The National Alliance for Direct Support Professionals and the Florida Alliance for Direct Support Professional Chapter

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The National Alliance for Direct Support
Professionals and the Florida Alliance for Direct
Support Professional Chapter

• Making a World of Difference in Peoples Lives

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NADSP Mission

• The National Alliance for Direct Support
  Professionals promotes the development of a
  highly competent human services workforce which
  supports individuals in achieving their life
  goals.

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NADSP Vision

• NADSP encourages the acceptance of a new vision,
  where direct support is seen as a profession.
• DSPs assists the individual they serve to lead a
  self-directed life and contribute to his/her
  community and encourages attitudes and behaviors
  that enhance inclusion in his/her community.

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NADSP Goals

• Improve the status and image of Direct Support
  Professionals (DSPs)
• Increase opportunities for education, training
  and lifelong learning for DSPs
• Promote partnerships among people served, DSPs
  and families
• Support national voluntary credentialing for DSPs
• Support policy change at organizational, local,
  state and national levels

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Chapters (established or in progress)

• Alaska
• Arizona
• Arkansas
• California
• Connecticut
• Florida
• Georgia
• Kansas
• Louisiana
• Maine
• Massachusetts
• Michigan

• Minnesota
• Mississippi
• Missouri
• Nebraska
• New Hampshire
• New Jersey
• New Mexico
• New York
• Ohio
• Pennsylvania
• Tennessee

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NADSP Tools

• NADSP provides State Chapters and DSPs with tools
  to assist them in achieving their professional
  goals
• NADSP Membership
• NADSP Web site
• NADSP Credentialing and Accreditation Program
• Code of Ethics
• Frontline Initiative

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National DSP Credential Program

• On July 1, 2006, a national credentialing program
  for DSPs was launched by the NADSP. This
  credential
• Is industry driven and VOLUNTARY
• Establishes national patterns for work-based
  learning and related instruction
• Is based on nationally validated competencies
  (knowledge, skills, and attitudes) called the
  Community Support Skill Standards, the NADSP Code
  of Ethics and DSP Professionalism
• Is flexible, portable, and nationally recognized
• Verification process to confirm DSP certification
  status

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National DSP Credential Levels

• DSP Registered
• DSP - Certified
• Training and work sample requirements
• DSP - Specialized
• Training and work sample requirements

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Direct Support Professional - Registered

• Now available
• Requirements
• Criminal background check within last 12 months
• Required state and organizational training
  completed
• Continuous employment for 6 months in community
  human services (can be individual employer who
  self-directs)
• Letter of professional commitment
• NADSP Code of Ethics commitment
• Cost
• 50.00
• Re-certification
• Not required at this level

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Direct Support Professional Certified

• Now Available
• Requirements
• Are a DSP- Registered
• Completed an approved education/training program
• 200 instructional hours
• 3000 OJT
• Two years continuous work with community human
  service employer (can be individual employer who
  self-directs)
• Submit professional resume
• Update professional statement
• Letter of support/recommendation from person
  supported (or family member/legal representative
  as needed and appropriate)
• Portfolio including 8 work samples in required
  competency areas
• NADSP Code of Ethics commitment
• Cost
• 150.00
• Re-certification
• Every two years
• 20 hours continuing education in community human
  services
• Re-affirm commitment to NADSP Code of Ethics
• 50.00

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Direct Support Professional - Specialized

• Available fall/winter of 2007
• Four Specialized Certificates
• Positive Behavior Support
• Health Support
• Inclusion
• Supervision and Mentoring
• Requirements
• DSP-certified
• 40 hours approved continuing education in area of
  specialization
• One year continuous employment with an individual
  that requires specialized support in the area of
  specialization DSP is seeking
• Letter of support/recommendation from employer
  regarding DSP competence in area of
  specialization
• Cost
• 100.00
• Re-certification
• Every two years
• DSP certified is current
• 10.00 (per specialization)
• 5 hours continuing education in are of
  specialization
• Re-affirm commitment to NADSP Code of Ethics

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Competency Areas

• Participant Empowerment
• Communication
• Assessment
• Community and Service Networking
• Facilitation of Services
• Community Living Skills and Supports -
• Education, Training and Self-Development

• Advocacy
• Vocational, Educational and Career Support
• Crisis Prevention and Intervention
• Organizational (employer) Participation
• Documentation
• Facilitation Relationships and Friendships
• Supporting Health and Wellness
• Develop Person-Centered Goals and Objectives

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Educational Programs

• Pre-Approved Programs
• U.S. Department of Labor Apprenticeship
  Certification for Direct Support Specialist
• College of Direct Support (15 courses including
  OJT and portfolio development)
• NADSP Accreditation of Existing Programs
• Available October 2007
• Requires programmatic self-study to determine
  congruence with the NADSP endorsed Skill
  Standards
• On site review by NADSP

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Awards
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Awards
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NADSP Code of Ethics

• Person Centered Supports
• Promoting Physical and Emotional Well-Being
• Confidentiality
• Self-Determination
• Integrity Responsibility
• Justice, Fairness Equity
• Respect
• Relationships
• Advocacy

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Frontline Initiative

• The NADSP official publication
• FI promotes the interests of DSPs who support
  people with disabilities in a variety of
  community settings
• FI offers readers stories and articles that are
  of interest to people concerned with the quality
  of support to people with disabilities
• FI publishes stories and articles from DSPs, who
  in turn benefit from sharing their ideas and
  successes
• FI can be used in a variety of settings
  (e.g.staff meetings) as a training and discussion
  tool.

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FADSP Mission

• To promote the development of a highly competent
  human services workforce which supports
  individuals achieving their life goals.

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FADSP Guiding Principles

• Enhance the status of direct support
  professionals
• Provide better access for all direct support
  professionals to high quality educational
  experiences and life long learning
• Strengthen the working relationships between
  DSPs, self-advocates, families and other consumer
  groups
• Promote system reform which provides incentives
  for educational experiences, increased pay, etc
• Support the development of a national voluntary
  credentialling process for DSPs

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FADSP Organizational Goals

• The goal of FADSP includes promoting the
  interests of the direct support workforce by
• Promoting the direct support profession as a
  viable career opportunity,
• Keeping FADSP members aware of pertinent national
  and state issues,
• Exploring ways to make NADSP accredited
  credentialling programs available to DSPs in
  Florida
• Supporting and encouraging participation in
  legislative campaigns both on a national and
  state level

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FADSP Organizational Framework

• Membership
• Advisory Board
• Adminstration

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FADSP Chapter Goals and Objectives

• Establish and maintain active FADSP membership
  and a defined organizational structure
• a) Maintain an active Advisory Board and conduct
  monthly meetings
• b) Establish an organizational charter, mission
  statement and membership structure by October
  2007 DONE!
• c) Organize a meeting in conjuction with Florida
  2008 ARFs Annual meeting for FADSP members for
  learning, reflection and the creation of a strong
  agenda
• d) Hold bi-annual membership meetings

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Goals and Objectives cont

• Promote FADSP and increase membership
• a) Generate at least 20 members by February 2008
• b) Disseminate a bi-annual newsletter
• c) Make presentations about workforce issues and
  FADSP activities at board meetings, advocacy
  groups and local/regional conferences of
  organizations such as SEAAMR, USPRA Florida
  Chapter, FAPSE, ARC Florida, Family CAFÉ and the
  Interagency Council.
• d) Develop and implement a strategic recruitment
  plan involving regional recruitment

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Goals and Objectives cont

• e) Publish information about FADSP
• f) Meet with regional employment boards and
  private industry councils to inform them about
  the direct support workforce and to seek support
  for training and education programs
• g) Make contacts at agencies that support people
  with disabilities and enlist their support
• h) Enlist the support of self-advocates and
  families to understand the importance of and the
  need for promoting the direct support workforce
  and encourage them to present positive personal
  experiences

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FADSP Long Term Goals

• Organize a direct support professional
  recognition day that includes public recognition
  for the direct support workforce
• Organize a statewide conference that brings
  direct support professionals together with
  self-advocates and policy makers for learning and
  reflection
• Incorporate the Florida Alliance for Direct
  Support Professionals

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Strategies for Building Our Chapter

• Continue to make contacts at agencies throughout
  the State that support people with disabilities.
• Provide training to DSPs on grassroots lobbying
  related to the direct support workforce and how
  they can impact their local and state legislators
• Encourage regions/areas to develop local DSP
  groups that support the FADSP
• Encourage the support and action of family
  members and self advocates.

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Strategies cont

• Work through professional associations/organizatio
  ns to promote the goals and mission of NADSP and
  FADSP
• Identify key people in your community that
  support your efforts through their personal
  involvement or in kind support
• Seek funds from foundations, state human service
  agencies, etc to support coalition building
  efforts around workforce development. Meet with
  foundations, the DD Council and policy makers to
  stimulate projects and research that will benefit
  the direct support workforce