Provide the working job title for each direct care worker and direct care supervisor classified as a contractor, temporary worker or per diem worker.

If the organization has multiple contractors in a job title (e.g., human services worker, direct care services worker I), group them together on the same row.

When determining the reporting groups of job titles, consider that each group’s costs must be allocated down to the service-level staff type. If the organization provides multiple services and/or types of staffing, it will be easier to allocate by grouping working job titles so they align with allocation categories listed on the direct care and supervisor payment allocations – contractors section.

Example: An organization has a job title of “direct care services worker I.” Hannah is a direct care services worker I who works at both a residential facility and a day service facility. It is easier for the organization to allocate Hannah’s time by creating “direct care services worker I – residential” and “direct care services worker I – day support” working job title groupings.

Use the drop-down menu to select the position type that best fits the job functions for each reported working job title.

Report licensed direct care workers (e.g., registered nurses, licensed professional nurses) separately from direct care workers who are not licensed.

For information about what defines a direct care worker, refer to the definition of direct care worker.

For information about what defines a direct care supervisor, refer to the definition of direct care supervisor.

For staff members who fill multiple position types (e.g., contractor who has job duties as a direct care worker and supervisor), choose the position type that best fits the staff member’s primary duties.

Example: Logan spends 60% of his time in a direct care supervisor role and 40% of his time a direct support/care worker role. The organization lists Logan’s position type as a direct care supervisor because he spends most of his time in that role.

For each working job title, specify whether the contractor, temporary worker or per diem worker receives a wage differential or other premium pay for working with people who are deaf or hard of hearing.

In some situations, staff members share a working job title, but some receive a pay differential for working with people who are deaf and hard of hearing, and others do not. In this case, group staff members who receive a pay premium for working with people who are deaf and hard of hearing on one line and staff members who do not on another line.

Only ungroup staff members if the staff members who work with people who are deaf or hard of hearing receive a wage differential or premium pay for this work.

Example: Josh, Lucia and Iyana work as contractors at an organization under the working job title “direct care services contractor.” Lucia and Iyana both work with people who are deaf and hard of hearing, and they receive a wage differential for that work. However, Josh does not work with people who are deaf and hard of hearing. The organization groups together Lucia and Iyana, and it lists Josh separately even though all three employees have the same working job title.

Provide the total payments made to contractors and temporary workers who the organization paid on an hourly basis during the reporting period. Also, provide the hours worked.

Do not include payments made to staff members who only receive non-hourly payments (e.g., per-diem-only personnel). Report these costs as non-hourly payments.

Provide the total payments made to per diem staff members, as well as non-hourly payments made to contractors and temporary staff members who provide direct care services (e.g., reimbursements for uniforms paid for by the contracted/temporary staff members).