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Commissioners approve six DSS positions to reduce foster-care caseloads after staffing surge
Summary
Davidson County commissioners approved a request from the Department of Social Services for six new positions for foster-care intake after staffing and caseload pressure increased; DSS officials cited increased intakes and active recruiting using a recruiter/headhunter.
The Davidson County Board of Commissioners on Feb. 24 approved a Department of Social Services (DSS) request to add six positions in the foster-care intake unit, a midyear staffing request officials said is intended to reduce caseload pressure.
Casey (last name not specified), who presented the item to the board, said foster-care intake has seen a notable increase in workload and that recent pay adjustments and use of a recruiter were producing hires. “The 6 positions we're seeking would get us back below the 15 to 14 which is probably more manageable and is going to alleviate pressure for the future,” Casey said, citing state standards for worker caseloads.
Trish Baker of DSS (referred to as Trish in the meeting) said recruiting progress is visible: “We ... have 10 pending job offers and we have 4 more that we're working on. So a total of 14 which would bring our numbers down.” Presenters said the county’s vacancy-related costs have fallen recently but that hiring and retention remain challenging; staff described a mix of candidates being recruited, including those with prior experience and those entering state preservice training.
Commissioners discussed broader recruitment and retention challenges countywide, including competition with neighboring counties and private employers. Several commissioners urged longer-term strategies — including training programs and retention incentives — while acknowledging state and federal restrictions influence hiring pipelines for DSS work.
A commissioner moved to approve DSS’s request for the six positions; the motion passed. Staff estimated the immediate additional cost to the county for the positions at roughly $90,000 (as discussed during the presentation) and said newly hired staff would reduce training burdens over time as some recruits have prior experience.
DSS leaders said they would continue active recruiting, follow state preservice requirements for newly hired workers, and use the county’s training facility to reduce onboarding time for staff without prior experience.
