Transcript Employment First: Moving From Policy to Practice

Employment Policy:
What’s the Next Step?
The 23rd Annual APSE Conference
Arlington, VA
June 27, 2012
EMPLOYMENT
• What is Employment First?
• Why is it important?
POLICY
PRACTICE
OUTCOMES
EMPLOYMENT
H.B. 2336
Sect. 1 (b) It is hereby declared to be the policy of
the state of Kansas that competitive and integrated
employment shall be considered its first option
when serving persons with disabilities who are of
working age to obtain employment. This policy
applies to programs and services that provide
services and support to help obtain employment for
persons with disabilities.
All state agencies shall follow this policy and
ensure that it is effectively implemented in their
programs and services. Nothing in this section shall
be construed to require any employer to give
preference to hiring people with a disability.
H.B. 2336 (cont.)
• “Sec. 2. (a) All state agencies shall coordinate
efforts and shall collaborate within and among
such agencies to ensure that state programs,
policies, procedures and funding support
competitive and integrated employment of
individuals with disabilities.”
• Sec. 2. (a) … “All state agencies shall, whenever
feasible, share data and information across
systems in order to track progress toward full
implementation of the act.”
EMPLOYMENT
• What are the key parts of the law?
– Sets official policy
– 4 key requirements of State Agencies
– Competitive and integrated employment is first option
– Policy is effectively implemented in all programs and
services
– State programs, policies, procedures, and funding
support competitive and integrated employment
– Data sharing
– Establishes the Commission
– Gives Commission oversight powers
What Factors Contributed
to Where We are Today?
– Active self-advocate involvement
– Clear and consistent messaging
– Framing of the argument
– Built on foundation of consensus
– Strong stakeholder support
– Introduction & on-going promotion to legislature
– Message of workforce development, cost-benefit,
and accountability
– Legislative advocacy & on the ground navigation
activities
How are we moving
beyond policy?
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On-going work group
Address issues
Oversight Commission
Self Advocates Coalition of Kansas
Families Together
Let others know – get the message out
Acknowledge and respond
Employment First website
Second Employment Summit
Build on energy & excitement
What is happening after
legislation?
ISSUES
OVER
SIGHT
PRACTICE
WORK
GROUP
COMMISSION
GEI
How is the Work Group
Addressing Issues ?
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Expanded representation
Monthly meetings
Information gathered from other states
Provider survey
Tackling funding rates and incentives
Job coach certification
Defined vision of system
Support to Commission
What are the Work Group’s
recommendations?
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Revise reimbursement procedures (# hours)
Incentivize rates for providers (VR and HCBS)
Bonus to providers (placements & retention)
HCBS payments based on outcomes
Recommendations
(cont.)
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Public data-based recognition of providers
Explore a new waiver for employment services
Funding & resources support best practices
Staff participate in 10 hours training per year
Conduct an employment services rate study
How is the Commission
providing oversight?
• Oversees the implementation of the policy
• Identified and work with state agency liaisons
• Provides annual report
– Progress toward goals & objectives
– Barriers to achieving outcomes
– Effective strategies and policies
• Stakeholder input and feedback
What is the commission’s
strategy for measuring
progress?
• Established 5 goals with 16 measureable
objectives organized under each of the four
key requirements
• Collect data from state agencies on
their activities and progress
• Developed a Kansas Score Card based upon
the standards identified in the AFP Score Card
• Assess score annually
• Report to Governor and Legislators annually
What is GEI doing to
promote practice?
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Data-based decision making
Evidence of best practices
Addressing funding and service delivery issues
Training and technical assistance model
Products and resources
Identifying effective organizational change
strategies
• Statewide expansion
What is the purpose of GEI?
Funded by VR to:
• Expand capacity
• Promote best practices
• Address service delivery issues
• Create systems change
– That results in:
• Integrated competitive employment outcomes
• Cultural, organizational, service delivery & outcome shifts
• Provisions for replication and sustainability
What is the gei TA plan?
Comprehensive set of activities focused on:
Start Up
Skill Development
Building capacity
Implementation
Replication/Sustainability
How is GEI different?
Referral
Traditional
New
Name, barriers
History, work
experience,
functional
characteristics
Action: More information, referral packets, person centered
support plans, expedited process, “living document”
Assessment/Discovery
Traditional
• CBWA (if authorized, 80
hours, no training or
support), job prep
• Question: Can this person
work? Can this person do
the job? Response to
specific questions.
• Back to VR for
referral/authorization
New
• Getting to know the person,
situational assessments, job
coach training & support,
identification of contacts
• Question: What is this
individual’s skills, interests,
preferences, and support
needs?
• Fluid process
Job Development
Traditional
• Applications, Taking
individual to develop
employer contacts, job
openings, interviews, job
tryout
• Question: What employer
will hire this individual?
New
• General job development in
areas of interest, explore
labor market, specific
employer contacts, selling
you/services and individual
competencies, creative
placement strategies (carve
& create jobs, resource
ownership, selfemployment)
• Question: What is the best
job match for this
individual?
Job Training
Traditional
• Job placement
(maybe 20 hours of job
coaching, if TA used then
only a check of
completion, support when
available)
• Question: Can this
individual do the job
independently?
New
• Job placement
(instructional plan, task
analysis, systematic
instruction, 100 hours of job
coaching, compensatory
strategies, assistive
technology, fading schedule)
• Question: Is my training and
support effective in teaching
this individual to perform the
job to the employer’s
standards?
On-Going Support
Traditional
• Extended services plan
(natural supports, employer
contacts, begins at 90 days
after stabilization)
• Question: Can this
individual stay employed?
New
• Individual Support Plan
(minimum of two visits a
month, team involvement,
data-based decision
making, begins when
individual is performing job
to employer’s standards and
fading schedule has been
implemented)
• Question: What does this
individual need to stay
employed?
Where is it being implemented?
• Two demonstration sites
– Sedgwick County Developmental Disability Organ.
• Urban
• 90 individuals
• Five providers
– Disability Planning Organization of Kansas
• Rural
• 20 individuals
• One provider
How are skills being
developed?
KUCDD & VCU RRTC Training Opportunities:
• Two “kick off” workshops (150 + participants)
• Four web course sessions on SE (38 individuals
have earned ACRE certification, 2nd in nation)
• Three four-day internships (53 participants)
• Five case manager trainings (104 participants)
• Two day employer oriented training (65
participants)
• Planning a KS internship with trained trainers
What support is being
provided?
KUCDD & VCU Technical Assistance Activities:
• Monthly team meetings at each site
• Monthly TA calls
• Monthly provider meetings
• One-on-one with job coaches
• Facilitation of employment team meetings
• Sharing of resources and tools
• Access to mentors
• “Walk thru” the process with each person
What is being done to build
capacity?
• Change organizational culture
• Elevate status of job coaches
• Individual assistance with each organization to
plan & address their specific issues
• Focus on each group & their unique needs
• Build outside support and team approach
• Increase staff time and numbers
• Train a champion within each
organization
What data are being
collected?
KUCDD & VCU Evaluation Measures:
• Pre and post needs assessment
• Training evaluations
• Employee satisfaction & Vocational integration
• Qualitative case studies (individual,
organization, & systems)
• Participant outcome tracking (117 individuals,
647 intervention hours in Feb., 494 in Jan.)
What are the outcomes?
• 17 Placements
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Dillons X 4
Goodwill X 2
Target
McDonalds X 2
Burger King
Collegiate High School
Walgreens
Carpenter Place
House of Hope
Car Dealership X 2
WalMart
Core Industry
Self-Employment (Cleaning X 2 – in development)
• 6 Unsuccessful (Carnego & Sons, Clothing Boutique, AT & T,
Appletrees, Exacto Aerospace, Dillons)
What are the
accomplishments?
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Enhanced collaboration & communication
Shared meanings of terms
Change in organizational practices
Consistency in service provision
Team approach
Case manager roles
VR flexibility
More staff; More providers
Asking a different set of questions
New VR fee for service
Exciting examples of demonstration
What are the challenges?
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True belief: Can people work?
Staff time commitment
Organizational capacity
Changing everything fast enough
Embedded in old ways of doing things (“this is
the way we’ve always done it”)
• Not operating from “what does it take”
• Delays in establishing new fee for service
• Time frame for systems change
What does the future
hold?
WORK
GROUP
COMMISSION
Statewide
Implmentation
Outcomes
GEI
What are your
thoughts?
For more information,
contact
Wendy Parent - Johnson
Kansas University Center on
Developmental Disabilities
University of Kansas
1000 Sunnyside Ave, Rm. 1052
Lawrence, KS 66045
(785) 864-1062
[email protected]