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Oregon Supported Employment Center for Excellence

Oregon Supported Employment Center for Excellence. Individual Placement and Support Fidelity Overview. Oregon EASA Conference November 10, 2010. Jeff Krolick jkrolick@optionsonline.org. In Partnership with Oregon AMH, OVRS and RRI at PSU. What is an EBP?.

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Oregon Supported Employment Center for Excellence

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  1. Oregon Supported Employment Center for Excellence Individual Placement and Support Fidelity Overview Oregon EASA Conference November 10, 2010 Jeff Krolick jkrolick@optionsonline.org In Partnership with Oregon AMH, OVRS and RRI at PSU

  2. What is an EBP? • An EBP is a set of interventions that have demonstrated consistently positive outcomes in methodologically rigorous research studies, typically randomized controlled trials. (Bond, Becker and Drake 2010 in press)

  3. What is a Fidelity Scale? • A fidelity scale is an assessment procedure to measure the extent to which an intervention or practice is implemented as intended. (Bond, Becker and Drake 2010 in press)

  4. IPS Fidelity Scale • Reliability • Content Validity • Discriminative Validity • Sensitivity to Change • Predictive Validity

  5. IPS Fidelity Scale Description • 25 items • Each item rated using a 1-5 score • 115-125 exemplary fidelity • 100-114 good fidelity • 74-99 fair fidelity • 73 and below not IPS • Oregon requires minimum score of 100

  6. Highly Correlated Fidelity Items • Community based services • Full time employment specialists (Becker et al 2001) • Rapid job search • Focus on competitive employment (McGrew 2007)

  7. Other Key Factors • Job selection, integration with treatment team, quality of job development and vocational staffing most strongly differentiate IPS from other employment models. (Bond et al 2001) • Consumer surveys indicate the quality of relationships with IPS staff and “practice assistance” are experienced as the most important aspects. (Johnson et al., 2009; Taylor, 2007)

  8. Other Key Factors • For successful implementation (high fidelity) strong leadership and mastery of key skills are positive factors • Lack of leadership and negative attitudes about the IPS model correlate with unsuccessful implementation (low or no fidelity). (Marshal et al 2008)

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