This data comes from Utah Human Resource Management and shows the turnover rate in a 12-month reporting period at the end of each quarter during the calendar year.  (Q1 ends in Mar, Q2 ends in Jun, Q3 ends in Sep, Q4 ends in Dec) 

In 2020 DCFS set a goal to achieve a 22.4% reduction in turnover, from 32.2% in CY2019 to 25% by the end of FY2024. After setting this goal, turnover increased for five consecutive quarters starting CY2021 Q3. DCFS received crucial compensation investments during the 2021 and 2022 legislative sessions that have been dedicated to direct service staff (Caseworker I, Social Service Worker I, Social Service Worker II, Caseworker Specialist I, and Social Worker) and critical direct service support positions. Turnover for direct service positions has trended down for the past seven quarters and several regions are reporting the lowest vacancy rates they have seen in years. The compensation investment has helped to reduce turnover and improve recruitment, which has helped to boost morale and increase capacity to serve children and families.  We were able to meet the FY24 goal and are now working to maintain or reduce 25% turnover rate for frontline titles.

DCFS has also implemented other strategies to address turnover and improve employee support, including LEAD (Leadership Empowerment and Development) courses for supervisors and leadership in the agency to increase their skills in engaging one-on-ones with employees, addressing employee well-being, effective coaching and feedback, performance planning, using data/assessing, encouraging team well-being and growth, working through conflict, monitoring team performance goals, organization and time management, and supporting self care.