National Alliance for Direct Support Professionals Credentialing Program Presentation Representatives from the National Alliance for Direct Support Professionals. (NADSP) gave this presentation about their new credentialing program on a DSW grantee call on August 30, 2006. This voluntary credentialing program was launched in July 2006 and is designed to establish national patterns for work-based learning and related instruction, based on nationally validated competencies (knowledge, skills, and attitudes) called the Community Support Skill Standards, the NADSP Code of Ethics and DSP Professionalism. http://www.directcareclearinghouse.org/download/NADSP_CMS_8.30.06.html
Ohio
PATHS: An Initiative of the Ohio Alliance for Direct Support Professionals. In response to the direct support workforce shortage, organizations in OHIO have created a career path by building a DSP credentialing pathway—PATHS (Professional Achievement through Training & Education in Human Services). The PATHS was a means to increase the image of the DSP and to legitimatize direct support as a professional field thereby improving compensation, public image and awareness of the needs of DSPs, provide increased quality care, and improve retention and recruitment outcomes. http://www.directcareclearinghouse.org/download/OhioPATHS.pdf
Ohio PATHS Interim Evaluation Report. The
Ohio PATHS Project is a participatory research and demonstration project
initiated in the Fall of 2001 that has designed and tested the specifications
of a high quality, voluntary credentialing and training program for
direct support professionals serving individuals receiving home and
community based supports (HCBS) through waiver funding in the state
of Ohio. http://www.directcareclearinghouse.org/download/OhioPATH_evaluation_report.pdf
PATHS – Ohio's Voluntary Crdentialing
Program for Direct Support Professionals. PATHS is at an
important crossroads in its development. It is critical that adequate
funding be identified and secured if the goal of PATHS is to be achieved.
Their goal is to enhance and develop relationships with other
human service policy makers, providers, educational institutions
and direct support workers in Ohio. http://www.directcareclearinghouse.org/download/pathsupdate6-15.pdf
Pattern
Apprenticeship and Educational Standards. This document
from the Kansas Apprenticeship Program is for organizations
and individuals employing direct support professionals and
providing direct support in human services. Click
here.
DOL
Apprentice Annoucement. This document is an announcement
to inform
To inform the Bureau Staff of a new apprenticeable occupation. http://www.directcareclearinghouse.org/download/DOL_apprentice_announcement.pdf
Response On Apprenticeability. Letter
to Division of Standards National Industry Promotion, USDOL-OATELS. http://www.directcareclearinghouse.org/download/Response_on_apprenticeability.pdf
Career
Advancement. A one-page guide to creating and implementing
a career ladder in your organization. http://www.directcareclearinghouse.org/download/CareerAdvancement.pdf
Focus Group Questions. This
set of questions was developed for the North Carolina workforce CMS
grant to help determine what career ladder steps are wanted and needed.
They are meant to be used in focus group format. http://www.directcareclearinghouse.org/download/FocusGroupsQuestions.pdf.
Cooperative
Home Care Associates: Integrated Model For Recruitment, Training,
and Retention. This practice profile describes Cooperative
Home Care Associates’ (CHCA) model for recruitment, training,
and retention that encompasses five primary elements: targeted
recruitment, enhanced entry-level training, supportive services,
opportunities for advancement, and wage and benefit enhancements. http://directcareclearinghouse.org/practices/r_pp_det.jsp?res_id=48910
Staff
Recruitment, Retention, and Training Strategies for Community Human
Services Organizations. Recruitment, retention, and training — the
three most challenging issues facing community human services organizations.
Now supervisors, managers, and administrators have a practical
guidebook for facing these challenges and staffing their agencies
with dedicated, motivated direct support professionals. Each chapter
of this easy-to-read handbook focuses on a critical workforce issue
such as recruiting and hiring employees, socializing and supporting
staff, strengthening commitment and skills through mentoring programs,
building effective teams, fostering diversity and cultural competence,
and designing and surviving organizational change.
http://www.brookespublishing.com/store/books/larson-708x/index.htm
Removing
the Revolving Door: Strategies to Address Recruitment and Retention
Challenges Facilitator Guide. This curriculum targets frontline
supervisors and managers regarding the development and use of effective
recruitment, retention, and training strategies. http://www.rtc.umn.edu/pdf/rrd_facguide.pdf
Removing
the Revolving Door: Strategies to Address Recruitment and Retention
Challenges Learner Guide. This curriculum targets frontline
supervisors and managers regarding the development and use of effective
recruitment, retention, and training strategies. http://www.rtc.umn.edu/pdf/rrd_lrnguide.pdf
College
of Frontline Supervision. The College of Frontline Supervision
gives you access to a wealth of information and online tools. They
are designed to help you track and reduce turnover of people in
direct support roles. While the primary audience of the CFS is
frontline supervisors, much of the content is useful to anyone
who hires, fires, or trains direct support professionals .This
includes family members or individuals with disabilities who hire
their own direct support professionals. http://rtc.umn.edu/cfs/main/
Staff
Training Store: Quality Mall. Products needed for training
direct support personnel. http://www.qualitymall.org/directory/dept1.asp?deptid=12
The Community
Support Skill Standards (CSSS). These standards will be
used as output criteria for the development of career education
programs in secondary and post-secondary schools, and work places
throughout the country. The National Skill Standards Board, recently
authorized by federal legislation, is charged with the goal of
shaping and integrating this national system of voluntary skill
standards. http://www.hsri.org/ddworkforce/csss/aboutcsss.html
Policy
Research Brief: National Voluntary Credentialing for Workers (1996).
This Policy Research Brief summarizes the results of a study conducted
at the Research and Training Center on Residential Services and
Community Living, Institute on Community Integration, University
of Minnesota, in 1995. http://www.rtc.umn.edu/pdf/credentialing.pdf
Department
of Labor Apprenticeship Guidelines for Direct Support Professionals.
Department of Labor Apprenticeship Guidelines for Direct Support
Professionals. http://www.rtc.umn.edu/pdf/DOLApprenticeshipGuidelines.pdf
Personnel
Initiative '97: A Comprehensive Workforce Development Plan for
Human Service Workers (1997). This document identifies specific
short and long-term strategies to address workforce challenges
and makes recommendations regarding legislative action that would
be necessary to carry out these solutions. http://www.rtc.umn.edu/wddsp/personnel2.html
* For
more information search the Clearinghouse for: Career
Advancement http://www.directcareclearinghouse.org/r_cat_det.jsp?cat_id=4110
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