Factors That Influence the Tenure of Direct Support Professionals in New York State Provider Agencies.

McQuaid et al. (2024) asked New York State provider agencies about wages, benefits, and supervision. They linked these agency facts to how long DSPs stayed on the job.

The team ran numbers on a statewide sample. They wanted to know which agency levers most strongly predict DSP tenure.

Agencies that paid more, offered health insurance or paid time off, and had stronger supervisory support kept DSPs longer. These three factors together explained about one-eighth of the difference in tenure across agencies.

The effect size is modest, but the message is clear: dollars, benefits, and a good boss matter.

Anderson et al. (2020) surveyed DSPs nationwide and found the same three levers—wages, health insurance, paid time off—cut turnover. McQuaid et al. (2024) now shows the flip side: those same levers lengthen tenure in New York. The studies line up like puzzle pieces.

Perez et al. (2015) and Marchese et al. (2012) add that supervisor support also buffers DSPs from burnout when clients show aggression or roles feel unclear. McQuaid et al. (2024) confirm supervision is not just a feel-good perk; it keeps people on payroll longer.

Heald et al. (2020) looked inside DSPs’ heads and found personal motives also shape staying or leaving. Agency-level dollars and bosses matter, but individual motives add another layer—no contradiction, just different zoom levels.

If you run a program, fight for higher wages, full benefits, and weekly check-ins where you actually solve problems. These moves beat fancy retention posters every time. Start tomorrow: audit your benefits packet and schedule ten-minute one-on-ones with each DSP.