Recruitment and Retention of State Vocational Rehabilitation Counselors: A Mixed Methods Analysis

There has been a consistent shortage of qualified rehabilitation counselors employed by the state vocational rehabilitation (SVR) program. Using a mixed methods approach that involved an online survey of executive directors or designates (n = 40) (Study 1), followed by a semi-structured interview from this initial sample (n - 19) (Study 2), this investigation examined barriers and strategies pertaining to counselor recruitment and retention. We found that the primary reasons why counselors leave the SVR program included low salaries, excessive paperwork and insufficient career/promotional opportunities. Outside of retirements, counselors who leave SVR seek similar positions with other public agencies, non-profit rehabilitation settings, and to a less extent, proprietary rehabilitation/private consulting practice. In terms of reasons why counselors remain with SVR, the primary explanations were attributed to a commitment to agency mission and vision, inherent rewards working as a counselor and employment benefits received (e.g., medical, insurance, time off). Interestingly, while 33 strategies were used to promote counselor retention, nearly two-thirds of those were ones where directors were either unaware if they existed or if they existed, how well they were implemented. As far as retention strategies, directors believed that employment benefits, flexible work hours, training and development opportunities, equipment, training and software investment and telework are contributory factors. A list of recommendations to improve recruitment and retention is described to help alleviate the critical shortage of SVR counselors and retain those currently working.