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Fourth National Incidence Study of Child Abuse and Neglect (NIS–4)

Fourth National Incidence Study of Child Abuse and Neglect (NIS–4)

Fourth National Incidence Study of Child Abuse and Neglect (NIS–4)

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SENTINEL AGENCY RECRUITMENT The sentinel agency sample in the NIS–4 was twice as large as that in the NIS–3.The project team developed the NIS–4 Sample Tracking <strong>and</strong> Recruitment System (STARS) tomanage <strong>and</strong> support this large-scale effort. Recruiters used STARS to receive their assignments,maintain <strong>and</strong> update agency contact information, record all communications <strong>and</strong> any specialrequirements or arrangements, document progress in finalizing participation agreements, <strong>and</strong>identify or sample the individual staff who would serve as sentinels within the agency.The NIS–4 used pr<strong>of</strong>essional-level hourly staff to recruit sentinel agencies, a provencost effective strategy in previous Westat studies. Recruiters were male <strong>and</strong> female with stronginterviewing skills <strong>and</strong> work experience in many <strong>of</strong> the sentinel categories—police, teachers, daycare providers, <strong>and</strong> juvenile probation <strong>of</strong>ficers. The work team ranged from 10 to 20 recruitersover the course <strong>of</strong> recruitment. Recruiters were hired in waves, in response to variations inworkload <strong>and</strong> recruiter attrition over time. New recruiters were trained over an intensive 2-weekperiod. Training sessions first provided an overview <strong>of</strong> the study, administrative procedures,recruitment goals <strong>and</strong> objectives, <strong>and</strong> the use <strong>of</strong> the computerized tracking system. Next,training focused on strengthening their interviewing skills <strong>and</strong> recruitment strategies,underst<strong>and</strong>ing the different agency structures, <strong>and</strong> detailed procedures for sampling agency units<strong>and</strong> individual sentinels. Finally, new trainees were carefully observed to ensure theircompetency in all aspects <strong>of</strong> the recruitment process.The first set <strong>of</strong> columns in Table A–2 show the number <strong>of</strong> NIS–4 agencies originallysampled, number <strong>of</strong> agencies in-scope in the original sample, the number <strong>of</strong> replacements forrefusals, <strong>and</strong> the number <strong>of</strong> agencies agreeing to participate. Out-<strong>of</strong>-scope agencies were thosewho did not qualify as representatives <strong>of</strong> their category for various reasons (e.g., they no longerexisted, were not located in the sampled county or PSU, or had no staff with direct contact withchildren or families). Note that some in-scope replacement agencies also refused, which is whycolumn C plus column D does not equal column E.The last series <strong>of</strong> columns in Table A–2 give unweighted <strong>and</strong> weighted participationrates. The different participation rate computations correspond to different response rateformulas (see the table footnotes). The weighted response rates are higher than the unweightedresponse rates for all agency types except social service/mental health agencies <strong>and</strong> shelters,indicating that sample agencies with larger weights were more willing to participate. AgenciesA-10

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