The holidays can be a stressful time for many families. For more than 20 years, The Arc has worked with the community to provide gifts, wrapping supplies, and grocery gift cards to children with intellectual and developmental disabilities and their siblings throughout the region. Designed to support families with children who have disabilities, Holiday Giving brings the community together to ensure that every child experiences the magic of the holiday season.  

What Makes The Arc’s Holiday Giving Program Unique? 

The Arc’s Holiday Giving Program is tailored to meet each family’s specific needs. Families are encouraged to request items that reflect their child’s interests, needs, and abilities. The Arc then partners with donors and businesses throughout the community to purchase the items from each child’s list, before distributing the items to families in mid-December.  

“In addition to gifts and toys, we also work with the community to provide wrapping paper and grocery gift cards so families can put together a holiday meal,” said Caroline Slobodzian, Director of Development. “Our goal with Holiday Giving is to remove financial barriers for families so they can focus on each other and enjoy the season.” 

Each child receives gifts from their individual wish lists, ranging from toys to clothing, and the family also receives a minimum of $100 in grocery gift cards to help with holiday meals. Holiday Giving provides gifts for all of the children in the family, not just the child with a disability, fostering a sense of inclusion and joy for the entire household. 

Adopting a Family: How You Can Help 

Community members are encouraged to get involved by adopting a child for the holidays. The Arc’s team collects the gift information for each child and distributes the information to donors in early November. The community then purchases gifts for children, following the specific lists provided by the families themselves. You can opt to either shop for the child you adopt yourself or donate $150, and The Arc will do the shopping for you. With 300 children supported this year, the program offers a powerful way for people to make a difference in their local community during the holiday season. 

“I am so thankful and so grateful for the support we’ve received through Holiday Giving,” said one parent. “The gifts we received were a huge blessing. It was a hard year for us, but we were trying to make it work. I had no idea how I was going to give my kids the holiday they deserve, but your thoughtfulness and generosity really brightened our Christmas. This program was a lifesaver. Seeing the smiles on my kids’ faces was such a blessing, and I am beyond grateful for that.” 

People wishing to adopt a child or family through Holiday Giving should click here for more information or email give@thearcccr.org.  

Applying For Holiday Giving: Applications Open on October 1, 2024 

Families interested in receiving gifts from The Arc’s Holiday Giving Program can apply starting on October 1. This is a first-come, first-serve program, the application will remain open until October 15, or the program reaches capacity – whichever comes first. Given the high demand for this program, families are encouraged to apply early to secure their spot.  

To be eligible for the program, families must live within the nine counties supported by The Arc Central Chesapeake Region and have a child with an intellectual or developmental disability under the age of 21. Families are required to submit one application per child; The Arc will support every child in the household.  

“We’re proud that our Holiday Giving Program reflects the true spirit of generosity,” said Sara Pease, Assistant Director of Children, Youth, & Their Families. “By allowing families to ask for what they need and want, we ensure the gifts are meaningful and impactful. It’s more than just toys—it’s about giving families the opportunity to celebrate together and feel supported by their community.”  

For questions about the program or your eligibility, please contact us at resources@thearcccr.org. 

October marks National Disability Employment Awareness Month (NDEAM), a time to recognize the contributions of workers with disabilities and to promote inclusive employment practices. NDEAM highlights the need to break down employment barriers for people with disabilities, fostering a workplace culture that values the talents and skills of all people. 

The History of National Disability Employment Awareness Month 

The origins of NDEAM date back to 1945, when Congress declared the first week of October as “National Employ the Physically Handicapped Week.” This initiative aimed to address the employment challenges faced by disabled veterans returning from World War II. The movement grew over the years, reflecting society’s evolving understanding of disability rights. In 1962, the word “physically” was removed from the observance’s title to include people with all types of disabilities. 

By 1988, recognizing the broader challenges faced by people with disabilities in finding employment, Congress expanded the week-long event into a month-long observance, officially renaming it National Disability Employment Awareness Month. Today, NDEAM continues to emphasize the importance of ensuring equal opportunity and inclusion for people with disabilities in the workforce. 

The Importance of Inclusion in the Workforce 

Working is a profound way for people with disabilities to experience full inclusion in their communities. It comes with many of the rewards we all desire – financial, social, and professional independence. But inclusion of people with disabilities in the workforce is not only a matter of social importance; it’s also a smart business strategy. Studies show that diverse teams, including employees with disabilities, enhance productivity, creativity, and problem-solving in the workplace.  

Newk’s Eatry in Gambrills, MD, is one employer partnering with The Arc’s Work Development Program. “Jamal opened the door for other people [with disabilities] to have chances. He showed us you can’t always judge a book by its cover and helped me look at people with disabilities through a different lense,” said Rodney Johnson, General Manager. “People assume that people with disabilities can’t do a job, so they don’t give them a chance. They deserve an opportunity.”  

Despite the progress people with disabilities have made in the workforce, there are still significant barriers and challenges. According to the U.S. Bureau of Labor Statistics, in 2023, the unemployment rate for people with disabilities was 7.2%, more than double the rate for people without disabilities. Moreover, people with disabilities who are employed are more likely to work in part-time roles or earn lower wages than their peers. 

This gap highlights the importance of initiatives like NDEAM, which seeks to break down barriers and create pathways to meaningful employment for people with disabilities. Inclusive hiring practices not only benefit employees with disabilities but also enrich companies by fostering a culture of diversity, equity, and inclusion. 

Employment is not just about earning a paycheck; it’s about having a sense of purpose, contributing to society, personal fulfillment, and achieving independence. For people with disabilities, the opportunity to work can provide a critical pathway to self-sufficiency, confidence, and a sense of community. 

Supporting People with Disabilities in the Workplace 

The Arc’s robust workforce development program supports over 85 people in varying stages of employment throughout the community. From long-term employees with 15+ years with the same employer to new jobseekers who are just beginning their employment journey, The Arc’s workforce development program supports people in identifying their talents, growing their skills, and combining their interests and passions with the support they need to maintain long-term careers at workplaces that value them.  

“People with disabilities bring so much to the workplace, including unique perspectives and skills, and their contributions drive innovation and success,” said Laura Degler, Assistant Director of Workforce Development.  

Through partnerships with local businesses and agencies, The Arc’s workforce development programs provide job training and career coaching that empowers people with disabilities in the workplace. “Our team supports people in everything from identifying what type of work interests them, preparing their resumes and practicing interviewing, to on-the-job support after they’ve been hired,” said Laura. 

When you express interest in starting your career or finding a new job, our Workforce Development team meets with you to discuss your goals and vision for the type of work you want to pursue and how it aligns with the life you want to lead. Together, we review job postings, update resumes, navigate the application process, and practice interview skills, which are all essential components of job and career development.  But the support doesn’t stop there; our team provides ongoing coaching after you’re hired and even helps with managing transportation to get to and from work.  

Moving Forward: The Future of Disability Employment 

NDEAM serves as a reminder that while progress has been made, there is still much work to be done. As businesses continue to embrace diversity and implement inclusive hiring practices, it’s important to focus on long-term strategies that ensure people with disabilities are not only hired but are also provided with opportunities for growth and advancement within the workplace. 

Programs like The Arc’s Workforce Development play a vital role in making this vision a reality. As we celebrate NDEAM this October, we work together to build a more inclusive workforce where people of all abilities can thrive. 

If you or someone you know could benefit from The Arc’s Workforce Development Program, check out our admissions process and apply for services so we can get to know you. 

Please join The Arc Central Chesapeake Region at the ribbon cutting for Port Street Commons to celebrate the incredible impact this project will have on the community and to honor the many supporters who have brought this project to life.  

Thursday, November 7, 2024 

10:00am (Program begins at 10:15am) 

480 Port Street, Easton, MD 21601 

RSVPs are encouraged. Please click here to RSVP by November 1. 

The ribbon cutting will feature remarks from a variety of community leaders who share in The Arc’s vision for innovative community resources. Following the speeches, you are invited to enjoy refreshments and tour the facility to experience the thoughtful design and integrated approach that makes Port Street Commons a vital asset to the community. 

What is Port Street Commons? 

Port Street Commons is a 24,000-square-foot multi-purpose space strategically designed to integrate office space, a place for services (including counseling), and affordable housing – all under one roof. This innovative project will be a unique resource for the community and was developed in response to community requests for greater choice in disability services, better access to mental health care, and more affordable housing opportunities throughout the region.  

Port Street Commons will include both The Arc at Port Street and The Residences at Port Street. As The Arc’s new, permanent Eastern Shore Headquarters, The Arc at Port Street will support the organization’s growth and operations throughout the Mid-Shore. With a Community Hub, Behavioral Health Suite, and office and training spaces, The Arc at Port Street is a significant investment in infrastructure that will allow The Arc to continue innovating and growing services for people throughout the region.  

The Residences at Port Street will be owned and operated by Chesapeake Neighbors and will feature nine two- and three-bedroom affordable housing units for low and moderate-income renters. Chesapeake Neighbors recently held a lottery to identify the first tenants for this space. Tenants are slated to move in December 2025. 

A Community Focused Vision 

Port Street Commons is part of a broader initiative to revitalize Port Street. Eventually, the Port Street Corridor will connect the historic Town of Easton with Easton’s waterfront, creating a vibrant community. 

Support for has come from stakeholders throughout the community. With a wide array of federal, state, local, and private support, over $6.1 million has been secured for the project. This collaborative effort highlights the broad community support, and the significance of Port Street Commons in meeting local community-identified needs.  

We proudly announce that Megan Lyle, Esq., Senior Vice President of Administration & General Counsel, has been accepted into the prestigious Leadership Anne Arundel (LAA) Flagship Class of 2025. This highly competitive program is designed to cultivate and connect leaders from across many sectors, providing them with in-depth knowledge of Anne Arundel County’s challenges, resources, and opportunities. Over the next year, Megan will engage in interactive sessions on various topics, including business, government, economic development, healthcare, agriculture, and more, all aimed at fostering informed, collaborative leadership within the community. 

“I am honored to be part of LAA’s legacy of developing leaders throughout the region,” said Megan. “Connecting with my peers to learn more about the community, bringing back insights and relationships that will benefit our work, and making sure perspectives on intellectual and developmental disability services are represented at LAA are all very exciting to me.” 

Megan’s role at The Arc involves overseeing legal, compliance, and administrative functions that support the enterprise in reimagining our communities as fully inclusive and accessible places not just for people with intellectual and developmental disabilities (IDD) but for everyone. Through the LAA Flagship program, Megan will gain new perspectives and skills that will enhance her strategic leadership while also equipping her with deeper partnerships across the county and elevating The Arc’s presence in the community. 

The Arc sponsors one leader to participate in the LAA Flagship program every year, and Megan’s participation is part of a tradition of investing in our leaders, our organization, and our community. The LAA Flagship program allows leaders like Megan to drive meaningful change across Anne Arundel County, and we are excited about the ways Megan’s participation will bring new attention to the needs and desires of people with disabilities as well as the innovative community development and economic revitalization strategies we have been implementing to effect change in our communities. 

About Leadership Anne Arundel 

Since 1993, Leadership Anne Arundel (LAA) has served as the nexus of leadership in Anne Arundel County as a professional development and networking program for the County’s most impactful leaders. LAA facilitates opportunities for diverse leaders from for-profit, nonprofit, governmental, and community organizations to come together and gain the education, resources, and networks necessary to become the strategic, forward-thinking leaders their communities need. Learn more about LAA on their website.

We are thrilled to announce that The Arc Central Chesapeake Region has been recognized with three awards from Health Rosetta for outstanding employee health benefits: America’s Top Health Plans, Top Health Plans of the East, and the Walk the Talk Award. These awards highlight our dedication over the last five years to creating innovative, accessible, and affordable health and wellness benefits for our employees.  

What Are the Health Rosetta Awards? 

The Health Rosetta Awards recognize organizations that are leading the way in transforming healthcare for employees. These awards honor companies that have adopted innovative, cost-effective, and high-quality healthcare solutions, setting a new standard in the industry. By focusing on transparency, value, and sustainability, Health Rosetta celebrates employers who improve the health and wellness of their workforce while also making healthcare more affordable and accessible. 

The Arc was selected for these prestigious awards from a pool of 196 finalists and over 2,000 initial candidates from across the country. Nominations for the awards came from benefits advisors, solution providers, and clinical professionals, making the selection process highly competitive. Prioritizing Affordable, Innovative Healthcare Benefits 

Innovative and Affordable Benefits 

Over the last five years, The Arc has made transformational changes to our Total Rewards package. We prioritized quality and affordability, consistently adding new rewards without passing increasing costs to employees. For four consecutive years, The Arc has not raised health deductibles—a stark contrast to the national trend. The average family premium increase in health insurance premiums since 2018 has been 22% and is projected to increase by 7% in 2024. With these rising costs of healthcare, The Arc has worked hard to keep our plans affordable and sustainable for employees.  

The Arc’s Total Rewards package is competitive, including features such as affordable monthly premiums, covering 100% of the $2000 deductible for each employee, the ability to contribute to FSA accounts, comprehensive vision and dental that goes beyond typical coverage offered by most employers, coverage for IVF treatments, and cost-saving prescription delivery services.  

“Innovation in our Total Rewards isn’t just about keeping up with trends—it’s about ensuring that every employee has access to the care they need without worrying about rising costs,” said Brandy Stephens, Vice President of People & Culture. “Our commitment to affordability allows us to continue adding meaningful rewards, without increasing premiums, making sure our employees feel valued and supported.” 

One of the most innovative and strategic additions to our Total Rewards package is Health at Work. Launched in February 2024, Health at Work provides on-site health services where all employees and their dependents (whether enrolled in The Arc’s insurance plan, or not) can access primary care and same-day urgent care. Recent data suggests over 100 million Americans – nearly one-third of the nation – lack access to a primary care provider (PCP) and rely on costly urgent care or emergency room visits. By incorporating on-site healthcare, employees and their dependents have the support they need to manage chronic health conditions, treat illnesses as they come up, and makes preventative and ongoing healthcare an accessible and routine part of their lives.  

One of our DSPs gave her thoughts on The Arc’s Total Reward package and the difference it has made for her family: 

As a mom with two young children and as the only wage earner in our household, there are so many expenses I have to be aware of and plan for. Knowing that I work at an organization that has not increased healthcare costs in the three years I’ve worked here, has actually improved our health, vision, and dental coverages during that same time, and offers dependent care FSA plans is a large part of why I choose to remain at The Arc. There are pros and cons to every workplace, but the total rewards at The Arc are major pros. If I did look for employment elsewhere, how could their total rewards possibly stack-up to the ones here?  

With the launch of Health at Work this spring, I have received such excellent care and so have my children. When they get pink eye or strep throat or a rash as kids are apt to do, it is incredible to be able to reach out for support 24/7 and get same-day appointments and prescriptions so our lives aren’t overly interrupted by trying to go to urgent care or tracking down their primary care doctor.  

When my oldest son needed his tonsils out last year, I didn’t pay a dime. When my husband had his ACL repaired, we didn’t pay a dime. When I needed to get antibiotics this week, the copay was only $2. The medical, dental, vision, and mental healthcare coverage we receive through The Arc is wonderful and the offerings are just what my family needs in this stage of life. 

Sharing Insights on Healthcare Innovations 

In addition to receiving three Health Rosetta Awards, Jonathon Rondeau, President & CEO, spoke on a Health Rosetta panel about how The Arc is pioneering benefits innovation. “We’ve always believed that taking care of our employees goes beyond offering a paycheck,” he said. “By ensuring they have access to affordable, high-quality healthcare, we’re investing in employee’s long-term well-being. It’s humbling to receive this recognition, but it’s also a reminder that there’s always more we can do.” 

These awards are just the beginning. As we move forward, The Arc will continue to find new ways to improve our Total Rewards package and ensure our employees feel supported in every aspect of their lives. By prioritizing health and wellness, we not only create a better workplace, but support people where and how they need it most. 

There are many types of Direct Support Professional (DSP) roles at The Arc, each with varying requirements and areas of expertise. You can’t talk about the enhanced medical support DSPs offer without talking about Health Access Assistants and the many ways they empower people with intellectual and developmental disabilities (IDD) to take control of their health. Health Access Assistants play a vital part in navigating healthcare needs while fostering independence, self-advocacy, and personal growth.

What is a Health Access Assistant?

This role extends beyond basic healthcare tasks. Health Access Assistants build trusting relationships with the people they support, offering compassionate care tailored to each person’s unique needs. Health Access Assistants empower people to take control of their health. Working closely with Nurse Case Managers, Health Access Assistants schedule and attend medical appointments, provide essential tasks like personal care and transportation, offer emotional support, and empower people to make informed healthcare decisions. At The Arc, Health Access Assistants emphasize person-centered care by focusing on people’s individual goals and preferences. A Health Access Assistant must meet the qualifications of a DSP and complete all training, including becoming a Certified Medical Technician (CMT).

Health Access Assistants Promote Confidence and Independence

One of the most rewarding aspects of being a Health Access Assistant is witnessing the people they support grow in confidence and independence. Through positive interactions and support, Health Access Assistants build self-esteem and encourage people to take ownership of their healthcare, empowering them to make informed decisions and live more independently.

If you’re passionate about promoting independence, consider joining The Arc as a Health Access Assistant. Visit our Career Page to explore opportunities.

September 8-15 marks National Direct Support Professional Recognition Week. Established by the United States Congress in 2008, National Direct Support Professional Recognition Week raises awareness of the many contributions of Direct Support Professionals (DSPs). The Arc Central Chesapeake Region is excited to join organizations across the country in honoring the vital role our DSPs play in supporting people with disabilities.

What is a Direct Support Professional?

DSPs are people who support people with intellectual and developmental disabilities (IDD) in living the lives they choose for themselves. Their work is complex and determined by the unique needs of each person they support.

Being a DSP is not just a job – it’s a career rooted in empathy, respect, and unwavering commitment. “Our DSPs are the backbone of the work we do every day,” said Jonathon Rondeau, President & CEO. “I am incredibly grateful for the profound impact they make, their unwavering commitment to the people they support, and their passion for the work they do.”

DSPs empower the people they support to lead their own lives. Whether that’s landing that job they’ve been working toward, exploring new cities, finding new ways to get involved in the community, creating new relationships and friendships, or even getting married. DSPs are there when the people we support lose a job, lose a loved one, or lose an ability they once had. DSPs are there for all of the highs and the lows. On any given day, they are the ultimate encouragers, supporters, advocates, allies, friends, confidants, connectors, and facilitators.

How We’re Celebrating

During National DSP Recognition Week, The Arc is celebrating with food trucks at three of our offices and other exciting recognition opportunities to acknowledge their exceptional service. While we celebrate National DSP Recognition Week in September every year, we honor and recognize the exceptional contributions of our DSPs every day.

Thank you to all our DSPs and all your hard work and commitment!

Founded in 2020, Behavioral Health supports people with intellectual and developmental disabilities (IDD) and mental health diagnoses to develop the tools and resources each person needs to navigate life’s many moments. The Arc employs a robust team of Clinicians, Lead Clinicians, and Behavioral Health Associates who exclusively support these overlapping disability and mental health diagnoses, meeting people where they are and creating environments where they feel supported and encouraged.

In many ways, The Arc’s Behavioral Health team doesn’t just include our clinical team – it also consists of every Direct Support Professional (DSP) who supports someone receiving behavioral health services. Because DSPs work with the people they support every day, they play a critical role in helping Clinicians better understand each person and implement strategies they develop together.

Our Behavioral Health team partners with DSPs, relying on their insights and experiences to support them on how to adapt to any situation and best support someone in the full context of their Behavior Support Plan. This partnership not only builds trust, it also builds DSPs’ skills and confidence in providing excellent support whenever and wherever it’s needed.

Fostering New Skills for DSPs

Our Behavioral Health team works with every DSP to grow their behavioral health management skills, whether they have decades of experience or are brand-new to the profession. DSPs who have worked in the field for many years often express excitement at having this resource to meet the person they support where they are at that moment. DSPs who are new to the field share in the excitement and are often eager to expand their skills to provide this much-needed support.

This partnership is essential for DSPs like Sandy and the person she supports, Joe. Sandy is a new DSP and wasn’t sure how to best support Joe when he felt overwhelmed. After talking with colleagues, Sandy reached out to the Behavioral Health team for guidance. The team was able to help Sandy look at Joe’s behavior from new angles and provide strategies to ensure she was meeting Joe where he was in the moment. This collaboration not only led to the development of a Behavior Support Plan for Joe, it is an example of how Behavioral Health and DSPs must work together to provide the best support possible for each person. 

Immediate Support in Critical Moments 

One of the most impactful ways our Behavioral Health team supports DSPs is through immediate intervention during critical moments. DSPs receive training on how to respond in specific situations, keeping people safe, requesting support, or using relevant skills and strategies to de-escalate situations until additional support arrives.

For example, if a person receiving services has difficulty regulating their emotions while out in the community, DSPs are able to lean on the behavioral health team to prevent their own overreacting, underreacting, or misinterpreting behavior. When this very situation happened recently, a DSP recognized the behavior immediately and worked with their team to determine the appropriate next steps. They called a Clinician for support and partnered to support the person in distress using all the skills and strategies they learned.

Because our DSPs are partners with our Behavioral Health team, the people we support receive high-quality crisis management support no matter where they are, and DSPs feel confident and prepared, knowing they can provide timely and effective support when it’s needed most.

Enhancing Communication Skills for Sensitive Situations 

Whether or not someone is using words to communicate, communication skills are critical to growing life skills and receiving support.

Recently, Denise, a DSP, had to have a difficult conversation with the person she supported. Denise was able to rely on our Behavioral Health team for guidance and support in navigating this uncomfortable situation. First, the Clinician met separately with Denise to address her concerns, develop a plan together, and practice the skills needed to have a healthy, safe conversation. When it was time, all three met together, and the Clinician modeled effective communication techniques that all three were able to use during the conversation to resolve the issue.

This tailored support not only boosted Denise’s confidence but also equipped her to manage similar situations more effectively in the future. This approach underscores our team’s commitment to enhancing the overall quality of interactions between DSPs and the people they support. 

Building Capacity for Exceptional, Person-Centered Care 

As our services continue to evolve, the collaboration continues to illustrate how our Behavioral Health team and our DSPs depend on one another. Delivering exceptional, person-centered behavioral healthcare relies on the deep knowledge DSPs bring, allowing clinicians to develop strategies that enhance what the DSPs are already doing.

Our Clinicians and DSPs are building a network of behavioral health support that follows people receiving services wherever they go. The Arc’s commitment to this collaborative approach ensures that we are providing the most comprehensive, holistic, person-centered support possible, whether in the community, in a person’s home, or in their Clinician’s office.

There are many types of Direct Support Professional (DSP) roles, all with varying requirements of experience and expertise. When we talk about DSPs, we’re also talking about LPNs and the many ways their knowledge, skills, and expertise make an impact. LPN stands for Licensed Practical Nurse, and they provide enhanced medical support to people receiving services across many of our programs.

What is an LPN?

Outside of The Arc, LPNs are an essential part of the healthcare industry, providing a wide range of services to people across many healthcare settings. LPNs possess a great deal of medical knowledge and nursing skills, which allow them to deliver high-quality healthcare. This role is often relied on to provide a ‘human touch’ in healthcare settings by ensuring that nurses, physicians, and other members of the team are meeting the needs of the people they support. At The Arc, our LPNs are not based in facilities like hospitals or doctor’s offices – they meet people where they’re in their homes and play a crucial role in offering specialized, home-based medical support that is both compassionate and tailored to each person’s unique needs. LPNs at The Arc maintain their LPN licenses, just like all others across the state.

LPNs are Committed to Person-Centered Support

LPNs are experts in providing person-centered support and are frequently role models for all those around them. Person-centered support looks like meeting people where they are not just physically but emotionally and building up trust and rapport over time. It means considering the whole person while providing services and taking the time to be careful, present, and attuned to each person’s needs and goals for their healthcare.

Unlike traditional medical settings, The Arc ensures that every person with a nursing plan has a plan that is aligned with their life and goals, focusing on what matters most to each person. LPNs are deeply involved in developing and executing nursing plans so they match the wellness goals of the people they support. Their work is integral in ensuring that medical support is both effective and empathetic, fostering an environment where each person can thrive.

LPNs Build Trust and Promoting Independence

We often hear that one of the most rewarding aspects of being an LPN at The Arc is the opportunity to build meaningful relationships with the person you support. More than providing healthcare to people with intellectual and developmental disabilities, LPNs at The Arc are able to spend time promoting self-esteem and confidence for the people they support and truly get to know them as people. LPNs are known for creating nurturing environments wherever they go. This relationship-building is vital to empowering people to take an active role in their own wellness goals and live more independently.

Working as an LPN at The Arc is a fulfilling opportunity to use expert medical knowledge and skills while also providing compassionate, person-centered support.

If you would like to apply to be an LPN, check out our Career Page today!

At The Arc, we believe that every Direct Support Professional (DSP) makes mission-critical decisions every day, which enrich the lives of the people we support, improve our operations, and maintain our reputation for innovation and improvement. Over the last seven years, The Arc has prioritized investing in our DSPs by doubling wages, establishing a culture of leadership at every level, and professionalizing the DSP role.

On April 1, The Arc partnered with the National Alliance for Direct Support Professionals (NADSP) to launch the Direct Support Professional Career Ladder. The career ladder provides professional development opportunities for DSPs to grow in their careers and ‘move up the ladder’ without having to leave the DSP profession behind. 

“Part of our strategic plan, Leading Boldly, is providing career mobility opportunities for employees, especially DSPs,” says Jonathon Rondeau, President & CEO. “This DSP Career Ladder increases our employees’ skills, recognizes them for their knowledge and experience by increasing their compensation, and means the people we serve will receive even higher quality support.”

How the Career Ladder Works

The Career ladder pairs additional training and learning opportunities with a monetary raise. There are three levels, DSP-I, DSP-II, and DSP-III, each requiring more than 50 hours of online, hybrid, and in-person training in addition to the standard professional development already required for DSPs at The Arc.

It all begins with a foundational session on the NADSP Code of Ethics. This session is essential, as the Code of Ethics serves as the guiding framework for the entire program, shaping participants’ professional conduct and decision-making. Once this foundational session is complete, participants dive into a series of learning activities that allow DSPs to earn badges that reflect the specific skills and knowledge they’ve acquired. As participants accumulate badges, they progress toward earning a DSP Certification for DSP-I, II, or III.

DSPs can complete their learning activities wherever they have access to Wi-Fi, making it convenient to progress at their own pace. In addition to online learning, DSPs demonstrate their professional competencies through testimonials that highlight positive experiences and their effective work as DSPs. This practical approach ensures that participants are not just gaining knowledge but are applying it in ways that make a real difference.

An important aspect of the program is that there are no qualifying exams or required presentations. This makes the program accessible to all DSPs, allowing them to focus on applying their skills in their daily work without the pressure of traditional academic assessments.

For each level completed, DSPs receive an increase to their hourly base rate of pay, totaling $3.50 more per hour once they complete DSP-III. The hourly incentives tied to certification levels are in addition to any Cost of Living Adjustments (COLA) that the employee receives. This ensures that the financial benefits of the program are maximized, providing participants with a significant reward for their efforts.

“The Arc has put many resources in place to make sure employees who seek to further advance their careers are as successful as possible,” said Brandy Stephens, Vice President of People & Culture at The Arc. “The existing training required of all DSPs at The Arc count toward earning these badges, meaning that all DSPs start 25% of the way toward achieving DSP-I.”

Enrollment in the NADSP Career Ladder Program is an easy process, but it’s essential to meet the eligibility criteria. Interested DSPs must complete an application to be considered. Applications are open year-round and reviewed weekly to admit new participants.

 Why the NADSP Career Ladder Program Matters

Since launching in April, 14 DSPs have completed one of the three levels in the program, with seven earning DSP-I, four earning DSP-II, and three earning DSP-III. An additional 82 DSPs have been accepted to the program and are beginning to work toward completing the first level.

“It’s an honor for me to demonstrate my commitment to superior professionalism and to be recognized,” said Destinee Foote, who recently achieved DSP-II and is working toward DSP-III, “DSP Certification was one of my main goals to conquer. The Arc offering this program is amazing and is an awesome opportunity for all DSPs.”

The Arc’s NADSP Career Ladder Program is more than just a professional development opportunity—it’s a pathway to personal and career growth. By providing a structured, flexible, and rewarding framework for career advancement, The Arc is empowering DSPs to deliver the highest standards of care while achieving their own professional goals.

“The Career Ladder Program is about growing and thriving in your role. We’re all about helping our DSPs gain new skills and get recognized for their hard work. It’s a win-win that boosts both personal growth and the quality of care we provide,” said Brandy Stephens. “People should have the opportunity to progress in their careers while still doing the work they love.”