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Recruiting and Retaining the Next Generation of Human Service Workers

rtc.umn.edu/dsp

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14.8%

20.2%

27.3%34.3%

40.5%

48.

0%

10%

20%

30%

40%

50%

60%

Total U.S.Employment

LicensedPractical Nurses

RegisteredNurses

Nursing Aides Personal CareAttendants

HomeAi

U.S. Demand for Workers Projections[2002 2012]

Source: Occupational Employment Projections February 2004, U.S. Bureau of labor Statistics .

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Wages Matter Wyoming 2002 Wage Initiative:

Investment $7.6 million state; $14.7 million federal

But Wages arent the only thing

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Recruitment and Retention InterventionStrategies

Finding and Welcoming New Employees Recruitment and marketing

Marketing Toolkit Inside recruitment sources Marketing campaigns

Selection and hiring Structured interviews Realistic Job Previews

Orientation and Socialization Competency-based training and career paths

College of Direct Support

Mentoring programs Apprenticeship and credentialing

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Recruitment and Retention InterventionStrategies

Improving organizational management practices Professionalizing DSP roles (NADSP) Creating a culture of respect and empowerment Team building Participatory management

Recognition Programs Enhancing the skills of frontline supervisors

Core Competencies College of Frontline Supervision and Management

Systemic solutions Wage and benefit campaigns

Statewide workforce initiatives Improve quality improvement efforts Core competencies for DSPs

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Niche GroupMarketing

Gen X and Yrs Faith communities

Retirees Students Displaced workers Stay at home

parents

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Realistic Job Previews

Present non-distortedinformation

to job applicantsabout the joband the organization

before a job offer hasbeen made

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WA: Referral and Workforce ResourceCenters Expanding the Universe of Workers

Funding Source: CMS Direct Service Workforce Demonstration Grant Interventions:

Online worker referral registry matching consumers to available individual providers (1,800 individual providers wereregistered by Feb 2006 and 676 referrals had been provided)

Provides resources to consumers about how to hire, interview and supervise individual providers Realistic job preview info for individual providers including web site, self-assessment and video Peer mentoring for individual providers Professional development for individual providers Insurance for individual providers

Under the Home Care Quality Authority www.hcqa.wa.gov

Serves consumers receiving in-home services and the independent providers they directly hire in four regions

http://www.hcqa.wa.gov/http://www.hcqa.wa.gov/http://www.hcqa.wa.gov/

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CMS Real Choice Systems Change Grants

20 states First awarded in 2001 Designed to improve recruitment in

retention of direct support workers inboth health and human services

Recruitment efforts public awareness campaigns, job fairs, worker registries, back up systems or nontraditional

populations; Training and career ladders

pre-service training,

specialized skill training, training delivery strategies, career ladders;

Extrinsic reward efforts wages, health benefits, access to loans;

Culture changes worker associations, caregiver support groups, improved work environments, consumer directed programs;

Systems administration and planningefforts data development,

state policy changes job profiling.

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Strategies Workforce plan Trained 522 supervisors Interventions

RJP video shown to 491DSPs KSDSP org started College of Direct Support

for 371 DSPs Piloted apprenticeship

model Targeting Marketing

Results DSP turnover reduced

from 58% to 49% FLS turnover reduced

from 23% to 16% Early turnover reducedfrom 48% to 41%

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National Training Institute for FrontlineSupervisors and Technical Assistance

Project Comprehensive ApproachesParticipants 5 States and 8 Organizations 17 Trainers Trained in 2 Train the

Trainer Intensives

Supervisor Training 590 Attended RRD Training 317 Learners Completed 3,075

CFSM Lessons Online 238 Attended Other TrainingDSP Training 101 Trained using CDS 222 Got Revised Training

Other Intervention Examples 2090 Saw RJP 552 Got Revised Interview 505 Welcomed in a New Way

85 Participated in a Mentoringprogram 320 Promoted 382 Participated in NADSP

Project funded by the National Institutes onDisability and Rehabilitation ResearchH133G030058

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DSP Turnover 2003 to 2006 NTIFFS Pa rticipa

0%

10%

20%

30%

40%

50%

60%

70%

80%

A B C D E F A verage

T u r n o v e r

DSP Turnover Reduced an Average of 18%in 2.5 Years: NTIFFS

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Measuring Outcomes: Pennsylvania 2005Collecting and Monitoring Information

36%39%

14%

5%

17%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

Turnover % left w/in 6 months Vacancy Rate

P e r c e n

tDSP

FLS

42% in 1999 PA legislative

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Direct Service Workforce DemonstrationGrants (CMS)

Awarded in 2003 and 2004, 10 states

Delaware, Louisiana, Maine, New Mexico, North Carolina, Arizona, Indiana, Kentucky, Virginia and Washington state

Designed to reduce in DSP vacanciesand turnover rates in health andhuman services.

Interventions: providing access to health care

benefits, realistic job previews, orientation and socialization

programs, enhanced training or education

programs, peer mentoring programs, marketing and recruitment

campaigns, worker registries, recognition programs

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Direct Service Workforce DemonstrationGrants (CMS): SPEAK Improve hiring practices

0%

10%

20%

30%

40%

50%

60%

70%

2004 2005 2006

T u r n o v e r

R a t e s

Interventions: Pre-service orientation Realistic job previews

Orientation andsocialization withmentors

Enhanced training andeducation

Recognition

www.dspspeak.org

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National Alliance for Direct SupportProfessionals (NADSP) Identity and Image

The NADSP promotes thedevelopment of a highly competenthuman services workforce whichsupports individuals in achieving their life goals.

Resources include: NADSP Membership NADSP Web site NADSP Credentialing Program Code of Ethics

Frontline Initiative Moving Mountains Awards

www.nadsp.org

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National DSPCredential Program

On July 1, 2006, a nationalcredentialing program for DSPswas launched by the NADSP. Industry driven and VOLUNTARY Establishes national patterns for work-

based learning and related instruction Based on nationally validated

competencies (knowledge, skills, andattitudes), the NADSP Code of Ethicsand DSP Professionalism

Affordable, flexible, portable, andnationally recognized

Verification process to confirm DSPcertification status

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Direct Support WorkforceResources

The Lewin Group (Medicaid)*www.lewin.com

Paraprofessional Healthcare Institute (long-term care)*www.paraprofessional.org

Research and Training Center on Community Living, University of Minnesota(community supports for people with disabilities)*

http://rtc.umn.edu/dsp The Westchester Consulting Group (personal assistance)*

www.westchesterconsulting.com Institute for the Future of Aging Services (aging)*

www.futureofaging.org Annapolis Coalition on Behavioral Health Workforce (SAMSA)

http://www.annapoliscoalition.org

Cornerstone for Kids (children) http://www.cornerstones4kids.org

www.dswresourcecenter.org

http://www.lewin.com/http://www.paraprofessional.org/http://rtc.umn.edu/dsphttp://www.westchesterconsulting.com/http://www.futureofaging.org/http://www.annapoliscoalition.org/http://www.cornerstones4kids.org/http://www.dswresourcecenter.org/http://www.dswresourcecenter.org/http: