NJCMO Newsletter

It’s no secret: Today’s hiring landscape has teeth. 

In what’s been dubbed The Great Resignation[1], employees nationwide are putting in notice at unprecedented rates. Many are leaving jobs to take advantage of incentives and higher pay offered by companies desperate to fill vacancies. The result is a job seekers’ market that’s taking a toll on most sectors – and none more so than human services. 


Today, some community and non-profit human services programs are facing vacancy rates as high as 60%[2]. Within the industry, employment with private firms is increasingly attractive to community program employees understandably eager to earn more, creating a talent imbalance even under the human services umbrella. 

These hurdles are greater than they were a few years ago, but they’re hardly new. The human services field was already navigating a workforce crisis before today’s widespread talent shortage took hold in 2020. Low rates of reimbursement and a shrinking talent pool had led to vacancy rates of 40% or more by the end of 2019. Then the COVID-19 pandemic hit[3]. Coupled with unprecedented inflation, the sector’s relatively low wages made recruitment and hiring harder than before. Add perennial human services challenges like burnout and high turnover as well as increased starting pay in most other industries, and it’s easy to see how challenging talent retention can be for Care Management Organizations. However, there has never been a more important time for CMOs as they continue to support our youth through these tumultuous times. 


Despite this labor crisis, the benefits of Care Management Organizations (CMOs) – built on a wraparound model designed to put individuals at the center of comprehensive resources and expertise – continue to emerge. As of January 31, 2023, 94% of CMO-served youth resided in their home/community versus being in out of home treatment. The overwhelming majority of our kids are being served and supported in their home/community at a much lower cost when contrasted with out of home treatment.  


Want to know how you can help? There is a bill that is being considered by New Jersey lawmakers that would, among other things, institute loan forgiveness for various types of healthcare workers who are identified as being in short supply. 

Learn more here:


Find your local legislator here:


[1] https://www.cnbc.com/2022/03/31/the-great-resignation-is-still-in-full-swing-heres-what-to-know.html

[2] https://www.advocates.org/news/human-services-agencies-face-staffing-crisis-delaying-services-those-need

[3] https://www.bizjournals.com/boston/news/2022/02/24/we-cannot-keep-asking-more-of-human-services-worke.html

[4] https://www.salary.com/research/salary/benchmark/human-services-worker-salary/nj

[5] https://livingwage.mit.edu/states/34

[6] https://pubmed.ncbi.nlm.nih.gov/30452205/

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