SPEAK contracts with the University of Kentucky Interdisciplinary Human Development Institute (IHDI) who evaluate progress on reaching project goals and objectives. The following information comes directly from this report:
    All but one agency showed equal or greater retention following the commencement of SPEAK.
Overall, the all agency average retention post-SPEAK was 87.97% compared to 79.30% before SPEAK.  It is important to note that there is a ceiling effect, that is, because there is a maximum of 100%, there is a natural leveling-off of the data as the maximum approaches.  Three of the agencies, those that had the lowest retention rates pre-SPEAK, have shown gains of 15% or more.  These gains are shown in the graphs below to demonstrate the relative differences in retention before and after SPEAK. 
    Retention data support the efficacy of project SPEAK.  Causal links cannot be made, and increases in retention could be due to other internal or external factors.  The clear temporal relationship, however, supports the correlation between SPEAK services and retention.
    SPEAK has continued to make progress over the second year.  Four of the five major strategies have been implemented at this time, with limited implementation of the fifth strategy.  The pre-service orientation and ongoing recognition of DSPs were typically regarded as the best and most useful strategies of SPEAK.  The training sessions were well-received by DSPs, however there were some logistical concerns about the sessions from managers.  Furthermore, attendance at training sessions, while considered good, has not significantly increased during the second year.  The only key source of concern among the strategies was the implementation of the mentorship period.  Revisiting and revising this strategy might be warranted.  Additional feedback from DSPs regarding the mentorship period, from both those who have had mentors and those who have not, may help clarify the usefulness of the mentorship period.
    Outcome data at this time reflect very positive trends.  Job satisfaction results demonstrated that overall, DSPs were satisfied with their work.  Questions pertaining to the value of the work were the top rated items while questions addressing pay, benefits, and advancement were rated the lowest.  While the scores on many questions were lower (i.e., less satisfied) in year 2 compared to year 1, the scores were generally very positive.  The second, more intermediate outcome, also showed positive results.  Retention rates continued to rise among agencies as well as overall.  These gains cannot be attributed directly to SPEAK, however the temporal contiguity of the gains suggest SPEAK may be a factor.  A third year of data will show whether the trend continues and may be more indicative of a SPEAK influence.
    Finally, it should also be noted that both DSPs and partnering agencies are supportive of the project.  Managers and agency heads consistently started they were very pleased with the SPEAK Coordinator and staff.  In fact, several said the best aspect of SPEAK was its staff.  All interviewees went out of their way to say that DSPs love SPEAK and the project is important to them.

    MINNEAPOLIS, MN. – The National Alliance for Direct Support Professionals (NADSP) has developed and unveiled its first-ever national credentialing program for Direct Support Professionals who provide frontline human services in the community...The NADSP credential is a portable credential that represents consistency in direct support education, work-based learning and competence. NADSP developed this program following a decade of advocacy, research and outreach regarding the profession of direct care. Consensus has evolved among NADSP affiliate chapters across the United States and sponsoring organizational members of the NADSP regarding the issues that confront the direct support profession. This national credentialing program is one of the many outcomes of that work.
The NADSP credentialing program gives DSP’s the opportunity to commit to the profession of direct support through a three-tiered credential program. The three credentials are DSP-Registered, DSP-Certified and DSP-Specialist.
Each level involves additional training and expertise and a commitment to the profession. You can find all of the details and applications for the new credentialing program at www.nadsp.org/credentialing.
Upon completion of the DSP-Registered level, a DSP will then be eligible to complete expert training in the key competencies of empowerment, communication, planning, ethical practices and advocacy to become a DSP Certified. The third level of the program recognizes those DSP’s who have gone through specialized training and have demonstrated competence in providing specialized support to individuals with disabilities in community human services. A common component in the requirements for all levels is a knowledge of and understanding of the NADSP Code of Ethics. DSP’s, as part of this process, must sign a commitment to adhere to the NADSP Code of Ethics. The code can be found on the NADSP website. In order to receive a DSP certified or specialist credential the DSP must complete an approved training program.
·  The first approved curriculum is the U.S. Department of Labor (DOL) certified apprenticeship program for the occupational title of direct support specialist.

·  The second approved curriculum is the College of Direct Support (CDS). The CDS is a multimedia, interactive web-based curriculum that is designed to be used in conjunction with employer-based training. Courses include: 1) Supporting healthy living, 2) Safety at home and in the community, 3) Cultural competence, 4) Positive behavior support, 5) Introduction to disabilities, 6) Maltreatment of vulnerable adults and children, 7) Supporting friendships and relationships, 8) Direct support professionalism, 9) Introduction to medication support, 10) Person centered planning and support, 11) Teaching skills, 12) Documentation, 13) Community inclusion, 14) Individual rights and choice, and 15) Personal and self care. Employers and post-secondary programs that do not have an existing DOL- approved apprenticeship program or do not use the CDS can apply to the NADSP to have their programs reviewed and accredited so their graduates can apply for the national credential. To inquire about this review process, contact NADSP for more information. Although the NADSP credentialing program is new, the NADSP is an organization that has been around for many years.
The group has representatives from the fields of mental health, developmental disabilities, child welfare, education, and many others in the human services community. Currently, there are 28 NADSP affiliates in 19 states across the U.S. NADSP state affiliates are direct support advocacy groups or individuals interested in direct support issues who provide NADSP with information on what's important to DSP's in their area. Olson explained that the Alliance has developed a national agenda to address conditions chronicled for 25 years that are harmful to people who rely on human services – chronic and high staff turnover of support personnel, low social status, insufficient training, limited educational and career opportunities, and poor wages. “These serious issues undermine the commitment of the Direct Support Professionals, and have made it very difficult to recruit and train qualified and committed individuals in direct support roles in every area of human services,” he explained. The NADSP believes that service participants and DSP’s are partners in the move towards a self-determined life, and in complimenting and facilitating growth of natural supports. “We recognize that people needing support are more likely to fulfill their life dreams if they have well-trained, experienced, and motivated people at their side in long-term, stable, compatible support relationships. We also recognize that well-planned workforce development strategies, such as NADSP’s national credentialing program, are needed to strengthen our workforce,” Olson said.
Article printed with permission from NADSP, www.nadsp.org

Dear Beth,

I'm stressed out to my eyeballs!  I've worked as a residential house manager for over a year, which is long enough for me to see a pattern in the kinds of people who fill DSP vacancies at my house.  The ones who are good end up being overworked and stressed out, so they quit after a few months.  The ones who are lazy end up sticking around forever, but all they want to do is sit on the
couch and get a pay check.  I'm tired of working over
70 hours a week and beginning to have some health problems myself from being overworked.  I love the people I support and don't want to leave them, but I'm running out of strength and running out of options.  Please help! ~Tired DSP
 

Dear Tired DSP,
I am sorry that the conditions of your job are taking its toll. As you know your field has an ongoing problem with recruitment and retention of a highly competent human services workforce. DSPs need high levels of skill, knowledge and abilities as well as a strong commitment and ethical underpinning to perform the work that they are asked to do. In return, the DSP must be given respect, support and a livable wage, as any professional would expect! It is my personal feeling that SPEAK, the National Alliance of Direct Support Professionals and each of our Partner agencies are working diligently to improve the status and image of the DSP workforce. But it is going to take increasing opportunities for education and training, policy change at organizational, local, state and national levels, which mean DSPs must also take personal responsibility to influence change in the work many of you love to do.
However, that is not an immediate fix to your problem. This is a systemic issue and you need to pull your supervisor, recruitment specialist and others in to fix the issue at hand.
My advice is that you need to convey to management that the situation at hand is wearing you out and it is taking a personal toll. Trust me they don’t want to lose you. As for those “couch sitters,” if you are their supervisor and have conveyed your expectations through instruction and evaluations, then go to the next step and use your agency’s disciplinary action protocol! That is what it is there for. If you lose the “couch sitter” so be it. They weren’t helping you or those you support anyway.  

 

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Beth Richardson
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Louisville KY 40202