This study investigates "burn-out" and turnover among workers in child care settings. A total of 95 persons working in 32 child care centers in San Francisco were interviewed by telephone. One-fifth of the centers in the city were represented and both public and private centers were included. Each category of center was proportinately represented and centers were randomly selected within each category. Scaled interview items provided data on training, experience and education of staff, job responsibilities, wages, hours of paid and unpaid work, benefits, center structure, adult to child ratio, break and substitute policy, frequency of meetings and topics discussed, and how decisions were made in centers. Open-ended questions sought to ascertain sources of tension and satisfaction, frequency and reasons for turnover, and changes staff would like to see in their centers. Information about center budgets and sources of funding was solicited separately from center administrators. Major findings are reported in summary form. Essentially, the data confirm the commonly held assumption that child care staff are underpaid and overworked, and suggest that the high rate of turnover and "burn-out" of child care personnel is linked to working conditions and job satisfaction based on job title, funding source and length of program day. Suggestions for changes within and beyond the child care center are made. (Author/RH)