Assuring the adequate recruitment, retention,and competence of Direct Support Profes-sionals (DSPs) is a significant barrier to the

growth, sustainability, and quality of communityservices for people with disabilities in Kansas andacross the United States. The creation of accept-able DSP wage and benefit packages continues tobe an ongoing challenge and is critically important.However, it is also essential to acknowledge otheraspects of the direct support workforce crisis inKansas. The difficulties of developing a sufficientand well-prepared workforce are complex andmultifaceted. The need to develop effective re-sponses to these difficulties is immediate. Fewopportunities for pre-service training exists andmany DSPs are ill-prepared for the diverse skill setsthey need to effectively do their jobs in supportingthe state’s most vulnerable citizens.

In October 2002, the Kansas Council on Devel-opmental Disabilities (KCDD) brought together agroup of stakeholders within Kansas to createstatewide systemic change in direct supportworkforce development. Committed to this initia-tive, the KCDD awarded a grant of $600,000managed cooperatively by the Research andTraining Center on Community Living at the Uni-versity of Minnesota, Kansas University Center on

Final ReportKansans Mobilizing for Direct Support WorkforceChange: A statewide workforce development initiativeto resolve the direct support workforce crisis

Development Disabilities (KUCDD), and HumanServices Research Institute (HSRI) from Cambridge,Massachusetts. This advisory committee includedstakeholder representatives from the followinggroups: Community Developmental DisabilityOrganizations (CDDOs), community service provid-ers, self-advocates, DSPs, frontline supervisors,families, Kansas Department of Social and Rehabili-tation Services (SRS), InterHab, The Alliance,KUCDD, Department of Education, Kansas Depart-ment of Health and Environment (KDHE),Workforce/Labor and others.

Together, project partners worked over two yearsto reduce turnover and vacancy rates withinparticipating organizations and family employers.In addition to improving workforce issues withinspecific organizations and families, the AdvisoryCommittee worked to address the workforcechallenges facing providers and individuals receiv-ing support throughout Kansas.

This final report provides information on projectparticipant’s accomplishments, improvements inquality services for individuals in Kansas receivingsupportive services, and strategies and tools thatcan continue to be built upon to improve theworkforce situation throughout Kansas.

AccomplishmentsThe accomplishments achieved during this project have been plentiful and can be seeneffecting positive changes in the Direct Support Professional (DSP) workforce in Kansas.

“It has been a worthwhile experi-ence, truly an opportunity to learnand grow as individuals andagencies. We appreciate the visionof the DD Council in funding thisproject for two years and continuingto support the outcomes as wecontinue the work.”

~ Creative Community Living

“This project provided greatresources and materials whichwill have value for a long time tocome, including the Realistic JobPreview, DSP Recruitment Toolkit,Removing the Revolving Doorcurriculum and links to otherresources.”

~Lakemary Center, Inc.

“The trainings that I attendedwere absolutely wonderful! It wasexciting to come back to myagency with a toolbox filled to thebrim with ideas. We were facingmany challenges, and I receivedgreat ideas on how to resolvethose issues.”

~Mosaic

“The RJP video has really helpedour recruitment process to bemore rounded and helped us withchoosing the right person for thejob.”

~Johnson County DevelopmentalSupports

“Being able to access qualitytraining material specific to thisindustry was very helpful (Powerof Diversity Training and Remov-ing the Revolving Door curricu-lum).”

~KETCH

Skills and product developmentThroughout the course of this project, frontline supervisors and managersworked diligently to acquire additional skills that allowed them to providecompetency based training to DSPs and make system changes within theirorganizations, thus improving the quality of supports individuals withdisabilities received. Two-hundred-eleven people received training on DSPworkforce issues during the project. In that time, 24 people completedadditional training to become trainers themselves, thus increasing thecapacity within Kansas to continue the effort to address workforce chal-lenges within Kansas. Those people trained 381 additional people.

In addition to developing professional skills during the project, anumber of products were also developed. These products include —

• “Realistic Job Preview” — a video used to give potential employ-ees detailed and balanced information about the employer, theworksite, and job expectations. Employee candidates use the infor-mation to make an informed decision about a job offer from theemployer.

• DSP Recruitment Toolkit — a set of marketing tools and techniquesused to attract and recruit quality staff into direct support roles.

• Ad Astra Direct Support Apprenticeship and CredentialingProgram — this educational and job training program was pilotedby two community service providers. The Standards of Apprentice-ship for DSPs were registered by the Kansas Apprenticeship Council.

• Kansas-customized College of Direct Support (CDS) — anInternet based, multimedia, competency-based training curriculumfor DSPs with Kansas-specific content. Over 4,000 CDS lessons areavailable.

“Credentialing has been a big thing for ISS. Six DSPsfinished all of their work for the Ad Astra DirectSupport Apprenticeship Program’s Initial ProficiencyCertificate. They are more successful, more respectfulto clients, supervisors, and parents. It’s been a reallypositive experience for all.”

~Individual Support Systems (ISS)

“We have been able to reduce travel expense in ourlarge, rural service area by utilizing selected lessonsfrom CDS as an online new staff orientation. Wehope to open this up to all staff as the budget allowsand technology is available in our rural locations.”

~DSNWK

“The College of Direct Support has been a bigsuccess … We’ve seen some big changes in self-confidence and in developing leadership skills.”

~TARC, Inc.

“CDS is such a wonderful training tool.”

~Families Together

“The College of Direct Support online training hasbeen very beneficial for my agency.”

~Sunflower Home Health

Improved services forindividuals withdisabilitiesAs we know, the quality of life for an individual witha disability is greatly impacted when they experi-ence seemingly constant turnover in their directsupport staff. Through this project, and its successesin turnover reduction (see Table 1), the quality oflife for Kansans with disabilities has improved. Atthe start of the project, 40% of agency participantsreported that they limited provision of services tonew individuals with disabilities due to theirworkforce crisis. Only 15.4% reported theirworkforce challenges forced them to limit newservices in the final year of the project.

Workforce initiativesProject participants created a number of workforce initia-tives to continue the efforts of Kansans Mobilizing ForChange (KMFC). The initiative that these professionalsdemonstrated has been remarkable —

• Kansas Chapter of the National Alliance of DirectSupport Professionals (NADSP) — an organizationcreated for DSPs throughout Kansas. DSPs are en-couraged to join and help develop the group’s mis-sion, initial goals, and a plan for its future.

• Kansans Mobilizing for Direct Support WorkforceChange Day — a proclamation made by the Gover-nor.

• KMFC Strategic Plan — a tool used to advocate atthe state legislature for increased wages and benefitsfor DSPs. The initiative provided expanding opportu-nities for individuals, families, and organizations toparticipate in KMFC and its work groups to make adifference in the lives of DSPs and the individualsthey support.

“As a society we must move to a place where we viewdirect care as a long term professional choice ratherthan simply another job.”

~ CLASS LTD

“I believe that our new employees are going into thehomes better prepared to do their jobs than ever.”

~ Hartford, Inc.

“We have experienceddecreased turnover, overtime,and expenses.”

~Mosaic

“We have seen a significantreduction in our turnover ratein the first 6 months of employ-ment.”

~Sunflower Supports

“It continues to be a challengeto have the financial resourcesto pay for staff time (often timesthis means overtime) for staff toparticipate in the CDS and theadditional trainings that wewant to implement.”

~Starkey

“The ripple effect has beenincredible! From the initialintervention of mentoring, wehave initiated participatorymanagement, involved allinterested staff in revampingnew staff orientation and oursenior DSP training modules,and helped start a chapter ofthe NADSP.”

~Creative Community Living

Table 1. General workforce outcomes 2002␣ 2003 2004DSP turnover 57.9% 55.9% 49.2%

Frontline supervisor turnover 23.2% 19.8% 16.4%

DSP vacancy rate 6.3% 7.4% 7.7%

Frontline supervisor vacancy rate 3.1% 4.3% 2.4%

Percent of DSPs leaving w/less than 6 months tenure 47.6% 42.9% 41.7%

Reduction in staff turnoverOverall in the 12 organizations that completed the interventions, there was a15% reduction in DSP turnover from their baseline assessments in 2002 throughproject completion in 2004. Even more exciting, turnover for frontline supervi-sors declined 29% from the baseline level. These findings suggest that thegreatest impact of the project’s technical assistance and training models in thefirst two years of implementation is on supervisors, but that a healthy decline inDSP turnover could also be detected by the end of the second year. Vacancyrates for frontline supervisors declined from 3.1% in 2002 to 2.4% in 2004.Vacancy rates for DSPs remained steady, increasing slightly from 6.3% in 2002 to7.7% in 2004 (see Table 1).

Finally, the 12 organizations experienced a decline from 47.6% to 41.7%in the proportion of leavers who stayed with the organization less than 6months.

Continued Effortsand ChallengesDespite the exciting success of this two-year project, additional work must bedone to address the direct support workforce challenges that face Kansans —

• Wage and benefits remain too low. Additional funding is required tomake significant and lasting improvements.

• Competency-based training programs must be funded in order to beutilized routinely by agencies. Competency-based trainings promoteaccountability of staff that in turn leads to high quality supports forindividuals with disabilities.

• DSP professionalization requires continued effort. Throughcredentialing and apprenticeship opportunities, the direct supportworkforce in Kansas can continue to evolve into a highly skilled andrecognized group of professionals.

Training frontlinesupervisorsMosaic, Inc.Peggy Shear, Executive DirectorKansas City Agency913-788-8400peggy.shear@mosaicinfo.org

Hartford, Inc.Loretta Torres620-392-5523loretta@hartfordinc.net

KETCHPattie Knauff, Vice Presidentof Human Resources316-383-8741pknauff@ketch.org

Lakemary Center, Inc.Tracy Melte, Assistant DirectorAdult Services Miami County913-294-4658 x 205tmelte@lakemaryctr.org

Credentialing andapprenticeshipDSNWKGary MerkleinStaff Training Coordinator785-625-5678gary_merklein@notes1.dsnwk.org

Individual Support SystemsKathy StifflerCEO785-228-9443 x 12klstiffler@isskansas.org

Recruitment andmarketingArrowhead West, Inc.Kathy WalterDivision Manager316-722-4554walterk@arrowheadwest.org

Take ActionLearn more about how the participating agencies created change in their organi-zations. Project participants are eager to share their experiences — the strugglesand the successes — with other agencies in order to continue making improve-ments in the direct support workforce across Kansas.

Johnson CountyDevelopmental SupportsSarah WilliamsHuman ResourcesRepresentative913-754-8298 x 298sarah.williams@jocogov.org

College of DirectSupport (CDS)CLASS LTDMark NewboldDirector of Human Resources620-429-1212 x 119mark.newbold@classltd.org

Sunflower Home Health, Inc.Chris McKinneyAdministrator620-275-4440cmckinney@odsgc.net

Technical assistanceCreative Community LivingSarah EmrickDeputy Executive Director620-221-1119 x 204semrick@cclccl.org

Sunflower Supports CompanyMichele HeydonAdministrative Coordinator785-273-1493micheleh@birch.net

TARC, Inc.Dan HermreckTraining Coordinator785-232-0597 x 399dhermrec@tarcinc.org

Starkey, Inc.Marsha DillCOO316-942-4221 x 2125mdill@starkey.org

For additionalinformation, contact:Kathy OlsonKansas University Center onDevelopmental Disabilities2601 Gabriel, Box 738Parsons, KS 67357(620) 421-6550 ext. 1771kolson@ku.edu

The Kansans Mobilizing for DirectSupport Workforce Change (KMFC)advisory committee is committed tomaking presentations about theKMFC project to any providers,families, or other agencies, organiza-tions, or associations.

“This has been one of the most worth-while projects that I’ve been a part of… It is very exciting to know that thestate of Kansas has chosen to helpagencies continue the efforts startedthrough this grant. Outcomes areimportant, but when addressing thevast and complex challenges of cultivat-ing and retaining a solid, high-qualityworkforce, change comes slowly,sometimes over the course of severalyears. In addition, workforce issues areinfluenced by many outside factors overwhich we have no control. … I hopethat through continued support of theseefforts, funders will look at both thequalitative and quantitative benefits ofthese interventions throughout the stateof Kansas.”

~ Arrowhead West, Inc.

ThanksKansans Mobilizing for Direct Support Workforce Change (http://www.workforce.lsi.ku.edu) recognizes andcelebrates the contributions of these advisors who collaborated over time to seek solutions to the workforcechallenges in Kansas. We are grateful for the continued interest by the initial funding organization, KansasCouncil on Developmental Disabilities (KCDD), and the project team from the University of Minnesota,Kansas University Center on Developmental Disabilities (KUCDD), Human Services Research Institute(HSRI), and MC Strategies.

Clarissa AshdownSRS/Health Care PolicyCommunity Supports andServices

Lori BurnshireParent/Families Together, Inc.

Marcia DechandTARC, Inc.

Linda DermyerHutchinson Community College

Marsha DillStarkey, Inc.

Bonnie DudenKansas Apprenticeship Council

Kansas Department ofCommerce

Sarah EmrickCreative Community Living, Inc.

Dolores E. EngelU.S. Department of Labor

Matt FletcherInterHab

Phyllis GabauerLakemary Center, Inc.

Marcie GraceCreative Community Living, Inc.

Dorothy GuyotCLASS LTD

Mark HarperLakemary Center, Inc.

Olga HennesseyTARC, Inc.

Dan HermreckTARC, Inc.

Amy HewittUniversity of Minnesota

Michele HeydonSunflower Supports Company

Anne HullParent/Heartstrings

Mary Ann KeatingTARC, Inc.

Bobbie KellerDSNWK

Monty KingSheltered Living, Inc.

Pattie KnauffKETCH

Traci LaLiberteUniversity of Minnesota

Sherri LarsonUniversity of Minnesota

Amy LetourneauHSRI

Shelly MayKansas Council onDevelopmental Disabilities

Nancy McCullohUniversity of Minnesota

Marla McFarlandCreative Community Living, Inc.

Chris McKinneySunflower Home Health, Inc.

Larry McManamanHartford, Inc.

Tracy MelteLakemary Center

Gary MerkleinDSNWK

Linda MisasiThe Alliance/Creative CommunityLiving, Inc.

Patty Black MooreKUCDD, University of Kansas

Nelda NelsonSelf Advocate Coalition of Kansas/The Arc of Douglas County

Mark NewboldCLASS LTD

Kathy OlsonKUCDD, University of Kansas

Susan O’NellUniversity of Minnesota

Jan PowellSheltered Living, Inc.

Angie ReinkingSelf Advocate Coalition of Kansas

Marla RhodenHealth OccupationsCredentialing

Kansas Department of Healthand Environment

Jane RhysKansas Council onDevelopmental Disabilities

Sara SackKansas Personal Assistanceand Supports (KPASS) Project

Kansas University Center onDevelopmental Disabilities

John SauerUniversity of Minnesota

Peggy ShearMosaic, Inc.

Loretta ShelleyKansas Apprenticeship Council

Kansas Department of Com-merce

Kelly SmithSelf Advocate/SACK

Veronica SniderCLASS LTD

Kathy StifflerIndividual Support Systems, Inc.

Marianne TaylorHSRI

Mary Jo TempleCLASS LTD

Kathy WalterArrowhead West, Inc.

Sarah WilliamsJohnson County DevelopmentalSupports

Connie ZienkewiczFamilies Together, Inc.

The Ad Astra DirectSupport RegisteredApprenticeship Programalong with the Ad AstraState Council recognizeDevelopmental Services ofNorthwest Kansas(DSNWK) and IndividualSupports Systems (ISS) andthe following individuals fortheir contributions to the2004 pilot of the appren-ticeship program —

Apprentices/Candidates —

Allene Anderson, ISS

Frances “Bunny” Bargas,ISS

Sheila Bosch, DSNWK

Florence Cherviyot, ISS

Kim Holford-Bailey, ISS

Seressa McCracken, ISS

Marshall Schlyer, DSNWK

Pricilla Walker, ISS

Journeyworkers/Mentors:

Janel Crawshaw, ISS

Laura Gatlin, ISS

Sharon Kimbrough, ISS

Shawna Link, ISS

Ted Nuttle, DSNWK

Jamey Roth, DSNWK

The Kansas Alliance ofDirect Support Professionals(KADSP.lsi.ku.edu), achapter of the NationalAlliance of Direct SupportProfessionals (NADSP.org)recognizes these individualsfor their contributions asfounders of the Kansaschapter.

Clarence Walker, DSP,Creative Community Living,Inc.

Jonathan Miller, DSP,Creative Community Living,Inc.