KenCrest Learning and Development

Welcome to the Learning and Development Team Home Page! 

Discover our Programs and Course Offerings:

Explore our comprehensive range of programs, course schedules, and find out how to request information and enroll.

Programs
Course Offerings
Meet The Training Team
Submit a Training Request

Our Purpose: 

We are dedicated to partnering and collaborating to provide high-quality, innovative, and professional resources that foster competence, confidence, and lifelong learning. 

Our Vision: 

At KenCrest, our employees are highly engaged, eager to grow in their professional development, and equipped to deliver high-quality services that exemplify our mission. 

What We Do: 

The Learning and Development (L&D) team is here to support you in excelling at your job and beyond! Our focus is threefold: 

  • Skill Development: Empowering you with the skills needed to feel confident and competent in your role. 
  • Training: Providing essential training to ensure you are best equipped to perform at your highest potential. 
  • Career Growth: Offering education and opportunities to help you advance your career with us. 
Have a Question or Want to Learn More? Contact Us!

NADSP

DSP Accreditation Program

Welcome, we're so glad you're interested in the KenCrest DSP Accreditation Program! 

Are you passionate about your ability to support people with disabilities? Do you want to learn  skills that will help you reach the next level in your career? This program is an opportunity for YOU to grow professionally, get certified, and earn some extra cash! 

The KenCrest DSP Accreditation program uses the National Alliance for Direct Support  Professionals (NADSP) E-Badge Academy program as a way for you, as a DSPs to improve your knowledge through web-based coursework. You will achieve various "e-badges" as you  complete trainings and coursework to reach different levels of certification (DSP-I, DSP-II, or DSP-III). 

Why Participate? There are LOTS of benefits! 

  • Enhances your skills and the many ways you can support the people in KenCrest’s programs 
  • Improves your ability to be promoted to a higher position or supervisory role at KenCrest, or become more competitive when applying to other jobs 
  • Certification is tied to a pay raise for each level of certification achieved! 

Add apply now button with link to SNAP Applicatin Survey- https://insights.kencrest.org/s/sjfpvv 

Timeline & Start Dates for 2026 

  • We are accepting applications on an ongoing basis in 2026! To apply click here (add link to SNAP - https://insights.kencrest.org/s/sjfpvv)  
  • Applications are due two weeks prior to the monthly start date.  Applications submitted after this date will be placed in the next month’s class.  
  • Applicants will be notified of their acceptance into the Program by a member of the training team with the assigned start date 
  • Below are the Program kick-off dates: 

The application is simple, easy, and FAST! Here's what to expect: 

  • Fill out your personal information 
  • Read and agree to the program overview and requirements 
  • Answer a few short questions 
  • Click SUBMIT and done! 

Frequently Asked Questions

What is DSP Accreditation?

DSP Accreditation is a staff development program offers all staff with a DSP-associated title the opportunity to attain national certification from the NADSP with the completion of education credits and written testimonials reflecting NADSP code of ethics and core competencies. 

Who is eligible for the DSP Accreditation program?

All applicants/nominees of the program must: 

  • Be a current KenCrest employee of at least 3 months that holds a DSP or Lead DSP role in PA 
  • Obtain approval by current Director/AD/PM to participate in program 
  • Must be an employee in good standing (current training record, no recent disciplinary action, etc.) 
How Do I Get Enrolled in The Program?
  • In Pennsylvania, DSPs will be required to attain NADSP - DSP certification based upon the number of scheduled work hours, length of employment and approval of your supervisor. 
  •  Applicants will be enrolled in the program by applying here or by referral from their supervisor 
  • The L & D team will accept new applicants into the program one time per month.  Applications received after the monthly cut-off date will be enrolled in the following month’s start date. 
What are the requirements to attain certification?

There are three levels of certification that you are eligible to achieve: 

DSP-I: Requires 50 hours of education and 11 written core competency testimonials 

DSP-II: Requires 100 hours of education and 13 written core competency testimonials 

DSP-III: Requires DSP-II, DSP-II, and 19 written core competency testimonials 

Do I get a pay raise for getting certified?

For Pennsylvania DSP-I participants who complete the badge will receive a pay raise of $.25/hour 

For Pennsylvania DSP-II participants who complete the badge will receive an additional pay raise of $.25/hour, totaling an added $.50 an hour pay increase. 

For Pennsylvania DSP-III participants who complete the badge will receive an additional pay raise of $.25/hour, totaling an added $.75 an hour pay increase. 

How will I complete the requirements to attain each level of certification?
  • All hours of education will be completed and assigned within Relias throughout the duration of the program. 
  • Written testimonials will be completed via electronic submission where program participants will respond to core competency prompts reflecting on an experience where they demonstrated proficiency of the competency/skill. 
  • Training hours that you have already completed count toward your Level 1 credentialing! 
What support/resources are available during the program?

KenCrest has a role in the Talent Development Coach that is dedicated to YOUR success. Your Coach will meet regularly with you and monitor your progress, assist you with questions, offer solutions and be there to cheer you on through your learning journey!  

What’s in it for me?
  • With the completion of each level of certification, you will receive a $.25 hourly pay increase for each level completed and a one-time payment at the time of certification attainment: 
  • $1,500 for Level I certification 
  • $1,000 for Level II certification 
  • $1,000 for Level III certification 
  • You will be eligible for enrollment into the KenCrest Strengthening Frontline Leadership Competency Series (SFLCS), our leadership development program that will allow you to adopt and learn the key competencies and skillsets of KenCrest leaders. 
  • As a program participant you will be able to leverage your certification status in the DSP Accreditation and KenCrest frontline leadership programs into leadership opportunities within the Agency. 
How do I apply for the program?

If you are interested in applying for the program, just click the link listed above (or below), and it will take you to the online nomination/application form. Be sure to fill out and respond to all fields and questions for full consideration to the program! 

Who do I contact for more information about the DSP Accreditation program? 

  • If you have any specific questions beyond these, please feel free to reach out to Jennifer D’Amore  (jennifer.damore@kencrest.org)  

NADSP - Frontline Supervisor (FLS) Accreditation Program

  • As part of our agency’s commitment to meeting performance-based contracting goals, participation in the NADSP Frontline Supervisor (FLS) Program is now required for all Program Managers (PMs) and Assistant Directors (ADs). The NADSP Frontline Supervisor Certification is a professional credential offered by the National Alliance for Direct Support Professionals (NADSP). It is designed to enhance the leadership skills, knowledge, and ethical practices of Frontline Supervisors (FLS) who support individuals with disabilities.  
  • Upon completion of the program, members will have an NADSP FLS Certification, and earn a $.50/hour raise and $1,000 stipend. 
  • Training Delivery: Live Trainer-Facilitated Training: Conducted by a member of the training team or another in-house trained trainer. We own the curriculum and have one trainer who completed the Train-the-Trainer program through NADSP in 2019, with active access to the trainer portal. 
  • Key Features of the Certification:  
  • Competency-Based: Built around the National Frontline Supervisor Competencies, which include areas like team leadership, advocacy, communication, and staff development. 
  • E-Badge Academy: Participants earn digital badges (e-badges) by demonstrating competence in specific areas. To be certified, supervisors must: 
  • Complete 25 hours of NADSP-accredited training 
  • Earn the Code of Ethics Commitment badge 
  • Earn at least one badge from each of the CMS Core Competency Areas 
  • Earn at least one badge from each of the Frontline Supervisor Competency Areas 
  • Recertification: Program Managers must get recertified every 2 years, requiring completion of 20 hours of training. 
  • Dates: 

Leadership Development

Strengthening Frontline Leadership Cohort Series (SFLCS)

  • This 7-month, asynchronous development program is designed to build and strengthen the core competencies essential for effective leadership within our agency. Tailored for current and aspiring leaders, the program provides a structured yet flexible learning experience that supports professional growth and prepares participants to lead with confidence and clarity.

    Program Goals:

    • Develop foundational leadership capabilities aligned with the agency’s core competencies.
    • Prepare emerging leaders to navigate complex challenges and drive organizational success.
    • Foster a culture of effective communication, instilling trust, teamwork, and continuous development.

Emerging Leaders

  • The Emerging Leaders Program is a 6-month development initiative designed to prepare staff who aspire to leadership roles. It focuses on building and strengthening the core competencies essential for effective leadership within our agency. This structured yet flexible learning experience supports professional growth and equips participants with the skills and confidence needed to step into leadership roles successfully.

    Program Goals

    • Develop foundational leadership capabilities aligned with the agency’s core competencies.
    • Prepare emerging leaders to navigate complex challenges and drive organizational success.
    • Foster a culture of effective communication, instilling trust, teamwork, and continuous development.

Course Offerings

Conflict Management

Conflict arises from within us, or among people with different viewpoints, or from a mismatch of needs and circumstances. How we handle conflict is driven by our behavior which is based on our previous experiences and our coping mechanisms. This course will explore where our behavior and coping mechanisms comes from; how we can develop skills which lead to a better understanding of ourselves and others so we can improve our ability to communicate and build stronger and healthier relationships; how to avoid behaviors that can be destructive to the process; and how to build resiliency to maintain healthier behaviors and coping strategies, all to support our individual abilities to manage conflict and achieve positive outcomes.

DiSC WP

  • The DiSC Workplace Assessment—specifically the Everything DiSC Workplace®—is a research-backed, computer-adaptive personality assessment designed to enhance workplace effectiveness. It explores personal behavior tendencies and communication styles to help individuals better collaborate and connect with colleagues.

    The Four DiSC Styles

    The assessment operates on the DiSC model, identifying behavior preferences across four primary dimensions:

    Dominance (D) – Results‑oriented, assertive, enjoys challenge

    Influence (i) – Sociable, enthusiastic, thrives on interaction

    Steadiness (S) – Patient, supportive, values consistency

    Conscientiousness (C) – Detail-focused, analytical, precise.

    How It Works

    Participants complete a short, computer-adaptive questionnaire that reveals their DiSC style, workplace priorities, motivators, and stress triggers.

    Responses generate a personalized, 20-page profile report.

    What the Report Includes

    The comprehensive report provides:

    Clear identification of your primary DiSC style

    Analysis of workplace priorities, motivators, and stressors

    Comparison of how you typically operate versus when you're under stress

    Guidance on adapting your behavior to better work with other DiSC styles

    Actionable strategies for improving communication, collaboration, and relationship-building.

    Benefits & Impact

    Self-awareness: Helps individuals understand their behavioral drivers and stress responses.

    Improved Communication: Provides a shared language for interacting across styles.

    Stronger Team Dynamics: Enhances team cohesion by revealing complementary strengths, resolving miscommunication, and reducing conflict.

    Conflict Management: Enables more empathetic responses by identifying the "why" behind others' behavior patterns.

DiSC Conflict

  • Description : Everything DiSC Productive Conflict provides learners with techniques to improve self-awareness around conflict behaviors. Rather than focusing on conflict resolution with a step-by-step process for resolving conflict, Everything DiSC Productive Conflict zooms in to explain our personal responses in conflict. It helps participants curb destructive thoughts and behaviors so that conflict can become more productive, ultimately improving workplace results and relationships

    DiSC Productive Conflict Assessment

    What It Is
    The Everything DiSC Productive Conflict assessment is a computer-adaptive DiSC-based tool designed to help individuals identify their conflict style—highlighting both destructive behaviors and constructive alternatives. It equips participants to transform conflict from a negative, relationship-damaging experience into a growth opportunity at work.

    How It Works

    Assessment: A brief, online, computer-adaptive questionnaire tailored to conflict scenarios, typically completed in about 20 minutes.

    Profile Report: A personalized 20–22 page narrative-style PDF that explores your DiSC style in conflict. It includes:

    Identified destructive vs. productive conflict behaviors for each style

    Automatic thinking patterns and emotional triggers

    Actionable strategies to reframe responses and work more constructively with others.

    Learning Experience

    Offered as a self-directed online assessment with immediate results.

    Optionally includes a facilitator-led workshop (virtual or in-person), with sample reports, comparison reports for pairs, and team-culture tools.

    Key Benefits

    Self-awareness: Reveals why you may respond destructively under stress and provides tailored guidance to shift behaviors.

    Improved conflict management: Encourages turning destructive conflict into constructive dialogue, strengthening relationships and outcomes.

    Team effectiveness: Enhances team understanding through shared language and alignment tools like Comparison Reports and Group Culture Reports.

    Ideal Audience & Application

    Suitable for all levels—from individual contributors to leaders.

    Delivers value in contexts like conflict coaching, leadership development, team building, and improving psychological safety.

    This assessment doesn’t teach a step-by-step conflict resolution process; instead, it fosters cognitive-behavioral reframing, helping individuals adapt deep-rooted conflict habits into productive interactions using their unique DiSC profile.

CPR/First AId Training

This American Red Cross course certifies staff to administer CPR in the event of medical emergencies and non-medical emergencies. Safe bathing procedures and the operational standard for checking water temperature is also reviewed. Learners will earn certification for 2 years.

Enrollment by L&D Team for initial certification and 6-8 weeks before expiration.

Medical Administration

The ODP Medication Administration Training Program is designed to train unlicensed staff in community settings to administer medication safely.

Initial Enrollment by L&D Team.

NEO

New Employee Orientation (NEO) is a multi‑day, competency‑based training program designed to prepare Direct Support Professionals (DSPs) to deliver high‑quality, person‑centered supports to individuals with Intellectual and Developmental Disabilities. NEO introduces the core knowledge, skills, and ethical foundations required for DSPs to perform effectively in community-based settings.

The orientation integrates organizational expectations with nationally recognized professional standards. It is explicitly aligned with the 15 NADSP Competency Areas, which define the essential skills and values Direct Support Professionals must demonstrate.

NADSP Competency Alignment

Below is a mapping of orientation content to the corresponding NADSP competencies.

  1. Participant Empowerment

Training in individual rights, positive approaches, and person-centered support reflects the DSP’s role in promoting autonomy, informed choice, and self‑advocacy.

  1. Communication

Sessions on communication strategies and Positive Approaches build skills for supportive, respectful, and effective interpersonal communication with individuals receiving services.

  1. Assessment

The Health Care Overview, including dysphagia, seizures, and the “Fatal Five,” equips DSPs to gather meaningful information and recognize changing support needs.

  1. Community & Service Networking

Content on community participation, employment, and enabling technology aligns with supporting individuals in accessing and navigating community resources.

  1. Facilitation of Services

Training on coordination with supervisors and on‑the‑job orientation supports the competency of helping individuals receive appropriate, coordinated services.

  1. Community Living Skills & Supports

Health, safety, and daily living support topics—including CPR/First Aid and emergency preparedness—reflect skills needed to assist individuals in everyday life.

  1. Education, Training & Self‑Development

Professionalism sessions reinforce ongoing growth, reflective practice, and adherence to ethical and quality standards.

  1. Advocacy

Training in Individual Rights, Incident Management, and Abuse/Neglect Reporting supports the DSP’s advocacy responsibilities.

  1. Vocational, Educational & Career Support

Content on community participation/employment supports the broader NADSP competency of assisting individuals in pursuing meaningful work and learning opportunities.

  1. Crisis Prevention & Intervention

Topics such as Behavior Intervention Policy, emergency preparedness, and recognition of medical emergencies support proactive and responsive crisis skills.

  1. Organizational Participation

Sessions covering policies, benefits, payroll, compliance, and professional conduct align with DSP expectations for responsible participation in agency operations.

  1. Documentation

Training related to incident reporting, HIPAA, and compliance reflects essential documentation skills.

  1. Building and Maintaining Friendships & Relationships

Positive Approaches and communication strategies help DSPs foster supportive, healthy relationships for individuals receiving services.

  1. Person-Centered Supports

The overall design of the orientation—including autonomy, choice, dignity, and individualized support—aligns with core NADSP person-centered practice.

  1. Cultural Competency

Discussion of professionalism, rights, and individualized supports reinforces culturally respectful and equitable service delivery.

 

  • Schedule: Bi-Weekly

NEOO

New Employee Orientation (NEO) is a multi‑day, competency‑based training program designed to prepare Direct Support Professionals (DSPs) to deliver high‑quality, person‑centered supports to individuals with Intellectual and Developmental Disabilities. NEO introduces the core knowledge, skills, and ethical foundations required for DSPs to perform effectively in community-based settings.

The orientation integrates organizational expectations with nationally recognized professional standards. It is explicitly aligned with the 15 NADSP Competency Areas, which define the essential skills and values Direct Support Professionals must demonstrate.

NADSP Competency Alignment

Below is a mapping of orientation content to the corresponding NADSP competencies.

  1. Participant Empowerment

Training in individual rights, positive approaches, and person-centered support reflects the DSP’s role in promoting autonomy, informed choice, and self‑advocacy.

  1. Communication

Sessions on communication strategies and Positive Approaches build skills for supportive, respectful, and effective interpersonal communication with individuals receiving services.

  1. Assessment

The Health Care Overview, including dysphagia, seizures, and the “Fatal Five,” equips DSPs to gather meaningful information and recognize changing support needs.

  1. Community & Service Networking

Content on community participation, employment, and enabling technology aligns with supporting individuals in accessing and navigating community resources.

  1. Facilitation of Services

Training on coordination with supervisors and on‑the‑job orientation supports the competency of helping individuals receive appropriate, coordinated services.

  1. Community Living Skills & Supports

Health, safety, and daily living support topics—including CPR/First Aid and emergency preparedness—reflect skills needed to assist individuals in everyday life.

  1. Education, Training & Self‑Development

Professionalism sessions reinforce ongoing growth, reflective practice, and adherence to ethical and quality standards.

  1. Advocacy

Training in Individual Rights, Incident Management, and Abuse/Neglect Reporting supports the DSP’s advocacy responsibilities.

  1. Vocational, Educational & Career Support

Content on community participation/employment supports the broader NADSP competency of assisting individuals in pursuing meaningful work and learning opportunities.

  1. Crisis Prevention & Intervention

Topics such as Behavior Intervention Policy, emergency preparedness, and recognition of medical emergencies support proactive and responsive crisis skills.

  1. Organizational Participation

Sessions covering policies, benefits, payroll, compliance, and professional conduct align with DSP expectations for responsible participation in agency operations.

  1. Documentation

Training related to incident reporting, HIPAA, and compliance reflects essential documentation skills.

  1. Building and Maintaining Friendships & Relationships

Positive Approaches and communication strategies help DSPs foster supportive, healthy relationships for individuals receiving services.

  1. Person-Centered Supports

The overall design of the orientation—including autonomy, choice, dignity, and individualized support—aligns with core NADSP person-centered practice.

  1. Cultural Competency

Discussion of professionalism, rights, and individualized supports reinforces culturally respectful and equitable service delivery.

 

  • Schedule: Bi-Weekly

Conflict Management

Meet The Training Team

Click on each team member’s photo for contact information.

Michelle Francis

Michelle Francis

Sr. Director of Learning & Talent Development

Michelle.Francis@KenCrest.org

“Learning and development is the bridge between who we are and who we can become.”

Michelle Francis

Sr. Director of Learning & Talent Development

Erik Gore

Erik Gore

Assistant Director of Learning and Development

Erik.gore@kencrest.org

Erik Gore

Assistant Director of Learning and Development

Stanley Carr

Stanley Carr

Training New Employee Engagement Specialist

Employee Engagement, Design, and Development

As a trainer my core focus is to ensure that I meet diverse learning needs, fostering the power of independence and inclusion by creating a learning experience that empowers accountability , encourages staff engagement, but most importantly promotes a better life to people we services as caregivers. I emphasize practical application through performance-based training, with over 25 years of real-world experience in the field of IDD. My approach equips staff with resilience, problem solving skills, empathy and understanding to help nurture a positive work culture built on respect, transparency, and accountability - including retention strategies to sustain a supportive environment.

stanley.carr@kencrest.org

“To know that even one life has breathed easier because you have lived ;That is to have succeeded” - Ralph Waldo Emerson

“Actions always prove why words mean nothing” – Merica Whitehall

Stanley Carr

Training New Employee Engagement Specialist
Employee Engagement, Design, and Development

Jennifer D'Amore

Jennifer D'Amore

Talent Development Coordinator

NADSP and Leadership Development Programs

jennifer.damore@kencrest.org

“If the string breaks, then we try another string.” – A.A Milne, Winnie the Pooh

Jennifer D'Amore

Talent Development Coordinator, NADSP and Leadership Development Programs

Brigitte Hix

Brigitte Hix

Training and Development Specialist

Brigitte Hix

Training and Development Specialist

David Knoble

David Knoble

Adult and Continuing Education and Educational Technology

David.knoble@kencrest.org

(215) 290-5428

“The aim for education is to make itself redundant.”

David Knoble

Instructional Designer

Maria Owoc

Maria Owoc

Training Support Specialist

maria.owoc@kencrest.org

Maria Owoc

Training Support Specialist

Shaina Robinson

Shaina Robinson

Learning and Development Specialist – Workforce Readiness

Shaina.robinson@kencrest.org

Shaina Robinson

Learning and Development Specialist – Workforce Readiness

Wanda L. Caldwell

Wanda L. Caldwell

Training and Development Specialist

Training and Support for Outcome Specialists and Programs and Agency Trainings

Fun Fact: I love to play poker. It gives me the insight to teach, support, and read into someone needing extra help but doesn’t want others to know.

215-518-7580

wtrent@kencrest.org

Wanda L. Caldwell

Regional Trainer

Stacy Landino

Stacy Landino

Training and Development Specialist

Stacy.landino@kencrest.org

Stacy Landino

Regional Trainer

Submit a Training Request

  • Instructions for Submitting a Request 
  • Request Form (send request form) 
    • Name 
    • Department 
    • Email 
    • Phone Number 
    • Type of Training Requested 
    • Preferred Dates 
    • Additional Comments 

Ready to Learn More?

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Call 800-774-5516 to speak to our Admissions Specialist today.

Call hours: Monday to Friday 8:30 AM – 5:00 PM.

If you have questions and would prefer to communicate with you in a language other than English, we would be happy to use our interpretive service when speaking with you.

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