Direct support professionals (DSPs) enjoy their work because of the impact they have on the lives of the people they support, according to a survey report produced by The Guild for Human Services and Relias. The study replicated a national survey from the 2023 DSP Survey Report within The Guild’s DSP staff to provide a snapshot of experiences at one organization.
The report analyzed data to show trends in how DSPs view their work, as well as key areas where organizations can focus their resources to best support their staff. Similarities in The Guild and national data identified the key role of supervisors in DSP satisfaction, the importance of well-being and mental health resources, and the desire for career advancement and professional development programs. There was also overlap in the top two areas of dissatisfaction: not feeling fairly compensated and not feeling appreciated for their work.
Most respondents felt somewhat to completely satisfied working as a DSP for their current organization (67% national, 72% The Guild). This high level of satisfaction is good news for organizations that support individuals with intellectual and developmental disabilities, as satisfied DSPs are significantly more likely to report no challenges to working as a DSP and report satisfaction with how the organization shows appreciation to its workforce.
Organizations that are building an effective culture focus on three main aspects:
- Hiring or training competent, knowledgeable, and respectful supervisors
- Offering effective training and career advancement opportunities to DSPs
- Creating a culture that supports the professional and personal well-being of staff
Training and onboarding
The survey showed training and onboarding are key indicators of success and job satisfaction. Respondents who felt more prepared due to the training their organization provided were significantly more competent and confident in their skills once on the job. The Guild DSPs reported significantly more satisfaction with the effectiveness of their onboarding.
In order to be confident in their skills, DSPs marked the following areas as most important:
- continuing education opportunities
- a wide variety of training
- high quality of training
- opportunities to practice DSP skills
All DSPs at The Guild attend an intensive 6-day training before beginning their work on-site. This includes role play scenarios, hands-on skills practice, and segments tailored to the specific individuals they will be working with. Staff also attend monthly professional development workshops and regular recertification classes.
Career advancement
For organizations to retain and grow their DSP workforce, they must provide training to help staff cultivate their skills, while also allowing them to explore career advancement opportunities.
By and large, respondents preferred career laddering and reskilling programs. When asked what types of career advancement would have the most impact on their decision to stay with their current organization, respondents preferred:
- Educational opportunities toward a degree paid for by the organization
- A certificate program paid for by the organization
- A professional ladder to a leadership position
Survey respondents wanted to be involved in creating career advancement programs, ranking this as very or extremely important. DSPs viewed this approach as demonstrating a higher level of appreciation and recognition. Customizing career laddering and reskilling programs provides an opportunity for The Guild and other organizations to involve their DSPs and provide them with what they want and need to succeed.
Professional well-being
Direct care work can be mentally and physically exhausting. Employees may struggle with burnout or compassion fatigue in the human services industry. To build a culture that can effectively retain qualified staff, organizations must create systems to support DSPs through their challenges and promote workplace well-being.
The majority of respondents reported they would be moderately to extremely more likely to stay with their current organization if it invested in employee well-being or mental health programs. Many respondents, however, reported they were unaware of these resources at their organization. The respondents who were aware of these programs in their organization were significantly more likely to believe that their supervisor and leadership cared about and promoted their well-being.
Learnings and Next Steps
Understanding these trends on a national and organizational level underscores areas for improvement in the industry. DSPs and their organizations can thrive when they use empirical data to shape professional development, well-being, appreciation, and retention initiatives.
The Guild is proud to offer robust supports for employees but the survey results show a disconnect between what is offered and what DSPs take advantage of. This presents an opportunity to improve communication with staff to ensure they have what they need to succeed personally and professionally.
A passion for helping others is what brings DSPs to the human services industry. It is the responsibility of organizations to make sure staff are able to keep coming to work refreshed, qualified, and motivated to support the individuals they serve.