Practical Workforce DevelopmentRecruitment & Retention…..getting it right John Sauer, University of Minnesota

Disability In-Service Training Support Service Inc.

Practical Workforce DevelopmentRecruitment & Retention…..getting it right

John Sauer, Project CoordinatorResearch and Training Center,

University of Minnesotasauer006@umn.edu

November 6, 2008

Agenda

• Learning Outcomes• Background/Workforce Challenges• Workforce Development Resources (USA)• Intervention Strategies

– Marketing, Recruitment, Selection– Orientation, Socialization, Mentoring– Training, Credentialing, Professional Development– Team Building, Participatory Management, Recognition– Developing Frontline Supervisors– Systemic Solutions

• The Organizational Workforce Development Plan and Process• Brainstorm/Prioritize Follow-Along Activities• Conclusion and Evaluation

Learning Outcomes

By the end of the workshop, participants will be able to:

• Describe several key DSP workforce challenges (USA/AUS)• Identify several DSP Workforce resources in USA • Discuss at least one intervention strategy for: recruitment,

selection, orientation, training, and retention.• Explain the key components of an organization intervention

plan• Each organization commits to completing an Action Plan• Create a framework for future learning

“This is Mary.” She’s 61, has a great smile and is

always ready to grab your hand to go for a

walk, a ride in the car or to get up and dance…

My Motivation is my sister, Mary

What We Want: Passionate Commitment to Creating Inclusive Communities

• People have personally joyful and fulfilling lives• People live in their communities of choice • People have real work and/or meaningful things to do during the

day to keep them motivated and inspired about life, that they choose to do AND that they are paid appropriately to do

• People have friends with and without disabilities• People do things in their life that many other people do in their

communities and that they also enjoy doing• People have new and different experiences that are integrated• People remain connected to families and are supported to do so• Community members are involved in making it all happen

Workforce Challenges

“As DSPs we are: Under-paid, over-worked, undermined, overly-used, and under-valued”

A DSP perspective Wayne Hobson, SPIN - PA

Status Quo is ExpensiveExecutive Director Perspective

• Average turnover rate of 55%

• Vacancy rates as high as 18%

• New hire average cost is about $2,400 - $3,500

• No occupational title

• Low wage ($8.68 US)

What do people with disabilities say?

• We want DSPs to treat us like other people

• We want programs thathelp + encourage us to do things in our communities

• We want assistance inlearning new skills

• We want DSPs to advocate for us and help us to learn to advocate for ourselves

Summary adapted from one that first appeared in Impact: Feature issue on direct support staff.

There Are Not Enough DSPs

Figure 5. Demand for DSP Recruits to Meet Projected Demand for LTSS, 2005-2020 at Current 50% Turnover and with Annual

Reductions by 2% (50% in 2005, 48% in 2006, 46% in 2007, etc.) to 30%

0

200,000

400,000

600,000

800,000

1,000,000

2005

2007

2009

2011

2013

2015

2017

2019

Year

DSP

s R

ecru

ited

At constant 50%turnover

At 2% annualreductions to 30%

Hewitt, Larson, Lakin, 2006

Status and Image

Wages and Benefits

• Low wage• Family of four lives below poverty

line• Most are non-benefited positions

– When benefits are offered they are not utilized because of affordability

– $10 hour - $400 week and average out of pocket insurance premium is $300 for family coverage

New Trends in Supports

• Roles of DSPs are changing• More people whom DSPs support are living in

smaller community settings and need individualized supports

• Increased dispersal and isolation of DSPs• Therefore, DSPs need to rely more on their own

knowledge and skills to problem solve various situations

Education and Training Challenges

• H.S. degree, driver’s license and pass criminal background check• Mandatory minimum-focus on rules and regulations• Tremendous variation in quality and quantity across

organizations-lack of competency-based training• Little attention paid to adult learning• No career path, certification or credentialing exists for DSPs• Tremendous barriers for DSPs

– Work more than one job– Geography– Incentives– Attitudes

Poor Workforce Outcomes → Poor Quality Supports

• Poorer healthcare outcomes• Fewer opportunities for community

inclusion and activities• Family trauma

– Lost jobs– Increased stress/anxiety

• Feelings of fear, anger, frustration

3

Workforce Challenges

• Lack of workforce capacity to meet demand for disabilityservices

-Lack of career path -Low pay -High turn over -Ageing workforce• Lack of local research to provide evidence base for staff

training programs• Lack of adequate workforce planning policy & data base• Changing nature of the support needs of pwd - introduction of individual / case based-funding - ageing population of people with a disability

Trend/Issue United States AustraliaData Much primary source at

state levelMost anecdotal or secondary source

Turnover 43-75 Less than 30%Vacancy 8-20% Unknown vacancy rate,

increased demandWage $8.68 (US) Approx 16 to 18 (AUS)Healthcare Benefit Limited access, poor

utilizationUniversal

Organized Labor Unknown but estimated at less than 5% of private sector nationally; higher percentage in public sector

Certification/Credential Voluntary national credential newly launched

Mandatory/Voluntary (depending on state) national certification since 1996

Professional Title Many ManyPrivate vs. Public Sector Primarily private About 50/50Status, Image and Empowerment

Poor Poor

Table 1. Comparison of Direct Support workforce Trends and Issues: U.S. and Australia

National Resources to Address Workforce Challenges

Adult Services & Community LivingUniversity of Minnesota

DSP Workforce Web Sites

• http://www.rtc.umn.edu/dsp - direct support workforce issues in community human services

• http://www.dswresourcecenter.org – CMS funded national center on direct support worker issues in health and community human services

• http://www.annapoliscoalition.org/ - behavioral health, paraprofessional and professional workforce issues as well as rural

• http://www.nadsp.org – national association for direct support professionals

• http://www.paraprofessional.org/ - paraprofessionals in health care industry including nursing home, home health and PCA

National Alliance for Direct Support Professionals

www.nadsp.org

DSW Resource Center Web site

Tools for learning about the challenges and pursuing the interventions

RRD• Frontline supervisor

self-assessment• Competencies• Background for the

instructor• Group activities• Worksheets• PowerPoint slides• Homework• Self-assessments• References• Resources

Book• Competencies• Understanding the

Problem• Research basis • Comprehensive written

narrative describing strategies

• Overcoming Barriers • In the Spotlight• Questions to Ponder• Illustrative self-

assessments• Tools• References• Resources

CFSM• Pretest• Objectives and

competencies• Multimedia

presentation of content

• Stories and examples

• Self-paced activities• OJT Checklist• Portfolio Examples• Posttest• Self-assessment• References• Resources