DSP TIERED COMPENSATION

1. DSP TIERED
COMPENSATION
TRAINING
CLC HUMAN RESOURCES

2. The DSP Tiered Program
The Center’s ability to continue this
program each year will be dependent
upon available funding which is generated
by cost savings every year.
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3. DSP Tiered Compensation Procedure
WHEN
◦ The cycle to be considered for a DSP promotion will begin in
October and end the following October.
◦ During this 12-month period the DSP will have the opportunity
to meet the qualifications for the next DSP level.
◦ New employees who start after October or have not worked
for a 12-month period will be eligible for the tiered
compensation beginning the first October on the calendar
once they have been here 12 months.
◦ EXAMPLE: If someone started on July 1st they will need to be
employed for 12 months (July to July) and then will be eligible
the coming October which will be a total of 15 months)

4. FOUR LEVELS OF DSP’s
4 Levels tied to a Salary Increase
◦ a) Zero to 1yr – DSP # 1 (Green)
◦ b) Year two – DSP # 2 (Blue)
◦ c) Year Three – Year Four – DSP #3 (Silver)
◦ d) Year Four – Year Five – DSP #4 (Gold)

5. DSP TIERED COMPENSATION POLICY
◦ For Full Time, regularly scheduled Direct Support Professionals (Residential, Day, and Work)
◦ Recognizes and rewards and inspires longevity, skill and experience over time.
◦ Supports professional goals
◦ Seek the DSP Level they are most comfortable with and meets their professional goal

6. DSP Tiered Compensation
Procedure
WHO??
Full Time New and Existing DSP
Professionals and Lead Staff
who support and care for individuals we
support are eligible

7. Existing Employees
◦ Remain in current DSP#1 pay until after one year
◦ Eligible to move into next category after one year of service in
October
◦ All employees are required to meet all the requirements
associated with each level to move to the next level
◦ The process repeats itself until they reach DSP#4
◦ No employee may jump two levels in any one year period
◦ All employees must follow the sequence and requirements for
each level
◦ There is no guarantee that employees will be able to move to
the next level each year
◦ Progress depends on each employee meeting all the
requirements for each level

8. New Employees
◦ Compensated at the base salary for the
DSP#1 position
◦ After first year – eligible to move into the
next category in October
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9. Request for DSP Advancement
◦ Employee Name: ___________________________ Date: _________________
◦ Email: __________________________________________________________
◦ Phone #: _________________________________
◦ I would like to request to be considered for DSP Advancement: (Please check appropriate box)
◦ DSP #2 _____ DSP #3 _____ DSP #4 _____
◦ Employee Signature: ___________________________________________
◦ * Please submit request to your Program Manager

10. How to be
Considered
◦ Employees who feel that they qualify for DSP
advancement must complete a “Request for
DSP Advancement to be considered
◦ Employees will be evaluated by their
supervisor each year during the month of
October to assure that they are eligible for
the next level.

11. DSP #2 Qualifications
- $1.25 Increase
1. One Year favorable review
2. Current with all Training
3. No Disciplinary Memo
4. Favorable progress on work improvement
plan
5. Favorable feedback from individual /
guardian
6. Recommendation from Manager / Director
7. Completed the following E-Learning courses:
a. DSP –Contemporary Best Practices
b. DSP- Applying ethics in everyday work
c. Practicing confidentiality
d. Understanding Teaching
e. Teaching Strategies
f. Overview of person centered planning
8. Demonstrates the following
a. Person Center Care
b. Flexibility / Hours
c. Teamwork
d. Customer Service

12. DSP #3 Qualifications - $1.50 increase
1. Two Years favorable review
2. Current with all Training
3. No Disciplinary Memo
4. Favorable progress on work improvement
plan
5. Favorable feedback from individual /
guardian
6. Completes NADD / CESP Coursework
7. Recommendation from Manager / Director
8. Acts as mentor for one (1) DSP.
9. Demonstrates:
a. Person Centered Care
b. Flexibility / Hours
c. Teamwork
d. Customer Service
e. Takes Initiative

13. DSP #4 Qualifications
– $1.75 Increase
1. Three Years favorable review
2. Current with all Training
3. No Disciplinary Memo
4. Favorable progress on work improvement plan
5. Favorable feedback from individual / guardian
6. Completed NADD coursework
7. Recommendation from Manager / Director
8. Complete the following E-Learning Courses:
a. Service & supports by life stages
b. Life stages and quality of life
c. Family network
9. Acts as mentor for two (2) DSPs.
10. Completes CLC Leadership Academy
11. Demonstrates:
a. Person Centered
b. Flexibility / Hours
c. Teamwork
d. Customer Service
e. Takes Initiative

14. Program Manager Responsibilities
The Program Manager will
submit an ESF form along
with supporting
documentation to request
a DSP to be promoted to
the next DSP level.
The Program Director will
review the request and
provide final written
approval (signature).

15. Human Resources
The request will be submitted to Human Resources who will review the request to assure
that it has all the supporting documentation to initiate the request
◦ The HR Department will request a new employee badge for the employee from IT
◦ The HR Department will process the ESF form for the pay adjustment.
◦ The HR Department will notify the Program Manager by email whether or not the employee
qualifies for the promotion.

16. The Program Manager
• The Program Manager will communicate in writing to the DSP whether they have been promoted to the
next DSP level or not.
• A copy of the letter will be placed in the employee’s personnel file.

17. Denied
Request
If a DSP who has requested to
be considered for a DSP
promotion and is denied the
request, he or she will have
the opportunity to appeal
that decision

18. APPEAL PROCEDURES

19. Coach Employees to
Success
The purpose of this program is to recognize and incentivize
DSP’s who are doing a great job and are committed to
providing quality services.
This is intended to provide a positive experience that
recognizes the accomplishments that have been made over
a year.
Occasionally, there may be a circumstance that a DSP
request for consideration may be denied that they do not
agree with.

20. Appeal Process
In order to assure a fair and objective approach to this process, the DSP is able to
appeal such a decision. The following steps should be taken when making an appeal:
1) Submit a written request to the Vice President of the Program with an explanation
and if available supporting documentation as to why the decision should be
overturned.
2) The Vice President of the Program will review the request. This may include
reviewing the personnel file, reviewing other documentation, meeting with the
Manager, Director as well as the employee who be making the appeal. This process will
take approximately 30 days to complete.
3) Upon completion of the review the Employee who initiated the appeal will receive a
written response to the appeal either overturning the decision or upholding the
decision with an explanation how that decision was made. The decision from the Vice
President of the Program is final and there are no other appeal options. A copy of the
written response as well as initial appeal will be kept in the employees’ personnel
record.
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21. QUESTIONS