Staff burnout is a frequent problem among child protection services (CPS) workers. The work is demanding and the benefits of staff efforts often cannot immediately be seen by the staff. Typically, CPS workers carry caseloads that are too large to permit satisfactory attention to each case. Time pressures, hostile reactions of parents and children and inadequate support from supervisors also take their toll on workers.

Frustration with working conditions has led to a high rate of turnover among CPS staff. Some workers who do not leave their jobs may become apathetic or angry. In addition to the obviously negative consequences of burnout for workers, frequent turnover and worker apathy also diminish the effectiveness of the child protection system.

Apathy and frustration associated with burnout can be reduced and in some cases prevented. Thorough, ongoing training plays an important role in reducing burnout. Well-trained workers feel more confident and are better prepared to handle the inevitable stresses they encounter in their work.

Competent and accessible supervision is essential. Regular feedback and emotional support from the supervisor is especially important for CPS workers. Peer support and consultation from specialists may also help reduce stress when workers must make difficult decisions concerning a child's wellbeing. Many child protection agencies have found that regularly scheduled meetings of workers are important ways of encouraging peer support and exchanging professional information.

Finally, the CPS worker must be careful to set limits between his or her personal and professional activities. The intense nature of child abuse investigation and the dedication of many workers often cause them to bring job-related problems home. Workers who have a variety of interests outside of work are often better able to avoid burnout than those who have few outside supports.

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