- Final Report on the Developmental Disabilities Planning Council Grant: Project Title: Direct Support Alliance NYS Chapter (2010-2012) A final report of the grant that enabled the incorporation of a New York State Chapter of the National Alliance for Direct Support Professionals (NADSP), known as the Direct Support Professional Alliance of New York State (DSPNYS); the cultivation of relationships between DSPANYS, self-advocates, family members and government officials; trainings and publications for Direct Support Professionals (DSPs) on a host of issues, including NADSP’s Code of Ethics and competency standards; DSPANYS advocacy before the Legislature and the Executive on the need for a Code of Ethics, competency standards and adequate compensation for direct support professionals; the inclusion of DSPNYS members on Office for People with Developmental Disabilities’ workforce development workgroups; and training for executive directors and senior staff of agencies on the profession of direct support, the Code of Ethics and competency standards.
- “Lost in the Shadows – Willowbrook and the Era of Institutionalization: In this speech to Albany Law School students, Clarence J. Sundram provides a history of institutionalization and care for people with disabilities and discusses the important concept(s) of "conscience to acquiescing" as he challenges them with, "There, alone with your conscience, in that small place, you must decide where you stand in protecting human rights of people with disabilities"
A Paradigm day of conversation about ensuring good support with and for people with learning disabilities
2 March 2012 • St Matthew’s Conference Centre • London
- QUALITY AND THE WORKFORCE: A JOINT CQL AND NADSP PERSPECTIVE ON THE IMPORTANCE OF THE DIRECT SUPPORT PROFESSIONALS: By James F. Gardner, PhD, CQL CEO and President & Joseph M. Macbeth, NADSP Executive DirectorThe National Alliance for Direct support Professionals (NADSP) and CQL | The Council on Quality and Leadership recognize the fundamental and essential role that members of the human service workforce play in supporting quality of life for the people. The National Alliance for Direct Support Professionals (NADSP) has long held that the presence of a stable, committed and professional direct support workforce – one grounded in ethical standards and trained to proficiency in person-cantered supports – is critical to the success of any human service agency in its fundamental mission of assuring the health, safety and growth of the individuals it supports. CQL has incorporated workforce factors into quality metrics for many years and the research and data analysis has proven the critical importance of a well-trained, stable and qualified workforce for quality of life for persons’ receiving services. (2012)
- Letter to US DOL – The National Alliance for Direct Support Professionals (NADSP) has been working to enhance the status of direct support professionals and promote the development of a highly competent human services workforce for more than fifteen years. As the leading advocacy organization that represents 1.2 million direct support professionals who support people with intellectual and developmental disabilities, we strongly support the United States Department of Labor's proposed regulations (RIN 1235-AA05) to ensure that all direct support workers receive the same labor protections as other American workers. (Read the full letter here)
- Ethics of Possibility: John O’Brien. Our field has grown accustomed to talking about a workforce crisis –a growing shortage of personal assistants mostly created by a heartless politics of cheapness that results in poor compensation and low status for the workers that vulnerable citizens depend on for their lives– and it is good that this talk leads to action, such as the initiatives of the National Alliance of Direct Support Professionals. But this important concern need not obscure a search for ways to liberate the energy for good that even people working in straitened circumstances can contribute when they guide their work with an ethics of possibility. (2011)
- “Commitment, Capacity and Culture: Solutions for the Direct Support Workforce Crisis”: The intent of this paper is to provide practical solutions to the unfolding crisis concerning America’s direct support workforce by making a commitment to direct support professionals by building their capacity to meet future needs and creating a culture that values them as the most important factor in the ID\DD service delivery system (2011)
- A Synthesis of Direct Service Workforce Demographics and Challenges Across Intellectual/Developmental Disabilities, Aging, Physical Disabilities, and Behavioral Health- This paper provides an overview of the direct support workforce challenges across disability sectors and it provides a call or action regarding these issues that is agreed upon and applicable across disability sectors. This paper was developed as an activity of the national DSW Resource Center that is funded by CMS. (2008)
- National Validation Study of Competencies For Frontline Supervisors and Direct Support Professionals - This study examined organizational workforce outcomes; characteristics of and differences between managers, Frontline Supervisors (FLS) and Direct Support Professionals (DSPs); and workplace competencies, training needs, and timing of training for FLS and DSPs. Using survey methodologies, the study validated nationally the results of two comprehensive Minnesota analyses of competencies needed by DSPs and FLS, extending the existing analyses by sampling direct support professionals (DSPs), first-line supervisors (FLS) and managers in 77 agencies in five states. (2007)
- This is a Report submitted to Congress on the supply and demand of direct support professionals needed to serve people with intellectual and developmental disabilities (ID/DD). Report to Congress on the Supply of Direct Support Professionals Serving Individuals with Intellectual and Other Developmental Disabilities(2006)
- CMS Direct Service Workforce Demonstration Promising Practices in Marketing, Recruitment and Selection Interventions - The Centers for Medicare and Medicaid Services (CMS) initiated a Demonstration to Improve the Direct Service Community Workforce to test the effectiveness of different workforce interventions on the retention and recruitment of Direct Service Workers (DSWs). This report identifies promising practices in direct service worker marketing, recruitment, and selection across the CMS grantees. Under a contract to provide technical assistance to the DSW grantees in collaboration with The Lewin Group (Lewin), the Research and Training Center developed this report. (2006)
- Issues in the Direct Support Workforce and their Connections to the Growth, Sustainability and Quality of Community Supports - Difficulties in assuring adequate direct support staff recruitment, retention and competence are widely reported as the single biggest barrier to the growth, sustainability, and quality of community services for people with developmental disabilities. This paper explores the complexity of the direct support workforce crisis, the effects of this crisis on various stakeholder groups and potential strategies to address them. (2001)
- Minnesota Waiver Report - An independent evaluation of the quality of services and system performance of Minnesota's Medicaid home and community based services for persons with mental retardation and related conditions. (2000)
- Impact - A quarterly newsletter containing articles that focus on areas related to persons with developmental disabilities.
- Personnel Initiative '97: A Comprehensive Workforce Development Plan for Human Service Workers - This document identifies specific short and long-term strategies to address challenges in the human service direct support workforce and makes recommendations regarding legislative action that would be necessary to carry out these solutions. (1997)
- Recruitment Issues for Minnesota Agencies Serving People with Developmental Disabilities or Severe and Persistent Mental Illness: Final Report Executive Summary - This study describes recruitment challenges faced by 144 randomly selected residential, vocational, in-home support, and mental health agencies in Minnesota (of 488 eligible agencies). (1997)
Policy Research Brief - A newsletter summarizing research on policy issues affecting persons with developmental disabilities.