Integrating Behaviour Support Policy in OHS & Behaviour Support Regional Meeting

1. NDS NSW OHS & Behaviour Support Regional MeetingADHC Behaviour Support Policy and Practice Manual (January 2009) Facilitator: Rob Watson

2. WELCOME • Introduction - Facilitator • Discussion on working towards successfully integrate the Behaviour Support Policy and Practice Manual with OH&S systems; and • discuss the further development of networks of good behaviour support practice.

3. Who attended the 2 day session? • Have you had an opportunity to compare and contrast PART 1 of the ADHC Behaviour Support: Policy and Practice Manual (January2009) with your own organisation’s current behaviour support policy and work practices? • Have you developed clear and practicable guidelines for the implementation of PART 1 of the ADHC Behaviour Support: Policy and Practice Manual (January 2009) within your own organisation? • Have you developed a clear timetable for training of staff within your own organisation in the application of the ADHC Behaviour Support: Policy and Practice Manual (January 2009).

4. What would you like to take away with you from this session?

5. Activity What is meant by the term challenging Behaviour? Challenging behaviour may be defined as: “Behaviour…of such an intensity, frequency or duration as to threaten the quality of life and/or the physical safety of the individual or others and is likely to lead to responses that are restrictive, aversive or result in exclusion’ (page18) What is Challenging Behaviour? What might the client want out of it? What could be possible triggers (antecedent) for some behaviour? What could be the outcome (consequence) of a challenging behaviour?

6. ADHC has introduced a revised behaviour support: Policy and Practice Manual (January 2009) • PART 1- Policy and Practice (the blue book) is applicable to all disability services delivered or funded by the NSW Ageing, Disability and Home Care (ADHC) of the NSW Human Services Sector (January 2009) • PART 2- ADHC Procedures and Templates (the orange book), is specifically for services delivered by ADHC but it is also provided to ADHC-funded services to support their own work practices. REVISED BEHAVIOUR SUPPORT POLICY

7. Outlines minimum requirements for behaviour support services. TARGET GROUP FOR POLICY • Applies to all services for adults, children and young people with an intellectual disability funded by, or provided directly by ADHC. THE WORKSHOP • A two day workshop was held over the state of NSW for ADHC funded organisations. (*not all would of attended the workshop) PURPOSE OF POLICY

8. Activity - PART 1 of the ADHC Behaviour Support: Policy and Practice Manual (January2009) The positive approach 1) The aim of positive approaches to behaviour support is to provide a respectful and sensitive environment in which the service user is empowered to achieve and maintain the individual lifestyle goals. (Page 20) 2) All Service Providers are expected to develop and maintain an RPA mechanism that addresses the purpose in order to manage the use of Restricted Practise and maintain rigorous standards within their own service. (page 31) (can be clinically justified, are authorised within the context of ADHC work practise, include provision for appropriate consent and can be safely implemented and monitored)

9. Handout - Self audit tool and identify any barriers. • Question 3 - Within your organisation were you able to developed clear and practicable guidelines for the implementation of PART 1 of the ADHC Behaviour Support: Policy and Practice Manual (January 2009)? • Handout sample – Action Plan and discuss • Question 7 – Has your organisation conducted a training needs analysis on behaviour support and completed a training schedule? • Handout sample – Training needs analysis and discuss & “Am I Ready” HANDOUTS

10. A Resource to the network • NDS sent out an invite to the ADHC Behaviour Support Practitioners (BSP) across the state to the NDS regions forums, to have a representative in attendance. • In some regions the team is identified as the Regional Behaviour Intervention Team (RBIT) • In conjunction with the RBIT we are aim for there involvement in the Behaviour Support Network (now this can be further strengthening a current network or one to be developed)

11. With a RBIT member in attendance at these network meetings this would; • provide a level of experience, • assist in simplifying some of the Behaviour Support Policy and work practice from their experience, • assist with further resources that is available to organisations, • work with the group through the ADHC referral process and • promote the network group and attend future sessions.

12. Inclusive Communication And Behaviour Support (ICAB) • ICAB – Applies a range of communication strategies for the client. • Example, The use of personal communication dictionaries (PCD’s), chat books, all about me books, touch cues, Key Word Signs and gestures, object symbol and multisensory environments (MSE). Example of THE BENEFITS OF A PROACTIVE APPROACH

13. This training in has been provided to staff employed by the Department of Ageing, Disability and Home Care (DADHC). This training package was designed in Victoria by the Department of Human Services. In 2004/2005, 75 staff were trained, in 2005/2006, 125 staff were trained, in 2006/2007, 995 staff were trained and it is planned that over 1,000 staff working in group homes and large residential settings will be trained for the 2007/2008 year. There has been a huge increase in understanding that AAC is important. In 2007 both ICABS and Makaton NSW were nominated for the NSW Premier’s Awards. • Hunter region involvement in ICAB Augmentative and Alternative Communication (AAC)

14. THE DELICATE BALANCE

15. Working in the disability sector can be very rewarding however, at times, it also presents challenges due to the risks present in the workplace for staff and service users and the organisation’s “duty of care” to both staff and service users as outlined in the Occupational Health and Safety Act of NSW (2000) and the OHS Regulation (2001) and other relevant NSW legislations (Disability Services Act 1993 and Standards), THE DELICATE BALANCE

16. We to ensure we have established and are committed to the effective implementation of their Occupational Health and Safety policy and OHS&IM standard to achieve a work environment of zero incidents and injuries for all people that work or who live within a group home, respite unit, attend a day program or post school options, who visit a ADHC funded worksite or attend a community access program. WHAT DOES THE LAW STATE?

17. Occupational Health and Safety (OHS) Risk Management is the process of identifying hazards, assessing the consequence and the likelihood of harm and taking appropriate actions to eliminate, improve and control the risks and reviewing risk assessments and control measures developed • Risk management is not only a legislated responsibility; it is also a vital aspect of prevention of violence. WHAT IS OHS RISK MANAGEMENT?

18. Some of the most important benefits of good risk management are: • Prevention of injuries and incidents; • Reduces severity of injuries occurring; • Safer and healthier workplace; • Assists to reinforce a pro-active focused safety culture within the workplace; • Reduced workers compensation premium costs and • Ensures legislative compliance by the organisation and all staff. Why is OHS Risk Management Important?

19. Occupational Violence • Manual Handling • Slips, Trips and Fall THE TOP 3 INCIDENTS WITHIN THE DISABILITY SECTOR?

20. NSW WorkCover • Occupational Violence is defined as any incident where a worker is physically attacked or threatened in the workplace or during workplace activities. • (Client assaulting a staff, bulling and harassment within the workplace, carer assaulting or verbal abuse to a staff member or another client, staff member abused by someone in the community) What is occupational violence?

21. Behaviour Support Policy and Work Practice (in accordance to ADHC Behaviour Support Policy and Practice Manual (January 2009)) • Risk Management Policy and Procedure (OHS Act 2000 and Regulations 2001) • Aggression in the Workplace Policy and Procedures (in accordance to OHS Act 2000 and Regulations 2001) • Bullying and Harassment Policy and Procedures (Dignity and Respect) (in accordance to NSW WorkCover and OHS Act 2000 and Regulations 2001) OHS Risk Management - example of 4 policies in addressing Occupational Violence

22. Would your organisation attend an established or contribute to a behaviour intervention network within your region?

23. Open to the floor for further discussion What would you like to see as a discussion at these network meetings?

24. Conclusion of this session • Feedback from your self audit sheets and discussion throughout this session will assist in future direction and more resources and funding applications of support to ADHC, • NDS OHS forum will forward to you the links of a number of resources available to you including the Behaviour Intervention Network Group. Good Luck