Katherine Zappone (Dublin South West, Independent) | Oireachtas source

My understanding is that the Tusla social worker turnover rate was approximately 8% in 2015. The figure compares favourably with England where the average turnover was 17% in 2014.

Over the past number of months I have met with a couple of organisations which represent social care workers and social workers. The Deputy has rightly identified the challenges of working at the coalface, particularly in the context of Tusla and the work that is required of social workers. That work is sometimes more difficult than the other kinds of jobs that social workers can access and be employed in. Representations have been made to me. I am fully aware of the situation and have shared that experience with the senior management of Tusla whom I meet on a quarterly basis. They are aware of the concerns too. I can supply the Deputy with more information at a later point if she so wishes. Tusla is very focused on finding ways to improve retention policies and practices, whether through employee assistance programmes or other initiatives. Staff retention is not only a recruitment issue. As the Deputy has said, social work is not just a money issue. Resources are available. We must find ways to improve the ongoing supports available to social workers in the context of Tusla to retain staff.

Retaining staff is a challenge but Tusla has adopted a number of approaches to address the problem. Recruitment is one aspect. We must have an internal transfer list to help people to work in areas nearer their homes.

In terms of attracting new people, interviews have taken place, panels have been established and positions offered. I will get the exact figure from my accompanying staff. Some of the offers have not been availed of because the posts are not close to where people live. Location raises particular issues. Tusla is trying to address the problem, along with the professional organisations. Indeed, they are also focused on continuing professional development, employee welfare initiatives and managed caseloads for newly qualified staff. These measures will address recruitment and provide support to people in order to encourage them to stay.