New York State Talent Development Consortium: DSP Competency Project Update

1. New York State Talent Development Consortium:DSP Competency Project Update A Collaborative Approach for Improved Outcomes

2. Goal of the Consortium Design, implement and maintain a consistent, enterprise wide outcome focused approach to developing and sustaining talent in the field of developmental disabilities and thereby provide consistent, high quality supports and services to all individuals we support.

3. Positive Quality Outcomes for the People We Serve

4. Statewide Steering CommitteeA True Collaboration National Workforce Experts

5. Priority Project for the Consortium • Develop a standardized set of competencies for Direct Support Professionals (DSP) • Create a training plan that outlines resources to master DSP competencies • Develop evaluation tools for use by supervisors and others • Establish evaluation methods focused on person-centered outcomes

6. Progress on DSP Competency Development Researched DSP competencies currently in place and identified best practices Developed competencies targeted to NYS DD System and vetted the competences with stakeholder groups and national experts Developed evaluation tools for use by supervisors and others and vetted evaluation tools with stakeholder groups and national experts Currently identifying and compiling a list of learning resources to support the competencies Piloting DSP Competencies

7. What is a competency based program? Setting standard of support How our staff should be performing everyday Not just a training or evaluation program Skill based competency program Objectives are measurable through defined tasks

8. Competencies • Aligned with the mission, vision, and goals of our system. Based on Strategic Framework. • Encompasses 7 Goal Areas • Includes a Code of Ethics • Leads to improved quality of life for people with developmental disabilities.

9. Competency Structure • Goal Statement • Competency Areas • Skill Statements • Tasks

10. Structure of Competencies

11. Goal 1: Putting People First Supporting a person’s unique capacities, personality and potential Getting to know the person through assessment and discovery Advocacy Facilitating personal growth and development Facilitation of services

12. Goal 2: Building and Maintaining Positive Relationships • Building and maintaining positive relationships • Meaningful communication

13. Goal 3: Demonstrating Professionalism Professional relationships Professional behavior Diversity and inclusion Documentation Education, training and self-development Organizational participation Ethics

14. Goal 4: Supporting Good Health • Promoting positive behavior and supports • Supporting health and wellness • Recognizing, preventing and reporting abuse

15. Goal 5: Supporting Safety • Safety first • Supporting crisis prevention, intervention and resolution • Ensures safety of individuals during environmental emergencies

16. Goal 6: Having a Home • Supporting people to live in the home of their choice

17. Goal 7: Being Active and Productive in Society • Active participation in the community • Employment, educational and career goal attainment

18. Code of Ethics The DSP Workgroup recommended and the Steering Committee adopted, the NADSP Code of Ethics for DSP’s in the NYS DD System. The NADSP Code of Ethics has been added to the Core Competencies document. Implementation of the Code will be integrated into the plan for the competencies as well.

19. How do DSPs learn skills? OJT Teaching and Modeling Observation and Feedback Coaching/Repetition/Feedback Learning Resources (Webpage)

20. Accountability Evaluation Provide Feedback Develop learning plan Review 3 Evaluation Tools

21. Evaluation Tools Initial (3 Month) Annual Individual, Family, or Other Advocate Tools can also be used for Self-Evaluation

22. Structure of Evaluation Tools

23. Implementation of Competencies • Workgroup and Steering Committee pilots • Agencies • Processes and feedback • Present at Provider Association and Agency Conferences • NYSACRA Regional Activities • Mid Hudson Coalition • NYSRA • Others • Recommendations

24. Align PerformanceManagement Systems DSP Performance will be measured by their ability to demonstrate the new competencies Supervisory training and resources are being identified/developed to support supervisors’ ability to evaluate skills using the new tools

25. Develop Outcome Measures DSP Workgroup has met with OPWDD Strategic Planning and Performance Measurement staff Outcome measures encompassing both the technical skills and the value-based skills in the new competencies will be applied to determine the effect on the desired outcomes

26. DSP Competencies OverviewTalking Points Introduction- Need for Change Improve Quality of Supports Delivered Focus attention on the person served & achievement of desired outcomes Standardize Training Topics Improve Professionalism Support for Current Employees  Improve Portability of Skills & Decrease Re-training Costs Why a Code of Ethics? What are the new components? Will this cause a need for additional training and more work? Do we already do this?

27. Workgroup Early Lessons Learned Involve human resources and leadership early Identify DSP job titles Identify stakeholders Crosswalk competencies with current training to identify gaps Consider hiring Individuals with Developmental Disabilities to help with training Feedback indicates that supervisory staff really like the tool so get them to use it

28. Workgroup Early Lessons Learned (Cont) Know your agency and system Just do it Combine forms and evaluation tools…don’t want 2 separate evaluation forms Identify champion in agency to be positive leader Review overview document (talking points) Supervisor preparation is essential

29. Next Steps for DSP Competencies Identify supervisory training and resources to support the use of the new tools Create an online learning resource library Expand pilot to other agencies

30. Next Steps for DSP Competencies (Cont) Begin regional roll out of the new competencies and supporting tools Consortium members are making themselves available to share information on the competencies at association meetings and/or professional conferences

31. Regional Implementation Plan Sept 2012 – DSP Workgroup agencies continue implementation Sept/Oct 2012 – Steering Committee agencies begin organizational readiness activities Nov 2012 - Jan 2013 – Workgroup members meet with OPWDD DDRO Regional Directors and Voluntary Provider Regional Representatives to begin planning rollout of competencies. Regional Directors meet with stakeholders and plan for regional implementation. Regions finalize plans and start implementation. Nov 2012 - Jan 2013 – Workgroup members meet with OPWDD DDSOO Regional Directors to begin planning stateside rollout of competencies. Regional Directors meet with stakeholders and plan for regional implementation. Regions finalize plans and start implementation. Nov 2012 – Steering Committee agencies begin implementation Nov/Dec 2012 – Develop person centered outcome measures

32. Regional Implementation Plan (Cont) Nov/Dec 2012 – Workgroup completes any final edits based on feedback Dec 2012 – Launch of website. Competencies, Tools, Learning Resources, and other web based supporting materials will be made available Jan 2013 – Announcement to field Jan 2013 – Steering Committee meeting March 2013 – Regional agencies begin organizational readiness activities April 2013 – Workgroup provides Steering Committee update on progress April 2013 – Regional agencies and OPWDD begin implementation May 2014 – Complete implementation May 2014 – Ongoing – Assessment

33. Organizational Readiness 1. Form Implementation Team including ambassador from workgroup 2. Educate leadership team 3. Assess current performance evaluation system 4. Crosswalk current staff development resources with competencies 5. Identify skills that will be developed on the job through mentoring and coaching 6. Identify gaps 7. Research and identify necessary learning resources 8. Educate and prepare supervisors

34. Next Project for the Consortium Develop Supervisory Competencies Assemble a diverse team to adopt supervisory competencies for the NYS Developmental Disabilities System.

35. Communication/Feedback Plan • DSP Competency Website will provide information about program • Email account being set up for questions and comments • DSPCompetencies@opwdd.ny.gov • Workgroup members will serve as ambassadors to regions

36. Table Talk • With the people at your table, discuss the following points: • What are the benefits to having established core competencies that you can see? • Consider how you currently learn the skills you use daily. Can you think of other ways and resources to develop the new skills represented in the core competencies? • Based on the goal statements and competency areas, in what skill areas might you personally need to build your skills? • Do you know of any good resources we should encourage trainers to use to develop these skills in new DSPs?

37. Thank you!Questions and Answers Additional feedback, questions, and/or concerns can be sent to: Perry Samowitz at PSamowitz@yai.org Jeremiah Coleman at Jeremiah.Coleman@opwdd.ny.gov