Telehealth and remote learning are blending together for OTs providing services for students living with developmental disabilities during the coronavirus pandemic.
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The COVID-19 pandemic has disrupted the lives of people with disabilities in every way. Despite these difficult times, there is always the opportunity to promote independence and self-advocacy.
In IDD settings, the ability of supporting health professionals to provide proper care in the midst of a disaster depends on effective emergency preparedness. This blog outline 7 tips to help you prepare.
Turnover among direct support professionals that provide services to individuals with IDD can be a big problem. Here are five tips to help you retain key members of staff.
It doesn’t matter what level you are at professionally or how good you are at your job. Being monitored by your supervisor is stressful.
People with disabilities live in poverty at more than twice the rate of people without disabilities, and make up more than half of those in America living in long-term poverty.
Creating checklists and sharing them with staff can lead to better supervision, better job performance and better employee morale.
Studies show that one effective way to improve the quality of services for adults with intellectual and developmental disabilities is to make sure they have meaningful work and activity choices.
Get some tips and guidance on supporting corporations to develop, implement and maintain neurodiversity hiring initiatives.
The process of empowering another person is like building a strong tower of bricks. Here are 6 building blocks for creating a strong foundation for empowerment.
For many of us, our jobs give us a sense of purpose and an opportunity to contribute to our communities. The same is true for adults with IDD.
In 2017, Bethesda launched its DSP Leadership Team to engage and empower its direct support professionals. See how the program has done since launching.
In December 2018, the BACB announced changes to supervision content and supervisor qualifications, as well as requirements for supervising trainees, RBTs and BCaBAs.
It’s clear from the responses we received that a little appreciation can go a long way toward keeping DSPs happy and increasing retention.
A nationwide survey puts the weighted average DSP turnover rate at 43.8%, and of those who left, half had been on the job for 12 months or fewer.
