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

A frontline supervisor (FLS) is an employee whose primary responsibility is the supervision of DSPs.  While these individuals may perform direct support tasks, their primary job duty is to supervise employees and manage programs.  They are not viewed by the organization as DSPs, rather the organization views their role as guiding and directing the work of the DSP more than 50% of their time.  FLS questions were added to the survey for year 2 because of their important role in supporting DSPs. 

FLS Salaries

Organizations reported FLS starting, average, and highest salaries.  For organizations that provided hourly wages instead of salaries, the hourly wage was converted into a salary.

  

Figure 12 shows the average FLS starting, average, and highest salaries.  The average starting salary for FLSs across the state was $31,187 (range $16,640 to $65,000).  In each region, the average starting salary for FLSs was $30,487 in the East, $31,322 in the Middle, and $31,623 in the West. 

The overall average salary for FLSs across the state was $34,670 (range $20,800 to $65,000).  In each region, the average salary for FLSs was $36,111 in the East, $35,003 in the Middle, and $32,877 in the West. 

The average highest salary for FLSs across the state was $42,654 (range $24,960 to $95,000).  In each region, the average highest salary for FLSs was $46,500 in the East, $43,842 in the Middle, and $36,956 in the West.

FLS Retention

Stability of FLS positions is related to DSP turnover, which is a key issue nationwide for the direct support workforce.  Turn­over, early separations, and vacancy for all FLSs were computed for this report.  FLS turnover and early separation data are shown in Figure 13.

FLS Turnover

FLS turnover was calculated using the annual crude separation rate which uses 3 variables: the number of FLSs who left in the last year, the total number of FLSs employed, and the number of FLS vacancies.  The crude separation rate was defined as:

overall turnover 25%, of those who left:

• 29% left within 0-6 months of hire
• 28% left within 6-12 months of hire

The average FLS turnover throughout the state was 25%.  By region, the average turnover of FLSs was 35% in the East, 24% in the Middle, and 18% in the West.

FLS Early Separations

As with any employee, FLSs can find themselves in a situation where they took a job and quickly realize it is not what they expected or they need to leave it for some reason. Information on early turnover was gathered to show the percent of supervisors who left within their first year of employment.  This is important because supervisor vacancies are costly to fill, and supervisors provide continuity for the DSPs as higher FLS turnover may be a predictor for higher DSP turnover.

Within 0-6 Months of Hire

FLS separation rate within 0 to 6 months of hire was calculated using 2 variables: the number of FLSs who left in the last year and the total number of FLSs who left within 0 to 6 months of being hired.  The 0 to 6 month separation rate was defined as:

In the state, the average FLS separation rate within 0 to 6 months of hire was 29%.  By region, the average FLS separation rate within 0 to 6 months of hire was 29% in the East, 31% in the Middle, and 26% in the West.

Within 6-12 Months of Hire

FLS separation rate within 6 to 12 months of hire was calculated using 2 variables: the number of FLSs who left in the last year and the total number of FLSs who left within 6 to 12 months of being hired.  The 6 to 12 month separation rate was defined as:

In the state, the average FLS separation rate within 6 to 12 months of hire was 28%.  By region, the average FLS separation rate within 6 to 12 months of hire was 21% in the East, 35% in the Middle, and 23% in the West.

FLS Vacancy Rate

FLS vacancy rate was calculated using 2 variables: number of FLS vacancies and total number of FLSs employed.  Vacancy rate was measured using the following formula: Total number of funded positions currently vacant divided by the total number of funded positions at the site.

As seen in Figure 14, in the state, the average FLS vacancy rate was 13%.  By region, the average FLS vacancy rate was 15% in the East, 9% in the Middle, and 18% in the West.