ASWB Pass Rates Breakdown - Maryland

Sep 28 / Jason Adkins LCSW
Before diving into numbers, a quick orientation:

In Maryland, social work licensure typically proceeds through tiers such as Licensed Bachelors Social Worker (LBSW), Licensed Graduate/Master Social Worker (LGSW / LMSW), and Licensed Clinical Social Worker (LCSW-C). 

Advancement to clinical-level practice generally requires an MSW, supervised clinical experience, and passing the ASWB Clinical exam. 

Maryland’s legislature has actively examined pass rates and licensure barriers; for example, a 2023 workgroup report compared state pass‐rate performance and noted concerns about inequality and attrition. 

Thus, pass rates are not just academic metrics — they represent real gatekeeping into earning potential, professional roles, and stability for social workers in Maryland.
What the ASWB / State Data Reveal

While the data you provided offer specific Maryland numbers, I will also supplement with broader ASWB pass‐rate trends (when state-level data are sparse) to frame context.

Broader ASWB Pass Rate Trends

From the ASWB’s published “Exam pass rates” summary:

For first-time test-takers in 2023, pass rates (across all states) were approximately:
• Bachelors level: ~67%
• Masters level: ~73%
• Clinical level: ~75% 

The ASWB notes that pass rates are considered reliable when there are at least 200 examinees. 

They also publish state/province‐by‐state outcome maps (for 2011–2021) showing that first-time and eventual pass rates vary notably by jurisdiction. 

However, Maryland’s more granular pass rate data (for each licensure tier) tends to be locked in internal reports.

Maryland-Specific Observations & Patterns

From the 2023 MD workgroup report and other sources:

The workgroup’s Appendix B shows Maryland’s pass rates by exam level over several years.

Racial disparities in pass rates have been noted in Maryland: for example, for the Clinical (LCSW-C) exam in Maryland, first-time pass rates among Black candidates were about 53.4 % (versus higher rates for other groups) in certain data breakdowns. 

These disparities mirror national concerns: post-2020 analyses reveal stark gaps by race, age, and educational access in pass outcomes. 

Thus, it is a challenge to analyze every percentage; however, the picture is clear: Maryland stakeholders have identified that pass‐rate gaps exist (especially for historically marginalized groups) and are concerning enough to warrant legislative attention. 

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What the Pass Rates Mean for Maryland Social Workers

The implications of these exam outcomes ripple through career progression, job stability, and earning capacity. Below are key dimensions to consider.

1. Entry into the Profession

For BSW graduates, passing the LBSW (or equivalent ASWB Bachelors exam) is often the first licensing hurdle. If pass rates are low or inconsistent, some graduates may face delays or even abandon pursuing licensure.

These delays can translate to lost wages, limited employment options (some agencies require at least a license), or settling for lower-paying “unlicensed” roles while studying to retake exams.

Because repeat examinees tend to have lower pass rates, multiple retakes also impose opportunity cost — taking time away from work or unpaid preparation time.

2. Professional Advancement & Mobility

To move beyond general roles into clinical, supervisory, or specialized practice, social workers usually need the MSW + passing the Clinical exam. Those who fail or delay can fall behind peers in career trajectory.

Consistent pass rates (or fluctuations thereof) affect workforce planning in agencies — hiring or promoting people who “will reliably be licensed.” Poor pass rates could discourage agencies from investing in newer staff.

For individuals, the recency of licensure may affect credential portability, inter-state transfers, or eligibility for promotions.

3. Earnings & Salary Differentials

The licensing tier one holds (or fails to obtain) materially affects income. Below is a synthesis of relevant salary data, with emphasis on Maryland where possible.

National Benchmarks via BLS and Professional Sources

The median wage for all social workers in May 2024 was $61,330 per year. 

For “Social Workers, All Other” (a catchall category), the May 2023 mean wage was about $68,800 annually (≈ $33.08/hr). 

Healthcare social workers (a common domain for MSW holders) had a median wage around $62,760 (from 2023 BLS data). 

Social work salaries tend to rise with education: MSW-credentialed social workers typically earn significantly more than BSW-level roles. 

Maryland-Specific Earnings

Licensed Clinical Social Workers (LCSWs) in Maryland reportedly earn, on average, ** ~$86,063/yr** as of mid-2025, or ~$41/hr, with typical ranges from ~$76,865 to ~$95,746. 

Glassdoor reports median LCSW salaries around ~$89,581 annually in Maryland. 

Indeed job postings suggest the average hourly wage for LCSWs in MD is ~$50.94/hr (which would equate to ~$105,900/year for a full-time role). 

For non-clinical MSW-level social workers, the average in Maryland (2025 data) is ~$64,989 per year. 

In Maryland urban areas (e.g. Baltimore), mean salaries for healthcare social workers often cluster around ~$65,880. 

In the State of Maryland (public sector), an LMSW-level social worker may average ~$70,122 annually (based on internal State‐level pay scales). 

Thus, across Maryland, moving from an MSW-level (nonclinical) role into a licensed clinical role can mean a salary bump of ~$20,000–$30,000 annually (or more), depending on employer, region, and specialization.

4. Risks of Non‐Licensure or Delayed Licensure

Individuals who struggle with exams may be “stuck” longer in less remunerative roles, delays in applying for promotions, or fewer options in high-demand settings (e.g. clinical mental health, private practice).

From an employer/agency perspective, low pass rates might discourage hiring at junior levels if they believe those candidates may not “clear” licensure eventually.

The growing demand for social workers (projected 6–7 % growth overall from 2024–34) means competition will intensify; those without licensure may get edged out. 

5. Equity & Access Implications

The disparity in pass rates by race, age, or educational background risks reinforcing inequities in who can advance in social work careers. 

In Maryland, the fact that certain groups (e.g. Black candidates) pass the Clinical exam at ~53.4 % in reported breakdowns suggests structural barriers in exam preparation or support. 

If fewer from marginalized groups succeed in timely licensure, this can contribute to reduced representation in leadership, reduced cultural competence, and attrition from the field.

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Synthesis & Recommendations (for Maryland Stakeholders)

From the data and implications, here are some strategic takeaways:

Pass rates are more than academic—they gatekeep careers and income.
For many, the difference between passing on the first or second try might translate to waiting a year for a promotion, missing raises, or reduced employment options.

Close monitoring and transparency of Maryland-specific pass rates matter.
The workgroup report’s examination of pass‐rate data is a good start. But making data (by exam tier, demographic group, institution) publicly available can help educational programs, agencies, and candidates target improvements.

Bridging support and equity initiatives are essential.
Given disparities observed in Maryland and nationally, interventions like tailored remediation, cohort prep groups, mentoring, and financial support for retake candidates can help reduce dropouts and inequities.

Licensure success is tightly connected to future earnings.
A Maryland social worker who obtains clinical licensure is likely to command a substantially higher salary than one stuck in nonclinical or provisional roles — potentially $20,000–$30,000+ difference annual salary (or more depending on employer/region).
Thus, investments in exam readiness can pay for themselves quickly.

Licensure delays risk workforce losses.
In a region with growing demand for social workers, bottlenecks in passing licensure exams may push candidates out of the field, or into adjacent roles (e.g. case management, advocacy) with lower pay.

Coordination among universities, the Board of Social Work Examiners, and social service agencies is crucial.
To boost pass rates and support candidates, Maryland should consider joint efforts — e.g. embedded licensure prep in MSW curricula, interagency funding of exam support, or state grants for candidates from underrepresented groups.

Regular benchmarking against national pass data and outcomes.
Because Maryland's climate will always be embedded in the national norm (through the ASWB structure), comparing MD’s exam performance to national first-time and eventual pass rates can help identify whether state-level “gaps” are closing or widening.