Employment and Community First CHOICES Workforce QuILTSS Initiative Survey 2019: Year Two Report

Organizations were asked to report on whether they provided wage increases to DSPs in three different ways and the average amount they paid for each wage increase.  Additionally, organizations reported on whether they provided different types of bonuses to DSPs and the average amount they paid for calendar year 2019.

Hourly Wage Increases

Wage Increases After Training was Completed

Organizations were asked whether they routinely gave an hourly wage increase for DSPs after training was completed.  Regional data for amount of wage increases were reported by a small number of organizations, so interpret with caution.

Once training was complete

Wage Increases	State		East		Middle		West
	N	%	N	%	N	%	N	%
All DSPs	73	40	19	58	32	34	22	32
Part-Time	20	95	8	100	7	86	5	100
Full-Time	21	95	8	100	8	88	5	100

Longevity

Wage Increases	State		East		Middle		West
	N	%	N	%	N	%	N	%
All DSPs	73	41	20	50	32	34	21	43
Part-Time	23	65	8	75	9	78	6	33
Full-Time	23	96	8	100	9	100	6	83

Other than longevity

Wage Increases	State		East		Middle		West
	N	%	N	%	N	%	N	%
All DSPs	73	44	20	60	32	38	21	38
Part-Time	26	31	10	90	10	80	6	83
Full-Time	26	92	10	45	10	90	6	100

N = The number of organizations answering each question.

% = The percent out of the total organizations.

As seen in Table 1, in the state, 40% of organizations gave an hourly wage increase for DSPs once training was completed.  Of those who gave an hourly wage increase and responded specifically for part- and full-time, 95% gave an hourly wage increase for both part- and full-time DSPs.  In the East region, 58% of organizations gave an hourly wage increase for DSPs once training was completed.  Of those who were able to provide data for part- and full-time, 100% reported an hourly wage increase for both.  In the Middle region, 34% of organizations reported an hourly wage increase for DSPs once training was completed.  Of those who were able to break their data down by part- and full-time, 86% gave an hourly wage increase for part-time DSPs and 88% gave an hourly wage increase for full-time DSPs.  In the West region, 32% of organizations reported an hourly wage increase for DSPs once training was completed.  Of those who were able to provide data for part- and full-time, 100% gave an hourly wage increase for both.  The average increase of hourly wages in the state after training was completed was $0.81.  By region, the average hourly wage increase after training was completed was $0.66 in the East, $0.85 in the Middle, and $1.03 in the West.

Wage Increases for Longevity

Organizations were asked whether in 2019 DSPs earned hourly wage increases for longevity of employment (e.g., end of first year, after three years).  Statewide, 41% of organizations indicated an hourly wage increase to DSPs for longevity.  Of the 23 organizations who were able to provide data for part- and full-time, 65% percent offered hourly wage increases for longevity to part-time DSPs and 96% to full-time DSPs.  The percent of organizations who provided hourly wage increases for longevity varied across the regions of Tennessee.  In the East region, 50% of organizations gave hourly wage increases for longevity to DSPs.  Of the 8 organizations who were able to provide data for part- and full-time, 75% offered to part-time DSPs and 100% to full-time DSPs.  In the Middle region, 34% of organizations gave an hourly wage increase to DSPs for longevity.  Of the 9 organizations who were able to provide data for part- and full-time, 78% offered to part-time DSPs and 100% to full-time DSPs.  In the West region, 43% of organizations gave hourly wage increases for longevity to DSPs.  Of the 6 organizations who were able to provide data for part- and full-time, 33% offered to part-time DSPs and 83% to full-time DSPs (see Table 1).  The average amount of wage increase for longevity for 28 organizations across the state was $0.44 for all DSPs.  By region, the average amount of wage increase for longevity was $0.34 in the East for 10 organizations, $0.49 in the Middle for 10 organizations, and $0.50 in the West for 8 organizations.

Wage Increases (Months After Hire)	State (% Organizations)
1-3 Months	17%
4-6 Months	14%
7-9 Months	14%
10-12 Months	76%

Number of organizations reporting: 29

Organizations indicated at which points they offer these increases.  They could check all that applied to their organization’s practices for when they offer these wage increases to DSPs.  Table 2 shows the points after DSP hire when these increases are given to DSPs.  Of the organizations who gave hourly wage increases for longevity, 17% gave an hourly wage increase for longevity at 1-3 months for all DSPs, 14% gave one at 4-6 months, 14% gave one at 7-9 months, and 76% gave an hourly wage increase for longevity at 10-12 months for all DSPs.  There were insufficient responses to report out at the regional level.

Other Wage Increases

The survey also asked organizations if they offered hourly wage increases to DSPs for reasons other than longevity in 2019.  As seen in Table 1, across the state, 44% of the organizations provided wage increases for reasons other than longevity.  Of the 26 organizations that were able to provide data for part- and full-time, 31% offered to part-time DSPs and 92% to full-time DSPs.  The percent of organizations who gave hourly wage increases for longevity varied across the regions of Tennessee.  In the East region, 60% of organizations gave hourly wage increases for reasons other than longevity to DSPs.  Of the 10 organizations who were able to provide data for part- and full-time, 90% offered to part-time DSPs and 45% to full-time DSPs.  In the Middle region, 38% of organizations gave hourly wage increases for reasons other than longevity to DSPs.  Of the 10 organizations who were able to provide data for part- and full-time, 80% offered to part-time DSPs and 90% to full-time DSPs.  In the West region, 38% of organizations gave hourly wage increases for reasons other than longevity to DSPs.  Of the 6 organizations who were able to provide data for part- and full-time, 83% offered to part-time DSPs and 100% to full-time DSPs.  The average amount of this hourly wage increase for reasons other than longevity for DSPs was $0.49 across the state, $0.59 in the East region, $0.43 in the Middle region, and $0.44 in the West region.

DSP Bonuses

Questions about monetary referral, hiring, years of service, and performance recognition bonuses were added to the year 2 survey.  Organizations may give referral bonuses to current employees to encourage inside recruitment.  The employees share information about the work to people they know whose skills and interests are a good fit for the position.  The referral bonus is generally given to the employee after the new hire remains in the position for at least 6 to 12 months to ensure qualified, interested individuals are recruited.  Alternately, hiring bonuses are generally provided to the newly hired employee as an incentive to attract individuals to the organization.  Part of the hiring bonus should be paid shortly after hire, and part should be paid 6 to 12 months after hire.  A bonus for years of service may start at 6 months or a year and be awarded every year or even every 5 years.  Performance recognition is when employees are rewarded for their behavior, effort, or achievement that is above expectation and supports the organization’s mission, vision, and values.  Regional data for amount of bonus and number of DSPs who received a bonus were reported by a small number of organizations, requiring caution when interpreting results about DSP bonuses.

	State (%)	East (%)	Middle (%)	West (%)
Employee Referral Bonus	52	60	56	38
Hiring Bonus	17	15	19	14
Years of Service Bonus	34	45	41	14
Performance Recognition Bonus	19	20	23	14
Other Bonus	14	20	13	10

Number of organizations reporting = State (72/73), East (20), Middle (31/32), West (21).

% = Percent of out of the total organizations who offered the bonus.

Referral Bonus

As seen in Table 3, throughout the state, 52% of organizations gave a referral bonus to DSPs.  By region, 60% of organizations provided referral bonuses in the East, 56% provided referral bonuses in the Middle, and 38% of organizations provided referral bonuses in the West.  The average employee referral bonus in the state was $159.  By region, the average referral bonus in the East was $180, in the Middle was $153, and in the West was $138.  For organizations who provided referral bonuses, the average number of DSPs who received referral bonuses was 16 across the state.  By region, the average number of DSPs in an organization who received a referral bonus was 30 in the East, 11 in the Middle, and 8 in the West.

Hiring Bonus

Throughout the state, 17% of organizations provided a hiring bonus to newly hired DSPs.  By region, 15% of organizations provided hiring bonuses in the East, 19% provided hiring bonuses in the Middle, and 14% of organizations provided hiring bonuses in the West (See Table 3).  The average hiring bonus in the state was $475.  By region, the average hiring bonus in the East was $751, in the Middle was $425, and in the West was $300.  For organizations who provided a hiring bonus, the average number of DSPs who received a hiring bonus was 46 across the state. By region, the average number of DSPs in an organization who received a hiring bonus was 68 in the East, 20 in the Middle, and 78 in the West.

Years of Service Bonus

As seen in Table 3, throughout the state, 34% of organizations gave a bonus to DSPs for years of service.  By region, 45% of organizations provided years of service bonuses in the East, 41% provided years of service bonuses in the Middle, and 14% of organizations provided years of service bonuses in the West.  The average employee bonus for years of service in the state was $176.  By region, the average years of service bonus in the East was $200, in the Middle was $157, and in the West was $192.  For organizations who provided a bonus for years of service, the average number of DSPs who received a bonus for years of service was 71 across the state.  By region, the average number of DSPs in an organization who received a bonus for years of service was 63 in the East, 56 in the Middle, and 157 in the West. 

Performance Recognition Bonus

Throughout the state, 19% of organizations gave a performance recognition bonus to DSPs.  By region, 20% of organizations provided performance recognition bonuses in the East, 23% provided performance recognition bonuses in the Middle, and 14% of organizations provided recognition bonuses in the West (see Table 3).  The average employee performance recognition bonus in the state was $138.  By region, the average performance recognition bonus in the East was $144, in the Middle was $145, and in the West was $117.  For organizations who provided performance recognition bonuses, the average number of DSPs per organization who received a performance recognition bonus was 29.  By region, the average number of DSPs in an organization who received a performance recognition bonus was 25 in the East, 42 in the Middle, and 3 in the West. 

Other Bonuses

In the state, 14% of organizations provided bonuses to DSPs for reasons other than employee referral, hiring, years of service, or performance recognition bonuses.  By region, 20% of organizations provided a bonus for other reasons in the East, 13% provided a bonus for other reasons in the Middle, and 10% of organizations provided a bonus for other reasons in the West (see Table 3).  Organizations were asked to specify the other reasons they provided bonuses.  The other reasons they provided were:

• A bonus was provided quarterly to those who met all training requirements and did not have disciplinary records
• Christmas bonus
• Holiday bonus in December 2019 and agency anniversary bonus in June 2019
• Holiday, birthday, work anniversary
• Once DSP received their certification to pass medications on the first attempt

The average bonus for reasons other than employee referral, hiring, years of service, or performance recognition bonuses in the state was $158 (see Table 3).  By region, the average bonus for other reasons in the East was $111, in the Middle was $107, and in the West was $221.  For organizations who provided a bonus for other reasons, the average number of DSPs who received a bonus for other reasons was 200 across the state.  By region, the average number of DSPs in an organization who received a bonus for other reasons was 50 in the East, 72 in the Middle, and 683 in the West.