In the past year, TLC experienced a dramatic culture shift resulting in the organization’s strongest financial position and employee retention in its history and culminating in the creation of its core values, CARES.
This shift has meant a greater sense of community, increased collaboration, and advancement in innovations in quality care, producing positive outcomes for clients, staff, and families.
Earlier this year, TLC launched Career Pathways for DSP I, II, and III to expand opportunities for frontline staff to grow in the profession and the field with advancement in pay. Human Resources expanded their scope and team the previous year to include training and employee engagement to support staff in their professional growth and development whether that be at TLC or at another organization.
TLC’s commitment to frontline staff is holistic, including leading and building a culture and community that CARES last year, and we were grateful to also be able to assess and structure staffing and sustainably increase DSP pay.
As part of TLC’s advocacy efforts, we are proud to be part of collaborative conversations around the barriers and opportunities in the IDD community with staff, families, elected officials, community champions, other providers, and health and managed care partners and are committed to being part of the solutions that address these challenges.
TLC’s proactive approach and ongoing commitment are paving the way for a stronger, more resilient DSP workforce in North Carolina. A stronger DSP workforce means more individuals with IDD can thrive in our communities and live their fullest life.
If you’re a member or an ally of the IDD community and would like to be part of TLC’s advocacy efforts, please contact Alyson Stoffer at astoffer@nctlc.org.
The North Carolina Department of Health and Human Services’ (NCDHHS) multi-year Direct Support Professional (DSP) Workforce Plan that launched in July is encouraging news for the individuals and families across North Carolina who have struggled to access services due to the severe DSP shortage.
Key Initiatives of the DSP Workforce Plan:
- Awareness and Recruitment Campaign: Launching in September 2024, this campaign will target high school and community college students, as well as unemployed or underemployed individuals, to educate and inspire them to pursue careers in human services.
- Community College Pilot Program: In partnership with selected community colleges, this program will develop and implement a DSP-specific curriculum and certificate program, including scholarships covering tuition and fees for participants.
- Provider Recruitment and Retention Grants: These grants will support provider agencies in enhancing their support structures to attract and retain DSPs.
The details of NCDHHS’ DSP Workforce Plan can be found here.