5 Facts about Title IV-E Students and Grads You May Not Know
Read more about the Title IV-E Stipend Programs’ graduates in the Title IV-E Final Report for July 1, 2013–June 30, 2014.
1. Title IV-E graduates are working in almost every county in California.
Since CalSWEC's Title IV-E Stipend Program graduated its first cohort in 1993, 54 of the state’s 58 counties have employed the new social workers. CalSWEC has tracked the employment of those graduates since its first graduating class, revealing:
- Collectively, the MSWs and BASWs have been employed in 54 of California’s 58 county child welfare agencies;
- Alpine, Amador, Mono, and Sierra counties have not employed IV-E MSW or BASW graduates;
- 12 graduates have worked in California State Adoptions;
- 16 have worked for Tribal agencies.
2. They stay on the job.
Over the past 18 years, CalSWEC’s Retention Study, which has surveyed graduates within 1.5 years after they complete their employment obligation, shows that on average 81% of IV-E graduates who responded to the poll have remained with their payback agency even after completing their contractual work requirement. (NOTE: This survey is currently on hold as CalSWEC's workforce evaluation undergoes revision.)
View or download Figure 4. Percentage of Title IV-E MSW Retention Survey Respondents Remaining with Their Payback Agency After Completion of Their Contractual Work Requirement By Retention Status and Year of Survey
Find out more about the child welfare workforce through CalSWEC's Workforce Study.
3. They're ethnically diverse.
Since its inception, CalSWEC has strived to transform the face of public child welfare in California so its social workers reflect the populations they serve. Today those efforts appear to be making a difference.
From 1993 to July 2014:
- Caucasian Title IV-E graduates have composed less than 40% of every class except for the class of 1994.
- In recent years the proportion of Caucasian graduates has declined as the proportion of Hispanic graduates has increased. Hispanics now represent the major racial/ethnicity among IV-E graduates.
- The racial/ethnic composition of IV-E students and graduates provides a comparable match for the diversity of child welfare clients regionally and across the state.
View or download the map of California showing the Racial-Ethnic Dispersion of Children in Care and CalWEC Title IV-E Graduates by Region.
4. Many speak the language of their clients.
The linguistic diversity of Title IV-E MSW, BASW, and Pathway students and graduates facilitates their ability to communicate with the state’s multicultural child welfare population. Among the 7,074 Title IV-E students and graduates from 1993 to July 2014:
- 3,140 (44%) speak, write, or sign a language other than English;
- 374 (4%) speak 2 or more additional languages; and
- 105 different languages are spoken in addition to English.
- 76% of the 266 bilingual students and graduates speak Spanish; and
- 18% of the bilingual students and graduates speak Vietnamese or some other Southeast Asian language.
The needs of the majority of the non-English-speaking child welfare clients, especially those who speak Spanish, Vietnamese, and other Far East and Southeast Asian languages, are met by bilingual students and graduates.
5. More of them are getting hired.
During academic year 2013–2014, more openings for MSW-level social workers occurred as the county need for child welfare social workers increased. This was the result of the following factors:
- the state's improved economy;
- the continuing stabilization of county budgets;
- the addition of positions by some counties to handle adoptions and older foster youth; and
- an unusually high number of retirees because of changes in retirement compensation benefits.
Since 1993, more than 95% of the IV-E MSWs have found work in child welfare agencies. Among the IV-E BASWs, 74% were hired since the inception of that program in 2004.
The economic downturn affected the initial hiring of graduates in 2003 and 2009–2012, but MSW and BASW hiring both recovered fairly well overall. This was largely because those unable to secure county employment were able to take advantage of the option to fulfill their repayment obligation at IV-E-eligible non-profits. This kept the overall hiring percentages at reasonable levels.