Raising support standards locally to inspire positive change nationwide!

 

Launching the AMSI Initiative: A Common-Sense Approach to Support Services Standards

 

Success requires clear guidelines—and support services are no exception.

 

Effective support services must be built on a foundation of voluntary consensus standards based on practical experience. This is especially important for individuals with intellectual and developmental disabilities (IDD), who depend on consistent, high-quality support to live and work in inclusive environments.

This is the driving purpose of the American Support Standards Institute (AMSI).

 

Why the SOC Framework Matters

 

All legally recognized occupations and services in the United States are classified under the Standard Occupational Classification (SOC) system.

 

For individuals with IDD, real inclusion requires access to both:

🔹 All legally recognized services—as recipients of these services, entitled to the same quality, protections, and accountability as anyone else
🔹 All legally recognized occupations—as payable workers who are employed and receive the support they need to succeed in meaningful employment

 

In both cases, support must be clearly defined and guaranteed through standards—whether a person with IDD is receiving a service or contributing as a worker.

 

The Dual Role of Individuals with IDD and the Central Role of Direct Support Workers

 

Individuals with intellectual and developmental disabilities (IDD) often require support in two distinct but equally important roles:

•  As recipients of services, they rely on direct support workers to help them access and benefit from services provided by others (such as transportation, healthcare, or retail) and in providing for themselves (such as through in-home support or daily living assistance).

•  As payable workers who are employed, they require ongoing support to succeed in competitive integrated workplaces. In these roles, they are supported by rehabilitation counselors, vocational rehabilitation job coaches, and employment specialists (as defined in the SOC) to obtain and maintain employment.

 

In both roles, direct support workers are essential. They provide the tailored, person‑centered assistance that makes real inclusion possible—ensuring individuals with IDD receive the support needed to participate fully in their communities, whether as service recipients or as skilled members of the workforce.

 

Why Quality Expectations Must Be Defined

 

To provide meaningful support—whether an individual with IDD is receiving services or working in a paid job—direct support workers and employers must clearly understand the quality expectations of the specific activity being supported.

 

This includes three distinct situations:

•  When an individual with IDD is receiving services provided by others (such as healthcare, transportation, or retail):
Both the individual and the direct support worker must understand what good performance looks like from the service provider. This is essential for recognizing and accepting high-quality, respectful, and appropriate service.

•  When an individual with IDD is providing for themselves (such as through in-home support or daily living assistance):
The individual and the direct support worker must understand how these personal tasks should be performed properly and safely. This ensures effective self‑care, independence, and dignity.

•  When working as a payable employee in a competitive integrated workplace (such as janitorial work, food service, or clerical roles, etc.):
The individual and the direct support worker must understand what high‑quality job performance looks like in that occupation, including how to meet expectations and contribute as a valued team member.

 

Across all three situations, quality includes not only technical proficiency, but also:

• Communication and teamwork
• Professional behavior
• Use of accommodations
• Workplace safety
• Ongoing learning and development, among others.

 

Clear, inclusive quality standards help define what “good work” looks like in janitorial services, food service, or clerical roles, among others—so that individuals with IDD and the people who support them can succeed together. Without such standards, training remains inconsistent, systems stay fragmented, and funding models struggle to support long‑term quality and inclusion.

 

Defining Inclusive Quality Across All Roles

 

Through collaboration with all interested parties, AMSI works to define what inclusive quality looks like in every role individuals with IDD may occupy—whether as recipients of services, individuals providing for themselves, or employees in competitive workplaces.

 

We refer to this as an inclusive quality approach—a guiding principle that integrates service quality with inclusion. Instead of treating inclusion as a separate issue, this approach ensures it is embedded in each standard, tailored to the specific service or role being supported. Inclusive quality standards provide a practical foundation for ensuring that expectations are clear, dignity is upheld, and outcomes are meaningful in all areas of life and work.

 

A Practical Path to Inclusion

 

Through this approach and its standards, AMSI aims to strengthen the support services field and foster inclusive environments where individuals with IDD can thrive—as both valued recipients and contributing members of the workforce.