Developmental services are an essential part of society, providing support and care for individuals with intellectual, developmental, or physical disabilities. These services aim to enhance the quality of life and promote independence for those in need. However, the sector has been facing significant challenges in recent years, primarily in recruiting and retaining staff. This article will delve into the primary challenges in finding staff for developmental services, including low wages, high turnover rates, insufficient training, and the stigma surrounding the industry.
1. Low Wages and Limited Benefits
One of the most significant obstacles in recruiting staff for developmental services is the relatively low wages and limited benefits offered to employees. The demanding nature of the work, coupled with inadequate compensation, makes it challenging to attract and retain qualified staff. Many of these positions are part-time or temporary, further limiting the appeal for potential employees seeking stability and long-term employment. As a result, agencies providing developmental services often struggle to fill their staff requirements, leading to a shortage of available support for individuals in need.
2. High Turnover Rates
High turnover rates are a persistent issue in the developmental services sector. Staff burnout is common due to the emotionally and physically demanding nature of the work. Moreover, employees often report feeling overworked and undervalued, which contributes to high levels of job dissatisfaction. The continuous need to recruit and train new staff members is not only time-consuming and costly for service providers but also creates a significant gap in the continuity and quality of care for individuals with disabilities.
3. Insufficient Training and Professional Development
Another challenge in finding staff for developmental services is the lack of adequate training and professional development opportunities. Employees in this field are required to have specialized knowledge and skills to effectively support individuals with varying needs. However, many service providers lack the resources or capacity to provide comprehensive training for their staff. Consequently, employees may feel ill-equipped to handle the complex situations they encounter daily, leading to increased stress, burnout, and high turnover rates.
4. Stigma Surrounding the Industry
The stigma surrounding the developmental services industry has been a long-standing issue. Many people view this field as less prestigious or less rewarding than other healthcare professions, deterring potential employees from pursuing careers in developmental services. Additionally, misconceptions about individuals with disabilities may cause some to shy away from working in this sector, further exacerbating the staffing crisis.
5. The Impact of COVID-19
The COVID-19 pandemic has intensified the challenges faced by the developmental services sector. With increased health and safety concerns, service providers have struggled to maintain adequate staffing levels. Frontline workers in this field are at heightened risk of exposure to the virus, leading to increased stress and anxiety. Furthermore, many employees have had to juggle additional caregiving responsibilities at home due to the pandemic, resulting in a decrease in the available workforce.
6. The Growing Demand for Services
As the population ages and the prevalence of developmental disabilities increases, the demand for developmental services continues to grow. This increased demand has placed additional strain on an already struggling sector. With limited resources and an insufficient workforce, service providers are often unable to meet the needs of their clients, which can result in long waiting lists and diminished quality of care.
7. Marsh Hill is Looking at Solutions and Strategies
To address the challenges of finding staff in developmental services, several solutions and strategies are being implemented by Marsh Hill Homes
- Improving Wages and Benefits: Increasing wages and offering more comprehensive benefits packages can help attract and retain qualified staff. Marsh Hill Homes currently provides professionals with pay ranges in the top 10% of the sector. In addition we focus on hiring folks into full time positions with paid vacation and sick time as well as a wholistic family benefits package. This compensation strategy in combination with ongoing training, education and personal growth offer a new way of ensuring staff are valued in the workplace.
- Enhancing Training and Professional Development: Investing in comprehensive training programs such as Registered Behavioural Technician, Safe Management Crisis training, and our Positive Behavioural Approach training are examples of ongoing professional development opportunities can help equip employees with the skills and knowledge they need to provide the highest level of service while ensuring a best practice approach. Offering ongoing coaching and mentoring also creates opportunities for professional growth within Marsh Hill Homes or in other like-minded organisations.
- Creating a workplace where staff are acknowledged and celebrated. The work of the front-line professional is sometimes a thankless one. The individuals, families, community, and organisations supported by direct service professionals benefit greatly when the work is performed at the highest level. Marsh Hill Homes takes daily and active measures to celebrate the work of front line professionals, employee awards, daily props, ongoing one on ones with clear acknowledgment for the contribution they make are steps to show staff they are valued and the key to the services we deliver.
