In the future, ARRM members will likely experience shortages in the direct support professional (DSP) labor pool. This will result in in higher turnover and higher vacancy rates. Recruiting, hiring and keeping great direct support professionals will become more challenging as the workforce continues to shrink.  

Many ARRM members already know there are proven DSP Workforce Development Strategies that help combat these workforce challenges:

• Finding DSPs – Recruitment & Marketing
• Choosing DSPs – Interviewing & Selection
• Keeping DSPs – Retention
• Developing DSPs – Education & Training

ARRM members will be able to fine tune their own workforce development efforts by using the tools, strategies and resources provided here.

Keys to successful planning include:
Looking for and finding the right DSPs is an important first step in reducing turnover and improving retention. The recruitment and marketing section will cover important information on finding the right match for the job.

Once you find candidates, you have to make sure they are right for the job. Choosing the right DSP is done by using specific interviewing and selection strategies. This will help assure the right DSP is matched to specific needs.

After you have hired the right person, keeping them is a priority.  Using retention strategies can make a difference in your turnover and vacancy rates.

And finally, developing DSPs through education and training opportunities will have a big payoff, too. This is because well-trained staff often stay on the job longer, have fewer accidents and are effective, productive employees.

For more information:
Barb Turner, COO
bturner@arrm.org
651-291-1086, ext. 3