national_statutory_child_protection_analysis_oct_4
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national_statutory_child_protection_analysis_oct_4
National Analysis of workforce trends in statutory child protectionAcknowledgementsThank you to all the people who made time to be involved in this re national_statutory_child_protection_analysis_oct_4esearch. In particular, we would like to thank the many people in the state and territory government departments responsible for child protection who met with US to develop a contemporary understanding of the current strategies in play to address statutory child protection workforce issues. Those de national_statutory_child_protection_analysis_oct_4partments were: Community Services Directorate (Australian Capital Territory); Department of Health and Human Services (Children and Youth Services) (national_statutory_child_protection_analysis_oct_4
Tasmania); Department of Human Services (Victoria): Department of Communities. Child Safety and Disability Services (Queensland): Department of Child National Analysis of workforce trends in statutory child protectionAcknowledgementsThank you to all the people who made time to be involved in this re national_statutory_child_protection_analysis_oct_4lia): Department of Family and Community Services (New South Wales).The opinions, comments and/or analysis expressed in this document are those of the author or authors and do not necessarily represent the views of the Australian or state and territory governments and cannot be taken in any way as e national_statutory_child_protection_analysis_oct_4xpressions of government policy.Report by:Morag McArthurLorraine ThomsonResearch Team:Justin Barker, Morag McArthur, Lorraine Thomson and Gail Winkwornational_statutory_child_protection_analysis_oct_4
th This project was commissioned by the Community and Disability Services Ministerial Advisory Council (CDSMAC).Institute of Child Protection StudiesCNational Analysis of workforce trends in statutory child protectionAcknowledgementsThank you to all the people who made time to be involved in this re national_statutory_child_protection_analysis_oct_4au/icps/EXECUTIVE SUMMARY1.1BackgroundIn recognition of the critical importance of workforce issues. Building Capacity and Expertise' is a National Priority under the National Framework for Protecting Australia's Children . As part of developing a systematic workforce action plan, on behalf of the C national_statutory_child_protection_analysis_oct_4ommunity and Disability Ministerial Advisory Council (CDSMAC). the Commonwealth Department of Families. Housing. Community Services and Indigenous Affnational_statutory_child_protection_analysis_oct_4
airs (FaHCSIA) commissioned the Institute of Child Protection Studies (the Institute) at Australian Catholic University to undertake a national analysNational Analysis of workforce trends in statutory child protectionAcknowledgementsThank you to all the people who made time to be involved in this re national_statutory_child_protection_analysis_oct_4g key questions:What are the national trends that impact on recruitment and retention in the statutory child protection workforce?What successful strategies are employed or will be employed by state and territory governments to recruit, retrain and support the statutory child protection workforce? W national_statutory_child_protection_analysis_oct_4hat priorities at jurisdictional and national levels could be considered to further develop the capacity and expertise of the statutory child protectinational_statutory_child_protection_analysis_oct_4
on workforce?Institute staff visited the statutory child protection authorities in each state and territory in April and May, conducting consultationsNational Analysis of workforce trends in statutory child protectionAcknowledgementsThank you to all the people who made time to be involved in this re national_statutory_child_protection_analysis_oct_4rvey to child protection authorities, with the aim of developing a basic workforce profile. The preliminary results of these consultations were presented to, and workshopped with, FaHCSIA and state and territory representatives on 24 May 2012, in order to assist with the prioritisation of work for c national_statutory_child_protection_analysis_oct_4onsideration as part of the action plan of the National Framework from 2012 to 2020.1.2Profile of workforceThe demographic profile at 30 June 2011 wasnational_statutory_child_protection_analysis_oct_4
consistent with previous findings on the gender, age and experience level of statutory child protection workers. The majority of workers are female, National Analysis of workforce trends in statutory child protectionAcknowledgementsThank you to all the people who made time to be involved in this re national_statutory_child_protection_analysis_oct_4 1 years' experience depended on the jurisdiction, with a range of 6 per cent to 20 per cent. A significant proportion, ranging from 27 per cent to 69 per cent, also had more than 5 years' experience in child protection.1.3Findings of consultationsNational trends. There were a number of national tre national_statutory_child_protection_analysis_oct_4nds identified which impact upon recruitment and retention: broad structural trends, for example, economic conditions, including downturns and booms;national_statutory_child_protection_analysis_oct_4
context-specific issues, for example, housing costs in mining areas: competition for workers with other government departments: changing and unpredictNational Analysis of workforce trends in statutory child protectionAcknowledgementsThank you to all the people who made time to be involved in this re national_statutory_child_protection_analysis_oct_4t child protection and child protection practitioners.Common workforce concerns. Jurisdictions were commonly concerned about identifying appropriate qualifications for child protection workers. The lack of comparable workforce data across jurisdictions was noticeable.Recruitment strategies. Currentl national_statutory_child_protection_analysis_oct_4y, jurisdictions are employing the following strategies: improved, streamlined recruitment and marketing processes: partnerships with education providnational_statutory_child_protection_analysis_oct_4
ers; and international recruitment.Increasingly, it is understood that, if unsuitable staff are recruited, who either do not stay for long or who stayNational Analysis of workforce trends in statutory child protectionAcknowledgementsThank you to all the people who made time to be involved in this re national_statutory_child_protection_analysis_oct_4ruitment and retention becomes of paramount importance.Key recruitment issues across jurisdictions. There are not enough social workers graduating each year who are considering child protection as a career. Recruitment in regional and remote areas is a major challenge. Difficulties in recruiting Ind national_statutory_child_protection_analysis_oct_4igenous staff occur across the nation and degree requirements can shut out Indigenous workers.Retention strategies. The aim is to retain the ‘right’ pnational_statutory_child_protection_analysis_oct_4
eople for the jobs in order to provide quality services. There are four mam categories of retention strategies evident from the consultations with theNational Analysis of workforce trends in statutory child protectionAcknowledgementsThank you to all the people who made time to be involved in this re national_statutory_child_protection_analysis_oct_4 with opportunities for career progression.Key retention issues across jurisdictions. Some jurisdictions identified that they still needed to improve retention. More evaluation is needed to determine the extent to which new strategies are working to place the right people in the right jobs and keep national_statutory_child_protection_analysis_oct_4them there for the right length of time. It takes time to build positive workplace cultures. If educational providers could offer more qualificationsnational_statutory_child_protection_analysis_oct_4
which include child protection-relevant units, child protection authorities would have to do less training of new recruits.1.4Possible future directioNational Analysis of workforce trends in statutory child protectionAcknowledgementsThank you to all the people who made time to be involved in this re national_statutory_child_protection_analysis_oct_4y sophisticated workforce planning policy environments. Some of the strategies outlined above are relatively new, and, whilst there may be data collection mechanisms in place to evaluate success, it is too soon to do so. One of the tasks of this project was to identify some possible future direction national_statutory_child_protection_analysis_oct_4s for the development of capacity and expertise of the statutory child protection workforce from a national perspective. The consultation with statesnational_statutory_child_protection_analysis_oct_4
and territories, and the workshopping of ideas which occurred on 24 May 2012 with state and territory representatives of the Building Capacity and ExpNational Analysis of workforce trends in statutory child protectionAcknowledgementsThank you to all the people who made time to be involved in this re national_statutory_child_protection_analysis_oct_4quired to advance any of these possibilities, as is outlined below.National Analysis of workforce trends in statutory child protectionAcknowledgementsThank you to all the people who made time to be involved in this reGọi ngay
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