|180 Ways to Walk the Recognition Talk|
This short book offers 181 tips on how to recognize those in your organization. Each tip is numbered and provides an example on how to implement the tip.
|2004 Reference and Background Checking|
This report provides the results of a survey investigating cuurent practices in employee reference and background checking.
|45 Effective ways for hiring smart: How to predict winners and losers in the incredibly expensive people reading game|
This book provides concrete information about effective selection strategies for hiring new employees.
|A Review of the Medicaid Home and Community-Based Services Program in six states|
This report summarizes findings of case studies of the states of the Medicaid Home and Community-Based Services progam in the states of Indiana, Kansas, Louisiana, New Jersey, Vermont, and Wyoming.
|An introduction to teamwork in community health and human services|
This product provides training ideas for agencies, managers, supervisors and direct support professionals about the knowledge, skills and values needed to build and support successful teams.
|Applied Psychology in Human Resource Management (6th ed.)|
Two chapters in this book are relevant to staff recruitment and retention. Chapter 10 of the book discusses strategic workforce planning while chapter 11 discusses recruitment.
|Applied Psychology In Personnel Management, Sixth Edition|
This book will help businesses develop better skills in attracting new people to hire. It will also help in the selection and placement of those people, and offers helpful tools for looking at how well someone does their job.
|Assessing Retention Outcomes|
This document and form will help you to determine your turnover and vacancy rates so as to choose strategies for retention, identify reasons your agency experiences turnover, and provide a benchmark for how well current interventions are working
|Becoming an Outside Consultant: Info-Line|
This booklet reviews the steps needed to successfully make the transition from working for an organization to becoming an independent consultant.
|Building an internship program: Info-Line|
This is a 16 page booklet that describes the process of building an internship program. It describes selection techniques, oreintation and training guidelines, supervision strategies and evaluation strategies.
|Building Customer Loyalty|
This is a short, easy-to-read book on the 21 essential elements of building customer loyalty. It is helpful in thinking about marketing DSP jobs.
|Career Pathmaker: A toolkit for entering careers in human services and health care|
Career pathmaker is designed to help people interested in careers in human services or health care. It provides information about job requirements and workstyles to help people determine if they match expectations of people working in helping professions.
|Characteristics of the Montana Direct Service Labor Market|
This report from the series on direct staff turnover investigates characteristics of the labor markets in urban and rural counties.
|Checklist of Effective Recruitment Strategies|
This chart can be used to assess how many creative strategies an organization is using now, the extent to which those strategies are working, and whether the organization would like to start using the strategy in the future.
|CMS Direct Service Workforce Demonstration Promising Practices in Marketing, Recruitment and Selection Interventions|
This report identifies promising practices in direct service worker marketing, recruitment, and selection across the Centers for Medicare and Medicaid Services (CMS)grantees.
|Community Supports for Aging Adults with Lifelong Disabilities|
This book provides information on how to work with older adults with developmental disabilities.
This report summarises data from the consumer survey of the Core Indicators Project (CIP), collected during fiscal year 2000 to 2001 in 21 states.
|Cost Per Hire Worksheet|
This worksheet will help you to estimate the real cost of hiring new employees.
|Direct Service Workforce Activities of the Systems Change Grantees|
This is a report from the Centers for Medicare and Medicaid Services (CMS) on the 20 grantees that have initiatives to improve the recruitment and retention of direct services workers.
|Direct Support Professional Statewide Workforce Employment Assessment Report|
This study examines the crisis affecting the direct service workforce and its impact in Idaho.
|Effect of Recruitment Sources on Retention|
This chart can be used to determine which recruitment sources yielded the greatest percentage of new hires who stayed in the organization for at least a year.
|Effective Recruiting Strategies|
This is a book about recruiting strategies useful to employers.
|Effective recruitment strategies: A practical guide for success|
A how-to book on staff recruitment.
|Effectiveness of Recruitment and Hiring Bonuses|
This chart can be used to calculate whether people who received a bonus are more likely to stay than people who do not receive bonuses.
|Emerging Strategies for Providing Health Coverage to the Frontline Workforce in Long Term Care: Lessons from the CMS Direct Service Community Workforce Demonstration Grants|
This document reports the results of an intervention to improve recruitment and retention strategies within the direct care workforce. The intervention consisted of expanding health insurance coverage.
|Engaging the Public Workforce Development System: Strategies for Investing in the Direct Care Workforce|
This document was published as a Better Jobs Better Care issue brief (no.6, January 2006). It discussed five examples of successful patnerships between employers and workforce development networks.
|Final Report - Kansans Mobilizing for Direct Support Workforce Change: A statewide workforce development initiative to resolve the direct support workforce crisis|
This is the final report for the project: Kansans Mobilizing for Direct Support Workforce Change: A statewide workforce development initiative to resolve the direct support workforce crisis.
|Finding and Keeping Direct Care Staff|
This document provides suggestions for recruiting and retaining long term care staff and strategies to dealing with worker shortages. It is also a guide to relevant resources, and provides an overview of the factors affecting this workforce.
|Focus on the Frontline: Perceptions of Workforce Issues among Direct Support Workers and Their Supervisors|
A report regarding the perceptions of Massachusetts direct support staff on the training they have received.
The official publication of The National Alliance for Direct Support Professionals (NADSP).
|Health Insurance Vital to Job Retention|
This fact sheet sums up ideas learned in recent studies about the important link between health insurance benefits of direct-care workers and their staying with the job
|Help Wanted 2: Recruiting and retaining the next generation of human services workers in Massachusetts|
This report on recruitment and retention strategies summarizes interviews of national and local key informants, a questionnaire about turnover and vacancies, a focus group with providers, and a survey of the Providersí Council membership.
|Hiring the Best: A Manager's Guide to Effective Interviewing|
This is a book about how to interview people for jobs.
|How to Make a Large Group Presentation: Info-Line|
Booklet offering information on how to make presentations to large groups.
|Impact: Feature Issues on Direct Support Workforce Development|
An overview of staff recruitment, retention, and training issues in community support agencies.
|In Action: Retaining Your Best Employees|
This book is about how companies can keep their best workers.
|Introducing Peer Mentoring in Long-Term Care Settings|
This issue of Workforce Strategies describes peer mentoring in long term care. It is an new and interesting idea that encourages Direct Support Professionals (DSPs) to stay in their jobs.
|Job-Related Literacy Training: Teaching Reading on the Job|
This booklet focuses on teaching job-related reading skills.
|Labor Force Expansion Through Retention of Related Caregivers|
This report summarizes the findings of a study examining why some workers who cared for family or friends, remained in the caregiving worforce and others did not, and the potential for former paid family and friend workers to return to home care work.
|Linking payment to long-term care quality: Can direct care staffing measures build the foundation?|
This paper describes the challenges involved in designing effective quality incentive payment systems in the long-term care sector. This initiative is part of an attempt to improve quality of long-term care.
|Measuring long-term care work: A guide to selected instruments to examine direct care worker experience and outcomes|
This document is a guide to assist long-term care organizations improve their use of measurement tools related to workforce outcomes. Information obtained using these tools, can be used to find solutions to problems affecting the direct care workforce.
|Minnesota Medicaid HCBS "Waiver" Evaluation|
This report provides findings from a comprehensive evaluation of quality, access and costs of services provided in Minnesota's Medicaid Home and Community-Based Services ("waiver") program.
|Montana Providers of Adult Developmental Disabilities Services: Direct service staff demographics, job characteristics and job satisfaction|
This report, which is from the series on direct service staff turnover examines the characteristics of direct service staff; job characteristics and job satisfaction
|Nursing aides, home health aides, and related health care occupations|
The National Center for Health Workforce Analysis (NCHWA)commissioned this study which investigated issues affecting the long term care workforce and impacting on consumers.
|Off to a good start: Successful orientation programs|
A manual on staff orientation
|Opportunities for Excellence: Supporting the Frontline Workforce|
This book describes challenges and initiatives for direct support workers.
This is a training program for direct care staff to help them learn to be the best person they can be. We look at optimism and gratefulness. When people focus on the good things in their own lives they can do a better job of supporting others.
|Organizational Entry: Recruitment, Selection, Orientation and Socialization of Newcomers, 2nd Ed.|
Book about recruitment, selection, orientation and socialization of new employees.
Newspaper article describing a wage initiative in Massachusetts.
|Positive Perceptions Held by Support Staff in Community Mental Retardation Services|
This article describes how DSPs are helped by the work they do.
|Promising Practices in HCBS: Massachusetts- Recruiting Direct Service Professionals in a Competitive Environment|
This article describes a collaborative effort in Massachusetts among community agencies to recruit community workers. The Massachusetts Department of Mental Retardation supported and sponsored this effort but community agencies "ran the show."
|Quality improvement organizations: Recognizing workers' role in nursing home quality improvement|
This issue brief describes how and why Quality Improvement Organizations are altering their tactics. These organizations may become partners with others working to improve care quality by improving the quality of direct-care jobs.
|Quality in Practice: Staff Hiring and Evaluation|
A resouce guide that provides suggestions for organizations on hiring and evaluating staff
This is a book on job interviewing techniques.
|Recent findings on frontline long-term care workers: A research synthesis 1999-2003|
This document is a summary of available research findings on the frontline long-term care (LTC) workforce since 1999, in both home and community-based and nursing home settings.
|Recruiting Quality Health Care Paraprofessionals|
This guide describes effective practices used by the Cooperative Healthcare Network (CHN) to recruit quality paraprofessionals for an employer-based training program.
|Recruitment and Hiring Process to Identify Suitable Direct Support Workers|
This publication reports the standardized approach used by the Cooperative Healthcare Network (CHN) to attract and retain high quality direct care workers. CHN agencies using this process report a low rate of turnover among direct care workers
|Recruitment and Retention Tool Kit: Strategies for finding and keeping good workers|
Collection of recruitment and retention assessment tools
|Recruitment strategies: Taking a marketing approach.|
This 80 page workbook provides practical information and exercises to assist people who are new to the task of recruitment or who want ideas to improve their success.
|Removing the Revolving Door: Strategies to Address Recruitment and Retention Challenges|
A curriculum targeting frontline supervisors and managers regarding the use of effective recruitment, retention, and training strategies.
|Report to the Joint Appropriations Committee on Study of Nonprofessional Direct Care Staff Recruitment, Retention, and Wages|
This study conducted by the University of Wyoming, Wyoming Institute for Disabilities analyzed the status of the non-professional direct care workforce, and measures to be taken to retain nonprofessional direct care workers.
|Respectful Relationships: The Heart of Better Jobs Better Care|
In this issue of Better Jobs Better Care Issue Brief, factors that undermine direct care workers and contribute to high turnover rates are discussed.
|Responding to the Challenge of a Changing Workforce|
This article discusses recruitment strategies for non-tradional groups such as Baby-Boomers, Generation Xers, and members of racial and ethnic minority groups.
|Results of the 2002 AHCA survey of nursing staff vacancy and turnover in nursing homes|
This document reports the results of a survey of the American Health Care Association examining vacancy and turnover rates in nursing homes as well as their ability to recruit new staff.
|Results of the 2002 National Survey of State Initiatives on the Long-Term Care Direct Care Workforce|
This document is a technical report summarizing workforce initiatives, wages and other data for direct care staff in long-term care settings.
|Results of the 2003 national survey of state initiatives on the long-term care direct-care workforce|
This report talks about how the many job openings, lack of money to provide good wages, and new policies are affecting Direct Support Professionals (DSPs). Other issues making it hard to find enough DSPs are also discussed.
This guide offers information on school-to-work programs and suggestions for implementation.
|Staff recruitment and retention: Study results and intervention strategies|
Book describing research findings and intervention strategies to address recruitment and retention challenges.
|Staff Recruitment, Retention, & Training Strategies|
This is a book for managers and others who supervise direct care staff for people with disabilities.
|Staff Turnover Survey: Summary Report on Staff Stability Data Reported in NCI Phases V, VI & VII|
This report summarizes staff stability data collected via provider surveys by states participating in the National Core Indicators (NCI)program. Figures represent the years: FY2002, FY2003 and FY2004 (reported in Phases V, VI and VII respectively).
|State legislation regarding wages and benefits of home care workers: Thirteen promising practices|
This report summarises bills from 13 states considered to include promising practices in direct support workforce policy. Many of these bills increase the wages of home and personal care workers.
|Streetwise Managing People|
This is a book about managing people.
|Successful Orientation Programs: Info-line|
This is a short reference guide about employee orientation programs.
|Team Building at Its Best: Info-line|
This short booklet provides an overview on team building strategies.
|The Caring Kit|
The Caring Kit is everything an organization needs to start a community-based respite care training program for parents who have children with disabilities ages birth to twenty-one.
|The Disney Way Fieldbook|
This book offers practical ideas on instilling creativity and teamwork in organizations.
|The Employment Interview Handbook|
Textbook on the interviewing process as part of the hiring process.
|The future of the human services workforce in Massachusetts|
This report gives a full review about the Direct Support Professionals (DSPs)who are working in Massachusetts.
|The Minnesota Frontline Supervisor Competencies and Performance Indicators|
A booklet to help agencies identify the necessary skills, knowledge, and attitudes for people in a frontline supervisory role.
|The New Supervisor: Strategies for Supporting and Managing Frontline Staff|
For supervisors, new or veteran, promoted from a direct support staff position into a supervisory position.
|The Peer Empowerment Program (PEP) A complete Toolkit for Planning and Implementing Mentoring Programs Within Community-Based Human Servicce Organizations|
A curriculum designed to create a mentoring program in community-based human service organizations.
|The Power of Diversity: Supporting the Immigrant Workforce.|
A curriculum to assist supervisors and other agency staff find, support, and retain immigrant workers which includes a Facilitator Guide and a Learner Guide.
|The Right People for the Job (direct support tool)|
This brief gives the basic information on how to recruit, assess, and select DSPs.
|The Role of Training in Improving the Recruitment and Retention of Direct-Care Workers in Long-Term Care|
This paper discusses training as a strategy to reduce turnover among direct care workers and combat high vacancy.
|The SEIU 775 Long-Term Care Training, Support & Career Development Network: A Blue Print for the Future|
This paper describes the development and vision for an SEIU-initiated network, which will provide training, on-the-job support, and career development services for long-term care workers.
|Training and Development: Special Edition on Staff Training and Retention|
This is a special journal issue from the American Society for Training and Development on retention, training and development.
|Training quality home care workers|
This document provides a description of PHI's approach to developing a stable and competent workforce.
|Training TANF recipients and low-income populations for long-term care paraprofessional jobs|
This is a summary of a study to learn what help low-income people needed to be hired as Direct Support Professionals (DSPs),and to stay with those jobs. It gave special attention to people who used the Temporary Assistance for Needy Families(TANF)program.
|Wage and benefits for Wisconsin Direct Support Workers: Findings of a Statewide Study|
This report provides information about the wages and health insurance benefits of Direct Support Professionals (DSPs) throughout Wisconsin. Workers from both residential and vocational settings are included.
|Wages, health benefits, and workers' health|
This study examined access of U.S. workers to employer-based health insurance and other health coverage.
|Wisconsin Wage/Benefits Survey of Direct Support Workers|
The results from a survey of wages paid to DSPs who support people with developmental disabilites. The survey focused on DSPs from Wisconsin who work in private residential settings.
|Without Care: Maine's Direct Care Worker Shortage|
This report of the Maine Center for Economic Policy examines the shortage of direct care workers in Maine and the resultant impact on service providers, consumers, and the direct care workers.
|Working Relationships: Creating career opportunities for job seekers with disabilities through employer partnerships|
This book discusses means of linking people with disabilities with employers.
|Achieving Direct Support Excellence|
This DVD is about ways to become a good DSP.
|ADA AND DISABILITY LAW|
This video gives practical, step-by-step guidelines for complying with the Americans with Disabilities Act (ADA). Focus is on interviewing without bias or discrimination, supervision and development of reasonable accommodations.
Career Connections is a website where job seekers can look for jobs supporting persons with developmental disabilities, and employers can post job openings. The web-site is nationwide, and is hosted by the American Association on Mental Retardation.
|Careers in Caring|
Careers in Caring is a marketing and recruitment video for direct support professionals. It describes the job of the direct support professional in supporting people with disabilities in community settings.
|Caregiving Across the States Interactive Database|
The database includes updated information about online resources and state programs related to caregiving and aging. It also includes information on publicly-funded caregiver support programs.
|College of Frontline Supervision and Management|
The College of Frontline Supervision and Management(CFSM) is a self-paced training program offered over the Web. It is now part of the College of Direct Support. It helps supervisors and others learn more about recruitment and retention issues.
|CT Health Jobs|
CT Health Jobs (www.cthealthjobs.org) is an Internet-based recruiting tool for direct support professionals.
|Direct Care Video|
This DVD has two sections: 'direct care worker recruitment' and 'direct care worker public awareness'. This product was developed under a grant from the US Department of Health and Human Services, Centers for Medicare and Medical Services
|Direct Support Professional Workforce Website|
A website from the New York State Association of Community and Residential Agencies. It has many online videos about direct support professionals.
|Direct Support Professional Workforce Website|
Web site describing research projects, training materials and resources for Direct Support Professionals, Frontline Supervisors and the individuals and organizations who employ them.
|Direct Support: A Realistic Job Preview|
This video, with customization options, offers potential employees information about job expectations, the employer, and the worksite. It helps them decide whether direct support is a good job match for them before they accept a job offer.
|Direct Support: Working with People with Intellectual and Developmental Disabilities|
This video can help people decide if a direct support position is right for them.
Distributes 500 resources on major disability subjects. Our award-winning videos and CDs range from Advocacy, Assistive Technology and Autism ... to Learning and Physical Disabilities, Parenting, Special Education and Staff Development.
|DSW Resource Center|
This federal resource center provides expert information about direct support workforce. It includes databases of materials, technical experts, training tools and a clearinghouse of information.
This video tells stories about direct support professionals and how they have made it possible for people with disabilities to achieve their dreams.
This video provides an account of what it means to be a direct caregiver.
|Home Health Aide/Personal Care Assistant|
This DVD explores the skills and special personality traits needed for the work of the home health aide and personal care assistant.
|International Mentoring Association|
Agency offering support of effective mentoring programs and practices for all types of settings.
|It's Not Just a Job! Exploring a career as a Personal Assistant|
This ten minute video tells people about being Personal Assistants. It shows personal assistants, their employers with disabilities and family members. They talk about the relationship between PA and employers and why being a PA is a rewarding career.
|Labor Force Expansion Through Retention Of Related Caregivers|
This study explore the experiences of related caregivers (friends of family of the client) and sought to understand which related caregivers might represent potential home care workers in the future.
|Positive Perceptions Held by Support Staff in Community Mental Retardation Services|
This article describes how DSPs are helped by the work they do.
|Recruitment Issues for Minnesota Agencies Serving People with Developmental Disabilities or Severe and Persistent Mental Illness: Final Report Executive Summary|
This study describes recruitment challenges faced by 144 randomly selected residential, vocational, in-home support, and mental health agencies in Minnesota (of 488 eligible agencies).
|Stand up and tell them: Views from the frontline of long-term care|
In this video, direct care workers talk about their real life experiences as home health and nursing home aides. Follow the web link to watch this video online.
|The Changing Face of Technology: Document Imaging Meets the Challenge|
A video designed to encourage employers to consider hiring people with developmental disabilities for jobs in document imaging.
|The Illinois Direct Support Professional Workforce Initiative Project Web Site|
This initiative was intended to improve recruitment and retention of Direct Support Professionals in Illinois.
|Voices from the trenches: The world of the certified nursing assistant|
From the stories of three direct-care workers, viewers see the rewards and the challenges of direct-care work. The video also shows how much these DSP's truly care about their jobs and the people they support.
|Workforce status and outcomes assessment|
A worksheet useful in computing recruitment and retention outcomes (turnover and vacancy rates) for a program, agency, or larger system.
Workforce.com is a website containing resources for supervisors, managers and administrators on human resource issues.
People with disabilities, elders and families connect with PCAs at
www.rewardingwork.org. This web-based service helps individuals maintain
choice and control in hiring, and is available in five states. Each
state tailors information to suit its needs.