The DSP Workforce CrisisImagine relying on someone to help you with daily living activities and personal care. Just as you start to feel comfortable and establish an effective working relationship, they are replaced by someone new. You know nothing about this person’s skills, training, or work history and must trust a complete stranger with your most intimate needs. Imagine the impact this would have on your quality of life. For many people with disabilities and their families, this is a sobering reality.

The high turnover rate of quality DSPs is putting the goal of inclusion and full citizenship for people with disabilities in jeopardy.

Researchers at the University of Minnesota are looking for answers.

How We Can Help

College of Direct Support

The College of Direct Support is a dynamic on-line, competency-based curriculum offering comprehensive training for DSPs. The curriculum is based on careful analysis of the knowledge, skills, and attitudes required of DSPs and helps users under-stand and apply competencies and ethical practices through timely, innovative, and engaging training. CDS can be used by employers in a variety of ways to create effective learning opportunities for DSPs at all levels of experience.

To learn more, contact — Bill Tapp, CDS National Director 1-877-353-2767 (toll free) info.collegeofdirectsupport.com

ResearchWe have conducted research on direct support and frontline supervisor recruitment, retention, and training since 1980. We can assist states, organizations, families, and individuals who wish to assess workforce challenges and outcomes through a variety of research methods including —

Focus groups and case studies

Survey, evaluation, and intervention

Literature reviews and synthesis

Policy and job analysis.

Reports of the outcomes of selected studies are accessible at rtc.umn.edu/dsp.

Contact InformationFor more information about our services and products and related fees, please contact —

Amy S. Hewitt Training Director hewit005@umn.edu 612-625-1098

Sheryl Larson Research Director larso072@umn.edu 612-624-6024

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TrainingWe provide topical trainings regarding effective recruitment and retention strategies that target supervisors, manag-ers, and administrative staff. Training can be customized to meet the needs of your organization and may include —

Marketing and recruitment

Realistic job previews

Orientation, socialization, and mentoring

Motivation and recognition

Professional development and training

Retention

Effective supervision

Developing, implementing, and evaluating intervention plans

Assessment We use a variety of assessment instruments within our research and technical assistance projects, resulting in a body of evidence-based practices that help to reduce turnover rates, identify base-line workforce outcomes, and determine effectiveness of interventions over time. Customized assessment services can be provided to measure and collect informa-tion on many different needs, including —

Staff and consumer satisfaction

New hire and exit surveys

Tenure calculations

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The Research and Training Center on Community Living’s DSP Workforce Development Program is dedicated to providing state-of-the-art resources and consultation services to a variety of clientele that are facing DSP workforce challenges in recruitment, training, and retention.

Technical Assistance and ConsultationWe offer technical assistance and consultation to federal, state, and local governmental agencies; DSP provider organizations; individuals and families who direct their own support; researchers; and others. Technical assistance might include —

Providing access to research reports, survey instruments, and how-to guides

Providing telephone and in-person trainings

Assessing the unique challenges of and identifying customized solutions for organizations, agencies, and families

Developing best practice government policies in DSP workforce development.

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In one year of using the College of Direct

Support we were able to retain 94% of the

individuals completing the program as

DSPs. We were actually able to retain 96%

as employees because 2% of the individuals

received promotions.

~ Daniele Lyman, Former Education Director, Heritage Christian Services

We have been able to reduce travel

expense in our large, rural service area

by utilizing selected lessons from CDS as

an online new staff orientation. We hope

to open this up to all staff as the budget

allows and technology is available in our

rural locations.

~ Developmental Services Of Northwest Kansas, Inc.

DSP Workforce Resources

RTC’s DSP Workforce Development Program provides state-of-the-art resources to help you find and retain quality DSPs. The following highlights a few of those available. For a comprehensive review of all resources and to order online, go to rtc.umn.edu/dsp.

What is a Direct Support Professional?

Direct Support Professionals assist people receiving community human services in a wide range of activities such as: meeting personal needs, making friends, finding a job, understanding rights and making choices, taking medications, learning new skills, and facilitating connec-tions to the people, resources, and experiences necessary to live fully and safely in communities of their choice.

Research and Training Center on Community Living at the University of Minnesota • rtc.umn.edu/dsp • 612-624-6328

U of M researchers at the Research and Training Center on Community Living study why Direct Support Professionals don’t stay on the job. Their data suggests that low wages, lack of recognition, poor supervision, and unclear job expectations contribute to the current DSP workforce crisis. RTC staff have developed creative interventions to address these challenges and can provide assistance to those needing to fi nd, train, and keep quality DSPs. Learn more here or visit rtc.umn.edu.

DSP Workforce Resources • rtc.umn.edu/dsp

When Hurricane Katrina struck the city of New Orleans on August 29, 2005, hundreds of people with developmental disabilities were displaced. Roads were severely crowded or impassable. Cell phones didn’t work. Many didn’t know where their family members were. And yet direct support professionals stayed with those they supported and made sure everyone evacuated to higher ground. For months, these dedicated women and men, working long hours for low pay, put others before themselves, providing care and support with improvised resources. For these he-roes of New Orleans, being a direct support professional is much more than a job.

HIGHER GROUND: The Dedication of Direct Support Professionals During and After Hurricanes Katrina and Rita. Produced for Volunteers of America by the Research and Training Center on Community Living, Institute on Community Integration, University of Minnesota. Funding provided by The Centers for Medicare & Medic-aid Services (CMS) and ANCOR. DIRECTOR/PRODUCER/EDITOR: Jerry Smith. CAMERA: James Dreher. AS-SOCIATE PRODUCERS: Suzanne Bourgeois, Christina DiMaggio. EXECUTIVE PRODUCER: Angela King. ORIG-INAL MUSIC: Michael Loonan. NARRATOR: Katherine Beecham. CLOSED CAPTIONING: Armour Captions. STILL PHOTOGRAPHS COURTESY OF: Jim Bartlett, Peter Blottman, Sgt. Michael J. Carden, U.S. Army, Tad Denson, Elena Elisseeva, FEMA/IllinoisPhoto.com, Sylvia Fuerstenberg, Patrick Hannon, Amy Hewitt, Aaron Kohr, Traci LaLiberte, Sheryl Larson, G. Lewis, Louisiana State Museum, Hurricane Digital Memory Bank, Sgt. Gonda Moncada, Texas National Guard, Marvin Nauman, Federal Emergency Management Agency, Gregory Pelt, Ariel Pietrello, Adam Riggs, Mary Romer, Lura Southerland, Pattie Steib, U.S. Department of Defense, Volunteers of America Greater New Orleans, Volunteers of America–National Office. HURRICANE FOOTAGE COURTESY OF: Breaking News Video Network, Inc. Used with permission. SPECIAL THANKS TO: Deborah Anderson, Dawn Barfield, Debbie Batty, Connie Burkhart, Stephanie Campo, Lynelle Casby, Phalon Cornist, Sharon Delvisco, Ann Marie Guidry, Krishelle Harrison, Burnell Jenkins, Keyoka Jenkins, David Johnson, Char-lie Lakin, Jim LeBlanc, Lucy Luu, Willy Martin, Loreena McElwee, Sherena McGee Collins, Media Craft, Inc., Yultan Mendoza, Casey Mendoza, Vincent Michel, Lisa Nora, Ellen Norwood, Robert Perrette, Matthew Rovira, Lori Russel, Scott Songy, Brosla Sims, Carol Sitzman, Sarah Smith, Richard Stachelek, Delores Swatt, Megan TenEyck, Talent Poole, Eugene Walker, Amanda Webster, Mona Woodfox.

Website: www.highergroundthemovie.orgThe University of Minnesota is an equal opportunity educator and employer.

45 MINUTES

Higher G

round

45 min

The Dedication of Direct Support ProfessionalsDuring and After Hurricanes Katrina and Rita

Staff Recruitment, Retention, & Training Strategies for Community Human Services Organizations

This practical book provides managers and administrators with strategies for meeting common workforce challenges. Available through local booksellers or from Paul H. Brookes Publishing.

Higher Ground The Dedication of Direct Support Professionals During and After Hurricanes Katrina and Rita

When Hurricane Katrina struck the city of New Orleans on August 29, 2005, hundreds of people with developmental disabilities were displaced. Roads were severely crowded or impassable. Cell phones didn’t work. Many didn’t know where their family members were. And yet Direct Support Professionals stayed with those they supported, made sure

everyone evacuated to higher ground, and continued to work long hours for low pay, put others before themselves, and pro-vide care and support with improvised resources. This documen-tary tells their stories. Full-color brochure is also available.

Direct Support A Realistic Job Preview

Realistic job previews provide potential employees detailed and balanced informa-tion about the job to facilitate an informed decision about job offers from employ-ers. This video illustrates the real, everyday work of DSPs in the field of developmental disabilities and offers advice from DSPs about this important career choice. Customized versions of this professionally-produced video package for individual agencies are available.

We Watch the City Stories in the Shadow of 9/11

This documentary illustrates the trag-edy in New York City on September 11, 2001 as experienced by New Yorkers with developmental disabilities and those who support them. These are stories are from a unique perspective, largely ignored or misinterpreted by the larger media. Discussion guide is also available.

RTC Media produces award-winning film, video, and multimedia projects supporting people with disabilities, their families, and those who provide support services. The following documentaries and videos highlight the work of DSPs and the people they support. Previews and ordering infomation are available at rtcmedia.umn.edu.

Removing the Revolving Door: Strategies to Address Recruitment and Retention Challenges

This curriculum trains frontline supervisors to become active and effective in recruitment, retention, and training of DSPs.

2007 National Reinventing Quality ConferenceMarch 4–6, 2007Francis Marion HotelCharleston, South Carolina

National Alliance for Direct Support Professionals

CommitmentMoving Mountains

The National Alliance for Direct Support Professionals (NADSP) is an organization committed to the well-being and full participation of all people, including peoplewith disabilities, in the every day lives of American neighborhoods and communities. With this in mind, the NADSP recognizes that direct support employees arecrucial to this commitment. The NADSP further recognizes that employment conditions must be improved throughout the country to assure the continuity andquality of support necessary to fulfill the goal of self-determination and community inclusion for all people. For these reasons we are asking all individuals andorganizations who seek high-quality human services support and better work conditions for Direct Support Professionals (DSPs) to make a commitment to findingsolutions.

The Moving Mountains Commitment is a set of workforce principles developed by the NADSP to encourage organizations and individuals to adapt policies andpractices that result in a competent, committed direct support workforce. The NADSP seeks your commitment and asks you to move mountains within yourorganization by pledging to advance these principles.

NADSP Workforce Principles

The National Alliance for Direct Support Professionals (NADSP) is a collaboration of organizations who are committed to promoting the development of a highly competent human services workforce that supports individuals in achievingtheir life goals. The NADSP is not a labor union and is not affiliated with any organized labor entity. For more information, visit http://www.nadsp.org. This document is supported through a cooperative agreement between the National Insti-tute on Disability and Rehabilitation Research, U.S. Department of Education (# H133B980047) and the Research and Training Center on Community Living (RTC) at the Institute on Community Integration, University of Minnesota.

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Signature of commitment to principles by authorized person

Actively shape conditions of employment to enable DSPs tosustain themselves and their families in a self-sufficient mannerby working to —

• Provide health care benefits to all employees(pro-rated for part time employment).

• Support employees in acquiring resources to meetbasic life needs (e.g. housing, transportation, child care).

• Provide a living wage indexed to the cost of living thatis regularly adjusted by geographic region

• Offer flexible employee benefit plans (i.e. cafeteria plans).

• Support employee assistance programs and work conditionsthat encourage health and wellness and prevent job burnout.

• Prevent excessive administrative costs (e.g. salaries, bonuses,and overhead) from draining resources for adequate DSPsalaries/benefits and high quality support.

• Work vigorously to raise both public and private funds necessaryto provide adequate services and favorable salary and benefitconditions for DSPs.

• Assure equity and fairness in determining salary, benefits, andbonuses for employees at all levels within the organization.

P romote ethical practice in direct support and partnershipwith service participants by working to —

• Assure direct support practice is consistent with theCode of Ethics issued by the NADSP.

• Promote the empowerment and advocacy of peoplereceiving support and their families through education.

• Rigorously screen job candidates to eliminate those whohave committed acts of abuse, neglect, exploitation orother criminal activity.

• Include the voices of support participants, their families, andDSPs in the governance and evaluation of support activities.

• Honor committed DSPs by actively striving to coach, disciplineor terminate ineffective employees.

Value and empower DSPs by working to —

• Assure active and comprehensive participation of DSPs inorganizational practices, policy development and decision-making.

• Include DSPs in developing plans of support for people whoreceive services.

• Promote a professional identity for direct support.

• Develop organizational cultures that recognize and celebratethe accomplishments of direct support.

• Promote public awareness of the achievements of DSPs.

Ensure continuity and quality of support by working to —

• Modify existing or develop new organizational practices to enhancerecruitment and increase retention through the use of prior interventions.

• Track employee recruitment and retention statistics to improve outcomes.

• Provide high-quality, consistent supervision.

• Assist DSPs to overcome the isolation of decentralized environmentsby providing opportunities for peer support and interchange.

• Provide mentors to DSPs.

• Emphasize DSP performance outcomes that are aligned with what serviceparticipants want in their lives.

Develop a career focus regarding direct support by working to —

• Identify career and educational paths for DSPs and supportDSP advancement along these paths.

• Provide incentives for DSPs to pursue professionaldevelopment opportunities.

• Develop and use multi-level skill and knowledge frameworks that resultin recognized awards or credentials tied to advancement (e.g. on-the-jobcertification, credential and apprenticeship programs, and post-secondarycertifications and diplomas).

• Provide professional development opportunities ranging fromjob readiness and basic skills training to advanced and specializeddirect support.

• Use valid skill, knowledge, and ethical practice sets as the foundationfor professional development

• Provide high-quality educational experiences by usingquality materials and effective instructional methods.

Events and Awards

National Reinventing Quality Conference

The annual Reinventing Quality Conference provides useful information, new ideas, and active discussions about promoting and achieving support that improves the quality of life and citizenship for all. The conference showcases innovative services, programs, and practices that effectively support people to live valued lives in community systems of support. To learn more, go to reinventingquality.org

Moving Mountains Awards

The Moving Mountains Awards are presented to organizations and agencies that have demonstrated best practice in direct support workforce devel-opment by the Research and Training Center on Community Living in partnership with the National Alliance for Direct Support Professionals. To learn more, go to www.nadsp.org.

rtcmedia.umn.edu

Direct Support: A Realistic Job Preview has really helped our

recruitment process to be more rounded and helped us

with choosing the right person for the job.

~ Johnson County Developmental Supports, Lenexa, Kansas

Identifyyour wants and needsMaking a list of what you expect and the supports you need and want will help you find a DSP that is a good match for the job.

What do you expect from DSPs?

Make a list of what you expect from DSPs. Here are some ideas to get you started —

■ Be to work on time. ■ Communicate with you well. ■ Work as a team with the other DSPs

who support you. ■ Be willing to work extra when

another DSP is sick or on vacation. ■ Respect your values even if

the DSP does not share them. ■ Complete tasks and duties the way

you want and need them done.

What do you require from DSPs

Make a list of the standards you have for DSPs. Here are some questions to get you started —

■ Is it okay to share information about you with co-workers and others?

■ Is it okay to make personal phone calls while working a shift?

Is it okay to use your refrigerator for personal food and beverages?

Are personal phone calls okay at work?

Will the DSP support you even if they don’t agree with your values?

Circle the qualities that you want your DSP to have — and add some of your own!

Assertive

Balanced

Calm

Caring

Committed

Common sense

Communicative

Compassionate

Conscientious

Consistent

Cooperative

Creative

Decisive

Dependable

Determined

Diplomatic

Empathetic

Encouraging

Enthusiastic

Flexible

Good sense of humor

Honest

Insightful

Takes initiative

Mature

Modest

Objective

Organized

Patient

Positive

Professional

Punctual

Resourceful

Respectful

Self-directed

Sincere

Smart

Understanding

Visionary

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Make a list of the things you want your DSP to do

What would you like your DSP to know and be able to do? Consider the following when making your list —

■ Prepare meals

■ Help you eat

■ Help you dress and undress

■ Take you places

■ Help with bathing and grooming

■ Clean your house

■ Help you go to the bathroom

■ Run errands

■ Help you be healthy

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Direct Support Professional Recruitment Toolkit

This toolkit arms individuals, families, and organizations with the marketing tools they need to attract and recruit quality DSPs through a dynamic and targeted recruitment campaign. Includes templates for posters, brochures, newspaper ads, and recruitment cards.

Find, Choose & Keep Great DSPs

This full-color easy-to-use toolkit comes in two versions — one for families and one for people with disabilities — and is designed to help anyone looking for quality, caring, and commited DSPs.

NADSP’s Frontline Initiative

This newsletter contains timely coverage of issues important to DSPs and supervisors and provides tools to advance the profession of direct support. Included with NADSP membership. Go to www.nadsp.org.

As a society we must move to a place where we view

direct care as a long term profession — a career

choice — rather than simply another job.

~ Class Ltd., Columbus, Kansas

The Research & Training Center on Community Living is housed at the Institute on Community Integration, College of Education and Human Development, University of Minnesota and is supported in part by the National Institute on Disability and Rehabilitation Research, U.S. Department of Education (#H133G980082).

The University of Minnesota is an equal opportunity educator and employer. This document is available in alternate formats upon request.