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Complexities in attracting and retaining direct support professionals.

Michael Wolf-Branigin1, Karen Wolf-Branigin, Nathaniel Israel

  • 1George Mason University Social Work Department, Arlington, VA 22201, USA. mwolfbra@gmu.edu

Journal of Social Work in Disability & Rehabilitation
|December 14, 2007
PubMed
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Recruiting and retaining direct support professionals (DSPs) is crucial for disability inclusion. DSPs desire better supervisor relations, job satisfaction, and clear career paths for improved retention and performance.

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.

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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.