Quantifying Indiana's Essential Direct Service Workers
From 2021-2024, the State of Indiana, with the criticial support of the Bowen Center, developed a strategic plan to reform its long-term services and support (LTSS) system, focusing on home and community-based services. The initiative addressed critical workforce challenges, particularly among direct service workers (DSWs) who provide hands-on care to elderly and disabled individuals. Despite minimal entry barriers, these physically demanding roles faced high turnover and retention issues due to low wages, especially during the COVID-19 pandemic. As the first state to create a comprehensive DSW Strategic Plan, Indiana partnered with the Bowen Center to align policies and investments that would strengthen this essential workforce while ensuring quality care for vulnerable populations.
Below, you can download the Indiana Direct Service Workforce Plan developed by the Indiana Family and Social Services Administration alongside the Bowen Center, or continue scrolling to see data highlights and deep dive on other documents related to this initiative.
↓ keep scrolling for data highlights and a complete list of all project documents ↓
Data Highlights
As part of Indiana’s Direct Service Workforce Plan, developed by the Indiana Family and Social Services Administration in conjunction with the Bowen Center, a comprehensive survey was conducted to gauge interest in career development among Indiana’s direct service workforce, and to identify challenges faced by these workers in the state. The data below are the results of that survey, and provide a valuable snapshot of Indiana’s direct service workforce.
age and education of indiana's direct service workforce
survey responses
592
average age
47 years
career and development goals of indiana's direct service workforce
| Job Factor | Percent |
|---|---|
| Pay/hourly rate/salary | 83.5% |
| Flexible hours scheduling | 45.5% |
| Benefits - paid sick leave/wellness leave | 45.1% |
| Supportive supervisor or management | 42.8% |
| Benefits - paid time off | 33.0% |
| Benefits - health insurance | 29.0% |
| Retirement benefits | 26.1% |
| Regular or less hours | 19.8% |
| Opportunity for advancement | 19.6% |
| Training or education offered | 18.4% |
| Supportive co-workers | 17.9% |
| Benefits - dental insurance | 16.3% |
| Benefits - vision insurance | 13.6% |
| Staff appreciation activities | 11.5% |
| Benefits - life insurance | 6.5% |
| Benefits - paid transportation or transportation subsidies or assistance | 6.3% |
| Lighter workload | 5.0% |
| Benefits - disability insurance | 4.4% |
| Other | 4.2% |
| Different assignments | 3.8% |
| Benefits - bereavement pay | 3.3% |
| Benefits - childcare | 2.5% |
| Housing stipend, support, or assistance | 2.5% |
| Benefits - elder care | 1.9% |
All of the above data comes from the HCSP Career Interest Survey: Key Findings document, which can be downloaded here or in the library below.
Direct Service Workforce Project Library
See all documents associated with the project below. Or, check out all of Bowen’s hundreds of other data reports, briefs, and other projects on the Bowen Library page, sortable by topic, year, workforce, and more.
Indiana DSW Plan Strategy Session
Indiana DSW Tasks and Roles Table
Indiana DSW Regulatory Review: Inventory of Findings
Indiana Direct Service Workforce Plan
Training and Pathways Action Group: Umbrella Terminology and Definitions
Indiana Direct Service Workforce Report
Home and Community Support Professionals: Core Competencies
State Competency and Definition Comparison
State Direct Service Workforce Training Parameters Research
HCSP Career Interest Survey
HCSP Career Interest Survey: Key Findings
Pique your interest?
Dive in to Indiana health workforce data on the Bowen Blog.
Senate Enrolled Act 223 (2018): What does it mean for Indiana’s health workforce data?
Senate Enrolled Act 223 (or SEA 223) has been put into effect. We’re answering the common questions of who it affects, why it’s necessary, and what the data will be used for.
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