Thirtieth Anniversary Issue on Progress and Priorities in Direct Support

From Job to Journey
How Credentialing and Career Paths are Professionalizing the DSP Role

Author

Kristine (Kris) Foss , MA, is the Director of Direct Support Workforce Solutions at the Institute on Community Integration at the University of Minnesota. She can be reached at foss0395@umn.edu

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Ability Beyond supports over 3,000 people annually across Connecticut and New York. They realized early on that as the needs of the people they support become more complex and individualized, the expertise of their direct support professionals (DSPs) needed to evolve as well. They also recognized that the high rates of turnover and limited retention they experienced each year were not sustainable. Ability Beyond committed to investing in their workforce by creating a new career path program called Pathways to Excellence.

Since 2008, 551 staff members have graduated from their blended learning cohort approach to career growth: Pathways to Excellence. Entry level staff first take the five-month DSP training program to graduate, and earn the professional title of DSP. They also receive a wage increase and completion bonus. But the journey doesn't stop at the DSP level of the program. Ability Beyond has created specialist roles designed to meet specific, high-level needs while providing clear upward journeys for staff.

A woman with a slight smile, looking at the camera. She has chin length curly white and gray hair. She is wearing a olive green V-neck sweater, with a white collarless top underneath, and a necklace with variety of chunky white, silver, pink and pearl beads.

Kris Foss

Since 2008, Pathways has been an effective retention strategy. Pathways continued even through shutdowns due to the COVID-19 pandemic, continually ensuring that dedicated DSPs have a reason to stay and grow. Of the 551 DSP Pathways graduates:

  • 183 have gone on to become Mentor/Supervision Specialists, helping to guide and onboard the next generation of staff
  • 62 have become Behavior Specialists, providing targeted support for complex behavioral needs
  • 31 have become Clinical Care and Wellness Specialists, ensuring the physical health and holistic well-being of those they support

These advanced DSP roles require additional training and include specialty titles, additional pay increases, and bonuses. By creating these roles, Ability Beyond ensures that the most experienced staff stay in direct support where their skills are needed most, rather than feeling forced into administrative roles to earn a better living.

The results speak for themselves: While their current overall direct care turnover rate is 19.5%, that number drops to a staggering 6.7% for those who graduate from the Pathways program.

To truly understand the impact of this evolution, you must talk to the people living it, and proving that with the right tools, the sky is the limit.

Shontella Ellick: National Certifications

When I met Shontella Ellick, I was blown away by her energy and passion! Shontella has been with Ability Beyond for almost three years, beginning as a part-time Life Skills Instructor before moving to a full-time role in the New York ComHab program. She recently graduated from the Pathways program and is starting the Mentor/Supervision Specialist training.

While Shontella’s motivation is clearly to learn and grow, we discussed the importance of the associated stipends and wage increases that are part of Pathways and the credentialing opportunity. She agrees that they are a vital way to recognize the complex role of the DSP and continued learning.

Shontella also pursued the opportunity for national credentialing through the NADSP E-Badge Academy. She completed her training, earned badges and was awarded her DSP I, II, and III certifications in just three months. Her dedication led to promotion and a clear roadmap for her future. While Shontella’s motivation is clearly to learn and grow, we discussed the importance of the associated stipends and wage increases that are part of Pathways and the credentialing opportunity. She agrees that they are a vital way to recognize the complex role of the DSP and continued learning. Shontella’s hard work has not gone unnoticed across Ability Beyond or across New York: She was recently named DSP of The Year by the NY Regional Centers for Workforce Transformation.

Clason (Clay) Reed: Confidence to Lead

Clay Reed has been with Ability Beyond for decades in a variety of direct care roles. I have had the honor of knowing Clay for many years and saw firsthand his commitment to care and his natural ability to coach and lead. In talking with Clay, he noted that it was the Pathways DSP and specialized training courses that provided the foundation for his career. The DirectCourse College of Direct Support and College of Frontline Supervision, Management, and Leadership curriculum gave him the confidence to transition from frontline roles into leadership. He stressed the importance of the blended learning, connecting with coworkers from across the organization. Today, he manages Connecticut’s Individualized Day Program. "Pathways to Excellence is just that - a pathway," Clay says. “It gave me the tools to take on more responsibility and feel prepared to be a manager.”

Credentials and training only translate into retention when paired with actual real-world rewards. A new title, wage increases, and expanded responsibilities transform a certification into a sustainable career path, and lets DSPs know they are valued.

Kumia Lott: From Retail to "DSP of the Year"

Kumia Lott’s journey to DSP is inspiring. She was working as a retail cashier and shifted her path to direct support. She has been with Ability Beyond for five years and is one of the 551 graduates of the Pathways program. Kumia has also completed the Mentor/Supervision Specialty training program and shared insights gained from development activities such as the personality assessments and online courses, which helped her develop skills in time management and self-reflection. She is now an Assistant Program Manager in Connecticut services and highlights the power of diverse perspectives. Kumia stressed the importance of diversity and collaboration in the workplace and talked about how interacting with colleagues from different backgrounds and experiences led to personal and professional growth. "It transformed my career," she explains, “coming together to share learning and experiences each month with colleagues replaced the isolation of field work with a sense of community and a connection to a bigger picture.”

Two women stand posed and smiling in front of a backdrop wearing business attire. Kumia Lott holds her award for ANCOR Connecticut DSP of the Year. Kumia has black hair pulled back in a tight, low bun. Kumia has dark skin and is wearing a red, long sleeve shirt dress with collar.

Kumia Lott, DSP at Ability Beyond wins Connecticut DSP of the Year

Kumia views this as just the beginning and looks forward to building a career. She is well on her way. She was recently named ANCOR’s 2026 Connecticut DSP of the Year at their national conference held in April in Boston, Massachusetts.

When we link career growth directly to learning new skills and financial rewards, everyone wins:

  • DSPs gain a lifelong career, better pay, and professional respect through a continuous growth model.
  • Organizations see lower turnover and a more skilled, dedicated workforce that is prepared for any challenge.
  • The people supported receive more consistent, high-quality care from specialized experts who truly understand their changing needs.

The days of the "entry-level" label are hopefully behind us, and we can continue to promote and celebrate the role of the DSP over the next 30 years. Thanks to national credentialing opportunities and programs like Ability Beyond’s Pathways to Excellence, being a direct support professional is gaining recognition for what it really is: a challenging, rewarding, skilled, and professional career.