In September 2024, CQL featured Penn-Mar Human Services for its various programs and efforts to benefit the work and lives of direct support professionals (DSPs). In the article – among numerous DSP initiatives – Penn-Mar shared the impact of their Career Ladders Program for DSP Certification. During National Direct Support Professional Recognition Week in 2026, we’re checking in with Penn-Mar about their Career Ladders Program.
Submitted By: Raymond Almsteadt, Marketing and Communications Director, Penn-Mar Human Services
Penn-Mar’s Career Ladders Program provides direct support professionals (DSPs) with a structured pathway for professional growth, certification, and advancement. Developed in partnership with the National Alliance for Direct Support Professionals (NADSP) through NADSP Certification, the program combines credentialing, mentoring, and ongoing development opportunities. Career Ladders was created to strengthen the direct support workforce by investing in DSPs, improving retention, and elevating the quality of supports provided to people with intellectual and developmental disabilities. Over the past decade, the program has become a cornerstone of Penn-Mar’s workforce development strategy.
“Career Ladders changed the way I support people. It taught me to be more intentional, listen with my heart, and truly embrace person-centered practices. Today, I focus on helping people make their own choices and live the lives they want, rather than doing things for them.”
Brandi J., DSP, Penn-Mar Human Services
The Impact Of DSP Certification
Career Ladders has continued to grow and evolve over the past several years. The program remains a key component of Penn-Mar’s efforts to recruit, develop, and retain high-quality DSPs. As the program approaches its 10-year anniversary, it has become clear that investing in DSP development produces long-term benefits for team members, the organization, and the people Penn-Mar supports. The program has also generated increased interest from other providers looking to learn from Penn-Mar’s experience.
For DSPs, Career Ladders provides a clear pathway for professional growth, recognition, and advancement. Participants gain new skills, increased confidence, and a stronger understanding of person-centered supports. For Penn-Mar, the program has contributed to workforce stability, leadership development, and a culture that values learning and professional excellence.
“After 27 years as a Direct Support Professional, Career Ladders challenged me to see person-centered support in a whole new way. It strengthened my skills, encouraged me to keep growing, and gave me the confidence to mentor new staff and help others build meaningful lives in their communities.”
Rhoda M., DSP, Penn-Mar Human Services
Perhaps most importantly, the people Penn-Mar supports benefit from having well-trained, committed DSPs who remain with the organization longer and build stronger relationships over time. Consistency and quality of support are critical to helping people live the lives they choose, and Career Ladders helps strengthen both.
DSP Career Ladders: By The Numbers
- 464 people participated in the Career Ladders Program since its launch in 2016
- 178 people participated in the Career Ladders Program since 2024
- 28% of DSPs have achieved DSP Certification
- 62% of all Residential Supervisors have achieved Frontline Supervisor (FLS) Certification
- The retention rate of certified DSPs is 85.44%, while the retention rate of non-certified DSPs is 78.42%
- 15 certified DSPs have been promoted to non-DSP roles
“Career Ladders gave me the confidence to pursue a leadership role. The skills I gained helped me step into a House Supervisor position believing I could succeed. It changed my mindset, strengthened my work ethic, and prepared me to support both my team and the people we serve.”
Tiffany H., House Supervisor (Former DSP), Penn-Mar Human Services
Confronting Career Ladder Challenges
One ongoing challenge has been helping busy DSPs balance certification work with the demands of their daily responsibilities. Like many providers, Penn-Mar continues to operate in a workforce environment where time and resources are limited. Another challenge has been identifying meaningful ways to measure the long-term impact of certification beyond retention and participation numbers.
Penn-Mar has continued to invest in dedicated support for Career Ladders participants through mentoring, coaching, and organizational commitment. The program is coordinated centrally, ensuring participants have access to guidance and encouragement throughout the certification process. Penn-Mar has also continued refining how it measures outcomes and impact so that the organization can better demonstrate the value of workforce development investments.
Implementing A Career Ladders Program
One of the most important lessons Penn-Mar has learned is that workforce development cannot happen in isolation. Successful programs require support from leadership, supervisors, mentors, and the broader organization. Career Ladders has succeeded because it aligns with Penn-Mar’s commitment to investing in people and creating opportunities for growth.
The program has also demonstrated the value of donor investment in workforce development. Support from donors and partners has helped Penn-Mar create opportunities that otherwise would not have been possible and has contributed to stronger outcomes for both team members and the people supported.
Here are some quick tips to help ensure a successful Career Ladders Program:
- Secure leadership buy-in from the beginning
- Invest in mentoring and participant support
- Make workforce development part of your culture, not a standalone initiative
- Celebrate accomplishments and milestones
- Be patient. Meaningful results take time
- Focus on long-term impact rather than short-term metrics
“Career Ladders showed me that meaningful relationships are the foundation of quality support. It inspired me to help create more opportunities for belonging, connection, and inclusion for the people we support and for my fellow team members.”
Whitney L., DSP, Penn-Mar Human Services
About Penn-Mar Human Services
Penn-Mar Human Services’ mission is to support people with intellectual and developmental disabilities to live courageously in pursuit of their best life. Founded in 1981, Penn-Mar serves nearly 2,000 adults with intellectual and developmental disabilities each year through community living, day learning, customized employment, family and peer supports, respite programs, and self-directed services in Northern Maryland and Southern Pennsylvania.
Penn-Mar’s approach is innovative, person-centered, and successful, and through meaningful employment, community inclusion, and residential choice, the people Penn-Mar supports are empowered to live their best lives.
You can learn more about Penn-Mar Human Services by visiting their website: https://www.penn-mar.org/
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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.
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