Pay rates and raise schedules varied significantly across providers, reflecting differences in geography, organization size, and PASSE reimbursement rates. Most providers indicated they are hesitant to share specific compensation schedules publicly but were willing to share privately through the DDPA network.

General themes from provider responses:
– Direct Support Professional (DSP) starting wages ranged widely; providers in metro areas (Little Rock, Fort Smith) tended to pay higher than rural providers due to labor market competition.
– Annual merit raises ranged from 2–5% at most organizations, with some providers tying raises to performance evaluations.
– Staff retention strategies mentioned most often: competitive PTO, flexible scheduling, recognition programs, and career advancement pathways (DSP → senior DSP → team lead).
– Several providers noted that PASSE reimbursement rate increases (or lack thereof) are the primary constraint on their ability to raise DSP wages.

Providers interested in peer compensation benchmarking were encouraged to contact DDPA directly to be connected with agencies willing to share their pay structures confidentially.