|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 it.
|2013 CMS Direct Service Workforce Resource Center Summer Webinar Series White Paper|
This report has ideas about the best ways to recruit good people to become DSPs. It is addressed to state and local governments.
|A Synthesis of Direct Service Workforce Demographics and Challenges across Intellectual/ Developmental Disabilities, Aging, Physical Disabilities, and Behavioral Health|
This report has information about the direct service workforce in the United States. It covers those who support elders, people with ID/DD, people with physical disabilities, and people with behavioral health issues.
|Applied Psychology In Human Resource Management, Seventh 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.
|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 they 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 emerging practices in marketing, recruitment, and selection of Direct Support Professionals. They were being developed in state demonstration programs funded through the Centers for Medicare and Medicaid Services.
|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 had initiatives in 2004 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|
This is 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 report explains how four states provided health insurance coverage to DSPs.
|Engaging the Public Workforce Development System: Strategies for Investing in the Direct Care Workforce|
This document explains five examples of successful partnerships 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 report explains how a program meant to improve DSP retention actually improved many aspects of the service delivery system.
|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.
This newsletter is 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.
|Impact: Feature Issues on Direct Support Workforce Development|
This newsletter provides an overview of staff recruitment, retention, and training issues in community support agencies.
|Introducing Peer Mentoring in Long-Term Care Settings|
This issue brief describes peer mentoring in long term care. It is an interesting idea that encourages Direct Support Professionals (DSPs) to stay in their jobs.
|Labor Force Expansion Through Retention of Related Caregivers|
This report summarizes why some workers who cared for family or friends remained in the caregiving workforce, and others did not. It also discusses 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 how quality indicators may be useful in determining service provider reimbursement levels. It proposes that DSP retention may be the best indicator to use.
|Measuring long-term care work: A guide to selected instruments to examine direct care worker experience and outcomes|
This guide reviews surveys that organizations can use to measure their employment climate. 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 an 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 describes what the Montana DSP workplace culture was like in 2004. You can read it online.
|Nursing aides, home health aides, and related health care occupations|
This report looked at the looming shortage of DSPs as the baby boomers aged and began to need in-home supports.
|Organizational Entry: Recruitment, Selection, Orientation and Socialization of Newcomers, 2nd Ed.|
Book about recruitment, selection, orientation and socialization of new employees.
|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.
|Quality improvement organizations: Recognizing workers' role in nursing home quality improvement|
This issue brief describes how nursing homes are improving service quality by doing a better job of involving DSPs.
|Quality in Practice: Staff Hiring and Evaluation|
This fact sheet provides suggestions for organizations on hiring and evaluating staff.
|Recent findings on frontline long-term care workers: A research synthesis 1999-2003|
This is a summary of research findings on the frontline long-term care workforce from 1999-2004. It included studies done in both home and community-based and nursing home settings.
|Recruiting Quality Health Care Paraprofessionals|
This booklet describes effective practices for bringing high quality DSPs into an employer-based training program.
|Recruitment and Hiring Process to Identify Suitable Direct Support Workers|
This publication describes a standardized approach used to attract and retain high quality direct care workers. The agencies using this process report a low rate of turnover among direct care workers
|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.
|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 2003 national survey of state initiatives on the long-term care direct-care workforce|
This report summarizes the problems in retaining an adequate work force, and talks about what the states were doing to make things better.
|Staff recruitment and retention: Study results and intervention strategies|
This classic book described 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 Retention: Retaining staff in the field of developmental disabilities|
This is a training curriculum for managers.
|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 for states participating in the National Core Indicators(NCI) program. The data are from fiscal years 2002, 2003 and 2004.
|Starter Kit for No Wrong Door/Single Entry Point Systems Working to Strengthen the Home and Community-Based Direct Service Workforce|
This report makes suggestions about how state and local governments can start helping with DSP recruitment.
|The Employment Interview Handbook|
This academic textbook explains interviewing as part of the hiring process.
|The exemplar employee: Rewarding and recognizing outstanding direct contact employees|
This small book gives things to think about when designing an employee recognition program
|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|
This book is for supervisors, new or veteran, promoted from a direct support role into a supervisory position.
|The Peer Empowerment Program (PEP): A Complete Toolkit for Planning and Implementing Mentoring Programs Within Community-Based Human Service Organizations|
This curriculum is designed to create a mentoring program in community-based human service organizations.
|The Power of Diversity: Supporting the Immigrant Workforce|
This curriculum assists supervisors and other agency staff find, support, and retain immigrant workers. It 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 reviews the training that was being received by DSPs at the time, and suggested it as a strategy to reduce turnover and combat high vacancy rates.
|Training Quality Home Care Workers|
This report suggests a training program that will reduce turnover among DSPs. It's author is an advocacy group.
|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 in 2002. Workers from both residential and vocational settings were included.
|ADA and Disability Law|
This DVD helps employers comply with the Americans with Disabilities Act.
|Caregiving Across the States Interactive Database|
The database provides state profiles that cover the demographics and costs related to caregiving for elders and people with disabilities. The organization also provides information on support and advocacy programs for each state.
|College of Frontline Supervision and Management|
This online training program helps frontline supervisors, managers, and others in organizational leadership roles, learn about critical issues such as recruitment and retention of DSPs, staff performance and training and interventions plans.
|Direct Support Professional Workforce Resources from the RTC on Community Living|
This web site describes many research projects, training materials and resources for Direct Support Professionals, Frontline Supervisors and the individuals and organizations who employ them.
|Direct Support Professional Workforce Website|
This website promotes the work of direct support professionals. It has many online videos and articles that can be downloaded for free.
|Direct Support: A Realistic Job Preview|
This video gives potential DSPs information about what the job is like. 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.
This video uses theater and storytelling to show what it means to be a direct caregiver.
|Home Health Aide/Personal Care Assistant|
This DVD explores the skills and special personality traits needed by DSPs.
|Labor Force Expansion Through Retention Of Related Caregivers|
This study explored the experiences of related caregivers, friends of family of the client. It sought to understand which related caregivers wanted to do this kind of work again.
|National Goals in Research, Practice and Policy for and with People with Intellectual and Developmental Disabilities|
This webpage is a nice summary of the National Goals Conference that was held in 2015. There are many articles that can be downloaded, and video clips with researchers and persons with disabilities explaining the 10 areas focused on.
|Recruitment Issues for Minnesota Agencies Serving People with Developmental Disabilities or Severe and Persistent Mental Illness: Final Report Executive Summary|
This seminal study described recruitment challenges faced by 144 randomly selected agencies in Minnesota. It included residential, vocational, in-home support, and mental health agencies.
This website connects DSPs with the people who have disabilities and families who need to hire them.
|Staff Retention: Retaining staff in the field of developmental disabilities|
This is a training curriculum for managers.
|The Toughest Job You'll Ever Love|
In this five-minute online video, Direct Support Professionals talk about the many different things they do.
|Voices from the trenches: The world of the certified nursing assistant|
This online video tells the stories of three direct-care workers. Viewers see the rewards and the challenges of direct-care work.
|Workforce Initiatives Funded Through CMS|
This webpage provides links to many reports with expert information on the direct support workforce.
|Workforce status and outcomes assessment|
This worksheet is 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.