National Core Indicators Staff Stability Survey Data


Introduction: The authors used NCI Staff Stability data from over 1400 providers in 20 states and Washington, DC collected in 2016 to look at organizational and state-level predictors of 1) DSP turnover rates, and 2) rates of early DSP turnover (defined as the DSPs who left their position in 6 months or less from hire).

Methods: Wage rates and provision of health insurance benefits were predictors of DSP turnover rates. On the state level, the percentage of people receiving support who live in individualized settings and the state's rate of per capita spending on HCBS were predictors of DSP turnover rates in the state.

Results: Of early DSP turnover, provision of paid time off, health insurance, and the percentage of part-time DSP positions in the organization were significant predictors (wages were JUST over the threshold to be considered significant). The state-level factors in this early turnover model did not converge to identify any trends.

Implications: The authors found different factors relate to turnover based on the DSP's tenure when they left their position, and these findings suggest that provision of higher wages and access to benefits may help keep DSPs in their position.

Suggested Citation

Kramme, J. E., & Hewitt, A. S. (2019). National Core Indicators staff stability survey data. Journal of Intellectual Disability Research, 63(7).


Peer-Reviewed Article 
Volume 63, Number 7


  • Direct support workforce
    • Retention and recruitment
    • Workforce development strategies