Transcript CROSSWALK: - Workforce Transformation

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CROSSWALK:
POMS, COMPS, ETHICS, HCBS, PROMOTE
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A Crosswalk: What is it?
“A marked part of the road where
pedestrians have the right away to
cross.” “Crossing to the other side
safely.”
“Comparing information from two or
more sources to determine
agreement.”
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Sorting Through Information:
Essential and Time-Sensitive
• Getting information often and in pieces
– Urgent
– Disconnected
– Overwhelming
• Trying to make sense of it all
– Important but not urgent
– Connected yet distinct
– Reasonable and related
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A Crosswalk to Common Sense
• Hash-Marks of a crosswalk are distinct
steps leading in the same direction.
• The Regional Centers for Workforce
Transformation (RCWT) “crosswalk”
– Inter-relationship of purpose
– Practical steps leading to service
transformation
– Similar expectations
– Unique applications
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“It’s the Same Stuff”
Each one…
• Is highly person-centered
• Values respect and self-determination
• Shifts control from professional to
individual
• Demands enhancement of organizational
culture
• Requires workforce to be knowledgeable,
skillful and ethical
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From Planning to Outcomes
• Outcomes-based service transformation
• Requires workforce transformation
• Personal Outcomes require
– Learning, discovery, focus on the individual
– Being surprised after you “know” someone
– Facilitating health, friendship, choice…
– Measuring individualization of quality, not
program success, not prescriptive process
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Process vs. Outcomes
• Focus: follow the program vs. impact for
the person
• Service: staff are experts vs. person is the
expert in his/her life.
• Service Delivery: person assigned to
program vs. program designed for person
• Measures of Quality: defined by program
vs. defined by person
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Keep Asking…
Why certain services are being
provided…
Until the response is an outcome
for the person.
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Crosswalk: From Left to Right
• Starting with the POMs
– the oldest (>20yrs), widest (international), and
most practiced habilitative measures that
look simple yet challenge everything
• NYS Core Competencies and NADSP
Code of Ethics
– Like POMs, “nothing new” to seasoned DSPs
except for depth of principle, constant
commitment to the individual & intentionality
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Crosswalk: From Left to Right
• Federal HCBS standards
– Tells us what individual self-directed
outcomes should look like by March 2019 to
continue qualifying for Federal funds
– Bending systems to human rights, selfdefined outcomes within natural community
• PROMOTE
– QoL through sophisticated relationships
– Technologies to replace SCIP-R
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My Self
• Who am I?
• Am I the result of the impact of family and
friends? Close relationships?
• Am I my experiences?
• Am I my decisions? Are they mine? Are
they conditioned responses? Informed?
• Knowing myself better will help me explore
tomorrow
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My World
• Where do I live? How did I get here?
• Where do I express myself? Home?
Work? Social places?
• Where do I belong? One place? Many
places? No place?
• Where can I build new relationships? New
possibilities?
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My Dreams
• How do I want my life to be?
• How can I express myself more fully?
• How can I participate more in life around
me…in the life of my community?
• How can I gain a respected social role?
• How can I be of service?
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Group Exercise on Crosswalk
Break up into groups of 5-6
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Staff from same agency encouraged
Self-introduce. 1st to talk is the “leader”
“Leader” will assign a “spokesperson”
Each group will be assigned 1 of 3 topics
Each of the topics will be explained by presenter
Leader will ask for a real service recipient to be
identified by someone in the group
– Short discussion. Report to audience.
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Crosswalk Topics for Groups
1. My Self:
– People have intimate relationships.
2. My World:
– People perform different social roles.
3. My Dreams:
– People have friends.
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What Do Transformed DSPs
Look Like?
• Evolving roles of DSPs
1. Custodians, task workers
2. Care-givers: human potential feels
personal; bring your heart & your
values to work; “love my guys”
3. Support professionals: includes,
tasking, caring, professional ethics &
competencies
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What Does Service
Transformation Look Like?
• Proof is in the “putting”…people first
1. a life valued by the person with IDD;
2. determining choices through informed
decision-making;
3. friendships & community participation;
4. learning skills for valued social roles;
5. enjoying self-esteem due to positive
relationships & realizing abilities.
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What Does a Transformed
Organization Look Like?
• Cascading commitment to personal
outcomes
• Takes steps toward a preferred culture;
• Embraces Ethics, Comps & their metrics;
• Valorizes person with IDD as #1 purpose of
the organization;
• Values, develops DSPs as #2 in importance
and key to defining quality;
• Values, develops FLS as the key to DSPs
success.