In-service training in public child welfare agencies in the United States has long been viewed as an important vehicle for the improvement of job satisfaction and organizational commitment, and therefore as important to retention in child welfare. This article examines the critical role of transfer of learning strategies in such training and reports on an analysis that was part of a larger study to identify predictors of job satisfaction and organizational commitment. It describes two major transfer of learning training interventions and their association with job satisfaction, organizational commitment and intention to leave the agency. Implications are discussed for child welfare training and professional development. (Contains 3 tables.)