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Board hears staffing strains as CPS caseloads rise; agency outlines recruitment steps
Summary
Board members flagged uneven child protective services caseloads and high turnover; staff said assessment policy targets 10 cases (12 for in-home services), noted overtime to close departing staff's work, and described recruitment/retention partnerships with regional colleges and internships.
Board members spent a substantial portion of the meeting on personnel and caseload concerns for child welfare programs. Chair and board members reviewed personnel reports and questioned outlier case counts and overtime practices.
What the board heard: Program staff said policy for assessment workers sets a target of 10 or fewer cases and 12 for in-home services. "So for assessments, the policy states, 10 or below for assessments and for in home services, 12," a staff member said, adding that with only three assessors on the front line, higher case loads strain the ability to complete documentation and timely closures.
The board reviewed an individual case file noted in the report (referenced as '4286') where a departing employee worked significant overtime to complete cases; staff said contract workers were used in some instances where cases were not being closed. Director Hunt said the agency will add clearer metrics to exit-survey reporting and provide month-by-month breakdowns and destinations of departing staff so the board can track whether turnover is internal, to nearby counties or to the private sector.
Recruitment and retention efforts: Staff described outreach to regional colleges (Appalachian State, Gardner-Webb, UNC Asheville and others), new apprenticeship concepts and internship pathways to shorten time-to-hire, and a planned retention-and-recruitment plan for child welfare roles. Director Hunt also noted state-level efforts to send interns to local agencies.
Next steps: The board asked staff to provide a more detailed personnel report next month that separates causes of turnover (work-related vs. personal), shows where departing staff went and gives month-level exit-survey data. Staff will continue development of retention strategies and cross-county recruiting support.
