5 Surefire Ways To Lose Your Job, DSPs

It isn’t rocket science- keeping a job. But it seems, more and more, that some people really are clueless when it comes to certain actions that will, guaranteed, send a DSP out the door via being fired. These DSPs act all shocked and awed. REALLY??

YES.

1) Be a NO CALL, NO SHOW. Don’t go to work on any given day you’re scheduled. Perhaps you have a doctor appointment, or you need to catch up on some much needed sleep. Or your kid is sick. Whatever: This action on your part will end your employment at every facility and agency.

2) CALL OUT MORE THAN ONCE EVERY OTHER WEEK: Believe it or not, residents/clients depend upon YOU to show up for work, to assist them with the care and services they cannot provide for themselves. When you call out, someone ELSE has to pick up your assignment. Or as more often happens, your coworkers will see their workload increase. They will complain about you. Even those who say they are your friend. The complaints will be bitter if you call out a lot (more than 3 times a year).

3) Be SNEAKY WITH your DOCUMENTATION. I have known some pretty sneaky DSPs who do things that are absolutely appalling. Taking shortcuts that are genuinely dangerous to good health, lying about cares given, documenting incorrect or made up data, falsifying records, writing in numbers for VS, making up percentages for meal intakes- it all falls under one category. If you’re doing this, your peers will catch you. The good ones will report you.

4) Abuse and or NEGLECT YOUR RESIDENTS: WHOA everyone knows this, right? No. As many media reports show us, aides get together and partake in terrible acts towards the residents. They use their cell phones to take pictures of clients and residents in extremely undignified manner. They post things on Facebook and Twitter; they take SNAPSHOTs thinking no one will ever find out. They don’t realize peers are watching.
People are outside doors listening. Sooner than later a peer will report these behaviors. Bruises tell stories. Residents sitting in wheelchairs, not being fed are stark reminders of neglect. Large open areas are also evidence of neglect. When the residents you work with start having patterns of problems, it will be noticed. You stand to lose more than your job.

5) TALK LIKE A DRUNK TRUCK DRIVER: Swearing, tough talk, threats- we see this all the time in movies. Is it necessary? No. It is ever called for in the nursing home/group home environment? No. It may make you feel better, or make you feel important or different. But it’s a sure fire way to get fired- and quickly. Foul language also diminishes the professional image we want others to have of us. When we cuss and swear, we deserve to not work in this field.

The harsh truth about social Media, the Internet and Human Service Work:

Many of today’s CNA’s & DSPs seem to think it is perfectly ok not to show up for work without a call; many don’t understand the concept of tardiness and how it effects work flow.

Cell phones and Facebook take up much time and attention, while client engagement is a foreign concept. I worked with a girl with literally broke down and cried when I told her to put her cell away for the day.  Another new staff got jittery when I told him we have no Internet access- he wanted to check his FACEBOOK. What does all this have to do with getting fired? Think about it. When you’re more concerned about who is texting you than you are with providing a bed bath you’re asking for trouble. When you would rather check your friends status updates then assist your resident with eating, you’re asking for trouble. Work is work. It’s especially hard work in a community residence or nursing home or hospital where other people depend upon your attention to their needs.

Job Interview Do’s and Don’ts

Whether you are a brand new or a seasoned DSP there will be times when you have to look for a job.

For the sake of space here, this article is assuming you have located employment opportunities online thru Indeed and other job boards, and have sent out resumes, made phone calls and have secured an interview at an agency or nursing home.

Now what?

Be prepared for group interviews. In human service fields these are a very common form of interviewing, and in many places that provide services to people with disabilities, group interviews have become the norm. Group interviews can mean several potential candidates all sitting at one table with a group of interviewers or just one interviewer.

First things first. Your appearance is absolutely vital in a successful interview. The old saying, “First Impressions can be the Last Impression” is very true.
You want to dress conservatively- you’re trying to sell YOURSELF so it’s very important to get this right.

 

You want to give a good first impression. You should dress neatly and appropriately:

No jeans and tee shirts; no short skirts and skimpy tank tops; underclothing mandatory
No open toed sandals or sneakers or Crocs
Limited jewelry and other accessories.  No perfumes.
Clean, wrinkle free clothing
Hair pulled up and kept out of your face
Fingernails neat, trimmed and CLEAN

 

While a suit is not called for in interviews for DSP work, a pair of black slacks and a blouse would be appropriate. A really nice pair of black or dark blue jeans might be alright if they are paired with a shirt that is buttoned and well fitting. Stay away from low waist style pants; stay away from dark colored underclothing as well. If possible, underclothes should not be visible to anyone.  For the guys, a pair of black slacks and a white shirt with tie would be appropriate. There is no other way to put it: wrinkles are equated with laziness. Iron your interview outfit!  No sneakers please.

Clean shoes that compliment the outfit and fit well are always good choices. I advice against wearing those Crocs to interviews; they are comfortable to wear at work but entirely not professional for seeking work. Sneakers are not recommended for job seeking activities of any sort.

The wearing of jewelry is a matter of personal preference. It’s a choice we all make. Other than wedding bands, most of us can go without wearing most other pieces. Keep in mind a simple bracelet and necklace are fine; stud earrings too…but ditch the spike pendants and eyebrow and nose rings. Take them out. An interview for a human service job is no place to express individuality. A harsh truth.  Nose rings and eyebrow spikes tend  to distract people and this is the last thing you want during an interview. Also, remember that the work DSP’s do often leads to situations where jewelry can get lost or damaged (along with the earlobe or nose). Unintentionally, hiring managers will hire the candidate with the least amount of jewelry and tattoos  over those who chose to expose their individuality.

Fingernails are what clients see first- trust me. So do interviewers. You want neat, trim nails that are CLEAN. You don’t want polished, glossy shiny nails. You don’t want acrylic nails either. Okay you might want them, but infection control experts tell us germs love the long fake nails.

Now that we’ve covered WHAT NOT TO WEAR portion of the interview, lets move on to the other things:

Arrive EARLY. NEVER LATE.
If this means you have to leave your home an hour beforehand, then do it. It’s best to plan for accidents and other traffic problems. It’s best to be prepared for this and time your arrival for the interview a good 30 minutes before. Sit in your car and wait if you must. Enter the facility 15 minutes before the scheduled appointment.

Treat everyone you encounter with professionalism and kindness. That receptionist or secretary or maintenance man may offer his or her opinion of you to the boss. It will count.

Don’t let the employer’s casual approach cause you to drop your manners or professionalism. You should maintain a professional image. Don’t address the interviewer by his or her first name unless you are invited to.

Don’t chew gum or smell like smoke. In fact don’t smoke for a couple hours (at LEAST!) before the interview. Keep your cell phone in your car or purse. You don’t need to check for calls/texts at this important time!

Sit straight, smile as often as you can, maintain eye contact but don’t stare the interviewer down.  Lean forward but not invading the interviewer’s space. Sit still in your seat; avoid fidgeting and slouching. Be aware of your body language.

Don’t be shy or self-effacing. You want to be enthusiastic, confident and energetic, but not aggressive, pushy or egotistic. Usually just being yourself is sufficient.

Relax.

Don’t ever BAD MOUTH previous employers or bosses. Word travels fast between facilities. This can be tough if we have worked for an agency and you left on not-so-good terms. Be honest about this if is applies to you.

Questions and The Right Answers
Expect to be asked many questions. Expect to be politely scrutinized.

  • When did you leave your last job and why?
  • How long have you been out of work?
  • What did you like most and least about your last job?
  • Do you prefer working independently or as part of a team?
  • Why do you want to work here?
  • What do you expect to experience in this job that you did not experience in your past jobs?
  • Are you prepared to work hands on with disabled clients who require personal care, including bathing, feeding, dressing and diaper changing?
  • Are you prepared to work hands on with clients who have challenging behaviors such as hitting, biting, throwing objects, kicking, pulling hair?
    How do you handle upset guardians and families?
  • How do you feel about evening work? Weekend work? Holiday work?
    Why should we hire you?
  • Are you considering other positions at this time?
  • How does this job compare with them?

 

 

Listen carefully. If you feel the question is unclear, ask for clarification. Pause before answering to consider all facts that may substantiate your response. Always offer positive information; avoid negativity at all times. Get directly to the point. Ask if listener would like you to go into great detail before you do. Discuss only the facts needed to respond to the question.

Focus and re-focus attention on your successes.

Remember, the goal is not to have the right answers so much as it is to convince the interviewer that you are the right person. Be truthful, but try not to offer unsolicited information.

 

Some questions YOU might want to consider asking, when the interviewer asks you for your questions: Besides the usual questions about pay, hours, benefits and other tangibles, consider these questions:

  • Could you explain your organizational structure?
  • Can you discuss your take on the company’s Mission Statement? Workplace Values? How does the DSP fit in?
  • How would you characterize the management philosophy of this organization?
  • What is the rate of turnover for DSP’s? If high, ask why. Then ask what you can do to make this better.
  • What condition is morale in on the unit you might be assigned to work?
  • How long have some of your best DSP’s been employed by this facility?
  • How do you define the “best DSP”? What is this title based on?
  • Are there opportunities for advancement for DSP’s? A career ladder, for example.
  • What does the facility offer for continuing education opportunities?
  • Why should I accept a job offer from you?
  • Why do you work for this facility?

…these are tough questions and perhaps only seasoned DSP’s would feel comfortable asking them. To me these questions are worthy of being asked, and answers should be frank and honest. A negative response, as in “I don’t know” or “Why are you concerned with such things” would lead me to believe this facility doesn’t respect the front line staff who are employed there.

Most of us work because we have to. We need a paycheck. But we love to help people so we choose this special line of work-human services. The hands on care giver is the least respected, lowest paid person in the health care field. The one thing we can do for ourselves is work for facilities that indeed respect US through actions and words and policies. Since most of us spend a great deal of our time at work, why not work for the facility that treats us best? We can find this place through the right people and by asking the right questions. We can raise the standards we’re willing to work by!

7 Habits Of Highly INeffective DSPs

Today, we’re listing up 7 habits of highly INeffective DSP’s. If you recognize yourself, change your habits.

  1. She calls out often; or is late; or leaves early. A DSP cannot be effective when they are not at work.
  2. She is inflexible. She won’t alter her assignment to make things fair to all; she refuses to take on extra clients without a battle; she refuses to change her routine for the clients’ benefit.
  3. Teamwork: She either belongs to a clique or is a loner. The clique is negative and spends much time backstabbing other workers. The loner never smiles or offers to assist others. She isn’t helpful with new DSPs.
  4. She is on the phone. A lot. She makes calls when the boss isn’t watching, or even when the boss is watching. She feels entitled to have her phone on at all times.
  5. She spend a lot of “down” time in the office. Sitting. Doing her nails or braiding her hair, ignoring requests for help. Yet she has no problem gabbing with staff from other departments.
    She’s a gossip queen and a rumor monger. She seeks out others to spread stories and tales true and untrue.
  6. She never volunteers for anything. She avoids putting any extra effort or thought into situations that require it. Clients don’t dislike her, but they don’t favor her either. She doesn’t bring on smiles to those she encounters at work.

7 Habits Of Highly Effective DSPs

For years I have seen the books and articles titled, 7 Habits of Highly Effective People…so I thought I would come up with a list for DSPs.

  1. She is proactive. Proactive DSPs use their resourcefulness and initiative to find solutions rather than just reporting problems and waiting for other people to solve them.
  2. She has a personal mission statement. This is based upon personal morals and values- and it is almost always used as a stepping stone to make choices and decisions.
  3. She knows how to balance her time between clients. The DSP can set priorities based upon clients needs vs. wants. She recognizes when a needy client truly requires some TLC and when something else is going on.
  4. She isn’t interested in being in CONTROL. The DSP seeks a win/win relationship with her clients, but realizes this isn’t always possible. She will go out of her way to allow the client to maintain control with as many choices as possible. The client’s dignity and individuality is always respected.
  5. She listens to her residents. And uses effective communication skills to make sure she understands what is being said. The CNA knows some times a resident doesn’t understand her, so she goes out of her way to make sure she is understood.
  6. She works WITH the client to overcome conflicts and misunderstandings. Instead of being defensive, the DSP will admit to her faults in the problem, and will seek to improve and correct these issues.
  7. She knows when to step away. She knows she’s getting burnt out and is in need of a vacation, or a change in assignment.