The State of the DSP Workforce (And Why It Matters)

Every provider leader knows the tension: you can’t deliver great services without a stable, supported workforce—and yet the workforce itself feels harder than ever to sustain.

You see it every day in open shifts, exit interviews, and that constant pull between investing in people and keeping the lights on. But now, for the first time, we’re getting a clearer national picture of what’s really happening behind those challenges—and where things may finally be turning a corner.

I recently sat down with Laura Vegas of the National Association of State Directors of Developmental Disability Services (NASDDDS) and Dorothy Hiersteiner of the Human Services Research Institute (HSRI)—two of the leading voices behind the National Core Indicators (NCI) State of the Workforce Survey. It’s the most comprehensive dataset we have on DSP turnover, tenure, wages, and workforce stability, and it’s helping states and providers alike turn numbers into strategy.

Their findings don’t just tell a national story—they shed light on what’s working (and what still isn’t) inside agencies like yours.

Why This Data Matters to Every Provider

It’s tempting to think of national workforce data as “big picture” information—useful for policymakers, but far removed from the day-to-day realities of running a provider organization. But as Laura and Dorothy shared in our conversation, the story behind the data has direct implications for how you recruit, retain, and support your DSPs.

Many providers ask: How are we doing compared to others? Are things getting better or worse?
The NCI State of the Workforce Survey gives a clear answer—and for the first time in years, there’s good news mixed in with the challenges.

Wages Are Up, Turnover Is Down… But It’s Still Not Enough

Since 2021, the data show a steady increase in DSP wages—from an average of about $12.50/hour to $17.20/hour nationally. That’s meaningful progress. At the same time, turnover rates have been gradually declining since states began investing their ARPA funds into workforce initiatives.

But as both Laura and Dorothy emphasize, “progress” doesn’t yet equal “stability.” Even with those increases, no state in the country currently pays DSPs a true living wage. In many cases, the people responsible for supporting others are still struggling to pay their own bills.

“If DSPs are at work worrying about keeping the lights on or feeding their families,” Laura said, “how can they have their head in the game for some of the complex expectations we have for them?”

Early Turnover: The Costliest Problem

One of the most concerning findings in the data is that a huge portion of DSP turnover happens within the first year, especially the first six months. Providers invest heavily in onboarding and training—only to lose new hires before those investments can pay off.

Laura points out that this isn’t just a budget issue—it’s also a human disruption:

“Imagine depending on someone who comes into your home every day, only to have that person change every few months. It’s destabilizing for the people we serve and for the teams trying to provide consistency.”

So what’s working to address it?
States and providers are experimenting with career ladder programs, training-based wage incentives, and realistic job previews—strategies that help new hires enter the field with clearer expectations and stronger support.

Why Providers Should Care About This Data

For providers, the NCI State of the Workforce Survey isn’t just a research report—it’s a powerful advocacy tool.
State leaders are already using the data to push for budget increases and rate adjustments, and provider organizations can do the same.

When you can say, “Here’s how our turnover and wages compare to the state average,” you’re not just telling your story—you’re showing it with credible evidence.

Practical Takeaway

If you’re leading a provider agency, take a few minutes to explore your state’s most recent workforce data HERE.
Look for two things:

1. Where your organization stands out (either better or worse than the state average).

2. Where there’s one small improvement that could make the biggest difference for your DSPs—especially in those critical first 90 days.

Don’t use the data to feel discouraged or self-congratulatory—use it as fuel to take action.

Listen to the Full Conversation

Hear the full interview with Laura Vegas (NASDDDS) and Dorothy Hiersteiner (HSRI) on the IDD Leader Podcast, Episode 57.

Explore the data and organizations mentioned:

• NASDDDS: https://www.nasddds.org/

• NCI Staff Stability Survey: https://idd.nationalcoreindicators.org/staff-providers/

💡 Want to get practical at your organization?
Invest in your frontline supervisors → Free downloadable guide to establishing 4 simple supervisor habits that help retain staff.