Statewide Workforce Initiative (SWI)

With guidance and support from the Consent Decree, the Division has made changes. These changes have been to the adult Developmental Disability (DD) system. The focus of the changes has been to rebuild the DD system and make it more sustainable.  

One key area of focus is the Direct Support Professional (DSP) workforce crisis. As the Department of Labor explains, DSPs are important service providers. Yet, there are high DSP turnover rates. The high DSP turnover rates have negative impacts on people's access to services.  

To support the DSP workforce, a new initiative began. This initiative is the Statewide Workforce Initiative (SWI). SWI focuses on recruiting and retaining DSPs. It also focuses on giving the DSP career professional qualities. The goal is to have a diverse DSP workforce that stays and grows in their career. This workforce will have the knowledge and skills to give high quality service.  

Changes to Improve the DSP Workforce 

• A common definition of DSP that considers work contexts (self-directed or agency)
• Job descriptions that include community-based duties
• Core competencies
• Training to match core competencies
• Career pathways, ladders, and lattices
• Plans to recruit and keep workers
• Pay that is equal to job duties 

DSP Competencies

The State's DSP core competencies come from a national organization. This organization is the National Alliance for Direct Support Professionals (NADSP). The core competencies are the NADSP DSP Competency Areas.  

Each competency area links to a skill statement. This statement describes what DSPs must know and do to be skillful in the area. In each area, DSPs have the chance to address challenges. The challenges may be to work on their skills or help the person they serve to achieve a goal. To learn more, review the Rhode Island DSP Competencies (PDF; Spanish version PDF). 

For the latest news and updates, visit the Rhode Island State Workforce Initiative (RISWI) website. 

This page was updated 6/10/25.