New Jersey Human Services, in collaboration with seven state agencies, released the New Jersey Direct Care Workforce Strategic Plan last week. The plan outlines 40 strategies aimed at strengthening, expanding, and stabilizing the direct care workforce.
View the full plan here.
Sarah M. Adelman, commissioner at the New Jersey Department of Human Services, said in a post on LinkedIn, “Direct care workers are a vital part of our state economy. The care sector makes independence possible for hundreds of thousands of New Jerseyans, and their work is fundamental to the health, safety, and dignity of the people we serve at NJ DHS.”
She continued, “That is why — in partnership with seven other state agencies — last week New Jersey announced the release of its DIRECT CARE WORKFORCE STRATEGIC PLAN, a comprehensive roadmap to support, grow, and stabilize the workforce that provides essential care to older adults, individuals with disabilities, and residents with behavioral health needs.
This work builds on billions of dollars and years of care economy investments during the Murphy Administration and was developed through more than a year of collaboration with partners.”
The executive summary of the report notes that the strategic plan is designed to provide an outline of potential strategies to support the direct care workforce in New Jersey.
“Direct care workers provide vital services to individuals with disabilities, older adults, individuals with behavioral health challenges, and their caregivers, including support with activities of daily living that allow these residents to live comfortably in their homes and communities. While the need for direct care workers continues to grow across New Jersey, direct care service providers continue to face a myriad of barriers to hiring and retaining an adequate supply of direct care workers to meet the demand,” the report states.
The executive summary goes on to note, “This plan is also informed by input received from direct care workers, employers, and recipients during a series of listening sessions hosted by DHS. Work group discussions focused on a variety of different strategies, including training and upskilling opportunities, appreciation and recognition efforts, advertising campaigns, expanding surveys and data collection, providing
adequate compensation, preventing burnout, and more. Strategies have been organized into three core categories: gathering data and stakeholder input; recruitment through attracting talent and building educational pathways; and retention by creating a sustainable and rewarding workplace. Together, these strategies will ensure that New Jersey is well informed about the challenges direct care workers face, and are equipped to attract and retain qualified workers.”
Recognizing that no single strategy can address the nationwide direct care shortage, the plan focuses on coordinated action across three major areas:
Strengthening Data Collection & Stakeholder Input.
To better understand workforce needs and measure progress, the plan calls for:
o Regular listening sessions with workers, employers, and service recipients.
o A formal Direct Care Workforce Advisory Board to elevate worker voices in policymaking.
o Incentives to boost employer participation in existing surveys, including the National Core Indicators DSP workforce survey.
o Expanded surveys and focus groups examining job satisfaction, turnover, training barriers, and advancement needs.
o Monitoring to ensure wage increases and rate enhancements reach workers.
o Centralized, cross-agency workforce data collection.
o Federal advocacy for a national occupational classification code for DSPs.
Attracting Talent & Building Educational Pathways.
To expand the talent pipeline, recommendations include:
o Integrating direct care options into job seeker services, including one-stop and community-based programs.
o Statewide outreach on training, scholarships, apprenticeships, and programs such as community college DSP training, CHHA scholarships, and home- and community-based services loan redemption.
o Strengthening training pathways across high schools, community colleges, and adult education.
o Developing stackable credentials across direct care roles.
o Expanding employer partnerships to connect trainees to jobs more quickly and reduce onboarding barriers.
Creating a Sustainable, Rewarding Workplace.
To retain experienced workers, the plan recommends:
o Career ladders and advancement opportunities, especially for DSPs and workers without industry-recognized credentials.
o Improved supervisory training to better support frontline staff.
o Recognition programs that highlight the value of direct care work.
o Supports that reduce employment barriers, including child care, transportation, and mental health resources.
o Burnout-prevention strategies such as workload management and wellness supports.
o Employer tools and technical assistance to strengthen workplace culture, scheduling, and data tracking
“Our direct care workforce is essential to the health and dignity of New Jerseyans, and this strategic plan represents a crucial step in our mission to support and empower these workers,” said Department of Labor and Workforce Development Commissioner Robert Asaro-Angelo. “By enhancing recruitment efforts, improving training opportunities, and ensuring long-term career development, we are fostering an environment where both workers and businesses can thrive.”
“Since before COVID-19, direct care workers have been challenged by increased demand and diminished ranks, as needs become more acute and recruitment and retention lag,” said Department of Children and Families Commissioner Christine Norbut Beyer. “The Direct Care Workforce Strategic Plan builds on efforts, over the last several years, conducted by DCF, DHS, and many other partners, to provide short-term and long-term solutions to grow and stabilize the workforce. It’s clear that we need to do better to help those who are helping so many others in New Jersey.”
“In New Jersey, we understand the crucial role that direct care workers play by providing essential services to individuals in communities throughout the state,” said Department of Education Commissioner Kevin Dehmer. “We thank the New Jersey Department of Human Services for its collaboration with many stakeholders in developing a plan that benefits residents who depend on these services and promotes direct care professions as a way to give students a post-secondary springboard for success.”
“Credentialing and continuing education opportunities are key to helping direct care workers stay engaged, grow in their careers, and feel valued for the expertise they bring to the field,” said Secretary of Higher Education Dr. Brian Bridges. “Under the Murphy Administration, we’ve been proud to partner with New Jersey’s community colleges to expand access to training and development for this essential workforce, primarily through the Direct Support Professionals Grant. As New Jersey responds to the growing professional caregiving demands, continuing cross-agency collaboration and exploring opportunities for higher education to innovate are essential.”
Read the full news release from the N.J. Department of Human Services.
Download the full strategic plan.
