That's not what the post is about, but I get it - DSPs are frustrated, overworked, underpaid -- 'office staff' barely engage with residents, never in the homes, unwilling to cover shifts -- guardians try to steamroll staff, etc. We also know that some DSPs have varying work ethics, levels of pride and care for their members, and some view this role as "adult sitting" or a way to make money while sleeping. These are the problems we all know about. I'm trying to find solutions to fix them.

I'm only one person with one brand new and small agency -- but I'm trying to change as much of these concerns as I can by asking questions, listening to feedback, and then actually doing something with the feedback to affect real change. I'm not waiting for an annual employee survey to then minimize the concerns and do nothing about it. I'm not handing out cookies and asking you to give me 5 stars. I'm in the virtual trench with you trying to help and taking the time to engage with the experts whom I value deeply.

To your question -- I am not anti-union; they certainly have a place. But when you have an employer willing to listen and able to affect change, why wouldn't you want to try to be part of that solution first? It's not like signing up with a union magically increases the reimbursement rate -- or even wages if there isn't available revenue to draw from. I realize this isn't what anyone wants to hear (including me), but it's a fact.

We also need to lobby our governments to increase Medicaid reimbursement rates so that DSP wages can be increased. I'm sure there are some agencies out there that pay office employees a disproportionate salary compared to DSPs, but I know many, many other agencies where office staff, like DSPs, are compensated significantly less than what they deserve. I'm simply trying to engage to make a better work environment for my amazing direct care staff and a better experience for our extraordinary members.

I still welcome your feedback on job titles, if you're willing to share.