Research to Practice

 

Family support specialists were surveyed about their work at the three randomized controlled trial study sites in 2002, seven program sites in 2005, and 10 program sites in 2006. We used the data from these surveys to examine the processes related to FSS burnout. We found that family support specialists who perceived their organizational climates to be more positive (i.e., lower work pressure and higher emphasis on planning, efficiency and getting the job done) experienced lower levels of burnout. These results were due, in part, to FSS's having greater empowerment or control over their jobs. These results suggest that both work climate and FSS empowerment are important factors to assess and address when attempting to reduce burnout and staff turnover.

A survey of family support specialists at all program sites statewide was completed in 2014. The survey was designed to gain a better understanding of the experience of workers and to find ways to improve or optimize their work environment. Approximately 85% of family support workers responded to the survey. We found that age, education, and program proximity impact staff retention.

Education and Job Climate Key to Home Visitor Retention
Family Support Specialists’ Experiences with HFNY Programs
Key Demographic and Organizational Factors in Predicting Healthy Families New York Home Visitor Retention

We are currently preparing to conduct another survey of family support specialists. The primary goal of the survey is to better understand worker roles and workload, obtain updated demographics, and capture reflections on work environments. This survey will include both FSWs and FAWs to determine if workers in these two roles have similar or different experiences at their programs.