DSP Pathways Empowers Students To Become Successful DSPs 

Posted on September 9, 2026

Submitted By:  

• Bridget Cariello, Assistant Director of Project Development, AHRC Nassau / DSP Pathways Strategy and Development Lead 
• Laura Franzen, HR Assistant Director For Employee Services, AHRC Nassau / DSP Pathways Project Lead 
• Jim Stock, Assistant Director of Talent, Development and Engagement, AHRC Nassau / DSP Pathways Project Lead 

Direct Support Professionals (DSP) Pathways is a first-of-its-kind education and workforce model in New York State that prepares high school seniors to support people with intellectual and developmental disabilities (IDD), while earning a professional credential, meeting state academic requirements, and becoming empowered allies for inclusion and belonging. 

Developed by AHRC Nassau, Citizens Options Unlimited, and the Bellmore-Merrick Central High School District, students learned directly from DSPs and people with IDD across 13 agency sites. 

Students develop skills in person-centered practices and earn electronic badges, or e-badges, for the DSP-I Certification through the E-Badge Academy from the National Alliance for Direct Support Professionals (NADSP). It is also aligned with standards from the New York State Office for People With Developmental Disabilities (OPWDD). 

Coursework reflects New York State’s “Portrait of a Graduate” educational framework and focuses on ethics, safety, person-centered support, as well as the social, behavioral, and daily challenges people with IDD and families may experience. 

The Impact Of DSP Pathways On AHRC Nassau

DSP Pathways inspired departments across the organization to work in new ways, creating stronger collaboration, clearer processes, and organizational readiness to support student learning and workforce development. From Human Resources and Quality Improvement, to Residential and Day Supports, to Community Resources, teams worked together to support students. 

This collaboration resulted in coordinated work-based learning, student surveys and feedback, and opportunities to celebrate milestones through events, agency communications, social media, and engagement with elected officials. 

To support the initiative’s ongoing success, AHRC Nassau and Citizens created the position of a dedicated DSP Pathways coordinator to help manage overall coordination of the initiative, support partnerships, reporting, and ongoing development. 

DSP Pathways continues to spark new conversations across the organization about engaging the next generation of prospective DSPs and advocates who can advance inclusion and belonging and build a more hopeful future for people with IDD. 

The Impact Of DSP Pathways On Participants & DSPs

Current DSPs played an essential role in students’ work-based learning across 13 agency sites. DSPs coached students and served as mentors. Sharing their experiences created meaningful leadership opportunities, increased engagement, and provided a positive professional development opportunity. 

Students reported high satisfaction with the hands-on, real-world learning of DSP Pathways. At the same time, DSP Pathways prepares graduates to enter the workforce with NADSP E-Badge Academy credits and a strong foundation in person-centered practices.

This approach is consistent with findings from a Fall 2025 study, prepared by the Institute on Community Integration (ICI) at the University of Minnesota for the NYS OPWDD. According to the study, more than 92% of certified DSPs reported that participation in the E-Badge Academy positively impacted their work, while more than 93% reported a better understanding of how to provide high-quality supports and their own professional skills. Certified staff also described feeling more confident, more equipped for day-to-day work, and more committed to person-centered practices. Further DSP satisfaction survey instruments are being developed for the next class of students. 

DSP Pathways is creating a new pipeline of future professionals while providing leadership opportunities for current DSPs to mentor and coach students. 

In the inaugural cohort, 12 graduating seniors completed 120 hours of work-based learning. One graduate was hired as a DSP, four completed employment interviews, and 11 earned NADSP DSP-I Certification. Students also expressed interest in human services careers, such as education, nursing, psychology/social work, and jobs in the medical field. Enrollment will double with the upcoming 2026-27 class. 

The team is currently working to refine and expand the model to support additional providers and new school districts. Plans are also underway to develop a micro-credential available through the State University of New York (SUNY) with transferable college credit. 

In addition to these outcomes, the initiative is changing students’ confidence and career aspirations. One student who initially struggled with anxiety and self-confidence began to thrive during work-based learning. Their DSP mentor observed that the student was engaged, asked thoughtful questions, and quickly built positive relationships with people supported. The classroom teacher later described the experience as “a life changer,” noting that it brought the student out of their shell. 

This student’s experience, along with their classmates, demonstrates how DSP Pathways helps build the foundation for the next generation of Direct Support Professionals, disability advocates, and human services leaders. 

Launching The DSP Pathways Program

For AHRC Nassau and Citizens, building the initiative took approximately six years, including delays during the COVID-19 pandemic. Much of that time was spent aligning school, state, and agency requirements into one coherent model and building the partnerships to sustain it. 

Cross-departmental collaboration was one of the initiative’s greatest strengths. It also led to key learnings on clearly defined roles and onboarding processes, structured communications, and consistent reporting. 

The project team developed new onboarding processes to ensure students were appropriately prepared and supported. As part of their onboarding, students completed fingerprinting and PPD screening, which were covered under the agency’s insurance policy, and received an employee orientation tailored to high school seniors, similar to the agency’s new hire training. 

These insights have been incorporated into design improvements, an implementation handbook and replication toolkit, and the integration of workforce pipeline development into the agencies’ HR and training systems. 

Replicating A Similar Program

Organizations interested in replicating the model should start by researching and engaging your state disability services agency, local school districts, and credentialing organization such as NADSP. Together, these partners ensure the coursework counts as credit toward both a diploma and an industry-recognized certification. 

From there, the service provider can focus on preparing to welcome students by establishing onboarding processes, identifying agency sites, engaging staff, and creating real world experiences that put classroom learning into practice. 

1. Research your state’s education and disability service systems. Identify graduation requirements, workforce priorities, and funding or policy supports that can strengthen the initiative. 
2. Find a school district partner. While the provider brings the workforce and training expertise, the district brings the academic framework needed to integrate the initiative into existing coursework. 
3. Build cross-departmental buy-in early. Align HR, Quality Improvement, Residential/Day Supports, and community partners before launching so roles and work-flows are clearly defined. 
4. Develop a shared curriculum and credentialing pathway. Align classroom instruction with workforce competencies and an industry-recognized credential, such as NADSP’s E-Badge Academy, so students receive both credit and workforce experience. 
5. Recruit agency sites where students can build skills, and staff can mentor. 
6. Set metrics before you launch – track new hires, interviews, certifications earned, and student satisfaction so you can measure impacts and refine the model each school year. 
7. Learn from others and share what you learn. Join national communities of practice to exchange ideas, refine your model, and contribute to the sector discussion. You’re welcome to attend the DSP Pathways Bi-Monthly Advisory. Reach out to dsppathwaysli@ahrc.org to sign up. 
8. Assign a dedicated coordinator once the model is running to coordinate schedules as well as manage partnerships, reporting, and ongoing developments. 
9. Stay connected. Reach out to the DSP Pathways Project Development Team at dsppathwaysli@ahrc.org with questions or opportunities to connect. 

About AHRC Nassau and Citizens Options Unlimited

AHRC Nassau and Citizens Options Unlimited are locally governed, community-rooted organizations serving Long Islanders with intellectual and developmental disabilities. AHRC Nassau is a proud Chapter of The Arc New York. Together, the two organizations provide supports across the lifespan including self-direction/broker services, family support, employment, day habilitation, respite and recreation, and residential services. 

Accredited by CQL | The Council on Quality and Leadership, AHRC Nassau and Citizens Options Unlimited are two of just ten organizations to earn CQL’s Person-Centered Excellence Accreditation, With Distinction, the highest recognition for quality-of-life outcomes and organizational practices.

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Since 1969, CQL | The Council on Quality and Leadership has been a leader in working with human service organizations and systems to continuously define, measure, and improve quality of life and quality of services for youth, adults, and older adults with intellectual and developmental disabilities, and psychiatric disabilities. CQL offers accreditation, training, certification, research, and consultation services to agencies that share our vision of dignity, opportunity, and community for all people.