Transcript Ohio Direct Support Credential Working Teams

The Road Not Taken: Paths to
Careers in Human Services
Marianne Taylor, Senior Project Director
Human Service Research Institute
2336 Massachusetts Ave.
Cambridge, MA 02140
617-844-2330
[email protected]
What Challenges are we facing in
Human Service Workforce
Development?
Human Services Research Institute
Our Challenges:

Filling 1.2 million new jobs by 2010 even as
recruitment is the #1 human service employer
problem in America

Obscure career paths

Maintaining quality over time – what do people need
to know and do?

Marketing the human service industry and careers There is no cultural perception of the direct support
role
Human Services Research Institute
Our Challenges:

Taking responsibility for:

wage structures that devalue the work and
contradict what we say we want for people who
rely on human services.

Government’s role in sustaining poverty wages

Knowing who we are as an industry and going
after what we need.
Human Services Research Institute
Human Service Job Growth
Compared to other industries/jobs

Human/ Social services,
except child-care, ranks
among the fastest growing
industries. 42% vs. 15% avg.
for all other industries

“Human service workers and
assistants” is the ninth
fastest growing occupation in
the nation
Sources: BLS Occupational
Outlook Handbook – 2000-01
Edition. BLS Industrial
Outlook Handbook 2002-03
Human Services Research Institute
Cultivating Change: We are the
seed carriers

Strengthen the status of the direct support role and
improve industry image

Enhance partnerships with people with disabilities and
families (natural supports, voucher, consumer directed)

Educate, train and develop frontline staff
 Develop Career Paths linked to education & training
 Secure systems change by improving income, linking wage
enhancements to skill development, tracking workforce
indicators, transforming human service recruitment,
retention and staff development practices, and revising
public policies to proved the necessary tools for this
transformation
Human Services Research Institute
Develop and market career paths –
How do we do that?
Let our touch match our voice!!!!
Human Services Research Institute
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Think and act PROFESSION and
CAREER:

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Professional role definition,
Defined skill & knowledge sets
Ethics

Think & build scaffolds for career paths

Pair wage- role advancement with skill
advancement

Mentor

Provide support for skill acquisition &
career advancement – training &
education linked to advancement
scholarship, incentives, loan
forgiveness, service corps

Find out what skills are most effective/
needed & develop
Human Services Research Institute
Methods - lead practices

Create tiered & latticed credential/ certificate ,
incentive & award programs

Articulate training-education programs to
create incentive for progressive career and ed
paths using industry specific valid
performance & knowledge guidelines

Work with secondary schools to develop tech
prep, industry introduction, RJP

Create study guides, curriculum, access to
classes

Provide basic skills training embedded in
technical preparation
Human Services Research Institute
The Community Supports Skill Standards
Nationally Validated Skill & Knowledge
Guidelines Specific to entry/mid level roles

Participant Empowerment

Communication

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Assessment
Community and Service
Networking
Facilitation of Services
(Planning)
Community Living Skills

Education, Training, Self
Development

Advocacy

Vocational, Educational &
Career Support

Crisis Intervention and
Prevention

Organizational Participation

Documentation
Human Services Research Institute
Methods - lead practices

Create an organizational culture that promotes
professionalism and commitment through
participatory management, role definition,
recognition and development

Expand range, scope of job

Use talent fully & creatively

Create career marketing materials

Find out what people need to keep them
committed and interested.

Create apprenticeship programs

Create methods of crediting life and work
experience toward advancement
Human Services Research Institute
Career Path Models
Human Services Research Institute
The Ohio PATHS Project: Professional Advancement
through Training and education in Human Services
Vision:
Create Career Paths by building a statewide DSP
Credentialing Pathway

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Employer driven
Grant funded
Keep people on the job longer
Improve quality – valid skill,knowledge &
ethical sets
Improve quality of training & educational
opportunities for DSPs – hi performance
models for adult ed – coach, mentor,
internet
Human Services Research Institute
The Ohio DSP Certification is:

Voluntary & Inclusive: Strive for success not exclusion
 Competency Based -Aligns with the Community Support Skill
Standards. NADSP Code of Ethics and MN Frontline Supervisor
Competencies
 Multi-tiered: Provides certificates of initial mastery in direct support
and advanced mastery in direct support and additional specialized
certifications
 Flexible – identifies learner outcomes and principles but does not
prescribe the training curricula or locations for training –this means
there will be a variety of possible paths for learners to pursue and
coalition partners.
 National Recognition: Incorporates National Apprenticeship
Guidelines
Human Services Research Institute
Health & Wellness
?
?
Positive Behavior Support
Direct Support
Supervision
4
Program / Habilitation
Manager
Specialization
2
Certificate of Advanced Proficiency in
Direct Support
Certificate of Initial Proficiency
in Direct Support
1
Registration
3
The PATHS Certificate
Levels
Human Services Research Institute
REGISTRATION LEVEL
1.
Candidate is a DSP employee and/ or independent contractor in good standing with his or her employer and
2.
Has an acceptable Bureau of Criminal Investigations Check
3.
Has a high school diploma or its equivalent. Currently employed DSPs with 5 years of experience in direct
support may enter the registration level without a high school diploma or its equivalent.
4.
Meets all state and regulatory requirements applicable to employment site.
5.
Meets experiential requirement: Successful completion of employer’s specified orientation period including at
least 320 hours of employment as a DSP when a orientation period is not specified.
6.
Completes 40 hours of Related Instruction (see definition of related instruction.
7.
Submits application and evidence of requirements in a resource file along with $25
Certificate of Initial Proficiency (Must be Registered)
8.
Maintains acceptable BCI status & good standing
9.
Experience – 1000 hours as DSP (cumulative 1320)
10.
Pledge to Code of Ethics
11.
Certificate of Advanced Proficiency (Holds CIP)
16.
Holds CIM & gets new BCI check
17.
1680 additional Hours Experience (10 with Skills Mentor)
(cumulative 3000)
Consumer Testimony re effectiveness
18.
Consumer testimony
12.
Skills Mentor (supervisor) Initial Proficiency
Evaluation
19.
Skills Mentor (supervisor) Advance Proficiency Evaluation
12.
60 Hours Related Instruction (cumulative 100)
20.
116 Hours of related instruction (cumulative 216)
13.
Mastery of CIP learner outcomes & satisfactory
production of required CIP portfolio
21.
Mastery of CAP learner outcomes and complete CAP elements
in portfolio
22.
Submits all requirements in a resource file and pays $50 Fee
23.
Renews (2 yr cycle) with by 12 hrs relevant CEU/ - $25 fee
14.
Submits all requirements in a resource file and pays
$50 fee
15.
Renews certificate by completing 8 hours of relevant
CEUs and submitting $25 fee every 2 years,
Human Services Research Institute
National Apprenticeship Features
 Work-based learning outlines:
2784 hours
Orientation to the DSP Role: Topics – job description
and requirements, Overview of needs of people
receiving support; employer’s philosophy & mission;
employer policy & procedures;
 Related
Instruction – classroom based: 216 hours
Intro to (Name population)
Ethical & Professional Practice
Supporting People’s Well Being
Planning & Facilitating Support
Empowerment and Citizenship
Special Topics Customized to
work setting
Supporting Healthy Lifestyles
Human Services Research Institute
City University of New York & Reaching Up
Foundation

Basic skills tutoring
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Tuition support for college and
mentoring of incumbent workers
in NYC area.

Invitation, hospitality,
connection, recognition and
opportunity
Human Services Research Institute
Community Support Certificate –
Technical Colleges MN

Core certificate
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Specialized diploma
 Positive behavior supports II
health supports I
 Legal and service systems
 positive behavior supports I
 Person-centered planning
 Overview of individual
 Health supports II
differences
 Aug/Alt communication
 Professionalism in service
provision
Emphasis areas: vocational,  Articulates with AA degree
residential, health, behavior,
educ.
 Core certificate offered in
“welfare to work” program
Foundation = Community
Support Skill Standards
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Human Services Research Institute
Mid-Hudson Coalition for the Development of Direct Care
Practice, Inc.

Cross disability consortium of 26
human service agencies and
educational institutes

Goals to increase quality & quantity of
DSPs through comprehensive
education & training

Created B.A. degree in Direct Practice,
Sociology Dept. SUNY, New Paltz, NY

Duchess CC & Ulster CC - 16 credit
certificate based on CSSS
Human Services Research Institute
Skills Advancement – Pay & Role
Advancement
 Massachusetts DMR & 8 MA
Community College – 21 credits –Uses
CSSS $500 bonus/ $1000 raise
Self-Directed
Teams

Proposed MN Incentive - Tiered
Bonuses for Mastery of CSSS + agency
bonuses for employment tax &
production of a workforce development
plan. Uses portfolio approach

NY Incentive – Salary bonus for
acquiring related college credit and
seminar in CSSS.

MA Providers give a HS career
exploration course at Whittier Voc Tech
MA DMR operates a summer youth jobs
program

Human Services Research Institute
Career Ladder Initiatives – related
industries:

Delaware CNAs Advance to Senior CNA job
title/ responsibility after 50 hours of training
(leadership, mentoring, geriatrics etc)

MA Extended Care Career Ladder Initiative –
5 million in grants to SNFs to pilot career
ladders where promotion is linked to
training

Worker Cooperative models

Entrepreneurial models
Human Services Research Institute
The Decency Principles

Offer a living wage25K per year

Provide workers with
affordable health
coverage--pro-rated for
less than full-

Facilitate access to
affordable housing

Provide access to safe
and affordable child care
Human Services Research Institute