Pettingell Sandra L, Houseworth James, Tichá Renáta, Kramme Julie E D, Hewitt Amy S
Sandra L. Pettingell, James Houseworth, Renáta Tichá, Julie E. D. Kramme, and Amy S. Hewitt, University of Minnesota.
Intellect Dev Disabil. 2022 Apr 1;60(2):113-127. doi: 10.1352/1934-9556-60.2.113.
Direct support professionals (DSPs) provide a range of supports in a variety of settings to people with intellectual and developmental disabilities (IDD) who count on these supports to live, work, and contribute in their communities. Despite this, high annual DSP turnover rates are problematic. DSP turnover is disruptive to people who receive supports as the lack of stable, reliable supports can negatively impact their important day-to-day outcomes (e.g., safety, community participation, and choice). Turnover also comes at a cost to provider organization in the hiring and training of new employees. To retain DSPs, organizations offer incentives (e.g., bonuses, retirement plans, health insurance). This study utilized National Core Indicators® (NCI®) Staff Stability Survey 2018 data to examine the relationships between wages, different types of incentives, including benefits (e.g., paid time off, access to health insurance, disability insurance, wage bonuses, health incentives programs, etc.) to annual turnover in participating states in the United States. Results indicated that incentives were not positively associated with DSP retention. Staff wages were the most notable factor associated with differences in DSP retention rates, along with the state in which the organization was located as well as organization vacancy rates.
直接支持专业人员（DSPs）在各种环境中为智力和发育障碍者（IDD）提供一系列支持，这些人依靠这些支持在社区中生活、工作和做出贡献。尽管如此，DSPs的高年度离职率仍是个问题。DSPs的离职对接受支持的人具有破坏性，因为缺乏稳定、可靠的支持会对他们重要的日常成果（如安全、社区参与和选择）产生负面影响。离职也会给服务提供商组织带来招聘和培训新员工的成本。为了留住DSPs，组织会提供激励措施（如奖金、退休计划、健康保险）。本研究利用2018年国家核心指标（NCI®）员工稳定性调查数据，考察了美国参与调查各州的工资、不同类型的激励措施（包括福利，如带薪休假、医疗保险、残疾保险、工资奖金、健康激励计划等）与年度离职率之间的关系。结果表明，激励措施与DSPs的留任意愿没有正相关关系。员工工资是与DSPs留存率差异最显著相关的因素，此外还有组织所在的州以及组织的空缺率。
