Tony Anderson The Arc California

1. California Alliance for Direct Support ProfessionalsCalifornia Supported Living Network2013 San Diego, CA Tony Anderson The Arc California

3. National Credential • The purpose of this credentialing program is to provide national recognition for the contributions and competence of Direct Support Professionals who apply for and meet the credentialing standards. 

4. Who Benefits of credentialing • Direct Support Professional • Learning and applying best practices and evidence-based skill and knowledge in the workplace. • The Work is less frustrating and more rewarding when DSP achieve and are challenged with complexities of deeper purpose of their work. • What Did You Do Today? Oh I just helped a person who felt powerless to become a confident person able to develop relationships and become a full active participant in their community. How about you?

5. Who Benefits of credentialing • Employers • The organizations provide stronger assurances of quality to funders, people with disabilities, and their families, and can promote that they have nationally credentialed staff. • Credentialing is not the end all but it is a way to build in excellence throughout an organization. • It is a way to communicate to DSPs that their role is critically important to the mission of your organization. • Inspect What You Expect: You expect a serious approach to their work every day, and the process of credentialing is a continuous improvement measure by you for them.

6. Who Benefits of credentialing • People with Disabilities and Their Families • The people you serve will have the advantage of partnering with highly trained professionals committed to supporting them using the ethical and effective interventions that they have mastered. • DSPs who complete rigorous credential programs stay on the job longer and provide a higher quality of support. • Therapists are credentialed, teachers are credentialed, many medical professionals are credential and licensed – these are professionals and so are our workers.

7. A Three Tiered System • Direct Support Professional- Registered (DSP-R) • Direct Support Professional- Certified (DSP-C) • Direct Support Professional- Specialist (DSP-S)

8. A Three Tiered System • The DSP career path begins with the Registration Level (DSP-Registered). • As a DSP-Registered you will then be eligible to complete expert training in the key DSP competencies of empowerment, communication, planning, ethical practice and advocacy to become a fully certified Direct Support Professional (DSP-Certified). • The third level of NADSP credentialing (DSP-Specialist) recognizes DSPs who have obtained specialized training and have demonstrated competence in providing specialized support to individuals with disabilities in community human services. 

9. Direct Support Professional- Registered (DSP-R) • This is the first level of credential offered. The DSP-R is intended to recognize people who have entered the profession and desire to have careers in the field of community human services. • It is not intended to be a credential for which NADSP prescribes or sanctions DSP competence. • DSP-R applications that are complete and include payment will be reviewed within 6 weeks of receipt.

10. Must meet the following criteria • Cleared criminal background check within 12 months in the state • Letter from employer indicating that the DSP: • DSP completed all state & employer required training and orientation; • 6 months continuous and current human services employment ; • is an employee in good standing and legally able to work in the United States • DSP Letter of intended professional commitment (Values, commitment to and purpose for entering the profession; and • Signed and dated commitment to adhere to NADSP’s Code of Ethics.

11. What happens after applying? • It will be reviewed by NADSP within 4-6 weeks • Applicant will receive the DSP-Registered recognition package. • Once credentialed as DSP-Registered level, they become eligible to move forward to additional levels. • Officially embossed certificate that identifies the DSP as a DSP- Registered; • Lapel pin that says “Direct Support Professional - Registered,” • Personalized letter from NADSP congratulating the DSP on committing to the profession of direct support. • Fee: $50; Re-certification: Not required; one-time application and fee.

12. Direct Support Professional- Certified (DSP-C) • Must be a DSP-Registered; • Completion of 200 related instruction hours from an NADSP accredited education or training program; • Proof of two years continuous and current work • Professional resume; • Updated letter of professional commitment; • Letter of support/recommendation from a person to whom the DSP provides service • Portfolio of work samples that demonstrate competence in 8 of the15 NADSP competency areas; • Signed and dated re-commitment to adhere to the NADSP Code of Ethics. • Receives Officially embossed certificate that identifies the DSP as NADSP Direct Support Professional - Certified; • Lapel pin that says “Direct Support Professional - Certified,”; • Personalized letter from NADSP congratulating the DSP on his/her achievement. • Fee: $150

13. Re-certification: every two years after the DSP-Certification: • complete 20 hours of ceu in human services • 8 hours can include employer required re-certifications, for example: • CPR, First Aid, Abuse and neglect, Medication administration, Mandatory or other required training/education on behavior support and intervention OSHA required safety such as handling blood borne pathogens and fire safety

14. Re-certification: every two years after the DSP-Certification: • 12 hours (or more) advanced professional development courses of  the DSP's choosing, for example: • Participation in local, state, and national DD/ID conferences, On-line course completion on topics pertaining to human services, College coursework completion on a relevant topic in human services, Completion of workshops offered by professional human service organizations on relevant topics

15. Re-certification: every two years after the DSP-Certification: • Completion of all ceu and the datas required. The date(s) and topic or title of the training, number of training hours, and the name and title of the presenter/trainer). • The training must have been completed during the two year period between certifications. • CEU‘s are NOT required • Signed and dated re-commitment to adhere to the NADSP Code of Ethics. • Fee: $50.00

16. DSP Credentialing DSP-Specialist • The specialist certificate is designed to recognize DSPs who have obtained specialized training and have demonstrated competence in providing specialized support to individuals with disabilities in community human services. • You must apply for each specialist credential separately. • DSP Specialist Inclusion (DSP-S-I) • DSP Specialist in Health Support (DSP-S-HS) • DSP Specialist in Positive Behavior Support (DSP-S-PBS) • DSP Specialist in Mentoring and Supervision (DSP-S-MS) • DSP Specialist in Employment Supports (DSP-S-ES)

17. What happens after I apply?  • Your DSP-Specialist application packet will be reviewed by NADSP within 60-90 days of receipt. • If your application meets the criteria for advanced credentialing you will receive your DSP-Specialist recognition package. • The package includes: an embossed certificate that personally identifies you as a DSP-Specialist in your particular specialty area; a lapel pin that reinforces the achievement of the DSP-Specialist credential; and a personal letter from NADSP congratulating you on your achievement

18. Credentialing Grievance and Request for Special Accommodations Processes • NADSP has established a Special Review Committee to review any grievances or requests for additional consideration regarding the NADSP Credentialing Program. • This Committee will be chaired by an Executive Committee member and will include a minimum of one additional person who is not a member of the Portfolio Review Committee. • To request that this Committee address an issue of importance to the applicant, s/he must submit a letter to the NADSP Executive Chair. • This letter should specifically state the concern and their circumstances for consideration regarding the individual’s participation in the NADSP Credentialing Program. • Upon receipt of this request, the Special Review Committee will review and reach a decision within 30 days.

19. 15 NADSP Competency Areas • Area 1: Participant Empowerment • Area 2: Communication • Area 3: Assessment • Area 4: Community and Service Networking • Area 5: Facilitation of Services • Area 6: Community Living Skills & Supports • Area 7: Education, Training & Self‐Development • Area 8: Advocacy • Area 9: Vocational, Educational & Career Support • Area 10: Crisis Prevention and Intervention • Area 11: Organizational Participation • Area 12: Documentation • Area 13: Building and Maintaining Friendships and Relationships • Area 14: Provide Person Centered Supports • Area 15: Supporting Health and Wellness

20. 1. Participant Empowerment • DSP enhances the ability of the participant to lead a self‐determining life by providing the support and information necessary to build self‐esteem, and assertiveness; and to make decisions. • Skill Statements • The competent DSP assists and supports the participant to develop strategies, make informed choices, follow through on responsibilities, and take risks. • The competent DSP promotes participant partnership in the design of support services, consulting the person and involving him or her in the support process. • The competent DSP provides opportunities for the participant to be a self‐advocate by increasing awareness of self‐advocacy methods and techniques, encouraging and assisting the participant to speak on his or her own behalf, and providing information on peer support and self‐advocacy groups. • The competent DSP provides information about human, legal, civil rights and other resources, facilitates access to such information and assists the participant to use information for self‐advocacy and decision making about living, work, and social relationships.

21. 2: Communication • DSP should be knowledgeable about the range of effective communication strategies and skills necessary to establish a collaborative relationship with the participant. Skill Statements • The competent DSP uses effective, sensitive communication skills to build rapport and channels of communication by recognizing and adapting to the range of participant communication styles. • The competent DSP has knowledge of and uses modes of communication that are appropriate to the communication needs of participants. • The skilled DSP learns and uses terminology appropriately, explaining as necessary to ensure participant understanding.

22. 3: Assessment • The DSP should be knowledgeable about formal and informal assessment practices in order to respond to the needs, desires and interests of the participants. Skill Statements • The competent DSP initiates or assists in the initiation of an assessment process by gathering information (e.g., participant's self‐assessment and history, prior records, test results, additional evaluation) and informing the participant about what to expect throughout the assessment process.v • The competent DSP conducts or arranges for assessments to determine the needs, preferences, and capabilities of the participants using appropriate assessment tools and strategies, reviewing the process for inconsistencies, and making corrections as necessary. • The competent DSP discusses findings and recommendations with the participant in a clear and understandable manner, following up on results and reevaluating the findings as necessary.

23. 4: Community and Service Networking • The DSP should be knowledgeable about the formal and informal supports available in his or her community and skilled in assisting the participant to identify and gain access to such supports. Skill Statements • The competent DSP helps to identify the needs of the participant for community supports, working with the participant's informal support system, and assisting with, or initiating identified community connections. • The competent DSP researches, develops, and maintains information on community and other resources relevant to the needs of participants. • The competent DSP ensures participant access to needed and available community resources coordinating supports across agencies. • The competent DSP participates in outreach to potential participants

24. 5: Facilitation of Services • The DSP is knowledgeable about a range of participatory planning techniques and is skilled in implementing plans in a collaborative and expeditious manner. • Skill Statements • The competent DSP maintains collaborative professional relationships with the participant and all support team members (including family/friends), follows ethical standards of practice (e.g., confidentiality, informed consent, etc.), and recognizes his or her own personal limitations. • The competent DSP assists and/or facilitates the development of an individualized plan based on participant preferences, needs, and interests. • The competent DSP assists and/or facilitates the implementation of an individualized plan to achieve specific outcomes derived from participants' preferences, needs and interests. • The competent DSP assists and/or facilitates the review of the achievement of individual participant outcomes.

25. 6: Community Living Skills & Supports • The DSP has the ability to match specific supports and interventions to the unique needs of individual participants and recognizes the importance of friends, family and community relationships. • Skill Statements • The competent DSP assists the participant to meet his or her physical (e.g., health, grooming, toileting, eating) and personal management needs (e.g., human development, human sexuality), by teaching skills, providing supports, and building on individual strengths and capabilities. • The competent DSP assists the participant with household management (e.g., meal prep, laundry, cleaning, decorating) and with transportation needs to maximize his or her skills, abilities and independence. • The competent DSP assists with identifying, securing and using needed equipment (e.g., adaptive equipment) and therapies (e.g., physical, occupational and communication). • The competent DSP supports the participant in the development of friendships and other relationships. • The competent community based support worker assists the participant to recruit and train service providers as needed.

26. 7: Education, Training & Self‐Development • The DSP should be able to identify areas for self improvement, pursue necessary educational/training resources, and share knowledge with others. • Skill Statements • The competent DSP completes required training education/certification, continues professional development, and keeps abreast of relevant resources and information. • The competent DSP educates participants, co‐workers and community members about issues by providing information and support and facilitating training.

27. 8: Advocacy • The DSP should be knowledgeable about the diverse challenges facing participants (e.g., human rights, legal, administrative and financial) and should be able to identify and use effective advocacy strategies to overcome such challenges. • Skill Statements • The competent DSP and the participant identify advocacy issues by gathering information, reviewing and analyzing all aspects of the issue. • The competent DSP has current knowledge of laws, services, and community resources to assist and educate participants to secure needed supports. • The competent DSP facilitates, assists, and/or represents the participant when there are barriers to his or her service needs and lobbies decision‐makers when appropriate to overcome barriers to services. • The competent DSP interacts with and educates community members and organizations (e.g., employer, landlord, civic organization) when relevant to participant's needs or services.

28. 9: Vocational, Educational & Career Support • The DSP should be knowledgeable about the career and education related concerns of the participant and should be able to mobilize the resources and support necessary to assist the participant to reach his or her goals. • Skill Statements • The competent DSP explores with the participant his/her vocational interests and aptitudes, assists in preparing for job or school entry, and reviews opportunities for continued career growth. • The competent DSP assists the participant in identifying job/training opportunities and marketing his/her capabilities and services. • The competent DSP collaborates with employers and school personnel to support the participant, adapting the environment, and providing job retention supports.

29. 10: Crisis Prevention and Intervention • The DSP should be knowledgeable about crisis prevention, intervention and resolution techniques and should match such techniques to particular circumstances and individuals. • Skill Statements • The competent DSP identifies the crisis, defuses the situation, evaluates and determines an intervention strategy and contacts necessary supports. • The competent DSP continues to monitor crisis situations, discussing the incident with authorized staff and participant(s), adjusting supports and the environment, and complying with regulations for reporting.

30. Area 11: Organizational Participation • The DSP is familiar with the mission and practices of the support organization and participates in the life of the organization. • Skill Statements • The competent DSP contributes to program evaluations, and helps to set organizational priorities to ensure quality. • The competent DSP incorporates sensitivity to cultural, religious, racial, disability, and gender issues into daily practices and interactions. • The competent DSP provides and accepts co‐worker support, participating in supportive supervision, performance evaluation, and contributing to the screening of potential employees. • The competent DSP provides input into budget priorities, identifying ways to provide services in a more cost‐effective manner.

31. Area 12: Documentation • The DSP is aware of the requirements for documentation in his or her organization and is able to manage these requirements efficiently. • Skill Statements • The competent DSP maintains accurate records, collecting, compiling and evaluating data, and submitting records to appropriate sources in a timely fashion. • The competent DSP maintains standards of confidentiality and ethical practice. • The competent DSP learns and remains current with appropriate documentation systems, setting priorities and developing a system to manage documentation.

32. Area 13: Building and Maintaining Friendships and Relationships • The DSP Supports the participant in the development of friendships and other relationships. • Skill Statements • The competent DSP assists the individual as needed in planning for community activities and events (e.g., making reservation, staff needs, money, materials, accessibility). • The competent DSP assists the individual as needed in arranging transportation for community events. • The competent DSP documents community activities and events. • The competent DSP encourages and assists the individual as needed in facilitating friendships and peer interactions. • The competent DSP encourages and assists the individual as needed in communication with parents/family (e.g., phone calls, visits, letters). • The competent DSP implements individual supports regarding community activities. • The competent DSP provides incentive or motivation for consumer involvement in community outings. • The competent DSP assists the individual as needed in getting to know and interacting with his/her neighbors. • The competent DSP encourages and assists the individual as needed in dating. • The competent DSP encourages and assists the individual as needed in communicating with social

33. 14: Provide Person Centered Supports The DSP Provides Person Centered Supports • Skill Statements • The competent DSP provides support to people using a person centered approach. • The competent DSP modifies support programs and interventions to ensure they are person centered. • The competent DSP challenges co‐workers and supervisors to use person centered practices. • The competent DSP is knowledgeable about person centered planning techniques. • The competent DSP assists individuals in developing person centered plans .

34. 15: Supporting Health and Wellness • Promotes the health and wellness of all consumers. • Skill Statements • Administers medications accurately and in accordance with agency policy and procedures. • Observes and implements appropriate actions to promote healthy living and to prevent illness and accidents. • Uses appropriate first aid/safety procedures when responding to emergencies. • Assists individuals in scheduling, keeping, and following through on all health appointments. • Assists individuals in completing personal care (e.g., hygiene and grooming) activities. • Assists with identifying, securing and using needed adaptive equipment (i.e. adaptive equipment) and therapies (e.g., physical, occupational, speech, respiratory, psychological). • Assists individuals in implementing health and medical treatments. • Assists individuals to take an active role in their health care decisions.

36. Accreditation Applications • Why should your professional development program be accredited by NADSP? • By seeking NADSP Accreditation your agency/program is demonstrating its commitment to excellence, reflection and continual improvement in the areas of Direct Support Professional (DSP) education and training. • NADSP urges you to consider the accreditation process as a journey that you and your team will take to strengthen and align your DSP education and training programs with the highest standards in the country.  • If your professional development program can effectively prepare DSPs for the NADSP credential, then you have the opportunity for your program to become accredited. • NADSP accreditation assures that all learners who successfully complete your program are eligible for national credentialing, and ready to deliver the highest quality support. 

37. four steps of Accreditation involves • Step 1: Application, $250 Step 2: Provisional Accreditation, $750 Step 3: Full Accreditation, $1000 Step 4: Site Visit, cost varies  • Total Cost: $2000* + Cost of Site Visit  • *Please note that this is a cost estimate and does not take into account the cost of re-submission should your organization not pass a particular level of accreditation.  

38. Approved accredited training programs • In order to receive a DSP Certified or DSP Specialist credential, a DSP must complete the specified training requirements through an approved program. Currently, the following educational programs are accredited by the NADSP. • The College of Direct Support (CDS) is a multimedia, interactive, web-based curriculum. CDS offers training in content areas that have been identified as critical to successfully supporting people with disabilities to live self-directed lives in the community. For more information go to www.collegeofdirectsupport.com • The U.S. Department of Labor (DOL) now has a certified apprenticeship program for the occupational title of direct support specialist. Certified apprenticeship programs must meet the federal guidelines and be reviewed and approved by the NADSP. For more information, go to www.dol.gov/opa/media/press/ETA/ETA20101488.htm • Essential Learning  offers online learning, staff compliance training and continuing education for organizations that serve people with developmental disabilities, as well as behavioral health, mental health, addiction treatment, community health, community action and child welfare. Their training for direct support professionals is fully accredited by the National Alliance for Direct Support Professionals. For more information go to www.essentiallearning.com.

39. State Based Approved accredited training programs • The Georgia Direct Support Professional Certificate Program is a workforce development project initiated through a collaboration of the Georgia Governor’s Council on Developmental Disabilities, the Georgia Department of Technical and Adult Education, and the Georgia Department of Human Resources MHDDAD to develop an easily accessible curriculum that trains a wide variety of support staff in how to meet the needs of people who rely on support services within their homes and communities. For more information go to www.directsupportnetwork.com • PATHS is the credentialing program of the Ohio Alliance of Direct Support Professionals (OADSP). It provides a rigorous training and education program based on the principles of self-determination and ethical practice. Research and experience confirm that there is a direct link between a stable workforce that is able to provide skilled support and the quality of life for people with intellectual disabilities. For more information go to www.ohiopaths.org

41. NADSP – Code of ethicsPreamble • Direct Support Professionals (DSPs) who support people in their communities are called upon to make independent judgments on a daily basis that involve both practical and ethical reasoning. • The people who assume the support role must examine and call upon values and beliefs, as well as creative vision, to assist them in the complex work they perform. • A primary purpose of the DSP is to assist people who need support to lead self-directed lives and to participate fully in our communities and nation. • This emphasis on empowerment and participation is critical because the prejudices of society form powerful barriers that prevent many people with mental or physical disabilities from enjoying a high quality of life. • And, too often, the very social policies and service systems designed to help can create other barriers.

42. NADSP – Code of ethicsPreamble mission • Therefore, it must be the mission of the DSP to follow the individual path suggested by the unique gifts, preferences, and needs of each person they support, and to walk in partnership with the person, and those who love him or her, toward a life of opportunity, well-being, freedom, and contribution. • Unfortunately, there have been no set criteria to guide these journeys as there are for other professional groups (such as doctors, nurses, service coordinators, and social workers) who have intimate knowledge of and responsibility for another person's emotional, financial, or physical being. There is no other position today in which ethical practice and standards are more important than direct support. • DSPs are often asked to serve as gatekeepers between people needing support and almost every aspect of their lives, including access to community, personal finances, physical well-being, relationships, employment, and everyday choices. The whole landscape of a person's life can change with the coming and going of these critical supports for people.

43. NADSP – Code of ethicsWhy and How • There are numerous pressures coming from organizations, government, social policy, and societal prejudice that can shift focus and allegiance away from those supported but a strong ethical foundation will help guide the DSP. • The NADSP convened a national panel of DSPs, advocates, families, professionals, and researchers who constructed this code of ethics. Focus groups and surveys regarding the draft language were conducted throughout the country and were integrated to create the final code. • There must be a commitment to hiring, developing, and supporting DSPs who have a healthy sense of their own worth and potential, and the worth and potential of the people they support, and who can infuse these beliefs into practice.

46. An Exploration in NADSP Code of Ethics

47. Code of Ethics 9 Areas • 1. Person-Centered Supports • 2. Promoting Physical and Emotional Well-Being. • 3. Integrity and Responsibility • 4. Confidentiality • 5. Justice, Fairness and Equity • 6. Respect • 7. Relationships • 8. Self-Determination • 9. Advocacy

48. 1. Person-Centered Supports • As a DSP, my first allegiance is to the person I support; all other activities and functions I perform flow from this allegiance.

49. 1. Person-Centered Supports – I will • Recognize that each person must direct his or her own life and support, and that the unique social network, circumstances, personality, preferences, needs and gifts of each person I support must be the primary for guide the selection, structure, and use of supports for that individual. • Commit to person-centered supports as best practice. • Provide advocacy when the needs of the system override those of the individual(s) I support, or when individual preferences, needs or gifts are neglected for other reasons. • Honor the personality, preferences, culture and gifts of people who cannot speak by seeking other ways of understanding them. • Focus first on the person, and understand that my role in direct supports will require flexibility, creativity and commitment.

50. 2. Promoting Physical and Emotional Well-Being: • As a DSP, I am responsible for supporting the emotional, physical, and personal well-being of the individuals receiving support. I will encourage growth and recognize the autonomy of the individuals receiving support while being attentive and energetic in reducing their risk of harm.