Kansans Mobilizing for Direct Support Workforce Change
Advisory Committee Meeting
September 14-15, 2004
Wichita, KS
Meeting Summary

Attendance September 14:
Marcia Dechand, Marsha Dill, Marcie Grace, Mark Harper, Pattie Knauff, Shelly May, Gary Merklein, Angie Reinking, Kelly Smith, Kathy Stiffler, Kathy Walter, Connie Zienkewicz, Kathy Olson, Patty Black Moore.

Attendance September 15:
Marcia Dechand, Marcie Grace, Mark Harper, Pattie Knauff, Gary Merklein, Angie Reinking, Mark Newbold, Kelly Smith, Kathy Stiffler, Mary Jo Temple, Kathy Walter, Kathy Olson, Patty Black Moore.

Introduction and Welcome

• Roll Call question of continuing partners: What is one thing you would like to celebrate from your organization in terms of how a staff member or person with a disability has benefited from this project?
• New participants were welcomed and asked: What is one thing that you would like to learn from this project?

  Marsha Dill: Starkey is using the RJP video in their hiring process. She notes that without the Removing the Revolving Door (RRD) training, one might not have understood that a person turning down a job after viewing the RJP was a good thing! They heard a variety of comments including: “it’s not for me” and “it’s not the job I thought it was”. Marsha notes that the RJP has changed their approach to hiring. The RJP is viewed when people get the application. Applicants must watch it before they turn in the application. They are approaching the first 90 day evaluation of people hired who viewed the RJP first and will gather data from these new staff as to how the RJP matched their expectations of their job with Starkey. Reminder: Organizations can have their own customized RJP video through the University of Minnesota for a price.

  Kathy Walter reports that Arrowhead West is finding that having applicants view the RJP video before the interview is working effectively for them. Staff who have been interviewed at 30 days into their employment say the job is what they expected. Kathy notes that using the RJP has slowed down the hiring process, forces employers to slow down and take a closer look. They hope to look at long term, to see if people stay longer. They are using the Marketing Toolkit for college/university job fairs. They are also using the RRD training. As with anything new, they have had to overcome some procedural changes and everyone getting used to a new system.

  Mark Harper told us that Lakemary Center has revamped their orientation, with a lot of good feedback from staff. Staff have particularly noted a preference for the information on the history of developmental disability services, abuse/neglect/exploitation, professionalism, and paperwork. They’ve had their plan in place for about one year. They now spread out orientation over several weeks. They have done one RRD supervisor training. They received good feedback from staff, i.e., how much it helped them. And like the orientation schedule, they have spread these training sessions out over several weeks, then staff come back to the group and talk about how they have applied what they learned to their day to day work schedule.

  Marcia Dechand, TARC, reported that TARC is using the RJP in the hiring process for their Day Service staff. The College of Direct Support had been a big success for the three staff who have gone through the lessons. She says she’s seen some big changes in self-confidence and in developing leadership skills. Their struggle is to find the time for training.

  Kelly Smith, SACK advocate, has showed the RJP DVD to her staff. She notes that they’ve learned how to handle stress better.

  Angie Reinking, SACK representative was impressed with the 1st Annual Reception and Celebration. She complimented the program and noted that even the shyest DSPs were developing additional skills by accepting the challenge of telling their stories to the group.

  Kathy Stiffler, Individual Support Systems said that “Credentialing has been a big thing for ISS.” She reported that six DSPs finished all of their work for the Ad Astra Progarm’s Initial Proficiency Certificate. She said that one DSP said, “I’m a better person”. She told us that the candidates were more successful, more respectful to clients, supervisors, and parents. She described the selection process ISS used. Equal numbers representing exemplary staff and staff who were possibly less committed to their positions were selected as candidates. She notes, “It’s been a really positive experience for all.”

  Kathy Olson, Kansas University Center on Developmental Disabilities reported that trainers from ResCare Connections, St. Paul, will be providing RRD training to Kansas and Oklahoma ResCare organizations. They have changed their bonus program and orientation among other things. Kathy says, “It is great to see the success of the secondary training.”

  Shelly May, Kansas Council on Developmental Disabilities is presenting on October 4th. She needs project information from October 2003 to September 30, 2003 by Monday, September 27 to use in her presentation. Please send your information to her directly. Thanks.

  Marcie Grace, Creative Community Living, laughed at our question and countered with: What is the same? They’ve changed management style to participatory management style. They use the realistic job preview concept in three ways: the RJP video, a scrapbook customized by each residential setting and a visit to the home. They piloted a mentoring program although they have stepped back from that. They are now doing a referral bonus. She noted that with the mentee bonus they found that money was not the biggest thing, that the relationship was important, too. She reported that because clients have less people passing through their lives, that services are improved.

  Gary Merklein, DSNWK. This project has really effected our organization’s sense of community, departments are working together around various project topics, marketing, College of Frontline Supervisor staff development program, focus is on the improved life of the person served. Overall he’s seen an increase in teamwork, common focus, and working together.

  Pattie Knauff, KETCH reports they’ve found the use of the RJP video to be really positive. She notes that frontline supervisors are half way through RRD training and that supervisors are very supportive. Turnover has not been impacted, but says, “give it time.”

Miscellaneous Housekeeping Issues

• Committee viewed the CH 13 news videotape of the 1st Annual Reception and Celebration, July 21, 2004.
• Updated contact lists were distributed. Send additional changes to Patty Black Moore.
• We celebrated the birth of Traci Laliberte’s daughter, Greta Breisch Laliberte, born September 5, 2004.
• Project business cards are available. Contact Kathy Olson or Patty to order.

Kansas Alliance of Direct Support Professionals (KADSP):

• Marcie Grace, KADSP staff advisor, reported the group’s first goal is to make a difference politically. Loaned Marcie the Legislative packet and issue of Impact. They will develop a talking point sheet. Marcie is the contact person.
• The next meeting of the KADSP is September 29 at The Arc of Sedgwick County, 2-4 pm, Wichita. Organizations currently participating: Starkey, Arrowhead West, CCL.
• Website: DSPs are working on a logo for the website.
• Hope to use InterHab conference to tell other Kansas organizations about opportunities, develop leadership to increase numbers.
• To get involvement across the state:
  • Plan to have October mtg. Hope to have Hartford, Inc. host.
  • Could distribute KADSP flyer at project booth at InterHab.
  • Could have regional groups. Then Reps meet as a statewide group quarterly.
  • Look at LA website.
  • Group needs to establish parameters. Suggest using conference phone calls for some meetings.

New Grant

• Note that September 23 is the mediation day for the SRS/CDDO contracts. Project funding may not be forthcoming until contracts are signed.
• Support the development of a state comprehensive workforce development plan
• Distribute
  • Realistic Job Preview video/DVD
  • Marketing Toolkit •
• Provide training to Community Service Providers from each CDDO region
  • Removing the Revolving Door Curriculum
  • Peer Empowerment Program o Power of Diversity •
• The College of Direct Support
• Continue access through September 30th of 2005
• Technical support
• Administrative support to self-advocates
• Monitor utilization of the training
• Updating Kansas-specific content in the CDS
• The Kansans Mobilizing for Direct Support Workforce Change Advisory Committee, o Meetings
  • Workgroups Note that KU can set up group phone calls for $9.95 each so supporting workgroup calls should be very affordable.
  • Phone calls
• Project website
• Kansas chapter of the National Association of Direct Support Professionals
• Development of a website
• Development of a poster
• Support correspondence, etc.

The KMFC project website: New address is http://www.workforce.lsi.ku.edu

Goal to have KMFC website updated by InterHab
Conference Suggestions for change should be directed to Patty Black

KADSP:

KADSP wants a website and poster.
Marcie will coordinate with Patty.

CDS:

• Current Status – Use has been rapidly increasing

College of Direct Support
Status of Current Use

• Some organizations are starting on a very small scale. A few people who access many lessons may be a good approach to build capacity.
• Partners need to decide whether to share/not share administrative duties and money. KMFC will survey and share information.
• We should ask if there is a data loss if service is discontinued or disrupted. MC Strategies assures that although access may temporarily be disrupted if the State Contract is not in place, no data would be lost and no difficulty in restarting should occur.
• Paradigm shift – logistical reasons for non use.
• The CDS module Cultural Competence is now online. We will check with John Sauer to find out when the new modules will be available.
• We will ask partners if they want to participate. If not, are there other ways for people/ organizations to participate? It may be a challenge as we would need to set up a competitive process to be fair to all who may be interested. Since CDS cost is based on # of people served any replacement agency would need to be of the same size as a previous agency.

Conference Presentations

• InterHab Conference, October 20-22, 2004
  • Project Presentations Introduction to the Kansas Chapter of Direct Support Professionals. Presenters: Marcie Grace, Ame Cooke, Charolette Smith, Creative Community Living, Wednesday, October 20 at 3:45 to 4:45 pm
• Building Careers for Direct Support Professionals: Credentialing, 6 Apprenticeship and On-line Training; Presenters: Kathy Stiffler & Janel Crawshaw, Individual Support Systems; Kathleen Olson, Kansas University Center on Developmental Disabilities, Thursday, October 21 at 8:30 to 9:30 am
• Removing the Revolving Door. Presenters: Kathleen Olson, Kansas University Center on Developmental Disabilities; Sarah Emrick, Creative Community Living; Pattie Knauff, KETCH; Larry McManaman, Hartford; Kathy Walter, Arrowhead West; Sarah Williams, JCDS, Thursday, October 21 at 9:45 to 10:45 am
• FYI - Dual Diagnosis, Presenter:Kathleen Olson,Kansas University Center on Developmental Disabilities, Thursday, October 21 at 11:00 to 12 Noon
• Project Booth - Thursday, October 21 at 12:00 to 1:30 pm ~Trade Show, Member Market and Buffet Lunch

During lunch on Thursday, not only will vendors be displaying and selling their products and services, but so will we! Decide on what to display in our booth. Volunteers include: Dan Hermreck, Tracy Melte, Larry McManaman. Others? We will buy a basket from TARC for the InterHab Conference Raffle Giveaway. Booth suggestion: Should we ask if we can still get electricity, news video, Ad Astra video, RJP video?

• SACK Conference, October 30 and 31, 2004

Hiring and Training Personal Assistants (Proposed Presentation) InterHab conference
Kathy Olson and Kelly will present at the SACK Conference.
Angie distributed announcements and encouraged people to send consumers and PAs to the conference.

Increasing Involvement of Families and Self-Advocates (Connie Zienkewicz, Families Together, joined us for the discussion)

• There have been concerns that RRD is organization based. The relevance of all aspects for families is limited.
• Issues with families
  • Turnover: Maybe families have a little less turnover, except college students graduate. Relationship is different when families/staff because of one on one. Families have to be their own back up.
  • Differences in marketing to OT and Spec Ed university students. Offers opportunity to learn for students, role of families in person’s life; attend IEP meeting. Great flexible job while you’re going to college. Connie emphasized fun stuff. Define “personal care” in the interview. Format should be written material and tailored to individual needs.
  • Good support evolves because of relationships.
• The componets with the most relevance are 7
  • Marketing/Recruitment piece
  • RJP video/scrapbook
  • Structured behavioral interviewing
  • CDS

Increasing Family Use of CDS and Other Project Components

• Families Together will link project website to their site; put information in their newsletter as we have information, Connie noted that the families who access their website are probably families who have the knowledge and equipment to use the CDS.
• We should consider how can facilitate computer access for CDS at a public site or get organizational support.
• College students: Can CDS tie into their college program and benefit families? Could add to resume.
• Work with:
  • Families Together
  • Mitch Druecker
  • Choices Network, AJ
  • Others?
• Maybe RJP video specifically for persons with DD who self direct – person/a person with developmental disability is the boss – maybe pick and choose components.
• Maybe let ILC be aware of what CDS offers.
• Families who have a difficult situation, personalized RJP, could be a scrapbook. Families need to be clear about job expectations; service provider is not family babysitter/maid.
• Look at providing family friendly information on the website. Connect through people at Families Together. Offer CDS subset for families. Different CDS subset for adults who self direct.
• Develop an information sheet with points/resources/tips.
• Statewide Conferences for Families will be in:
  • Garden City in October
  • Overland Park in February
• Maybe use CFS online for selected skills.
• Gary – Described program where you can build a module, only pay for what you use through Wichita State University.
• We will also write an article for the Families Together newsletter.
• Develop materials that are family-friendly.

How Are We Going to Proceed with RRD Training?

Overview

• Reviewed budget items for RRD
• Take training to CDDOs
• Could offer 2 one day sessions, more staff could come
• Could offer statewide Train-the –Trainer maybe 3 X
• Also offer RRD training in CDDOs 8
• Could offer co-trainer to go back to organization
• Consider developing regional trainers support group
• Use online CFS with discussion groups monthly
• Could offer to affiliates, put it on CDDO calendar
• Preliminary packet of information. Schedule space, topics
• Organizations get training, curriculum, RJP, Marketing toolkit
• Offer Train-the-Trainer at a later date
• How to make trainers accountable? When they attend Train-the-Trainer we could explain reporting requirements
• Who will distribute information to the affiliates/CSPs? How will we know?
• We should develop a brochure to reach CSPs

Where are we now? (Reviewed Maps)

RRD Training (15 CDDO areas; 31 CSPs)
RRD Trainers (7 CDDO areas; 25 trainers)
PEP Training (7 CDDO areas; 25 trainers)
POD Training (7 CDDO areas)

Planning for RRD – 2 day training

• Materials for trainees (learner guide)
• Each agency gets 1 copy RJP, 1 copy Marketing Toolkit
• Offer them opportunity to buy additional supplies
• Charge $20 per person for 2-day training with lunch and snacks.
• 25-30 target number.
• Register on website through KU. KU should handle money and pay for lunch.

RRD Train-the-Trainer should be a one day session

• Should be offered 2 x year from 8 am to 5 pm
• $10 fee for lunch/snack
• Register, pay through KU and get the “big” book
• Class size should be 10-12
• Must have attended previous RRD training

Next Step

• Gather trainers to get dates, trainers, locations
• 2 day trainings should be from 9 am to 4 pm
• Try for 2 trainers per site
  • CCL commits to teaching 3 x per year
  • KETCH 2 x per year 9

Second Day: September 15, 2004 – 9 am

Ad Astra: Credentialing and Apprenticeship Program

• Eight individuals successfully completed the initial proficiency level of Ad Astra. Portions of their personal stories and samples of their work were shared with the group. The work was impressive.
• Discussion of the selection process occurred.
• The incentives and training process were reviewed.
• Discussion included the challenges and rewards of Ad Astra.

Results of Poll on Use of the Project Components: (See end of this document for results)

Continuing Activities

• Need to poll rest of the group, project activities
• Consider offering RJP training for HR personnel, Trainers and Supervisors, maybe CDDO
• Mark Newbold and Pattie will show RJP at InterHab HR Group
• The Alliance is very interested

Marketing Toolkit

• TARC – time limitation are factor
• CCL – using some of it
• CLASS – educational process – not time right now –doing 3 PSAs right now, been taking up her time. Thinks they will use it down the road.
• KETCH – Using for the Job Fairs, adapted it.

Data Collection Form

• Contracts are with CDDOs
• We think it is important to use the same formula. CCL and ISS use project form.
• CLASS and TARC do it as an extra form, but would like to use project forms exclusively at some point.

Structural behavioral interviewing

• All like it and plan to use it. Bonus programs
• DSNWK – going thru changes not sure where it’s going.
• TARC – In place for years – have modified it somewhat, paying it in increments now.

Welcoming

• CLASS has adapted employee recognition survey tied into 90 day performance review. 10 Orientation • KETCH looking at changes.

RRD

• 5 agencies doing it, 3 planning to use it.

We need to gather project data, put a data collection system in place?

College of Frontline Supervision

• 6 month window? Clarify time line

Peer Empowerment Program (PEP)

• CLASS may need better understanding of what it is. Did mentoring before, shot down by administration.
• LMC has trained 3 mentors, still working on their plan
• CCL has trained mentors with PEP, adapted program for CCL, however has dropped program, not that much buy in, takes too much time.
• KETCH wants supervisors to be the mentors, wants no excuses for supervisors not to do their job.
• TARC almost had it, everybody was a leader, now philosophy has shifted. TARC probably will not use PEP.
• CLASS suggested mentoring is the umbrella topic, PEP is the subset.
• We need to clarify exactly how this (PEP) works.

Power of Diversity (POD)

• Look at it
• KETCH, uses it, has offered it to other organizations, taught at Starkey
• CLASS does cultural diversity training, Opener: everybody has a story, how did you and your family wind up where you are?
• Promote PEP and POD through RRD training
• Offer PEP and POD later in the year.
• We will need to capture this data (# trained)

Ad Astra

• TARC – biggest fears we had is money
• Arrowhead – long term pay needs to be considered, will not pay for time for employees to do CDS
• ISS – everyone knew they could get a pay raise. They have established a base rate. Raises will be tied to increased skills. Evaluation based on team performance. Bonus will be tied to increased skills. Will not be paying raises just for longevity.
• CCL - DSPs may be interested. CCL wants it for their DSPs.
• Ad Astra Apprenticeship standards are in editing process. We’re preparing a final copy. Once that is in place, there may be Dept of Labor funds or SRS workforce Dev. Funds. Kathy Walter will talk to SRS person, keep her up to date
• CLASS uses one stop employment center, finds them more effective than job service. One stop job service and other services.
• Kathy Stiffler will call Dolores. If needed we will set up phone call meeting. Try for this fall.

Building a Legislative Agenda

• Need to acknowledge SRS for continuing funding
• Can we collaborate with InterHab, SACK, KADSP, on legislative issues?
• KADSP has political action as their first and only goal. Possible activities:
  • Have someone speak to them (maybe ask Tom Laing to review talking points. InterHab has credible statistics.)
  • Use website as a clearinghouse for information, provide links
  • Angie (SACK) says that they can provide “sample” testimony, could be used as a template
• Support KASDP with advocacy information o Strategizing/Practical Tips
  • Template for DSP
  • Strategies
  • 10 top ways to…
    • Talk to Dan and Marcia (TARC) about information they may already have to create a “tip sheet”
• Legislators like to hear real stories, new people, i.e, this is what this money has meant to me and my family or people with dd.
• Start our own grassroots effort
• Sponsor lunches?
• Is there anything we can do to support effort?
• Develop talking points
• Educate DSPs on how process works

  Want info
  This is what works
  This is who you contact

• Sources of Information
  • KS Chamber of Commerce, Topeka has legislative materials, names, pictures of legislators.
  • NAMI in KS, has information about disability issues, legislature, voting records o Debi/JCDS is doing a survey on behalf of InterHab agencies
• Link to websites that address above info
• CLASS – company attorney is a state legislator who says 10 letters is a “Ground swell”
• SACK would participate, letter writing, committee
• Questions arose about voter registration for consumers. Angie and Kelly provided information. They also noted that at a recent event for consumers many DSPs registered.
  • For voter registration, contact county for forms or can register online.
• How to communicate the facts into a personal story.
• Angie related that Jim Blume was able to relate the economic value of DD services to legislators.
• Discussion included inviting someone to speak to KMFC regarding legislative strategies. Rocky Nichols (KAPS) was a legislator, knows how to impact the legislative process. Representatives from the Alliance and InterHab are a possibility ( Don’t schedule during their busy time Jan – March). Note that we want practical stuff not just a motivational speech.
• Big Tent coalition usually focuses on other issues but we should check with them
• Our legislative focus:
  • Tell how KMFC was useful, want project to be funded

Other Final Thoughts

• Consider an Annual DSP Award
  • Develop criteria for KMFC DSP award?
  • Look at National and regional competitions and make info available
  • Marcia will check to see who is eligible for the Irwin Segal Insurance. Carriers award which includes a monetary prize.
  • SACK has an award – Best Self Support Advocate?
• InterHab DSP Conference
  • We would like to encourage DSPs to be involved with planning conference.
  • Ad Astra candidates and/or KADSP could present at DSP Conference.
  • Gay Quinn, Cottonwood may be involved with the DSP Conference. Mark N. will check with Gay.
  • Marcia will call InterHab to inquire about DSP Conference details.
• Moving Mountains Award We will bring the information and application to the December meeting.
  • Everyone is encourage to send project stories to Kathy/Patty about impact of project on consumers, DSPs, and organizations.
  • We should all review the PEP for the next meeting
  • Participants viewed the meeting positively and liked all the ideas/opportunities to network

Next meeting:

December 15, at 10 am to 4 pm at SRS Learning Center, Room C, Topeka 13

Summary of Use of Project Components

Scale

1. Our organization is doing this as a result of KMFC
2. Our organization has not done this yet but has a concrete plan to do this within a year
3. Our organization is thinking about doing this
4. Our organization hasn’t given this any consideration
5. Our organization decided not to do this
6. Other (for example: We are using a similar strategy before KMFC and continue its use exactly as we did before KMFC.)

Participated in Power Of Diversity (POD)

1. KETCH
2. ISS, Starkey
3. CCL, TARC, Arrowhead West, DSNWK, CLASS
4. Lakemary Center
5. *
6. *

Participated in Peer Empowerment Program (PEP)

1. CCL, ISS
2. TARC, Lakemary Center
3. DSNWK, Starkey, CLASS
4. Arrowhead West
5. KETCH
6. *

Have one or more staff enrolled in College of Frontline Supervision - online

1. ISS, DSNWK
2. TARC, CLASS
3. CCL, Lakemary Center, Arrowhead West, Starkey, KETCH
4. *
5. *
6. *

Provide the Removing the Revolving Door (RRD) Frontline Supervisor Training

1. Lakemary Center, ISS, KETCH, Arrowhead West, Starkey
2. CCL, TARC, CLASS
3. DSNWK
4. *
5. *
6. *

Use the College of Direct Support (CDS)

1. TARC, ISS, Arrowhead West, DSNWK, Starkey, CLASS
2. CCL, Lakemary Center, KETCH
3. *
4. *
5. *
6. *

Revise orientation procedure due to RRD information

1. Lakemary Center, CCL, TARC, Arrowhead West, ISS, KETCH
2. *
3. CLASS
4. *
5. *
6. Starkey

Change the way we welcome and support new employees

1. CCL, KETCH, Lakemary Center, ISS, DSNWK, CLASS
2. Arrowhead West, Starkey
3. *
4. *
5. SACK(Kelly)
6. TARC

Implemented a Employee Recognition strategy

1. Arrowhead West, TARC, CLASS
2. CCL
3. KETCH
4. *
5. SACK(Kelly)
6. DSNWK, ISS, Starkey, Lakemary Center

Use the Apprenticeship Program (Ad Astra)

1. DSNWK, ISS
2. *
3. TARC
4. Arrowhead West, CCL, Lakemary Center, CLASS
5. Starkey, KETCH
6. *

Started a Mentoring Program

1. CCL
2. Lakemary Center, TARC
3. Arrowhead West, Starkey
4. CLASS
5. KETCH
6. DSNWK, ISS

Recruitment Bonus Program incorporate KMFC strategies

1. KETCH, Arrowhead West, CCL, Lakemary Center, TARC
2. *
3. ISS
4. *
5. CLASS
6. DSNWK, Starkey

We show the Realistic Job Preview

1. KETCH, Arrowhead West, CCL, DSNWK, Starkey, TARC, ISS, CLASS
2. Lakemary Center
3. *
4. *
5. SACK(Kelly)
6. *

Use project data form to collect and assess recruitment and retention info

1. KETCH, Arrowhead West, CCL, DSNWK, Starkey, TARC, ISS, CLASS, Lakemary Center
2. *
3. *
4. *
5. *
6. *

Revise staff interview procedure based information on interviewing we learned in the project such as Structured Behavioral Interviewing

1. KETCH, DSNWK, Starkey, CCL, Lakemary Center, TARC
2. CLASS
3. Arrowhead West
4. *
5. *
6. ISS

Marketing practices use components of the Marketing Toolkit and its Targeted Marketing Strategies

1. Ketch, DSNWK, Arrowhead West
2. CCL, Lakemary Center, TARC, ISS, Starkey 3
3. CLASS
4. *
5. *
6. *