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
In order to understand the needs and challenges of the workers who provide direct support to New York’s IDD population, OPWDD sent the National Core Indicators Intellectual and Developmental Disabilities (NCI-IDD) 2023 State of the Workforce Survey to 329 qualifying agencies across NYS. This survey is an important tool to collect data about the Direct Support Professional (DSP) workforce across New York State and to allow us to make comparisons to other states and across the nation as a whole.
The data presented below refers to the period between January 1, 2023, to December 31, 2023, during which 61,728 DSPs and 6,431 Front Line Supervisors (FLSs) were employed across 253 responding agencies. Not all agencies provided answers to all questions, so the total number of agencies, DSPs, or FLSs for a given table may not match these numbers.
Response Rate by Developmental Disabilities Regional Offices Region
| OPWDD Region | Number Invited | Number Responded | Percent |
| Region 1 (Finger Lakes, Western NY) | 43 | 37 | 86.0% |
| Region 2 (Broome, Central NY, Sunmount) | 50 | 44 | 88.0% |
| Region 3 (Capital District, Hudson Valley, Taconic) | 84 | 58 | 69.0% |
| Region 4 (Bernard Fineson, Brooklyn, Metro, Staten Island) | 116 | 82 | 70.1% |
| Regional Office 5 (Long Island) | 36 | 32 | 88.9% |
| Total | 329 | 253 | 76.9% |
NYS Workforce
| Number of DSPs Employed | Number of Agencies | Percent of Agencies |
| 0-99 | 94 | 37.2% |
| 100-199 | 61 | 24.1% |
| 200-299 | 31 | 12.3% |
| 300-399 | 22 | 8.7% |
| 400-499 | 12 | 4.7% |
| 500-599 | 7 | 2.8% |
| 600-699 | 5 | 2.0% |
| 700-799 | 4 | 1.6% |
| 800-899 | 6 | 2.4% |
| 900-999 | 1 | 0.4% |
| 1000-1999 | 10 | 4.0% |
| Total | 253 | 100.00% |
Number of People Supported
70.7% of agencies served 100 or more adults with intellectual and/or developmental disabilities.
| Number of Adults* Served | Number of Agencies | Percent of Agencies |
| 0 Adults | 3 | 1.2% |
| 1-10 Adults | 7 | 2.9% |
| 11-20 Adults | 10 | 4.1% |
| 21-50 Adults | 24 | 9.8% |
| 51-99 Adults | 28 | 11.4% |
| 100-499 Adults | 109 | 44.5% |
| 500-999 Adults | 45 | 18.4% |
| 1000+ Adults | 19 | 7.8% |
| Total | 193 | 100.0% |
*The State of the Workforce Survey is only collected from agencies that serve adults.
Demographics of Direct Support Professionals
In addition to Statewide totals, demographics are also broken out by OPWDD Region to easily see regional differences.
Ages of DSPs
| Ages of DSPs | Number of DSPs | Percent of DSPs |
| 18-24 | 9,185 | 12.6% |
| 25-34 | 15,523 | 24.2% |
| 35-44 | 11,110 | 17.7% |
| 45-54 | 9,914 | 17.5% |
| 55+ | 12,784 | 21.5% |
| Don't Know | 2,665 | 6.5% |
| Total | 61,181 | 100.0% |
Age of DSPs by OPWDD Region
| Region | Age 18-24 | Age 25-34 | Age 35-44 | Age 45-54 | 55 or Older | Don't Know | Count of DSPs |
| Regional Office 1 (Finger Lakes, Western NY) | 13.5% | 25.6% | 15.6% | 12.7% | 22.0% | 10.5% | 9,633 |
| Regional Office 2 (Broome, Central NY, Sunmount) | 13.3.% | 24.5% | 16.6% | 14.7% | 21.1% | 9.9% | 6,415 |
| Regional Office 3 (Capital District, Hudson Valley, Taconic) | 11.3% | 24.4% | 17.7% | 21.3% | 23.2% | 2.1% | 14,436 |
| Regional Office 4 (Bernard Fineson, Brooklyn, Metro, Staten Island) | 12.0% | 23.3% | 18.9% | 19.2% | 20.8% | 5.8% | 20,682 |
| Regional Office 5 (Long Island) | 14.1% | 23.9% | 18.5% | 16.3% | 20.6% | 6.6% | 10,015 |
| Total | 12.6% | 24.2% | 17.7% | 17.5% | 21.5% | 6.5% | 61,181 |
Race/Ethnicity of DSPs (N=60,413)
| Race/Ethnicity | Number of DSPs | Percent of Total NYS DSPs |
| American Indian or Alaskan Native | 206 | 0.3% |
| Asian | 1,116 | 2.1% |
| Black or African American | 26,405 | 40.8% |
| Pacific Islander | 108 | 0.2% |
| White | 17,948 | 34.6% |
| Hispanic/Latinx | 5,054 | 9.9% |
| More than one race/ethnicity | 1,987 | 2.2% |
| Other | 198 | 0.3% |
| Don’t Know | 7,391 | 9.6% |
Percent of DSPs by Race and DDRO Region
| Region | Native American or Alaskan Native | Asian | Black or African American | Pacific Islander | White | Hispanic/ Latinx | More than one race/ ethnicity | Other | Don’t Know | Total DSPs |
| Regional Office 1 (Finger Lakes, Western NY) | 0.3% | 0.6% | 30.8% | 0.2% | 49.5% | 7.7% | 2.8% | 0.1% | 7.8% | 9,633 |
| Regional Office 2 (Broome, Central NY, Sunmount) | 0.5% | 1.2% | 12.8% | 0.1% | 67.9% | 3.2% | 2.2% | 0.0% | 12.2% | 6,415 |
| Regional Office 3 (Capital District, Hudson Valley, Taconic) | 0.3% | 2.2% | 38.2% | 0.1% | 40.0% | 7.6% | 2.4% | 0.3% | 9.0% | 14,436 |
| Regional Office 4 (Bernard Fineson, Brooklyn, Metro, Staten Island) | 0.2% | 3.3% | 57.1% | 0.4% | 9.6% | 16.3% | 1.6% | 0.5% | 10.8% | 19,914 |
| Regional Office 5 (Long Island) | 0.3% | 2.1% | 55.7% | 0.1% | 23.3% | 9.5% | 2.3% | 0.6% | 6.2% | 10,015 |
| All Regions | 0.3% | 2.1% | 40.8% | 0.2% | 34.6% | 9.9% | 2.2% | 0.3% | 9.6% | 60,413 |
Gender of DSPs by Region
| Region | Male | Female | Non-Binary | Don’t Know | Count of DSPs |
| Regional Office 1 (Finger Lakes, Western NY) | 23.4% | 76.4% | 0.1% | 0.1% | 9,633 |
| Regional Office 2 (Broome, Central NY, Sunmount) | 22.8% | 69.7% | 0.4% | 7.1% | 6,415 |
| Regional Office 3 (Capital District, Hudson Valley, Taconic) | 29.3% | 67.7% | 0.5% | 2.5% | 14,436 |
| Regional Office 4 (Bernard Fineson, Brooklyn, Metro, Staten Island) | 29.2% | 66.7% | 0.4% | 3.6% | 20,665 |
| Regional Office 5 (Long Island) | 29.4% | 66.0% | 0.0% | 4.5% | 10,015 |
| Total | 27.3% | 68.8% | 0.3% | 3.6% | 61,164 |
Demographics of Frontline Supervisors
In addition to Statewide totals, demographics are also broken out by OPWDD Region to easily see regional differences.
Age groups of Frontline Supervisors Statewide
| Age Group | Number of DSPs | Percent of DSPs (Average of Averages) |
| 18 - 24 | 216 | 2.8% |
| 25 - 34 | 1,473 | 24.1% |
| 35 - 44 | 1,792 | 28.4% |
| 45 - 54 | 1,503 | 23.2% |
| 55+ | 1,303 | 18.8% |
| Don't Know | 69 | 2.7% |
| Total | 6,356 | 100% |
Age of Frontline Supervisors by Region
| Region | 18 – 24 Years Old | 25 – 34 Years Old | 35 – 44 Years Old | 45 – 54 Years Old | 55 or Older | Don't Know | Count of FLSs |
| Regional Office 1 (Finger Lakes, Western) | 3.6% | 25.7% | 33.5% | 21.2% | 13.0% | 2.9% | 1,284 |
| Regional Office 2 (Broome, Central, Sunmount) | 2.7% | 24.3% | 25.9% | 24.6% | 15.6% | 7.0% | 693 |
| Regional Office 3 (Capital, Hudson Valley, Taconic) | 1.9% | 24.4% | 29.6% | 26.0% | 18.1% | 0.0% | 1,318 |
| Regional Office 4 (Bernard Fineson, Brooklyn, Metro, Staten Island) | 3.4% | 23.5% | 28.2% | 19.1% | 22.6% | 3.1% | 1,677 |
| Regional Office 5 (Long Island) | 1.6% | 23.0% | 24.9% | 28.6% | 21.9% | 0.0% | 1,384 |
| Total | 2.8% | 24.1% | 28.4% | 23.2% | 18.8% | 2.7% | 6,356 |
Race of Frontline Supervisors by Percent
| Number of DSPs | Percent of DSPs | |
| American Indian or Alaskan Native | 34 | 0.8% |
| Asian | 117 | 2.1% |
| Black or African American | 2,546 | 34.5% |
| Pacific Islander | 2,775 | 45.2% |
| White | 476 | 8.2% |
| Hispanic/Latinx | 13 | 0.1% |
| More than one race/ethnicity | 123 | 1.2% |
| Other | 10 | 0.2% |
| Don’t Know | 321 | 7.8% |
| Total | 6,415 | 100.0% |
Race of Frontline Supervisors by Percent and DDRO Region
| Region | Native American or Alaskan Native | Asian | Black or African American | White | Hispanic/ Latinx | Pacific Islander | More than one race/ ethnicity | Other | Don’t Know | Total FLSs |
| Regional Office 1 (Finger Lakes, Western NY) | 1.0% | 0.8% | 25.0% | 63.2% | 5.5% | 0.1% | 1.0% | 0.0% | 3.4% | 1284 |
| Regional Office 2 (Broome, Central NY, Sunmount) | 0.7% | 0.3% | 7.7% | 78.5% | 2.7% | 0.0% | 0.5% | 0.0% | 9.6% | 693 |
| Regional Office 3 (Capital District, Hudson Valley, Taconic) | 0.2% | 2.2% | 30.2% | 52.3% | 4.4% | 0.1% | 2.5% | 0.6% | 7.6% | 1,324 |
| Regional Office 4 (Bernard Fineson, Brooklyn, Metro, Staten Island) | 1.4% | 3.8% | 50.3% | 19.3% | 15.1% | 0.3% | 0.5% | 0.0% | 9.3% | 1,711 |
| Regional Office 5 (Long Island) | 0.2% | 1.8% | 50.7% | 30.6% | 8.2% | 0.1% | 1.8% | 0.1% | 6.6% | 1,403 |
| Total | 0.8% | 2.1% | 34.5% | 45.2% | 8.2% | 0.1% | 1.2% | 0.2% | 7.8% | 6,415 |
Gender of Frontline Supervisors by Region
| Region | Male | Female | Non-Binary | Don’t Know* | Count of DSPs |
| Regional Office 1 (Finger Lakes, Western NY) | 15.9% | 84.0% | 0.0% | 0.1% | 1,284 |
| Regional Office 2 (Broome, Central NY, Sunmount) | 15.5% | 80.0% | 0.0% | 4.5% | 693 |
| Regional Office 3 (Capital District, Hudson Valley, Taconic) | 23.2% | 74.9% | 0.0% | 1.9% | 1,324 |
| Regional Office 4 (Bernard Fineson, Brooklyn, Metro, Staten Island) | 29.7% | 67.0% | 1.0% | 2.3% | 1,678 |
| Regional Office 5 (Long Island) | 23.9% | 72.1% | 0.5% | 3.5% | 1,403 |
| Total | 23.0% | 74.2% | 0.4% | 2.4% | 6,382 |
Direct Support Professional to Frontline Supervisor Ratio
The data below presents the number of agencies that have a certain Direct Support Professional (DSP) to Frontline Supervisor (FLS) ratio. The statewide average was 12:1 (N=185). We believe that it is important to look at DSP to FLS ratio to understand amount of supervision and support available to DSPs. The ratios by regional office are shown in the tables below.
| 1-8 DSPs per FLS Number/Percent | 9-14 DSPs per FLS Number/Percent | 15+ DSPs per FLS Number/Percent | Total | Average DSP to FLS Ratio | |
| Regional Office 1 (Finger Lakes, Western NY) | 17/58.6% | 8/27.6% | 4/13.8% | 29 | 10.1 |
| Regional Office 2 (Broome, Central NY, Sunmount) | 18/45.0% | 14/35.0% | 8/20.0% | 40 | 11.0 |
| Regional Office 3 (Capital District, Hudson Valley, Taconic) | 23/51.1% | 12/26.7% | 10/22.2% | 45 | 12.0 |
| Regional Office 4 (Bernard Fineson, Brooklyn, Metro, Staten Island) | 28/36.8% | 21/27.6% | 27/35.5% | 76 | 14.3 |
| Regional Office 5 (Long Island) | 19/67.9% | 5/17.9% | 4/14.3% | 28 | 9.4 |
| Total NYS | 105/48.2% | 60/27.5% | 53/24.3% | 218 | 12.0 |
Turnover, Vacancy, and Tenure
In addition to Statewide totals, Turnover Ratios are also broken out by OPWDD Region to easily see regional differences. Turnover ratios are calculated by dividing the total number of DSPs separated in 2023 by the total number of DSPs on payroll at the end of 2023.
The national turnover ratio is 40.9%, based on data from the 26 states (including D.C.) that participated in the 2023 NCI-IDD State of the Workforce Survey. The turnover ratio in NYS and OPWDD Regions 1, 3, 4, and 5 is lower than the national turnover ratio. However, Region 2 has a higher turnover ratio.
Full-time vs. Part-time DSPs
227 (89.7%) agencies reported on full-time and part-time employment status, representing 53,019 (85.9%) DSPs statewide
Vacancy
224 (88.5%) agencies reported on fulltime vacancies, representing 9,206 vacancies.
224 (88.5%) agencies reported on part-time vacancies, representing 5,122 vacancies.
Length of Employment of DSPs
This section looks at the length of employment (tenure) for both DSPs who are still employed by their agency at the end of the year (Employed DSPs) and DSPs who left the agency during the year (Separated DSPs).
Tenure of Employed DSPs
Tenure of employed DSPs looks at how long DSPs who are still employed have been working at their agency. It is calculated by taking the number of still-employed DSPs in each Length of Employment category (e.g., Less Than 6 Months) divided by the total number of DSPs employed as of December 31, 2023. Tenure data is available for 59,832 Employed DSPs statewide.
| Length of Employment | Number of DSPs | Percent of DSPs |
| Less Than 6 Months | 8,280 | 13.4% |
| Tenure 6 to 12 Months | 7,032 | 12.0% |
| Tenure 12 to 24 Months | 10,032 | 16.2% |
| Tenure 24 to 36 Months | 6,419 | 10.4% |
| Tenure more than 36 | 28,069 | 48.0% |
Tenure of Separated DSPs
Tenure of separated DSPs looks at how long DSPs who left their agency during the year were employed at their agency. It is calculated by taking the number of separated DSPs in each Length of Employment category (e.g., Less Than 6 Months) divided by the total number of DSPs employed as of December 31, 2023. Tenure data is available for 19,395 separated DSPs statewide.
| Length of Employment | Number of DSPs | Percent of DSPs |
| Less Than 6 Months | 6,369 | 32.7% |
| 6 to 12 Months | 3,212 | 19.3% |
| 12 to 24 Months | 3,801 | 17.3% |
| 24 to 36 Months | 1,714 | 7.6% |
| More than 36 Months | 4,299 | 23.2% |
Wages and Hours
DSP Wages
All employees in New York, including DSPs, are entitled to receive at least an hourly minimum wage rate. In 2023, there were 2 active minimum wages in different geographic areas of New York State:
- NYC, Long Island & Westchester: $15.00
- Rest of NYS: $14.20
DSP Wages in the $14.20 Minimum Wage Region
This table compares agency average hourly wage to the regions’ minimum wage for agencies that are in regions where the minimum wage is $14.20/hour. Each agency reports their own average hourly wage.
| Equal to Minimum Wage ($14.20) | 1 - 10% Above ($14.21 - $15.62) | 11 - 20% Above ($15.63-$17.04) | 21 - 30% Above ($17.05 - $18.46) | 31 - 40% Above ($18.47 – $19.88) | 41 - 50% Above ($19.89 - $21.30) | 51%+ Above ($21.31+) | Total Agencies | |
| Regional Office 1 (Finger Lakes, Western NY) | 0 | 2 | 10 | 17 | 6 | 1 | 0 | 36 |
| Regional Office 2 (Broome, Central NY, Sunmount) | 0 | 1 | 13 | 15 | 10 | 4 | 1 | 44 |
| Regional Office 3 (Capital District, Hudson Valley, Taconic, without Westchester) | 0 | 0 | 7 | 14 | 11 | 2 | 4 | 38 |
| Total | 0 | 3 | 30 | 46 | 27 | 7 | 5 | 118 |
DSP Wages in the $15.00 Minimum Wage Region
This table compares agency average hourly wage to the regions’ minimum wage for agencies that are in regions where the minimum wage is $15.00/hour.
Equal to Minimum Wage ($15.00) | 1 - 10% Above ($15.01- $16.50) | 11 - 20% Above ($16.51-$18.00 | 21 - 30% Above ($18.01-$19.50) | 31 - 40% Above ($19.51 - $21.00) | 41 - 50% Above ($21.01 -$22.50) | 51%+ Above ($22.51+) | Total | |
| Westchester County Agencies | 0 | 1 | 5 | 4 | 4 | 0 | 1 | 15 |
| Regional Office 4 (Bernard Fineson, Brooklyn, Metro, Staten Island) | 3 | 12 | 34 | 23 | 5 | 1 | 2 | 80 |
| Regional Office 5 (Long Island) | 0 | 1 | 15 | 9 | 4 | 0 | 2 | 31 |
| Total | 3 | 14 | 54 | 36 | 13 | 1 | 5 | 126 |
Average Wage by DDRO Region
The national average hourly wage is $17.34 for DSPs, and, nationally, agencies reported a range of average hourly wages from $6.00 - $29.00. The national range and average are based on data from the 26 states (including D.C.) that participated in the 2023 NCI-IDD State of the Workforce Survey. Hourly wages in New York State range from $14.20 to $25.51, and the state average hourly wage is $18.15.
| Region | Average | Number |
| Regional Office 1 (Finger Lakes, Western NY) | $17.64 | 36 |
| Regional Office 2 (Broome, Central NY, Sunmount) | $18.01 | 44 |
| Regional Office 3 (Capital District, Hudson Valley, Taconic) | $18.80 | 52 |
| Regional Office 4 (Bernard Fineson, Brooklyn, Metro, Staten Island) | $17.86 | 81 |
| Regional Office 5 (Long Island) | $18.60 | 32 |
| Total | $18.15 | 245 |
Overtime and Regular Hours paid to DSPs by DDRO Region
Overtime and regular hours are calculated by dividing the number of overtime or regular hours by the total number of hours worked.
| Region | Regular Hours Percent | Overtime Hours Percent |
| Regional Office 1 (Finger Lakes, Western NY) | 92.2% | 7.8% |
| Regional Office 2 (Broome, Central NY, Sunmount) | 91.3% | 8.6% |
| Regional Office 3 (Capital District, Hudson Valley, Taconic) | 87.7% | 12.3% |
| Regional Office 4 (Bernard Fineson, Brooklyn, Metro, Staten Island) | 90.4% | 9.6% |
| Regional Office 5 (Long Island) | 89.9% | 10.1% |
| All Regions | 90.3% | 9.7% |
Benefits and Recruitment
Health, Dental, and Vision Insurance
For 2023, we do not have data for eligibility or enrollment. Instead, we want pie charts for four different variables: health coverage, dental coverage, vision coverage, and coverage for all three.
Medical Insurance Offered by Agencies
93.7% of agencies offer health insurance to their employees, 91.7% offer dental insurance, and 85.7% offer vision insurance. 84.6% of agencies offer health, dental, and vision insurance.
Other Benefits
| Type of Benefit (N=244) | Number of Agencies | Percent of Agencies |
| Life Insurance | 211 | 86.5% |
| Employee Assistance Program | 165 | 67.6% |
| Flexible Spending Account | 165 | 67.6% |
| Employer-Sponsored Disability Insurance | 144 | 59.0% |
| Employer-Paid Job-Related Training | 151 | 61.9% |
| Reimbursement for Post-Secondary Education | 130 | 53.3% |
| Health Incentives Programs | 81 | 33.2% |
| Transportation Benefits | 45 | 18.4% |
| Other Benefits | 39 | 16.0% |
| Childcare Benefits | 28 | 11.5% |
Paid Time Off (PTO) Offered to DSPs
Most agencies offer paid time off to some or all DSPs.
| Type of Paid Time Off | Number of Agencies | Percent of Agencies |
| Sick | 218 | 96.0% |
| Vacation | 188 | 84.3% |
| Personal | 135 | 60.3% |
DSPs Career Ladder
77 agencies (30.4%) offer a DSP Career Ladder. Career Ladders for DSPs offer sequential steps for career growth without having to leave the IDD services field. The two tables below show specifically what career development opportunities agencies offer to their DSPs and what benefits they offer for participating in those opportunities. An agency can offer more than one DSP ladder benefit or opportunity.
DSPs Career Development Opportunities offered by Agencies
| Type of Opportunity (N=253) | Number of Agencies | Percent DSP Ladder Agencies (N=77) | Percent of Total Agencies (N=253) |
| Training Offered Within the Agency | 55 | 71.4% | 21.7% |
| Supervision Responsibilities | 54 | 70.1% | 21.3% |
| Areas of Specialization | 18 | 23.4% | 7.1% |
| Performance-based Promotions | 45 | 58.4% | 17.8% |
| Formal Education Outside of Agency To Augment Professional Growth | 27 | 35.1% | 10.7% |
| Seniority-Based Promotions | 23 | 29.9% | 9.1% |
DSPs Career Development Benefits Offered by Agencies
| Type of Benefit (N=253) | Number of Agencies | Percent DSP Ladder Agencies (N=77) | Percent of Total Agencies (N=253) |
| Higher Rate of Pay | 74 | 96.1% | 29.2% |
| Recognition | 38 | 49.4% | 15.0% |
| Bonus | 11 | 14.3% | 4.4% |
| Benefits Package | 8 | 10.4% | 3.2% |
Strategies for the Recruitment and Retention of DSPs
| Type of Strategy (N=250) | Number of Agencies | Percent of Agencies |
| Code of Ethics Training | 242 | 96.8% |
| Realistic Job Preview* | 204 | 81.6% |
| Employee Recognition Programs | 196 | 78.4% |
| Engage With High Schools or Local Colleges/Universities | 194 | 77.6% |
| Employee Engagement Survey | 147 | 58.8% |
| Required Training for DSPs Beyond State Requirements | 144 | 57.6% |
| Agency Supported Credentialing# | 101 | 40.4% |
| Bonuses, Stipends, or Raises for Credentialling | 85 | 34.0% |
| Sign-On Bonus | 81 | 32.4% |
| DSP Ladder^ | 80 | 32.0% |
| DSPs Included In Agency Governance | 67 | 26.8% |
| Apprenticeship Programs | 35 | 14.0% |
*Survey provided this language: “A realistic job preview provides the applicant with accurate information about the job duties (both positive and negative) from the perspective of people who do the work; it is provided to the applicant prior to making a job offer and its purpose is to help an applicant decide if they would like to pursue the job.”
^Survey provided this language: “(For example, a career ladder for DSPs)”
#Survey provided this language: “(For example, Direct Course College of Direct Support through National Association of Direct Support Professionals, etc.) Support may take the form of financial support to cover the cost of the credential, paying the DSP for the time needed to complete the credential, or other financial support.”
Footnote: To be consistent with methodology used in the State of the Workforce National Report produced by the Human Services Research Institute, percentages in the results above are first calculated for each responding agency and then are averaged across the entire state or OPWDD region. For example, the percentage of DSPs who are Asian (2.1%) is calculated by taking the average of the percent of DSPs who are Asian at each agency instead of the total count of Asian DSPs (1,116) divided by the total number of DSPs whose race or ethnicity is reported (60,413). This means that the percentages may not be perfectly proportional to the counts in the tables.
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 2024 NCI-IDD State of the Workforce Survey cycle is July 31, 2025. Data collection began in March 2025. These surveys will collect data from calendar year 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 the year after the survey cycle has been completed. The 2022 National Report is now available on the NCI website.