Below you will find information and resources on the recruitment and employment of direct support professionals. This information is intended for all of those who employ members of the direct support workforce, both providers and self-directed.
This information is designed to help employers attract employees for the direct support workforce. It includes customizable marketing templates and documents on best practices for recruitment, emphasizing that recruitment is a critical first step in the employment process.
Once candidates are interested in the vacant position, the next step is the selection process. These tools are designed to help identify and choose the candidate who will best fill the role.
The University of Minnesota Institute on Community Integration has partnered with various contributors in Rhode Island to create this Realistic Job Preview (RJP) video for the role of the direct support professional (DSP). The RJP serves as a valuable tool in the selection process and aims to communicate a clear and honest picture of what a DSP’s job is really like. It shows both the rewarding and the challenging parts of the role, so people can decide if the job is a good fit for them. This helps with reducing turnover, improving job satisfaction and making sure the right people are hired for the role.
Once the new employee is selected, the next step is training. Each employee brings a unique background and level of experience to the role. While some may have extensive knowledge applicable to their position, it’s crucial to provide standardized training for all employees. This ensures consistency and aligns everyone with the employer's expectations and practices. The following information can be used to guide essential steps for training the team.
This document is a template for employers to consider when developing their training plan for their direct support professionals. Items within each section are not in any particular order and align with current (2023) BHDDH training requirements. Time frames of topics may need to be shifted to later in employment based upon scheduling and employer-specific training programs. This template assumes that an employer has completed the pre-hire process consistent with their hiring and selection practices.
The Rhode Island State Workforce Initiative for Training and Professional Development workgroup has endorsed and adopted the DSP Competency Areas published by the National Alliance for Direct Support Professionals. The competencies provide an outline of skills and knowledge needed in the role. These competencies are provided as guidance to help inform and elevate the DSP occupation.
Employers can use the DSP Core Competencies Guide as a resource to assist in DSP evaluation, as well as to inform the knowledge and skills to be highlighted in training. It is also possible to use the DSP Core Competencies to design a “competency-based job description” for DSPs.
The Direct Support Professional Code of Ethics was developed by the National Association of Direct Support Professionals to serve as an ethical guide. The Code of Ethics intends to guide direct support professionals in resolving ethical dilemmas faced in their profession every day.
After orienting and onboarding an employee, it is crucial for employers to focus on retention. Losing DSPs disrupts the continuity of support and negatively impacts those supported. Additionally, turnover incurs significant costs, as it requires employers to repeat the hiring process. These materials and resources (to come) can help retain employees.
This report for the period of July 1 to Dec. 31, 2023 provides a comprehensive summary of workforce data for Rhode Island, focusing on direct support professionals (DSPs) and frontline supervisors (FLSs). It evaluates whether statewide efforts are effectively impacting workforce conditions. The report is designed to inform people with disabilities, their families, employers, state partners and policymakers with insights in both detailed and plain language (easy read) versions.