Evaluations

The Office for People With Developmental Disabilities (OPWDD) has implemented the NYS DSP Core Competencies and the NYS DSP Performance Evaluation tools to ensure that all DSPs in New York State comply with the Code of Ethics and Core Competencies. These measures aim to establish consistent expectations, prioritize person-centered services, and promote professional growth in the direct support field.

Under the new requirements, the responsibility for conducting annual performance evaluations of DSPs lies with their Frontline Supervisors (FLSs), the families, or the individuals who directly hire them for support. However, it is important to note that currently, no formal evaluation process exists for FLSs. Nevertheless, efforts are underway to develop a non-mandatory FLS Core Competency set.

View DSP Evaluation Tool support directly from OPWDD 

DSP Initial Evaluation

Description: The Initial Evaluation serves as an assessment tool for new hires, completed by the supervisor or used as a self-assessment by the DSP. It should be conducted between three and six months of employment or within the probationary period determined by the agency’s policy and procedure manual.

There are three formats of this evaluation tool available: a Short Form Initial Evaluation and a Long Form Initial Evaluation, both in Excel format, as well as a fillable PDF version (to be downloaded and opened in Adobe Acrobat, as it won’t open in a web browser).

The Short Form Evaluation maintains the content of the Long Form, but with a condensed appearance. This revision was made based on feedback from providers who found the longer versions too cumbersome. To streamline the evaluation, the numerous Example Tasks are now accessible through drop-down boxes. They remain hidden until the cursor is placed over a specific skill, at which point the relevant Example Tasks reappear for reference or editing.

  1. Short Form Initial
  2. Long Form Initial
  3. Fillable PDF

DSP Annual Evaluation

Description: The Annual Evaluation is conducted by the supervisor each year, typically near or on the anniversary of the hire date. Similarly, there are three available formats: the Short Form Annual Evaluation and Long Form Annual Evaluation in Excel, as well as a fillable PDF version. Instructions for completing the fillable PDF can be found here. Again, the short form maintains the same content, with the main difference being its condensed appearance. Example Tasks will be displayed when the cursor hovers over the document. In the PDF version, tasks can be viewed in drop-down boxes.

It’s important to note that veteran or experienced DSPs who have not previously undergone evaluation only require an annual evaluation; they do not need to go through the initial evaluation process.

If a DSP divides their time between two locations, such as a group home or community habilitation, the overall performance across both locations should be consolidated into a single comprehensive evaluation.

  1. Short Form Initial
  2. Long Form Initial
  3. Fillable PDF

DSP Evaluation by Self-Advocate, Family Member, or Other Advocate

Description: Two evaluation tools are available for assessing DSPs who work without direct supervision.

The Interview Tool is used to gather information on how a DSP adheres to the Core Competencies and Code of Ethics in settings where a supervisor is not present. Supervisors can utilize this tool to assess a DSP’s performance when the person receiving services, a family member, or advocate is unable to provide written feedback. The questions within the tool can be customized to suit the specific services or support being provided.

The Written Tool is an evaluation form intended for use by the person receiving services, family members, or advocates who are able to provide written feedback about the DSP’s performance. The feedback collected is then used by the DSP’s supervisor to gain insight into their job performance. Again, the questions within the tool can be tailored to the specific services or support being provided.

These evaluations should be conducted on the DSP’s anniversary date. It is important to note that any information shared or documented is not confidential and will be used to support the staff member in improving their skills and job performance.

All communications between the FLS and the individual/family/advocate, including those that receive no response, should be documented. It is the agency’s responsibility to ensure that DSP evaluations are completed. To facilitate this, the RCWT recommends that agencies and providers establish policies and procedures to ensure evaluations are carried out.

As a best practice, it is encouraged to maintain oversight, provide feedback, and regularly communicate with families to ensure that services are being delivered as outlined and agreed upon.

  1. Written Tool
  2. Interview Tool