Abstract
Child welfare workers remain dedicated to the service and safety of families and children, despite decades of high rates of turnover and the consequential impact. Developing and obtaining practical tools to proactively engage the workforce and offset these challenges is a necessity. This article will present the development and psychometric analysis of the Child Welfare Employee Feedback Scale (CWEFS-R). Based on a sample of 511 frontline child welfare workers in one midwestern state, an exploratory factor analysis (EFA) yielded a five-factor structure: (1) workload; (2) supervision; (3) organizational climate; (4) peer support; and (5) accomplishment. Further, criterion validity showed statistically significant correlations in the anticipated direction with each of the five subscales and Intent to Leave. Practice implications are discussed.
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