The Vocational Training Center Offers DSPs a ‘Roadmap To Success’ 

Posted on September 6, 2024

Submitted By: Amy Schultz, HR Director and Scott Burtsfield, Executive Director – Vocational Training Center

During our CQL Accreditation review in 2016, Vocational Training Center (VTC) made the commitment to create a program that would guide new employees through their first 18 months of employment. With that commitment and the dedication of a group of amazing DSPs, the VTC Roadmap to Success Program was implemented. The VTC Roadmap to Success Program extends the initial orientation process over one month and additional training over 17 months. 

In the DSP’s first two weeks, the new employee receives a daily combination of classroom training and job shadowing with a mentor. During the second two weeks, the new employee reverse job shadows (performs job responsibilities with mentor oversight) and meets with case managers for individual plan reviews. Over the remaining 17 months, the new employees are guided to complete their required training modules, receive continued on-the-job training through mentor and peer support, and have check-ins their supervisor. 

The Roadmap Program was created by DSPs for new DSPs, through the Roadmap to Success Committee. It is comprised of DSPs from across the organization with varied tenure. The committee members’ knowledge and experience have been key factors in the development of the Roadmap Program. The Committee continues to meet monthly to review and enhance the Roadmap Program which includes developing resources and surveys. 

The Impact Of The Roadmap Program

Prior to implementing the Roadmap Program, orientation previously consisted of three days of classroom training with one trainer, after which the new employee was placed into the work environment with minimal job shadowing. By extending the timeframe, the Roadmap Program has provided new employees with: 

• A broader, more in-depth knowledge base 
• Time to truly learn about the treatment and living conditions of people with developmental disabilities in the United States and North Dakota 
• Background information about the VTC and the direct support profession 
• The ability to experience the day-to-day work without feeling overwhelmed 
• Extensive, detailed knowledge of individuals supported by VTC 

VTC also incorporates many trainers from across the organization (supervisors, managers, case managers and directors) in the Roadmap program to participate in the development of the new employees and provide a feeling of community for staff. 

Through the Roadmap Program, a peer mentor program was also created and implemented. It provides new DSPs with a dedicated contact and one-to-one trainer, starting on the first day of their employment. DSPs who are selected for mentor status receive additional pay for taking on this responsibility. The entire Roadmap Program provides many connections for new employees and the opportunity to feel included in the VTC community and culture. 

Steps To Implement A Similar Program

Organizations can implement a similar Roadmap To Success Program by following these steps: 

1. First and foremost, obtain buy-in from the organization’s leadership group which should include supervisors, managers, and administration. This step is crucial to the success of this type of program as it takes teamwork, cooperation, and dedication of the collective whole to build and support it.
2. Build a committee of DSPs and organizational leadership dedicated to creating and sustaining the program. The committee will be the driving force behind development, implementation, and review.
3. Obtain feedback from existing DSPs on their orientation/initial training experience. Any and all feedback is helpful before developing the structure of the program.  
4. Create the structure of the orientation process taking into account job shadowing, required trainings, organizational trainings, etc. 
5. Assign and train multiple trainers from across the organization to assist with instructing the new DSPs. Building a team of trainers provides a community of contacts for the new DSPs. 
6. With the help of the committee and input from supervisors and managers, develop peer mentors across the organization. Define qualifications for mentors taking into consideration tenure, strengths, and performance. 
7. Develop materials and resources for new DSPs with the help of the committee, mentors, and trainers. Create a binder that new employees can use to keep information and resources organized.  
8. Train all supervisors and managers on the new orientation process. They will need to support the new DSPs and mentors, as well as provide training and perform check-ins. 
9. Create a survey process for new DSPs that requests their feedback throughout their first year. This feedback will be valuable to the committee for further development of the program. 
10. Continuously review and enhance the program. 

Challenges You May Encounter

Surveying employees and seeking ongoing feedback will help in building a case for implementing the program. You should meet with leadership groups within the organization and review the details to help them better understand the need.  

Organizational leadership also needs to set the tone and establish expectations, by supporting, reinforcing, and advocating for the program. With that, buy-in from others in the organization, at all levels, is crucial. In addition, recruiting trainers may initially be a challenge, but educating them on the need and ‘the why’ behind it may help. 

We have been told by other agencies that this type of program is impossible, but here we are, with an incredibly thorough and successful orientation process! 

About Vocational Training Center

For more than 60 years, VTC has provided a wide variety of services and supports to help individuals overcome barriers and reach their full potential. Whether it be our services like employment and day habilitation, or family support or transition services, we strive to build strong, positive relationships with the individuals we support. By creating a safe, welcoming environment and offering a range of engaging programs, we provide our supported individuals with the tools and opportunities to feel empowered to live their best lives. 

Whether it be participating in Fargo’s annual Holiday Lights Parade, volunteering at local nonprofits or hosting various activities for Giving Hearts Day, we strive to find opportunities for community involvement. Helping our supported individuals take part in local activities and interact with their fellow citizens provides the camaraderie and socialization needed to feel like a valued, productive member of the community in which they live. 

You can learn more about VTC by visiting the website: https://www.fargovtc.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.