Employment and Community First CHOICES Workforce QuILTSS Initiative Survey 2020: Year Three Report
2020 Direct Support Workforce State Overview
Of the organizations in the West region, 90% of services are provided in the West region, 5% in the Middle region, and 5% in the East region. Services are provided in 1,227 service sites in 10 organizations, including 70% family or individual homes, 10% agency or facility sites, 9% job sites, and 11% other sites. 2,095 people received services. 1,457 DSPs, 233 FLSs, 57 managers, 117 administrative, and 360 other employees than those previously listed were employed.
Of the 8 organizations who responded to employment types of DSPs, 9% were on call or temporary employees, 36% were part-time, and 55% were full-time. 58% of DSPs worked across more than one service type. Service types may include ECF CHOICES, DIDD Waiver, Vocational Rehabilitation, and CHOICES (Non-ECF CHOICES).
The overall vacancy rate for DSPs in 9 organizations was 17%. 40% of part-time positions and 28% of full-time positions were vacant.
Overall, there was 47% annual DSP turnover in 9 organizations reporting. Of those DSPs who left their positions in 2020, 52% left within 0-6 months of hire, and 28% left within 6-12 months of hire. The top three reasons for DSP departure were as follows: 89% “no call/no show,” 67% “found another job at another company,” and 59% “pay too low, needed better pay.”
11 organizations reported wage data. The average hourly starting DSP wage was $9.97, the average hourly DSP wage was $10.36, and the average highest DSP wage was $12.84. 27% of organizations paid DSPs different wages across service types.
On average, 16% of DSPs in an organization were enrolled in health care plans. For full-time DSPs, 57% of organizations offered paid time off, 33% offered sick leave, 0% offered paid vacation, and 86% offered health insurance. For part-time DSPs, 0% of organizations offered paid time off, 33% offered sick leave, 0% offered paid vacation, and 29% offered health insurance. Organizations that were unable to distinguish between part- and full-time DSPs answered for “all DSPs.” For all DSPs, 67% of organizations offered paid time off, 0% offered sick leave, 0% offered paid vacation, and 100% offered health insurance.
A total of 207,633 hours of overtime were paid out to DSPs in the last 30 days from 7 organizations.
Of the 8 organizations reporting, the average starting frontline supervisor (FLS) annual salary was $27,615. The average FLS annual salary was $31,391. The average highest FLS annual salary was $36,869.
There was 47% overall annual FLS turnover in 8 organizations reporting. Of those FLSs who left their positions in 2020, 43% of FLSs left within 0-6 months of hire, and 57% left within 6-12 months of hire.
The overall vacancy rate for FLSs in 7 organizations was 30%.
In West Tennessee, of the 9 organizations who reported, 56% closed due to government mandate. 22% of organizations furloughed or laid off staff, 0% of organizations eliminated staff positions, and 11% of organizations cut staff hours. 22% relocated staff to another setting and 33% of organizations had staff living in residences to slow COVID-19 spread. 22% of organizations listed another experience during the pandemic.
Of the 10 organizations reporting, 100% of organizations were short-staffed due to the pandemic and 70% hired new staff due to the pandemic. Of those new staff, 29% of organizations gave staff regular training, 57% reported additional COVID-19 training, and 14% reported that staff received no training at all.
In 11 organizations, 82% reported that they gave a monetary bonus to all DSPs during the COVID-19 pandemic. Of those that gave DSPs a monetary bonus, 12% gave a $0.01-$1.00 per hour bonus, 12% gave a $1.01-$2.00 per hour bonus, 0% gave a $2.01-$3.00 per hour bonus, 12% gave a $3.01+ per hour bonus, and 64% gave a lump sum bonus. 67% of organizations report that there is an end date for the wage increase.