TIxAs DEPARTMENT OF FAIvm

Y n PRoTEcTiVE SERVICES
4

CoMMissIoR

John J. Specia, Jr.

May 25, 2016

The Honorable Carlos Uresti

Texas Senate
P. 0. Box 12068 Capitol Station
Austin, Texas 78711
-

Dear Senator Uresti:

Thank you for sharing your concerns regarding the change in the Department of Family and
Protective Services (DFPS) minimum qualifications for entry-level Child Protective Services
(CPS) workers. The job postings have been updated to reflect the intent of DFPS to the minimal
amount of education and experience required. Applicants must have a Bachelors degree or an
Associates degree plus two years of relevant work experience or 60 college credit hours plus two
years relevant work experience.
All candidates must pass a behavioral assessment, writing test, and compete in an interview with
a program representative. Selected candidates must still complete the training academy and meet
competency requirements before graduating. New employees are also assigned a mentor to
provide additional support and input on the employees ability to exit the training program and
receive a full caseload. This change in practice as part of CPS Transformation is being monitored
closely by agency leadership to ensure it ultimately results in better outcomes for families.
DFPS expects to see the following benefits of skills-based hiring:
Increased knowledgeable talent pooi. Candidates with direct experience in relevant work
with children, young adults, families, or people with disabilities can practically apply their
skills and knowledge;
Reduction in turnover. Employees who feel that their employer is invested in their success
are more likely to remain on a long-term basis; and
Increased diversity. Hiring based on an individuals work experience versus their formal
education increases the likelihood that the talent pool from which an organization is filling a
position is diverse in experience, background, and thinking.

701W. 515T STREET+ P.O. Box 149030 + AUSTIN, TEXAS 78714-9030+ (512)438-4800
An Equal Opportunity Employer and Provider

The Honorable Carlos Uresti

May 26, 2016
Page 2

Modifying the minimum qualifications is an effort to diversify and broaden the applicant pooi,
but hiring alone will not solve the high turnover rate. Enhancing hiring and recruitment efforts
are one of several strategies the department has implemented to stabilize the workforce. Those
efforts continue to include working with key stakeholders, such as university partners, to
evaluate Title W-E programs and customized curriculums. DFPS also is working with the
University of Houston to conduct a compensation study. The agency continues to seek
opportunities to provide more support to direct delivery staff to promote retention.
DFPS is committed to hiring qualified people, who are invested in our mission to protect
children from abuse and neglect. DFPS is also committed to training and supporting our staff to
be well-equipped for the job.
Please feel free to contact me if you have any questions or need additional information.
Sincerely,

Johnpecia, Jr.
S Commissioner
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cc:

The Honorable
The Honorable
The Honorable
The Honorable
The Honorable
Texas Senate

Greg Abbott
Dan Patrick
Joe Straus
Charles Schwertner
Richard Pea Raymond