Governor announces funds in the state budget to increase wages for Direct Support Professionals

This year’s State Budget will contain the funds requested by the #bfair2DirectCare campaign to increase wages for Direct Support Professionals (DSPs). Governor Andrew Cuomo, Assembly Speaker Carl Heastie, and Senate Majority Leader John Flanagan attended a recent rally to make the announcement.   

More than a year ago DSPs, individuals with disabilities, family members, self-advocates, and provider organizations banded together forming the #bFair2DirectCare campaign to educate lawmakers about the vital work of DSPs and advocate for a living wage.  That effort culminated in today’s #bFair2DirectCare event at the NYS Capitol. Governor Cuomo announced that funding to raise the wage of direct care workers in the developmental disabilities, mental health, and substance use disorder fields has been agreed to as part of this year’s NYS budget.  In a dramatic moment, as the Governor raised his right hand for the hundreds gathered at the Capitol to see, Governor Cuomo stated, “this hand will not sign a budget unless there is $55M in it!”

The $55M the Governor referenced is the state share (to be matched with federal Medicaid dollars, where applicable) of an investment in wages to take effect 1/1/18.  As we understand, these resources would be given to people who work in titles in the 100 and 200 CFR series, equaling a 3.25% increase for all staff.  A second 3.25% increase will be given to people who work in titles in the 100, 200, and 300 CFR series effective 4/1/18.  This represents a two-year 6.5% commitment totaling $262M (state and federal share), and an outstanding step toward the creation of the living wage #bFair2DirectCare supporters have sought to take effect over a period of 6 years.

Assembly Speaker Carl Heastie and Senate Majority Leader John Flanagan also joined the campaign event today to reaffirm their commitment to ensure that the necessary funds are in the final State Budget to support the wage increases.

We thank Governor Cuomo, Speaker Heastie, Majority Leader Flanagan, and the members of the State Legislature for their support.

Equally as important, we are grateful to the thousands of real, true advocates who participated in the #bFair2DirectCare campaign — your letters, phone calls, participation at rallies, press conferences and events made this campaign so successful. A particular shout out to our DSPs! You deserve this!

DSP evaluations for time-limited Family Support Services Programs

How are provider agencies supposed to evaluate a DSP who may be working for several different programs throughout the year?

The answer isn’t always easy or clear cut.

If a Direct Support Professional (DSP) in a time limited Family Support Services (FSS) programs is a veteran DSP who works elsewhere as DSPs in the agency, the Frontline Supervisor completing the evaluation should include information from the FSS services. In other words, one full-time DSP should have one evaluation that includes performance from other sources within the agency.

Some agencies hire “floaters” or staff who cobble together a part-time or full-time job. They fill staffing needs in several different programs. This DSP should not have several separate performance evaluations, They should have ONE performance evaluation that has input from EACH service source.

If our earlier assumption is incorrect and the FSS DSP is not regular DSP in the agency, then the DSP should have separate evaluations. If they do not have the opportunity for regular feedback and supervision in the FSS program, the shorter Individual/Family/Advocate (Interview Tool and Written Tool) evaluation would be appropriate.

Formal feedback on performance is important not only for the DSP but also for the agency.

For more information, please visit the RCWT’s Evaluations Page. If you have any questions, please feel free to Contact Us.

Developing Evaluations for Frontline Supervisors

Frontline Supervisors (FLSs) sometimes offer direct support to people with disabilities. However, since FLSs are not Direct Support Professionals (DSPs), they are not subject to evaluations like DSPs.

The Office for People with Developmental Disabilities (OPWDD) is developing an evaluation process for FLSs. This evaluation will based on a nationally validated set of standards. The NYS Talent Development Consortium has adopted and adapted the University of Minnesota’s “Frontline Supervisor Core Competency Set” with permission.

According to the University, these competencies are “an evidence-based set of knowledge, skills, and abilities that reflect best practices in the supervision of DSPs who work with individuals with disabilities in residential, work, and community settings. Competencies are considered a foundation for workforce development and standardization in all fields and at all levels…Nationally recognized and validated competencies also serve to promote the recognition of the role of Frontline Supervisors, the development of career ladders, and the development of a more competent, stable workforce to meet the growing demand of long-term services and supports” (National Frontline Supervisor Competencies, University of Minnesota, April 2013).

The University has identified 11 competencies for FLSs:

  • Direct support
  • Health, wellness, and safety
  • Participant support plan, monitoring, and assessment.
  • Facilitating community inclusion across the lifespan
  • Promoting professional relations and teamwork
  • Using best practices for staff recruitment, selection, and hiring
  • Supervising staff, training, and development
  • Service management and quality assurance
  • Public relations and advocacy
  • Leadership, professionalism, and self-development
  • Cultural awareness and responsiveness.

A version of the tool for use in New York is under development. It will be offered as a voluntary resource and will not be mandated for use.

Have questions? Please contact us!

Agencies Wanted to Host Free Training Workshops

The Regional Centers for Workforce Transformation (RCWT) are looking for agencies across New York State to host FREE training workshops.

The Council on Quality and Leadership (CQL) is offering three, FREE workshops through September 2017, and the RCWT are seeking agencies to host the programs. The programs are run by CQL staff, but host agencies provide certain items for the workshops, such as physical space (conference room), a projector, and possibly flip charts.

The three workshops are:

  • Home and Community Based Settings (HCBS) – What It Means for Our Work – This 1-day workshop is for anyone who provides support to people with intellectual or developmental disabilities through the HCBS waiver. Class size is limited to 40 people. Host agencies can reserve a minimum of 15 spots and may have an opportunity to reserve additional space if the workshop does not reach full capacity two weeks prior to the workshop date.
  • Introduction to Personal Outcome Measures (POMS) – This 1-day workshop summarizes what the Personal Outcome Measures are, how they work, and why they are essential. Class size is limited to 40 people. Host agencies can reserve a minimum of spots and may have an opportunity to reserve additional space if the workshop does not reach full capacity two weeks prior to the workshop date.
  • Personal Outcome Measures Assessment Workshop – This 4-day training was developed to help participants learn how to use CQL’s Personal Outcome Measures for assessment and enhancement of quality and consistency in services. This workshop is limited to 12 people and 12 interviews will be conducted. The host agency can reserve a minimum of 6 spots.

More detailed information on host agency responsibilities is available at Host a CQL Training Workshop.

To host a training or for more information, please contact Kirsten Sanchirico at kirstens@nysacra.org or (518) 449-7551.

What is a Direct Support Professional and how are they different from Caregivers?

A Direct Support Professional (DSP) is someone who works directly with people who have intellectual or developmental disabilities. DSPs aim to assist people in realizing their full potential. They help people become integrated and engaged in their community.

In the past, DSPs were trained as caregivers. But over the past few decades, the needs of those being served changed. Therefore, the roles of DSPs began to change. Now, DSPs take on different aspects and roles than caregiving. It is no longer about doing things for people. It is about helping them learn how to do things for themselves.

DSPs are a very Distinct Workforce

DSPs perform some of the functions of clinicians, service coordinators, administrators, managers, maintenance, and clerical personnel. DSPs are distinct in that they are trained in a variety of methods. They are held to a high, nationally validated Code of Ethics and set of Core Competencies.

Thousands of New Yorkers with developmental disabilities rely on DSPs every day for help with life’s essential activities. These include getting out of bed, getting dressed, going to the bathroom, finding a job, getting to work, etc.

The Main Difference

Throughout the field of developmental disabilities in New York State, the role of DSPs is to provide support. Providing support is different than caregiving.  A caregiver will do things for someone (e.g. pick out groceries). In contrast, a DSP will work with someone to enable them to do things independently (e.g. help them to pick out their own groceries). In this way, DSPs teach people how to do things for themselves and how to live independently.

A Direct Support Professional (DSP) is someone who works directly with people who have intellectual or developmental disabilities. DSPs aim to assist people in realizing their full potential. They help people become integrated and engaged in their community.

In the past, DSPs were trained as caregivers. But over the past few decades, the needs of those being served changed. Therefore, the roles of DSPs began to change. Now, DSPs take on different aspects and roles than caregiving. It is no longer about doing things for people. It is about helping them learn how to do things for themselves.

DSPs are a very Distinct Workforce

DSPs perform some of the functions of clinicians, service coordinators, administrators, managers, maintenance, and clerical personnel. DSPs are distinct in that they are trained in a variety of methods. They are held to a high, nationally validated Code of Ethics and set of Core Competencies.

Thousands of New Yorkers with developmental disabilities rely on DSPs every day for help with life’s essential activities. These include getting out of bed, getting dressed, going to the bathroom, finding a job, getting to work, etc.

The Main Difference

Throughout the field of developmental disabilities in New York State, the role of DSPs is to provide support. Providing support is different than caregiving.  A caregiver will do things for someone (e.g. pick out groceries). In contrast, a DSP will work with someone to enable them to do things independently (e.g. help them to pick out their own groceries). In this way, DSPs teach people how to do things for themselves and how to live independently.

Memo from OPWDD

The Administration Memorandum issued by the OPWDD states that the term Direct Support Professional is:

“An umbrella term that includes many different titles and functions; for example: direct care, direct support worker/specialist/assistant/counselor, habilitation specialist, residential counselor, activities of daily living specialist, relief staff, apartment worker, developmental disabilities specialist, job coach, employment specialist, community bridge-builder, paid friend/neighbor, family support services aid, community companion, personal assistant, etc. A person who performs one of these or similar functions for a salary, stipend, or payment for services rendered is considered a DSP.”

The New York State Consolidated Fiscal Reporting (CFR) defines DSPs under “Direct Care Staff” with the following Code numbers: 201, 207, 254, and 290. For information on the definitions of these code numbers, please visit OPWDD’s Regulations & Guidance web page.

Workforce Transformation: A Cultural Improvement Initiative for Direct Support Professionals.

Workforce transformation is an organizational culture improvement initiative. It requires organizations to understand and participate in continuous quality improvement at every level of the agency. It requires training Direct Support Professionals (DSPs) but it is much more than a training program. Workforce Transformation is a new way of thinking. It requires a commitment of respect and competence. This commitment must start from the top of the organization, through management, and down to the newest employee.

Workforce Transformation and Culture

Culture is a dynamic that surrounds leadership and everyone else in the organization. However, if a leader does not manage culture, culture will continue to manage everyone. This will leave everyone with a helpless feeling. In the end, culture isn’t someone else’s job. Culture is everyone’s responsibility. Culture is not morale. Rather, morale is the prevailing temperament in a culture. One cannot cheer up a culture by trying to boost its disposition. The disposition is a by-product or symptom of the culture itself.

Culture is the environment we work in, the common air we breathe, the medium of expectations, values we take for granted, unwritten guidelines for getting along, collective memories, and the effects of historical experiences. Culture is the way it feels to work in a certain organization. It is the organization’s personality. An organization’s culture has a strong impact on its perception. Organizational culture is stronger than the organization’s policies and procedures. Perceptions can become more positive if leadership is willing to name what’s wrong, what’s right, and commit to doing the right thing.

RCWT Resources for Workforce Transformation

The Regional Centers for Workforce Transformation (RCWT) encourage organizations to commit to workforce capacity building in a number of ways and at different levels in the workforce. RCWT offers trainings to DSPs on how to best implement nationally validated standards for community support for people with disabilities (i.e. NADSP Code of EthicsCore Competencies). RCWT also provides trainings and resources to administrators, frontline supervisors, and other leaders on how to best support their staff in becoming more efficient and effective with service delivery.

Cultural improvement is a big job from which no one is exempt. Therefore, training and development should occur at all levels of an organization. In order to maintain this organizational culture, the RCWT facilitate sustainable networks of providers and workforce champions. Out champions are constantly engaged in the sharing, development, and implementation of best practices for building workforce capacity.

For more information on how to implement Workforce Transformation within your organization, please take a look at our Workforce Transformation Training Series.