Save time and money by attracting better DSP applicants without increasing hourly wages.
We're competing with places like McDonald's. They pay as much (or more) and have far less responsibility.
I'm wasting a lot of time and money training new DSPs that quit in 6 months or less.
Our overtime costs are at an all-time high.
Our good DSPs are burning out from having to cover extra shifts.
So how often have you wondered...
Early in 2017, Resident Home Association of Greater Dayton found us in their search for marketing help. During our conversations, we learned about the challenge to find and retain Direct Support Professionals.
Working with them has been one of the most meaningful experiences in our careers. We knew we wanted to do more to help. So we reached out to a wide variety of DD organizations to learn about how they're facing these challenges.
During these conversations we heard "we're competing with McDonalds" and "we're losing thousands of dollars training new people who leave in less than six months" over and over.
Numerous people have been kind enough to share their insight and we want to return the favor.
Before we share how we can help, let's take a close look at some misconceptions we'd like to challenge.
"We don't have the budget to increase DSP wages."
"We're competing with McDonald's, Target, and anyone who will pay $10/hour."
"People can apply on our website, fill-out the PDF application, or apply on Indeed."
"I'm juggling a lot of different things within our organization."
This is not a replacement for an HR director—we'll work in concert with HR.
It's not an employment service or automated tool.
We're not consultants who lock you into a contract and disappear once we have your money.
We'll create your plan to communicate and motivate more great people to apply for jobs.
A path you can follow on your own to improve retention without increasing DSPs' hourly wages.
Three different levels of ongoing support based on your needs.
- Peter J. Roll, Executive Director of Resident Home Association of Greater Dayton
In a series of three in-depth conversations (about an hour each) we’ll focus on:
We’ll take what we’ve discovered and create a presentation covering:
We will work as part of your team to improve your staffing challenge. We offer three levels of ongoing support.
No. In fact, we're partnering with OPRA on several endeavors. OPRA and DSP Ohio are primarily generating attention about DSPs and how they help and change people's lives. We're working with them and individual organizations on getting more applicants and improving DSP retention.
We're no substitute for HR. We're focused on helping HR's efforts with proven marketing and communication tailored for your organization and hiring process.
A minimum of two months with options to meet monthly and provide ongoing help.
Although I spent my early career in manufacturing, I have been active in marketing and fundraising for nonprofits for more than 30 years.
My first exposure to DD was in college doing student teaching and designing recreation programs for children with DD. My wife, Sara, spent 30 years working in adult workshops and community employment services for DD, and currently volunteers for Project Search.
I love being around people passionate about their mission and find working with nonprofits personally rewarding.
When I was a kid, my mom, Sara, worked for t he county board of developmental disabilities. Hearing about her work and meeting some of the people she helped had a big impact on me.
It opened my eyes to how challenging life could be for people.
For a long time, I searched for a way to use my design, marketing, and entrepreneurial skills to help. But sometimes the opportunities to help find you.
Obviously, there are many challenges surrounding DSPs. I see a way that marketing and communication can help with some of those.
What to expect: