Overview
What is the NCI-IDD State of the Workforce Survey?
The National Core Indicators Intellectual and Developmental Disabilities (NCI-IDD) State of the Workforce Survey is a national effort to collect large-scale information on the Direct Support Professional (DSP) workforce. New York State OPWDD voluntary provider agencies have been participating in the NCI State of the Workforce Survey since 2017.
The NCI-IDD State of the Workforce Survey collects and reports information on the DSP workforce at voluntary provider agencies. This includes data on DSP payroll, compensation, turnover, tenure, benefits, bonuses, recruitment strategies, retention strategies, demographics, and other quantitative information. Results are disseminated annually, and national and statewide averages are reported.
For more information on this national project, please visit www.nationalcoreindicators.org or contact [email protected].
Latest Results
New York State OPWDD sent the National Core Indicators Intellectual and Developmental Disabilities (NCI-IDD) State of the Workforce Survey to 330 qualifying agencies across NYS. The data gathered refer to the period between January 1, 2021 to December 31, 2021, during which 49,762 Direct Support Professionals (DSPS) were employed across 204 agencies.
NYS Workforce
| Number of DSPs Employed | Agencies |
|---|---|
| 0-99 | 86 |
| 100-199 | 39 |
| 200-299 | 23 |
| 300-399 | 18 |
| 400-499 | 12 |
| 500-599 | 7 |
| 600-699 | 4 |
| 700-799 | 5 |
| 800-899 | 2 |
| 900-999 | 1 |
| Greater than 1000 | 6 |
| Greater than 2000 | 1 |
Number of People Supported
67.1% of participating agencies served at least 100 adults with intellectual and/or developmental disabilities.
| Number of People Supported | Percent of Providers |
|---|---|
| 1-10 Adults | 4.9% |
| 11-20 Adults | 3.3% |
| 21-50 Adults | 13.2% |
| 51-99 Adults | 11.5% |
| 100-499 Adults | 42.9% |
| 500-999 Adults | 15.4% |
| 1000+ Adults | 8.8% |
Demographic of Direct Support Professionals (DSPs)
DSPs demographics and other metrics are reported here as an overall average across the entire state or OPWDD region. This methodology will be changed starting with 2022 data to be consistent with national reporting from the Human Services Research Institute (HSRI).
Age of DSPs
| Age Group | Number of DSPs | Percent of DSPs |
|---|---|---|
| 18-24 years old | 7,047 | 15.8% |
| 25-34 years old | 11,409 | 25.6% |
| 35-44years old | 7,882 | 17.7% |
| 45-54 years old | 7,219 | 16.2% |
| 55+ years old | 9,156 | 20.5% |
| Don't Know | 1,919 | 4.3% |
Gender Identity
| Gender | Percent |
|---|---|
| Male | 26.4% |
| Female | 70.6% |
| Non-conforming | 0.1% |
| Other | 0.1% |
| Don't Know | 2.8% |
*Percentages do not add up to 100% due to rounding error alone.
Race of DSPs Statewide
| Race | Percentage |
|---|---|
| American Indian or Alaskan native | 0.3% |
| Asian | 2.1% |
| Black or African American | 43.2% |
| White | 34.2% |
| Hispanic/Latino | 7.7% |
| Pacific Islander | 0.2% |
| More than one race/ethnicity | 2.3% |
| Other | 1.2% |
| Don't Know | 8.8% |
Race of DSPs by DDRO Region
| Region | American Indian/ Alaskan Native | Asian | Black/ African American | Hispanic/ Latino | Pacific Islander | White | More Than One Race | Other | Don't Know |
|---|---|---|---|---|---|---|---|---|---|
| Region 1 | 0.4% | 0.7% | 38.8% | 4.5% | 0.1% | 45.5% | 2.6% | 0.1% | 7.3% |
| Region 2 | 0.3% | 1.2% | 12.7% | 2.7% | 0.1% | 66.7% | 2.2% | 5.7% | 8.6% |
| Region 3 | 0.3% | 1.6% | 40.1% | 6.6% | 0.3% | 34.4% | 2.6% | 0.1% | 13.9% |
| Region 4 | 0.2% | 3.1% | 54.8% | 10.9% | 0.1% | 22% | 1.6% | 1.2% | 6% |
| Region 5 | 0.5% | 2.6% | 48.1% | 8.8% | 0.2% | 25.5% | 3.3% | 0.6% | 10.4% |
Demographics of Frontline Supervisors (FLSs)
Gender Identity of FLSs
| Gender | Percent |
|---|---|
| Male | 24.7% |
| Female | 73.7% |
| Non-conforming | 0.1% |
| Missing | 1.5% |
Race of FLSs Statewide
| Race | Percentage |
|---|---|
| American Indian or Alaskan Native | 0.3% |
| Asian | 0.6% |
| Black or African American | 39.5% |
| Pacific Islander | 0.2% |
| White | 44.6% |
| Hispanic/Latinx | 7.3% |
| More than one race/ethnicity | 1.7% |
| Other | 0.7% |
| Don't Know | 4.1% |
Race of FLSs by DDRO Region*
| Region | American Indian/ Alaskan Native | Asian | Black/ African American | Hispanic/ Latino | Pacific Islander | White | More Than One Race | Other | Don't Know |
|---|---|---|---|---|---|---|---|---|---|
| Region 1 | 0.5% | 0.6% | 24.2% | 3.7% | 0.3% | 64.7% | 1.5% | 0.0% | 4.6% |
| Region 2 | 0.4% | 0.2% | 11.3% | 0.9% | 0% | 74.9% | 0.8% | 3.4% | 8.3% |
| Region 3 | 0.2% | 1.2% | 31.9% | 6.3% | 0% | 55.3% | 2.1% | 0% | 2.9% |
| Region 4 | 0.4% | 2.7% | 54.2% | 11.5% | 0.3% | 24.1% | 1.6% | 0.7% | 4.3% |
| Region 5 | 0.1% | 2.1% | 52.8% | 8.2% | 0.1% | 31.8% | 2.1% | 0.8% | 2.1% |
*Data are skewed toward NYC. Therefore, we conducted an analysis of race by DDRO region.
Turnover
NYS Turnover Rate is 38.3%
National Turnover Rate* is 43.2%
*National rates are based on data from the 29 states (including D.C.) that participated in the 2021 NCI-IDD State of the Workforce Survey.
| OPWDD Regions | Turnover Rate |
|---|---|
| Region 1 | 43.5% |
| Region 2 | 43.4% |
| Region 3 | 38.8% |
| Region 4 | 30.4% |
| Region 5 | 34.4% |
Vacancy
| Vacancy | NYS | National* |
|---|---|---|
| PT Vacancy | 25.0% | 20.7% |
| FT Vacancy | 21.3% | 16.6% |
*National rates are based on data from the 29 states (including D.C.) that participated in the 2021 NCI-IDD State of the Workforce Survey.
Length of Employment of DSPs
Tenure of Employed DSPs
| Tenure of Employed - less than 6 months | 14.1% |
|
Tenure of Employed - 6 to 12 months |
9.9% |
| Tenure of Employed - 12 to 24 months | 12.3% |
| Tenure of Employed - 24 to 36 months | 12.3% |
| Tenure of Employed - more than 36 months | 49.6% |
Tenure of Employed table - These data show the percentage of DSPs who were employed at the agencies over a certain length of time (less than 6 months to 3 years).
Tenure of Separated DSPs
| Tenure of Separated - less than 6 months | 25.7% |
| Tenure of Separated - 6 to 12 months | 15.6% |
| Tenure of Separated - 12 to 24 months | 18.9% |
| Tenure of Separated - 24 to 36 months | 11.6% |
| Tenure of Separated - more than 36 months | 27.7% |
Tenure of Separated Table - For DSPs who left their agency, the data show the percentage of those who were employed over a certain length of time (less than 6 months to 3 years).
Wages
In 2021, there were 3 active minimum wages in different geographic areas of New York State:
- NYC: $15
- Long Island & Westchester: $14
- Rest of NYS: $12.50
| Regions | # of agencies whose average hourly wage is equal to minimum wage | # of agencies whose average hourly wage is 1-20% above the minimum wage | # of agencies whose average hourly wage is 21-41% above the minimum wage | # of agencies whose average hourly wage is 41-60% above the minimum wage | # of agencies whose average hourly wage is 61-80% above the minimum wage | # of agencies whose average hourly wage is 81-100% above the minimum wage |
|---|---|---|---|---|---|---|
| Region 1 | 3 | 19 | 6 | 0 | 0 | 0 |
| Region 2 | 2 | 21 | 15 | 0 | 0 | 0 |
| Region 3 | 0 | 29 | 14 | 1 | 0 | 0 |
| Region 4 | 14 | 35 | 4 | 0 | 0 | 0 |
| Region 5 | 1 | 16 | 5 | 1 | 0 | 0 |
| Statewide | 20 | 120 | 44 | 2 | 0 | 0 |
Average Wages
National* average hourly wages range from $6.50 to $29.15.
Unweighted national average for hourly wage is $14.41.
Hourly wages in New York State range from $12.50 to $25.71.
Average hourly wages in OPWDD regions:
| Region | Average Hourly Wage |
|---|---|
| Region 1 | $14.77 |
| Region 2 | $15.12 |
| Region 3 | $15.33 |
| Region 4 | $16.02 |
| Region 5 | $16.63 |
*National rates are based on data from the 29 states (including D.C.) that participated in the 2021 NCI-IDD Staff Stability Survey.
Overtime (OT) and Regular Hours Paid to DSPs
| DDRO Region | Number of Providers | Percent Overtime Hours Paid to DSPs | Percent Regular Hours Paid to DSPs | Percent Total Hours Paid to DSPs |
|---|---|---|---|---|
| Region 1 | 28 | 12.1% | 87.9% | 100.0% |
| Region 2 | 35 | 8.7% | 91.3% | 100.0% |
| Region 3 | 48 | 4.3% | 95.7% | 100.0% |
| Region 4 | 51 | 89.7% | 10.3% | 100.0% |
| Region 5 | 21 | 14.8% | 85.2% | 100.0% |
| Grand Total | 183 | 90.7% | 9.3% | 100.0% |
Direct Support Professional to Frontline Supervisor Ratio
The data below presents the number of agencies that have a certain DSP to Frontline Supervisor (FLS) ratio. The statewide average DSP to Frontline Supervisor ratio was 12:1 (N=196).
We believe that it is important to look at DSP to FLS ratio because this statistic can be indicative of the amount of supervision and support available to DSPs.
| Regions | # of Agencies with 1-8 DSPs per FLS | # of Agencies with 9-14 DSPs per FLS | # of Agencies with >14 DSPs per FLS |
|---|---|---|---|
| Region 1 | 15 | 8 | 4 |
| Region 2 | 20 | 11 | 5 |
| Region 3 | 23 | 14 | 11 |
| Region 4 | 20 | 20 | 15 |
| Region 5 | 7 | 9 | 7 |
Furloughs and Recalls of Direct Support Professionals
3.4% of responding providers put DSPs on furlough during 2021. This decreased from 24.7% in 2020
Health Insurance
Direct Support Professionals Enrollment in Health Insurance
- How many agencies offer all three Dental, Health, and Vision plans?
- 82.4% Offered
- 17.6% Not Offer
- How many DSPs are eligible for Health Insurance?
- 63.4% Eligible
- 36.6 % Not Eligible
- How many DSPs are enrolled in Health Insurance?
- 35.7% Enrolled (15,140 out of 42,929 DSPs)
- 64.7% Not Enrolled
While the majority of Direct Support Professionals (DSPs) at voluntary provider agencies are eligible for their agency's health insurance, a smaller portion are enrolled. A total 16,981 (30.0%) out of 55,033 DSPs are enrolled in their agency's health insurance plan.
Benefits Offered to Direct Support Professionals
| Type of Benefit | Percentage of Agencies that Offer These Benefits |
|---|---|
| Life Insurance | 83.3% |
| Flexible spending account | 66.2% |
| Employer sponsored disability insurance | 55.4% |
| Employer paid job related training | 52.9% |
| Reimbursement for Post-secondary Education | 51.0% |
| Health Incentive Programs | 28.9% |
| Transportation Benefits | 13.2% |
| Childcare Benefits | 8.3% |
Direct Support Professionals (DSPs) Enrollment in Benefits
| Type of Benefits | Percentage of Eligible DSPs who are enrolled |
|---|---|
| Employer sponsored disability insurance | 72.1% |
| Flexible spending account | 14.3% |
| Post-secondary education support | 2.1% |
Strategies of Recruitment and Retention of Direct Support Professionals
| Recruitment & Retention Strategies | Percentage of Agencies That Use Them |
|---|---|
| DSPs included in agency governance | 24.0% |
| DSP Ladder | 34.8% |
| Training on Code of Ethics | 96.1% |
| Offer Realistic Job Previews | 72.1% |
| Staff Supported to Acquire Credentials | 25.0% |
| Employee Engagement Surveys | 52.9% |
Direct Support Professionals Bonuses in 2021
| Bonus Amount | Number of Agencies that gave DSP bonus in this amount |
|---|---|
| Less than $50 | 0 |
| $50-100 | 4 |
| $101-$200 | 3 |
| $201-$300 | 6 |
| $301-$400 | 5 |
| $401-500 | 10 |
| $500+ | 78 |
Direct Support Professionals Ladder Benefits
| DSP Ladder Benefit | Number of Agencies that Offer |
|---|---|
| Bonus | 13 |
| Higher Rate of Pay | 57 |
| Time Accruals | 5 |
| Benefits Package | 5 |
| Skill-building | 33 |
| None | 3 |
| Other | 3 |
Direct Support Professionals Ladder Opportunities
| DSP Ladder Opportunities | Number of Agencies that Offer |
|---|---|
| Areas of specialization | 27 |
| Formal education outside of agency to augment professional growth | 13 |
| Seniority-based promotions | 8 |
| Supervision responsibilities | 45 |
| Training in the agency | 46 |
| Other | 5 |
For Providers
What is the NCI-IDD State of the Workforce Survey about?
The National Core Indicators Intellectual and Developmental Disabilities (NCI-DD) State of the Workforce Survey is about the Direct Support Professional (DSP) Workforce. NYS voluntary providers are asked to submit information about payroll, compensation, tenure, turnover, benefits, bonuses, recruitment strategies, retention strategies, and demographics of DSPs at the agency.
What is the due date of the survey?
The due date for the 2022 NCI-IDD State of the Workforce Survey cycle was July 31, 2023. Data collection will begin in Spring 2024.
How do I know if my provider agency is eligible to participate?
In order to be eligible for the NCI-IDD State of the Workforce Survey, a voluntary provider agency must:
- Be in operation for at least 6 continuous months.
- Employ DSPs – a DSP is someone who spends 50% or more of their job function supporting people with intellectual and/or developmental disabilities. Provider agencies who hire DSPs who only provide self-directed services are not eligible.
- Serve adults with intellectual and/or developmental disabilities. If your agency only serves children (younger than 18 years old) with disabilities, you are not eligible.
If you have questions about eligibility, please contact: [email protected]
.
How do I get access to the survey?
Eligible providers will receive an email from OPWDD Division of Administration announcing the official launch of the survey. Another email containing a unique link to the survey will be sent to an executive director, HR director, or other point of contact identified in previous cycles will be sent out shortly thereafter. For more information or to request the link for your agency please contact [email protected]
.
When and where can I find the results of the survey?
National Core Indicators releases the results of the survey in a public report, typically in January after the survey cycle has been completed. The report will be posted here: https://www.nationalcoreindicators.org/staff-stability-survey/
Additionally, every year, OPWDD publishes an executive summary of NYS-specific results. Those results will be posted on the OPWDD website.
Latest Staff Stability Webinar
Data & Reports
To better understand how to support the recruitment and retention of Direct Support Professionals (DSPs), NYS OPWDD has conducted descriptive and statistical analyses on factors that influence the tenure of DSPs. Analyses were conducted on the 2019 National Core Indicators Staff Stability Survey dataset for NYS.
Wages and Tenure
We looked at the relationship between average wages paid to DSPs and tenure of DSPs. A wage index score was calculated for each agency. An agency with a greater score represents a more competitive wage than an agency with a smaller score. As wages increase, tenure of DSPs improves. The relationship between wage and tenure is statistically significant and meaningful. The graph below illustrates this relationship.
Health Insurance and Tenure
We looked at the relationship between health insurance and tenure of DSPs. On average, if an agency provides a good wage and offers health insurance to DSPs, it will observe better tenure than if it did not offer health insurance to DSPs. There are only nine agencies in the 2019 staff stability dataset who did not offer health insurance. The graph below illustrates the relationship between wage, health insurance, and tenure of DSPs. The size of the circles represents the size of the agency in terms of number of DSPs employed.
Tenure of Employed DSPs in 2019
The chart below illustrates length of employment in 2019 for DSPs across the five Developmental Disabilities Regional Offices (DDRO) regions. Each bar represents percent of DSPs at the agency who were employed for a certain length of time (less than 6 months to 3 years).
Tenure of Separated DSPs in 2019
The chart below illustrates length of employment for separated DSPs across the five Developmental Disabilities Regional Offices (DDRO) regions. Each bar represents percent of DSPs at the agency who were employed for a certain length of time (less than 6 months to 3 years).
