• Learn more about Rate Study Results
  
• Review the Final Report of the Senate Study Committee on People with Intellectual and Developmental Disabilities and Waiver Plan Access (SR 770):

To be most effective in our advocacy, GA DSP COUNCIL leads on 2-3 priority areas each session, while also supporting our partner organizations in their efforts. The following 2024 Policy Agenda is based on DSP input, and in support of Direct Support Professionals throughout the state or Georgia:

GA DSP COUNCIL 2024 Public Policy Priorities

• Increasing direct support professional (DSP) wages to address the staffing crisis. Professionals who support Georgians with developmental disabilities need to be paid a livable wage.
• Creating an established Standard Operating Class (SOC) for Direct Support Professional (DSP)  with the Department of Labor. A SOC is designated by the Department of Labor’s Bureau of Labor and Statistics. With the insight gathered through a SOC, governmental agencies, individual organizations, and everyday citizens can uncover otherwise unavailable information about that occupation. The Standard Occupational Classification for a Certified Nursing Assistant is 31-1014. The SOC for a Home Health Aide is 31-1121. The SOC for a Personal Care Aide is 31-1122. Direct Support Professionals do not have one.
• Establish a Cost-of-Living Adjustment (COLA) for waiver reimbursement services, so that those making the least, don’t have to shoulder more of the burden than everyone else.  This would at the least assure that rates, regardless of where they are today, will adjust with inflation and other COL factors moving forward. How does SSA handle COLA?

GA DSP Advocacy Council Local Priorities 2025

Priority: #1
We must prioritize hiring qualified, committed, and well-trained DSPs rather than simply filling vacancies with unprepared candidates. Quality staffing ensures dignity, safety, and meaningful support for individuals with disabilities.

Priority: #2
We must foster a positive, inclusive, and professional work environment where experienced DSPs serve as mentors rather than barriers to new employees. A strong, supportive culture benefits both staff and the individuals they serve.

Priority: #3
We must advocate for stronger, more supportive supervisory relationships that prioritize communication, mentorship, and professional development. Immediate supervisors play a crucial role in DSP job satisfaction, retention, and overall service quality.

Priority: #4
We must advocate for higher, competitive wages for DSPs to reflect the critical nature of their work, improve retention, and ensure the stability of services for individuals with disabilities. Fair pay leads to a stronger, more dedicated workforce.

Priority: #5
We must take bold action to address the root causes of DSP turnover and create a work environment where professionals feel valued, supported, and motivated to stay long-term. A stable DSP workforce means better care and stronger communities.