RCWT and Core Competencies at 2017 NYSACRA Conference

RCWT and Core Competencies at 2017 NYSACRA Conference

At the 2017 NYSACRA conference, the Regional Centers for Workforce Transformation (RCWT) shared resources and answered inquiries. We distributed posters for the core competencies, cards for the code of ethics, Workforce Transformation DVDs, and information about regional meetings. Our resource table was so popular that other vendors walked over to find out more about us!

Presentation and Inquiries about the Core Competencies

DSPs, supervisors, and administrators visited the RCWT table. They asked for more information about the core competencies. They also asked for information on how to get more involved with their region. Many expressed the need for more support and ideas on how train staff.

The RCWT team gave a presentation addressing these concerns. First, we shared best practices for changing the culture of the workforce. The presentation was called, From Compliance to Competency. Then, we demonstrated how to use the core competencies to best support people with disabilities. We shared tools that can be used to create a system of support within an agency.

Activity Toolbox for the Core Competencies

Later, Region 2 North Lead, Jennifer Vogt, presented an Activity Toolbox that attendees were able to share with their agencies . The Activity Toolbox includes a number of interactive and effective activities. These activities can be used to fulfill New York State’s training requirements. Next, the RCWT plans to expand this Activity Toolbox and make it accessible on our website.

There is lots more to come from the RCWT. Please browse through our website to access important resources. Visit the Resource Library and Training Calendar. We also have a Facebook page where we regularly share updates and post about best practices in the field of developmental disabilities.

Governor announces funds in the state budget to increase wages for Direct Support Professionals

This year’s State Budget will contain the funds requested by the #bfair2DirectCare campaign to increase wages for Direct Support Professionals (DSPs). Governor Andrew Cuomo, Assembly Speaker Carl Heastie, and Senate Majority Leader John Flanagan attended a recent rally to make the announcement.   

More than a year ago DSPs, individuals with disabilities, family members, self-advocates, and provider organizations banded together forming the #bFair2DirectCare campaign to educate lawmakers about the vital work of DSPs and advocate for a living wage.  That effort culminated in today’s #bFair2DirectCare event at the NYS Capitol. Governor Cuomo announced that funding to raise the wage of direct care workers in the developmental disabilities, mental health, and substance use disorder fields has been agreed to as part of this year’s NYS budget.  In a dramatic moment, as the Governor raised his right hand for the hundreds gathered at the Capitol to see, Governor Cuomo stated, “this hand will not sign a budget unless there is $55M in it!”

The $55M the Governor referenced is the state share (to be matched with federal Medicaid dollars, where applicable) of an investment in wages to take effect 1/1/18.  As we understand, these resources would be given to people who work in titles in the 100 and 200 CFR series, equaling a 3.25% increase for all staff.  A second 3.25% increase will be given to people who work in titles in the 100, 200, and 300 CFR series effective 4/1/18.  This represents a two-year 6.5% commitment totaling $262M (state and federal share), and an outstanding step toward the creation of the living wage #bFair2DirectCare supporters have sought to take effect over a period of 6 years.

Assembly Speaker Carl Heastie and Senate Majority Leader John Flanagan also joined the campaign event today to reaffirm their commitment to ensure that the necessary funds are in the final State Budget to support the wage increases.

We thank Governor Cuomo, Speaker Heastie, Majority Leader Flanagan, and the members of the State Legislature for their support.

Equally as important, we are grateful to the thousands of real, true advocates who participated in the #bFair2DirectCare campaign — your letters, phone calls, participation at rallies, press conferences and events made this campaign so successful. A particular shout out to our DSPs! You deserve this!

DSP evaluations for time-limited Family Support Services Programs

How are provider agencies supposed to evaluate a DSP who may be working for several different programs throughout the year?

The answer isn’t always easy or clear cut.

If a Direct Support Professional (DSP) in a time limited Family Support Services (FSS) programs is a veteran DSP who works elsewhere as DSPs in the agency, the Frontline Supervisor completing the evaluation should include information from the FSS services. In other words, one full-time DSP should have one evaluation that includes performance from other sources within the agency.

Some agencies hire “floaters” or staff who cobble together a part-time or full-time job. They fill staffing needs in several different programs. This DSP should not have several separate performance evaluations, They should have ONE performance evaluation that has input from EACH service source.

If our earlier assumption is incorrect and the FSS DSP is not regular DSP in the agency, then the DSP should have separate evaluations. If they do not have the opportunity for regular feedback and supervision in the FSS program, the shorter Individual/Family/Advocate (Interview Tool and Written Tool) evaluation would be appropriate.

Formal feedback on performance is important not only for the DSP but also for the agency.

For more information, please visit the RCWT’s Evaluations Page. If you have any questions, please feel free to Contact Us.

Developing Evaluations for Frontline Supervisors

Frontline Supervisors (FLSs) sometimes offer direct support to people with disabilities. However, since FLSs are not Direct Support Professionals (DSPs), they are not subject to evaluations like DSPs.

The Office for People with Developmental Disabilities (OPWDD) is developing an evaluation process for FLSs. This evaluation will based on a nationally validated set of standards. The NYS Talent Development Consortium has adopted and adapted the University of Minnesota’s “Frontline Supervisor Core Competency Set” with permission.

According to the University, these competencies are “an evidence-based set of knowledge, skills, and abilities that reflect best practices in the supervision of DSPs who work with individuals with disabilities in residential, work, and community settings. Competencies are considered a foundation for workforce development and standardization in all fields and at all levels…Nationally recognized and validated competencies also serve to promote the recognition of the role of Frontline Supervisors, the development of career ladders, and the development of a more competent, stable workforce to meet the growing demand of long-term services and supports” (National Frontline Supervisor Competencies, University of Minnesota, April 2013).

The University has identified 11 competencies for FLSs:

  • Direct support
  • Health, wellness, and safety
  • Participant support plan, monitoring, and assessment.
  • Facilitating community inclusion across the lifespan
  • Promoting professional relations and teamwork
  • Using best practices for staff recruitment, selection, and hiring
  • Supervising staff, training, and development
  • Service management and quality assurance
  • Public relations and advocacy
  • Leadership, professionalism, and self-development
  • Cultural awareness and responsiveness.

A version of the tool for use in New York is under development. It will be offered as a voluntary resource and will not be mandated for use.

Have questions? Please contact us!

Agencies Wanted to Host Free Training Workshops

The Regional Centers for Workforce Transformation (RCWT) are looking for agencies across New York State to host FREE training workshops.

The Council on Quality and Leadership (CQL) is offering three, FREE workshops through September 2017, and the RCWT are seeking agencies to host the programs. The programs are run by CQL staff, but host agencies provide certain items for the workshops, such as physical space (conference room), a projector, and possibly flip charts.

The three workshops are:

  • Home and Community Based Settings (HCBS) – What It Means for Our Work – This 1-day workshop is for anyone who provides support to people with intellectual or developmental disabilities through the HCBS waiver. Class size is limited to 40 people. Host agencies can reserve a minimum of 15 spots and may have an opportunity to reserve additional space if the workshop does not reach full capacity two weeks prior to the workshop date.
  • Introduction to Personal Outcome Measures (POMS) – This 1-day workshop summarizes what the Personal Outcome Measures are, how they work, and why they are essential. Class size is limited to 40 people. Host agencies can reserve a minimum of spots and may have an opportunity to reserve additional space if the workshop does not reach full capacity two weeks prior to the workshop date.
  • Personal Outcome Measures Assessment Workshop – This 4-day training was developed to help participants learn how to use CQL’s Personal Outcome Measures for assessment and enhancement of quality and consistency in services. This workshop is limited to 12 people and 12 interviews will be conducted. The host agency can reserve a minimum of 6 spots.

More detailed information on host agency responsibilities is available at Host a CQL Training Workshop.

To host a training or for more information, please contact Kirsten Sanchirico at kirstens@nysacra.org or (518) 449-7551.