This document provides an orientation for direct support professionals. It discusses the roles of DSPs in supporting clients' meaningful lives and outlines competency areas like communication, assessment, community involvement, crisis prevention, and documentation. DSPs should maintain high standards, keep clients' best interests in mind, and report any suspected abuse or neglect. The primary goal of DSP work is enhancing clients' independence and self-determination.

1. Fundamentals of Direct
Support Services
Orientation

2. • Welcome to the Team!!
• We are so excited that you chose to be a part of
Core Health Provider Services
• In this training you will learn the fundamentals to
being a successful Direct Support Professional.
• Sit back, fasten your seatbelts, and getting ready for
a learning experience.

3. As Direct Support professionals we wear many hats and have
many different roles that we play while caring for our clients.
We wear the hats of coach, partner, supporter, teacher, and
advocate.
All of the roles we play all have the same purpose, and that is to
help our clients live the meaningful and satisfying life possible.
We aren’t here to control our clients.
The National Alliance for Direct Support Professionals (NADSP) has
a list of competency skill areas for a DSP to be successful

4. The Direct Support Professional
enhances the ability of the
participant to lead a self-determining
life by providing the support and
information necessary to build self-
esteem, and assertiveness; and to
make decisions.
Skill Statements
The competent DSP assists and
supports the participant to develop
strategies, make informed choices,
follow through on responsibilities,
and take risks.
The competent DSP promotes
participant partnership in the design
of support services, consulting the
person and involving him or her in
the support process.
The competent DSP provides
opportunities for the participant to
be a self-advocate by increasing
awareness of self-advocacy methods
and techniques, encouraging and
assisting the participant to speak on
his or her own behalf, and providing
information on peer support and
self-advocacy groups.
The competent DSP provides
information about human, legal, civil
rights and other resources, facilitates
access to such information and
assists the participant to use
information for self-advocacy and
decision making about living, work,
and social relationships.

5. The Direct Support Professional should be knowledgeable
about the range of effective communication strategies and
skills necessary to establish a collaborative relationship
with the participant.
The competent DSP uses effective, sensitive
communication skills to build rapport and channels of
communication by recognizing and adapting to the range
of participant communication styles.
The competent DSP has knowledge of and uses modes of
communication that are appropriate to the
communication needs of participants.
The skilled DSP learns and uses terminology appropriately,
explaining as necessary to ensure participant
understanding.

6. THE DIRECT SUPPORT
PROFESSIONAL SHOULD BE
KNOWLEDGEABLE ABOUT FORMAL
AND INFORMAL ASSESSMENT
PRACTICES IN ORDER TO RESPOND
TO THE NEEDS, DESIRES AND
INTERESTS OF THE PARTICIPANTS.
THE COMPETENT DSP INITIATES OR
ASSISTS IN THE INITIATION OF AN
ASSESSMENT PROCESS BY
GATHERING INFORMATION (E.G.,
PARTICIPANT’S SELF-ASSESSMENT
AND HISTORY, PRIOR RECORDS,
TEST RESULTS, ADDITIONAL
EVALUATION) AND INFORMING THE
PARTICIPANT ABOUT WHAT TO
EXPECT THROUGHOUT THE
ASSESSMENT PROCESS.
THE COMPETENT DSP CONDUCTS
OR ARRANGES FOR ASSESSMENTS
TO DETERMINE THE NEEDS,
PREFERENCES, AND CAPABILITIES
OF THE PARTICIPANTS USING
APPROPRIATE ASSESSMENT TOOLS
AND STRATEGIES, REVIEWING THE
PROCESS FOR INCONSISTENCIES,
AND MAKING CORRECTIONS, AS
NECESSARY.
THE COMPETENT DSP DISCUSSES
FINDINGS AND
RECOMMENDATIONS WITH THE
PARTICIPANT IN A CLEAR AND
UNDERSTANDABLE MANNER,
FOLLOWING UP ON RESULTS AND
REEVALUATING THE FINDINGS AS
NECESSARY

7. • The Direct Support Professional should be knowledgeable about the formal
and informal supports available in his or her community and skilled in assisting
the participant to identify and gain access to such supports.
• Skill Statements
• The competent DSP helps to identify the needs of the participant for
community supports, working with the participant’s informal support system,
and assisting with, or initiating identified community connections.
• The competent DSP researches, develops, and maintains information on
community and other resources relevant to the needs of participants.
• The competent DSP ensures participant access to needed and available
community resources coordinating supports across agencies.
• The competent DSP participates in outreach to potential participants.

8. The Direct Support
Professional is
knowledgeable about a
range of participatory
planning techniques and is
skilled in implementing
plans in a collaborative and
expeditious manner.
01
The competent DSP
maintains collaborative
professional relationships
with the participant and all
support team members
(including family/friends),
follows ethical standards of
practice (e.g.,
confidentiality, informed
consent, etc.), and
recognizes his or her own
personal limitations.
02
The competent DSP assists
and/or facilitates the
development of an
individualized plan based
on participant preferences,
needs, and interests.
03
The competent DSP assists
and/or facilitates the
implementation of an
individualized plan to
achieve specific outcomes
derived from participants’
preferences, needs and
interests.
04
The competent DSP assists
and/or facilitates the
review of the achievement
of individual participant
outcomes.
05

9. The Direct Support Professional can
match specific supports and
interventions to the unique needs of
individual participants and
recognizes the importance of
friends, family and community
relationships.
The competent DSP assists the
participant to meet his or her
physical (e.g., health, grooming,
toileting, eating) and personal
management needs (e.g., human
development, human sexuality), by
teaching skills, providing supports,
and building on individual strengths
and capabilities.
The competent DSP assists the
participant with household
management (e.g., meal prep,
laundry, cleaning, decorating) and
with transportation needs to
maximize his or her skills, abilities
and independence.
The competent DSP assists with
identifying, securing and using
needed equipment (e.g., adaptive
equipment) and therapies (e.g.,
physical, occupational and
communication).
The competent DSP supports the
participant in the development of
friendships and other relationships.
The competent community-based
support worker assists the
participant to recruit and train
service providers as needed.

10. The Direct Support Professional should be able
to identify areas for self improvement, pursue
necessary educational/training resources, and
share knowledge with others.
The competent DSP completes required
training education/certification, continues
professional development, and keeps abreast
of relevant resources and information.
The competent DSP educates participants, co-
workers and community members about
issues by providing information and support
and facilitating training.

11. The Direct Support Professional
should be knowledgeable about the
diverse challenges facing
participants (e.g., human rights,
legal, administrative and financial)
and should be able to identify and
use effective advocacy strategies to
overcome such challenges.
The competent DSP and the
participant identify advocacy issues
by gathering information, reviewing
and analyzing all aspects of the issue.
The competent DSP has current
knowledge of laws, services, and
community resources to assist and
educate participants to secure
needed supports.
The competent DSP facilitates,
assists, and/or represents the
participant when there are barriers
to his or her service needs and
lobbies decision-makers when
appropriate to overcome barriers to
services.
The competent DSP interacts with
and educates community members
and organizations (e.g., employer,
landlord, civic organization) when
relevant to participant’s needs or
services.

12. The Direct Support Professional
should be knowledgeable about the
career and education related
concerns of the participant and
should be able to mobilize the
resources and support necessary to
assist the participant to reach his or
her goals.
The competent DSP explores with
the participant his/her vocational
interests and aptitudes, assists in
preparing for job or school entry,
and reviews opportunities for
continued career growth.
The competent DSP assists the
participant in identifying
job/training opportunities and
marketing his/her capabilities and
services.
The competent DSP collaborates
with employers and school
personnel to support the
participant, adapting the
environment, and providing job
retention supports.

13. The Direct Support Professional
should be knowledgeable about
crisis prevention, intervention and
resolution techniques and should
match such techniques to
circumstances and individuals.
The competent DSP identifies the
crisis, defuses the situation,
evaluates and determines an
intervention strategy and contacts
necessary supports.
The competent DSP continues to
monitor crisis situations, discussing
the incident with authorized staff
and participant(s), adjusting
supports and the environment, and
complying with regulations for
reporting.

14. The Direct Support Professional is
familiar with the mission and
practices of the support
organization and participates in
the life of the organization.
The competent DSP contributes
to program evaluations and helps
to set organizational priorities to
ensure quality.
The competent DSP incorporates
sensitivity to cultural, religious,
racial, disability, and gender
issues into daily practices and
interactions.
The competent DSP provides and
accepts co-worker support,
participating in supportive
supervision, performance
evaluation, and contributing to
the screening of potential
employees.
The competent DSP provides
input into budget priorities,
identifying ways to provide
services in a more cost-effective
manner.

15. The Direct Support Professional is aware of the requirements for documentation in
his or her organization and is able to manage these requirements efficiently.
The competent DSP maintains accurate records, collecting, compiling and
evaluating data, and submitting records to appropriate sources in a timely fashion.
The competent DSP maintains standards of confidentiality and ethical practice.
The competent DSP learns and remains current with appropriate documentation
systems, setting priorities and developing a system to manage documentation.

16. Support the participant in the
development of friendships and
other relationships.
The competent DSP assists the
individual as needed in planning
for community activities and
events (e.g., making reservation,
staff needs, money, materials,
accessibility).
The competent DSP assists the
individual as needed in arranging
transportation for community
events.
The competent DSP documents
community activities and events.
The competent DSP encourages
and assists the individual as
needed in facilitating friendships
and peer interactions.
The competent DSP encourages
and assists the individual as
needed in communication with
parents/family (e.g., phone calls,
visits, letters).
The competent DSP implements
individual supports regarding
community activities.
The competent DSP provides
incentive or motivation for
consumer involvement in
community outings.
The competent DSP assists the
individual as needed in getting to
know and interacting with
his/her neighbors.
The competent DSP encourages
and assists the individual as
needed in dating.
The competent DSP encourages
and assists the individual as
needed in communicating with
social workers and financial
workers.

17. The competent DSP provides
support to people using a
person-centered approach.
The competent DSP modifies
support programs and
interventions to ensure they are
person centered.
The competent DSP challenges
co-workers and supervisors to
use person centered practices.
The competent DSP is
knowledgeable about person
centered planning techniques.
The competent DSP assists
individuals in developing person
centered plans.

18. Promotes the health and
wellness of all consumers.
Administers medications
accurately and in accordance
with agency policy and
procedures.
Observes and implements
appropriate actions to promote
healthy living and to prevent
illness and accidents.
Uses appropriate first aid/safety
procedures when responding to
emergencies.
Assists individuals in scheduling,
keeping, and following through
on all health appointments.
Assists individuals in completing
personal care (e.g., hygiene and
grooming) activities.
Assists with identifying, securing
and using needed adaptive
equipment (i.e. adaptive
equipment) and therapies (e.g.,
physical, occupational, speech,
respiratory, psychological).
Assists individuals in
implementing health and medical
treatments.
Assists individuals to take an
active role in their health care
decisions

19. In order to be successful in this field
this job needs to be more then a
place to make money. You need to
maintain a positive attitude even on
the bad days. You need to be
trustworthy, responsible, and
diligent.
You need to always give your very
best effort
You need to be prompt and reliable
You need to take responsibility for
your actions through the good and
the bad.
You always need to be polite and
respectful you are in someone else’s
home.

20. As a DSP you are now a
mandated reporter of any
suspected abuse or allegations
of abuse, neglect, or financial
exploitation.
If you see something say
something. Keeping it to yourself
can cost more then you think.
Abuse comes in many forms.
Abuse can be physical, sexual,
mental, and emotional.
Any injury of an unknown origin
could be the result of abuse and
needs to be reported. Abuse can
be very hard to detect some
examples of signs of physical
abuse are:
Bruises or other marks on the
body such as cuts and bites
Blood, semen or other fluids on
the individual’s clothing,
bedding, towels, or in another
part of the environment.
Fingerprints or handprints on the
face, neck, arms, or wrists
Injuries such as burns from
scalding, cigarettes, or in shapes
of other objects, sprains,
fractures, or dislocations
Internal injuries or vomiting
without present illness
Appearing with blood, stained,
or torn clothing.

21. • Physical abuse is non accidental, inappropriate
contact or the use of force with an individual that
causes physical pain or injury.
• This can include:
• Acts of violence, like hitting or beating
• Inappropriate punishments like confinement
or tying a person to furniture.
• Actions that usually cause pain and injury
against adults who are incapable of
expressing pain or injury.

22. Sexual Abuse is any unwanted
sexual activity, where the person
perpetrating sexual abuse may make
threats, use force, or take advantage
of individuals who cannot clearly
consent to sexual activity.
This can include:
• Physical force, threats, or coercion to facilitate
non- consensual touching, fondling,
intercourse, or any other sexual activities.
• An employee’s coercion of an individual to
engage in sexual behavior that results in
sexual contact or behavior.
• Any sexual activity between an employee and
an individual
*THERE IS NO CONSENSUAL
ACTIVITY BETWEEN STAFF AND THE
PEOPLE THEY SUPPORT*

23. Mental or emotional abuse is the behavior that is demeaning , intimidating, or threatening. It
creates emotional pain, distress, and may result in difficult behaviors. This can include:
• Verbal Abuse like insulting or cursing at someone, or bullying someone
• Joking about or making fun of a person
• Harassment or mental cruelty
• Isolating the individual such as restricting visits or preventing contact with others
• Non- verbal actions such as throwing objects or glaring to intimidate.
Sometimes mental or emotional abuse is harder to recognize than other types of abuse. It
may happen one time or it may be a pattern of behavior. It can be directed toward everyone
or just on individual. Sometimes abusive behavior may even be a part of a behavior plan or
work its way into a whole pattern of care.

24. • Financial exploitation is when an employee missuses, mishandles,
or exploits the property, possessions, or assets of an individua.
• This includes using another person’s property or assets without
their consent, under false pretenses, or through coercion or
manipulation.
• This can include:
• Fraud, forgery, or falsification
• Denying a person access to their own funds
• “borrowing” a person’s property for personal use
• Diverting individual’s social security funds to pay the agency’s rent
• Having a person perform work without adequate compensation
• Purchasing something from an in individual at a devalued price
• In February 2014, CBS news San Francisco reported that a program
coordinator at a regional center in Santa Rosa, CA had embezzled over
$400,000in social security funds from individuals with intellectual and
developmental disabilities

25. • Within the five types of abuse we’ve just learned about, it is
important to recognize that people with disabilities are at
increased risk for disability- specific abuse. This abuse can be a
variation on common forms of physical abuse, emotional abuse,
sexual abuse, financial abuse, and mental abuse, but it is more
then likely because the individual’s disability.
• Disability specific abuse can also occur due to a disability-
related healthcare service or other disability service relationship.
• It can include:
• It can be calling someone with an intellectual disability a
“retard” as an insult
• Additionally disability- specific physical abuse could mean
someone is withholding access to a person’s wheelchair or
other mobility equipment, or using that equipment to inflict
harm.
• Further, disability-specific neglect could mean a person is left
on the toilet for hours, or is pushed out of their wheelchair
and left on the ground for a long period of time

26. • Neglect is the failure to provide care, supervision, or services that are necessary to
the health and well- being of an individual. This failure results in pain, injury, distress, or
deterioration of behavior.
• This can include:
• Withholding food or medications, or access to health care professionals
• Failure to support and maintain standards of personal care, such as hygiene,
clothing, or medical care.
• Abandonment
• Food deprivation
• There are signs of neglect that are clearly visible but there are also signs that may be
difficult to see. The following signs or behavior may indicate that an individual is suffering
from neglect:
• Disappearing from contact with neighbors or friends
• Appearing hungry losing weight
• Acting disoriented or confused
• Wearing soiled or inappropriate clothing
• Appearing unwashed or disheveled
• Not showing up for appointments
• Not taking prescribed medications

27. • Signs of abuse might not always be physically obvious. The signs
of abuse can also be changes in behaviors. You should get to know
your client so you can notice the differences in their behaviors. If
your client is signifying any of these signs abuse may be occurring:
• Sudden disregard for health, safety, or well-being
• Withdrawal from social contact or change in attitude toward staff
• Pulling away or flinching from physical contact
• Poor eye contact
• Decreased cognitive ability
• Acting more aggressive, blatantly defiant, or in a hostile manner
• Changes in sleeping or eating patterns
• Refusal to undress
• Abnormally seductive, sexualized, or provocative behaviors.

28. The End… Thanks for being a
part of this Organization.