James Houseworth, Sandra L. Pettingell, Julie E.D. Kramme, Renáta Tichá, and Amy S. Hewitt, University of Minnesota, Institute on Community Integration.
Intellect Dev Disabil. 2020 Jun 1;58(3):192-207. doi: 10.1352/1934-9556-58.3.192.
Direct support professionals (DSPs) provide a broad range of supports in a variety of settings to people with intellectual and developmental disabilities (IDD) that enables people to live, work, and participate in their communities. Despite the crucial importance in ensuring supports for community participation of people with IDD, high rates of annual turnover among DSPs in organizations that employ them have been documented for decades. This study utilizes National Core Indicators Staff Stability data from 2016 to examine the impact of organizational- and state-level factors related to DSP turnover, including annual DSP turnover and the percentage of DSPs who left their positions after less than 6 months. At the organizational level, a higher turnover rate in the last 12 months was significantly related to lower DSP wages and to not offering health insurance. At the state level, a higher turnover rate in the last 12 months was significantly related to a lower percentage of people living in individualized settings and lower per capita Medicaid spending. For early turnover at the organizational level, a higher percent of leavers within 6 months of tenure was significantly related to not offering paid time off and health insurance, higher vacancy rates, higher proportion of part-time DSPs, and lower overall staff sizes.
直接支持专业人员（DSP）在各种环境中为智力和发育障碍者（IDD）提供广泛的支持，使他们能够在社区中生活、工作和参与。尽管 DSP 在确保 IDD 者的社区参与方面至关重要，但几十年来，在雇用他们的组织中，DSP 的年离职率一直很高。本研究利用 2016 年国家核心指标员工稳定性数据，考察了与 DSP 离职相关的组织和州级因素的影响，包括年度 DSP 离职率和在不到 6 个月后离职的 DSP 百分比。在组织层面上，过去 12 个月中更高的离职率与 DSP 工资较低和不提供健康保险显著相关。在州一级，过去 12 个月中更高的离职率与生活在个性化环境中的人数比例较低以及人均医疗补助支出较低显著相关。在组织层面上的早期离职方面，在任期 6 个月内离职的员工比例较高与不提供带薪休假和健康保险、更高的空缺率、更多的兼职 DSP 以及更低的总体员工规模显著相关。
