Complexities in attracting and retaining direct support professionals

Area of Science:

• Disability Studies
• Human Resources Management
• Social Work

Background:

• Effective recruitment and retention of direct support professionals (DSPs) are vital for the community inclusion of individuals with disabilities.
• Disparities in perceptions between DSPs and their supervisors can impact workforce stability and service quality.

Purpose of the Study:

• To investigate the perspectives of DSPs and their supervisors regarding the work environment and retention factors.
• To identify key motivators and areas for improvement in the DSP role.

Main Methods:

• A mixed-evaluation model was employed, combining quantitative data on DSPs' views with qualitative insights from focus groups.
• Comparative analysis of DSPs' perceptions versus those of their supervisors was conducted.

Main Results:

• DSPs reported lower satisfaction with supervisors, work conditions, and safety compared to supervisor perceptions.
• Focus groups revealed critical issues in compensation, work environment, and the need for clear career advancement opportunities.
• Motivators for DSPs include community contribution, feeling valued, understanding roles, and direct engagement with individuals with disabilities.

Conclusions:

• Addressing DSPs' concerns regarding compensation, work environment, and career progression is essential for improving retention.
• Enhancing supervisor-DSP relationships and clarifying role expectations can boost job satisfaction and performance.
• Creating defined career paths and emphasizing the value of direct support work are key to attracting and retaining a dedicated DSP workforce.