop a professional
development model that could affect the retention of
residential childcare workers.

Autorentext
Dr. Williams has four graduate degrees a MHS from Lincoln University, a MPA from Cheyney University of Pennsylvania. After receiving these degrees, he continued his studies at Strayer University, where he attained a MBA. In August 2007, he earned a doctorate in education (Ed.D.) at Fielding Graduate University.

Klappentext
Retention of workers in the child welfare industry is difficult. Workers perceive the industry as temporary and tend to leave when better employment opportunities are available. This creates an industry in which there is constant turnover and a reduced sense of permanency among workers, children, and their families. In this qualitative assessment of residential childcare workers in the state of Pennsylvania, workers provided personal perceptions regarding their professional development. Interviews and focus groups with 20 participants focused on strategies to develop a professional development model that could affect the retention of residential childcare workers.