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Costing child protective services staff turnover.

M I Graef¹, E L Hill

¹Center on Children, Families, and the Law, University of Nebraska, Lincoln, USA.

Child Welfare

|October 6, 2000

Summary

This study outlines a method for calculating the financial impact of child protective services (CPS) staff turnover within a single year. It provides formulas for cost analysis and suggests using this data to improve human resource strategies.

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Area of Science:

Child Welfare Research
Public Administration
Human Resource Management

Background:

Staff turnover in child protective services (CPS) agencies presents significant financial challenges.
Quantifying these costs is essential for effective resource allocation and strategic planning.

Purpose of the Study:

To detail a methodology for calculating the direct financial costs associated with CPS staff turnover over one year.
To provide practical insights into conducting such financial analyses within child welfare agencies.

Main Methods:

Development of formulas to quantify cost elements related to staff separation, replacement, and training.
Application of the process within a specific state's child welfare agency.

Main Results:

The article presents a clear framework for cost calculation, enabling agencies to determine the financial burden of staff turnover.
Identified specific cost drivers include separation, recruitment, and training expenses.

Conclusions:

The financial impact of CPS staff turnover can be systematically measured.
Data-driven insights can inform and enhance human resource strategies to mitigate turnover costs.

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