Role requirements
The Census identified the diversity of activities undertaken by the specialist family violence response workforce, and the varying frequencies at which these activities were conducted. The family violence response-specific activities most frequently undertaken by this workforce included identifying and screening for family violence risk, and monitoring on-going risk / changes in risk for a client.
Employment conditions
The results indicated that the roles held within the specialist family violence response workforce were highly varied in terms of working hours and contract conditions. Most employees reported that the number of hours they were employed to work was equivalent to the number of hours they ideally wanted to be employed. Over half also worked additional unpaid hours at least ‘sometimes’.
Supervision
The specialist family violence response workforce was satisfied with the quality of support provided to them by their supervisor or direct manager. Having the opportunity to regularly discuss their professional development, or their work more generally, were key drivers of this satisfaction.
Training and confidence
While the specialist family violence response workforce had completed training across a range of topic areas, overall confidence in their level of training and experience was moderate. The findings highlighted MARAM (Multi-Agency Risk Assessment and Management) as a priority area for further / improved training and professional development.
Health and wellbeing
Overall, the results suggested that many within this workforce had experienced stress due to high workload. Despite this, few were dissatisfied in their current role and most felt that they made a difference to people affected by family violence.
Career and future intentions
The results showed that respondents were predominantly motivated to work in the specialist family violence response workforce due to a strong commitment to preventing / responding to family violence.
When asked about their future intentions, four-in-ten reported that they had plans to leave their current role in the next 12 months. The main reasons cited related to career prospects and lack of advancement opportunities, and stress or other negative influences on their health and wellbeing.
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