ESIT Staff Retention Toolkit

Introduction

The goal of the Retention Toolkit webpage, which draws from the U.S. Surgeon General’s Framework for Workplace Mental Health & Well-Being, is to ensure ESIT-provider agencies have access to a comprehensive set of resources that can support them in their staff retention efforts.

The ESIT State Leadership Team recognizes that positive social-emotional outcomes are foundational for infants and toddlers. The same can also be said about staff at ESIT-provider agencies. Mental health and well-being are foundational to the support and retention of staff providing critical services to infants, toddlers, and their families. 

Early Support for Infants and Toddlers (ESIT) Staff Retention Toolkit graphic. The Five Essentials for Workplace Mental Health and Well-Being placed around the star-shaped graphic read, “Protection from Harm,” “Connection and Community,” “Work-Life Harmony,” “Mattering at Work,” and “Opportunity for Growth.” Within the star shape in the center are the words, Centered on Worker Voice and Equity.

Recent research reported on the Surgeon General’s website shows:

National research aligns with evidence gathered from service providers in Washington state's system. It shows there are providers who love their work but sometimes experience challenges that causes them to think about leaving their job. We can work together to begin building on the strengths to address the needs the research tells us will support a provider’s decision to stay.

A recent study of 287 providers in Washington state showed 63% of participants reported feeling satisfied with their job (Stryker, 2024). However, 33% expressed uncertainty and 3% reported dissatisfactions with their role. 

While more than half of participating providers are satisfied in their jobs, more than 30% have plans to explore new career options within the next year. Providers identified supportive and collaborative work environments, work-life balance, pay and benefits, coworkers, and nature of work, as key factors in their decision to stay in their role or leave.

Participants overwhelmingly expressed positive feelings about the connections and sense of belonging they experienced in their workplaces. The study states "providers who felt valued, supported, and recognized for their expertise were more likely to experience higher levels of job satisfaction and exhibit greater intention to remain in their positions." (Stryker, 2024) 

Protection from Harm

Protection from Harm is the first of five components of the Surgeon General’s Framework.

Prioritize Physical and Psychological Safety

Avoiding dangerous situations and developing habits that support personal well-being will promote increased awareness, safety, and confidence. The links below provide resources for ESIT provider agencies navigating potential safety challenges found in home- and community-based services. These resources will help agencies as they develop safety plans, staff training, policies, and procedures. (Framework, page 13)

Videos:

6 Ways to Stay Safe During Home Visits

Home Visit Tag Along: Steps to Staying Safe

Web Resources: 

Oregon's Home Visitor Safety Guide (includes safety plan template) 

Home Visiting Safety: Be Aware and Trust Your Instincts (a training activity for early intervention staff)

A Guide for Domestic Violence Advocates

Mandatory Reporting of Child Abuse and Neglect (describes how to make a report and what happens once a report is made)

Ergonomics (at your desk, in the car, and moving children)

How Home Visitors can Protect Themselves and Families Receiving Services from Diseases that can be Spread from Person to Person. (CDC guidance addresses COVID-19 and other communicable diseases)

Enable Adequate Rest

Lack of quality sleep, possibly from stress caused by high caseloads and long work hours can put the physical, emotional, and mental health of providers in danger. Providers who do not get good rest are more likely to get injured on the job or make mistakes. Long work hours have also been shown to raise workers’ risk for exhaustion, anxiety, and depression. Feeling constantly tired also reduces the rate of productivity. (Framework, pg.14)

Videos

Self-Care to Communities of Care (A systemic perspective on self-care)

A Self-Care Action Plan

Using Five Minutes of Self-Care to Survive Burnout

Web Resources:

Burnout, Vicarious Trauma, and Compassion Fatigue

Normalize and Support Mental Health

Organizations can ‘normalize and support’ mental health by modeling, communicating, and regularly promoting access to services. Providing comprehensive health care coverage that includes access to mental health benefits is an important first step. Agencies can promote access to care while also ensuring confidentiality by supporting access to quality and affordable mental health services—including telehealth, on-site, and off-site after-hours care—and encouraging time off for staff to support their mental health. (Framework, page 14)

Videos:

Why You Should Try Therapy Yesterday (a therapist’s personal experiences with therapy and compelling reasons to give it a try)

Web Resources:

Let’s Talk: Normalizing the Workplace Mental Health Conversation (A personal story of sharing a mental health diagnosis at work)

Mental Health Works Guide (from the Center for Workplace Mental Health)

Operationalize Diversity, Equity, Inclusion, and Accessibility (DEIA) Norms, Policies, and Programs

Workplaces that are inclusive are those workplaces where employees, including those with disabilities, and from diverse racial and socioeconomic backgrounds, feel safe to be themselves and share their feelings. This applies to relationships between providers and families, supervisors and employees, and within interdisciplinary teams. Agencies can prioritize diversity, equity, inclusion, and accessibility (DEIA) norms through effective policies, procedures, and training programs. Team diversity and inclusive work environments start with inclusive leadership. (Framework, page 15)

Videos:

Let’s Stop Talking About Diversity and Start Working Toward Equity (Outlines evidence and strategies for promoting equity as a core human need in the workplace)

Belonging, a Critical Piece of Diversity, Equity and Inclusion (outlines key ingredients for belonging and how to achieve them)

Web Resources:

True Confessions: Checking My Biases with Family Centered Practices

Race and Poverty Bias in the Child Welfare System: Strategies for Child Welfare Practitioners  (has application for ESIT providers, also)