Moving Mountains - Past Winners
St. Coletta’s Of Wisconsin was recognized for its innovative recruitment and retention practices through an initiative called “Project Moonshot”. Moonshot, which was developed in April 2016 as a solution to an ongoing staffing issues with retention. This initiative includes competency based job evaluation, promotional and career advancement opportunities, and competitive wages and benefits.
2016 and 2017 Winners
Penn-Mar Human Services was recognized for its Career Ladder Program that improves individual outcomes and staff retention by developing a credentialed workforce with professional standards. Under the premise that elevating the direct support profession by expanding the knowledge and thinking of the staff will result in improved lives of the individuals they support, their families, and the staff providing it. Ultimately, Penn-Mar is improving the perception of professional opportunities in the industry, which expands the labor pool as the need for direct support professionals remains a national crisis. Penn-Mar is advancing this goal through a commitment of both time and resources to support direct support professionals interested in pursuing certification. The commitment for credentialing staff is prevalent throughout the organization at all levels of management and leadership through the Board of Directors.
Black Hills Works has made clear that all levels of their organization see the role of the direct support professional as the most “important” position in the organization. This has been achieved through an ongoing relationship with the NADSP and The Research and Training on Community Living at the University of Minnesota. Through using the NADSP Competencies, the NADSP Code of Ethics and a vast assortment of validated resources, Black Hills Works has created a robust direct support career ladder. Furthermore, their Frontline Leadership Development Program supports a management structure that focuses on direct support development and the vitality of leadership with the ultimate focus being direct support education and life-long learning.
Life’s WORC . Through a holistic and comprehensive “Person-Centered Living Enhancements” initiative, Life’s WORC was recognized for the development of all their staff in what they call, a “customer service” trajectory. The “customers” of which Life’s WORC is speaking include the people they support as well as the hundreds of direct support professionals they employ. Financial incentives, career ladder initiatives, and professional development opportunities for all staff permeate the culture of this organization. As they continue to measure direct support retention, they are continuing to see lasting tenure and high employee satisfaction across their workforce.
The Arc Northern Chesapeake Region’s Training and Development Program is multi-faceted and focuses on orientation, ongoing in-service learning that is values driven and leadership development. The Arc of Northern Chesapeake Region has invested in NADSP curricula for several years and they have been pioneers in the use of NADSP’s Informed Decision Making and Frontline Supervisor Train-the-Trainer Curricula. Along with financial incentives and career ladders and lattices, they have developed and highly educational culture and learning organization for direct support professionals and frontline managers.
The Ohio Alliance of Direct Support Professionals (OADSP) was recognized for its “Community Connections Career Partnership (C3PO). This is a program that combines high school classroom education (through OADSP’s Credentialing Program-DSPaths) and a one year long internship program, culminating with the students developing a portfolio that demonstrates their ability in a variety of direct support competency areas, and earning a credential upon the successful completion of the course. Upon graduation, the expectation is that these students will find positions as direct support professionals and continue working in the I/DD field.
The Arc of Orange in Newburgh, NY has utilized the College of Direct Support, NADSP Competencies, NADSP Code of Ethics and finally the NADSP Credentialing system in creating a robust career advancement program. They have created a career ladder for direct support professionals to remain in direct support roles while earning extended generous base salary increases commensurate with achievement of NADSP DSP C-1, 2 and 3 Levels of Certification. The primary intention behind this initiative is to allow direct support professionals to stay in direct care positions and not necessarily climb to supervisory or positions of advancement that are not in direct interaction with the people they support. Several organizations from around the United States have reviewed the financial and programmatic structure that The Arc of Orange has created and they have emulated what this organization has done for direct support professionals.
NYC Training Collaborative (United Cerebral Palsy of NYC, Heartshare Human Services, and Services for the Underserved) for their ground-breaking work in developing a nationally accredited credential program for frontline supervisors. The purpose of this credential is to better assist direct support professionals to embrace the Code of Ethics and excel at the demonstrating Core Competencies on the job.
Center for Disability Services in Albany, New York for their proactive work in teaching direct support professionals the Code of Ethics and Core Competencies through the creation of instructional videos and manuals, two of which are posted on the New York State OPWDD’s website and are being used statewide for the same instructional purposes.
The Resource Center, Jamestown NY P.A.C.T – People Achieving Certification Together is a cohort program developed to assist direct support professionals in the process of obtaining DSP-C Level certification through the National Alliance for Direct Support Professionals.
Monarch Inc. in Albemarle, NC was recognized for implementing a variety of direct support professional initiatives that improved recognition, knowledge, skills and values across the entire organization. Monarch’s direct support workforce provide support to thousands of individuals every year within their home and community and they are uniformly considered to be the most important resource of the agency, second only to the people they support.
2013 Award Winners
Anderson Center for Autism (ACA) offers all agency staff professional development opportunities through the ACA Career Ladder Learn and Earn Program. ACA created the Career Ladder Learn and Earn Program to support their mission and promise of serving people with ASD and developmental disabilities with the highest level of respect, integrity and competence available. It is ACA’s philosophy that a highly trained and educated workforce will have the ability to provide a higher quality of care, create stronger and more meaningful loyal relationships, and provide an environment that is conducive to learning. Through the ACA Career Ladder Learn and Earn Program, DSPs are encouraged, supported, and compensated for increasing their skills and developing a broad knowledge base necessary to perform at the highest possible proficiency level.
2012 Award Winners
ARC Broward Learning Institute employs over 300 Direct Support Professionals (DSPs) who support over 1,200 children and adults through its 19 programs and 3 social enterprises. ARC Broward Learning Institute aims to address all five of the NADSP goals by providing DSPs with quality, affordable, and professional development training designed to enhance care and promote a better quality of life for those they serve. You can find more at www.arcbroward.com
The East Bay Innovations/SEIU Labor/Management Training and Career Ladder Development Committee has demonstrated significant progress towards their goal of improving the quality of support provided to people with Intellectual/Developmental Disabilities served by EBI. Some of their important initiatives include providing training to DSPs that is designed to improve the quality of their work and increase their confidence and job satisfaction and qualify them for promotion, and ultimately reduce turnover by providing advanced training and career opportunities. You can learn more at www.eastbayinnovations.org.
2011 Award Winners
NADSP/College of Direct Support Credentialing Project through Mat-Su Services for Children and Adults in Wasilla, Alaska: Mat-Su Services for Children and Adults has actively promoted the NADSP Credentialing Program by encouraging and supporting their employees to become first DSP-Registered and next DSP-Certified. By offering employees workshops and one-to-one mentoring on portfolio work sample development, access to College of Direct Support coursework, and opportunities to review key concepts together, Mat-Su has become a leader in successful applications for the competency-based DSP-Certified credential at NADSP.
Pathways to Excellence (P2E) Program through Ability Beyond Disability in Bethel, Connecticut: Ability Beyond Disability’s Pathways to Excellence (P2E) program offers a clear path from entry level to professional role, with increased compensation to match. The program recognizes that many direct support professionals (DSPs) want to find a way to further their careers, but not necessarily in a management or supervisory capacity. Through the P2E program, employees can advance either vertically (into leadership roles) or horizontally (continuing to provide direct support while being recognized for advancing skills and knowledge). Since beginning the program in 2008, Ability Beyond Disability has decreased turnover of DSPs by 10%, with 97% of the 145 P2E program participants still with the company. In addition, P2E is recognized by Post University in Waterbury, Connecticut, awarding 12 elective credits to P2E graduates.
2010 Award Winners
Life and Career Model Program through the Arc of Delaware County in Walton, New York: For their comprehensive Life and Career Model that focuses on professional development through a highly specified career ladder designed to promote meaningful participation by people with disabilities in their communities. (more information…)
Every Day Heroes/Master Worker Program through the Adirondack Arc in Tupper Lake, New York: For their achievements in the training and career development of direct support professionals (DSPs) through the Master Worker program. (more information…)
2009 Award Winners
The Community Living Program (CLP) of Catholic Community Services of Southern Arizona: For their innovative Starfish Program, which has been instrumental in building morale, rewarding achievement, and creating a community of cooperation among direct support professionals in the organization. (more information…)
The South Dakota Association of Community Based Services (SDACBS): For their Direct Support Workforce: Building a Collaborative Strategy for Recruitment, Retention, Training, and Utilization initiative which has been transformative in the improvement of direct support workforce outcomes and practices statewide. (more information…)
2008 Award Winners.
2008 Award Winners
Miami Cerebral Palsy Residential Services, Inc.: For commitment to the professional development of a multicultural workforce, using the College of Direct Support resulting in NADSP credential (more information…)
The New York State Association of Community and Residential Agencies: For excellence in supporting DSP professionalism through statewide initiatives to improve wages, benefits, educational and training opportunities, retention, performance and career ladders (more information…)
2007 Award Winners
Support Providing Employees Association of Kentucky (SPEAK): For excellence in pre-service orientation, mentoring of new hires, in-service training, and promoting DSP recognition and professionalism. (more information…)
2005-2006 Award Winners
Community Supports for People with Disabilities Program, South Central College: For excellence in promoting DSP career development through credit-bearing coursework (more information…)
2004 Award Winners
Everyday Heroes Leadership Initiative (OMRDD), New York: For Excellence in Building Direct Support Professional Leadership for Community Inclusion (more information…)
Direct Support Professionals Association of Tennessee (D-SPAT): For Excellence in Building a Statewide Direct Support Professional Association that Promotes Networking, Training, and Recognition Programs (more information…)
2003 Award Winners
2002 Award Winners
Dakota Communities, Inc., Minnesota: For Excellence in Direct Support Professional Training for their Advocating Continuing Education Program. (more information…)
OHI, Maine: For Excellence in supporting direct support professionals