ADT Initiative Webinar – September 19, 2019

good morning everyone thank you for
joining us today I just want to remind you all that we are in listen-only mode
which means if you have comments or questions use their a chat box or
question box feature to send that to us and then we will be able to go through
and address those questions and comments also the call is being recorded so if
for some reason you get dropped or you miss something this will be available
for you in the next couple of days and you can share it with anyone who you
think would be interested in this topic so without further ado I’m going to pass
it over to miss Liesl Ramos and she will take it away thank you good morning
everyone this is Liesl Ramos I am the program administrator in operations
division of APD responsible for our waiting list and also a few special
projects such as the ADT and employment related services transformation for
leaving and transportation as well today we’re very excited to announce that we
have hired Kirsten Lee who will be taking David Darm’s old position and I’ll
let her introduce herself so that she can tell you what she did prior to
coming to let you know what her areas of responsibility will be with the agency
good morning my name is Kirsten Lee and I’m very excited to be here and just a
days to be able to work with such a wonderful group
I actually was for my former job I had a restaurant for eight years and I
employed persons with disabilities in different areas from from veterans to
autism also people that were hearing-impaired many many different
disabilities that we were able to work with in the middle of the business I had
a foundation for autism it was called autism hooks Foundation and I was able
to do pilots for FSU and also doesn’t work with APD in the mean time and found
luck with the agency and I am going to be overseeing the ADT employment related
service and transportation initiative thank you so much for y’all’s time this morning okay and good morning this is Kaleema Mohammed and I work with a team of out
posted staff who are on the ground in the field working hard to ensure that
all settings that where we provide weather services comply with the CMS
final rule and one too before we get started today I wanted to address some
of the concerns that we received from some stakeholders and and different
people coming in to different channels for the past two and a half years we’ve
been we’ve been referring to what we’re doing today as the ADT redesign and in
the last session the legislators legislated that we redesign the waiver
so that we remote more cost-conscious and so there have been a lot of
confusion between what we’re trying to do and what’s being legislated for the
agency to do so I want to just let you know that what our efforts are about
it’s not about cutting services it’s not about cutting money or anything like
that our efforts are solely focused on
bringing ADT’s into compliance with the CMS final rule and there is a slide here
that talks about what that expectation is and so when I get to that I’ll just
sort of help to remind you about that so one of the things I’d like to do is our
efforts have been focused on and during that we have a diverse group who
is giving us the necessary input that we need so at the end of our process once
we get to where we want to be that we have input from all different types of
stakeholders including self-advocates family and legal representatives waiver
support coordinators and providers so if you can if you could go in and let us
know who you are that will give us an understanding of who we’re working with
and who we need to employ so so there’s a poll that you guys can go ahead and
and fill in and I do want to encourage you to during the process of the call
I’d like you to go ahead and give us whatever questions type up whatever
questions you have and let us know what we could do to make this process a
little bit smoother so with that being said we’ll keep the poll open for a
little while and it will go to the next slide
oh we can’t go to the next slide so we’ll give you a few seconds to just
sort of check in let us know who you are clicking is not working okay so if
you’re unable to click because we see individuals responding if you’re not
able to if you could just send us a message that would help okay so we’re good so based on the
information with people checking in about 5% of the people on the call or
parents or legal representatives 50 percent or waiver support coordinators
34 percent are ADTs and other service providers and about 11 percent are other
people so we want to welcome all of you and we are eagerly awaiting your input
for the conversation today and over the course of having these stakeholder
forums and work groups we have tried to target different populations during the
first call we worked really closely and sort of targeted our questions and focus
on the self-advocates on the second call it was general and it we we focused the
conversation in different areas and it wasn’t specifically to a group of
stakeholders the next call we invited the waivers coordinators into discussion
because they have a key role in making things happen and so for today’s call we
want to talk to and and focus on the role of the providers with the
transformation and one of the things I previously talked about is our goal is
to ensure that the settings that are providing services to people on a budget
and for CDC plus that those settings are compliant with the CMS final rule
requirement that requires all settings to be integrated in and supporting full
access of individuals receiving waiver services to the greater community
including opportunities to seek employment and work in competitive
integrated settings and so that’s what the focus of our group is
and we want your input to help us to get there and we know that you know we’ll
sit here and as state agency staff we can talk and we can talk about policies
and procedures but we think it’s better when we have providers who have gone
through the transformation to talk to you about their process and even include
participants who’ve actually benefited from the service and their
transformation so for today’s conversation we’ve invited the
leadership team and participants a couple of their participants from the
McDonald training center so we’d like to welcome you guys and we want you to just
talk to our stakeholders about the process of your transformation and what
what some of the challenges were how you’ve overcome them and what the
benefits that you sing as a result of that so Karen you guys can go ahead and
open your mics and the floor is yours right there yes okay Karen the floors
yours it would be under carry your people
Karen can you hear us Karin make sure you check to see if your
mic is actually picking up sound on your end we can see that you have
availability to talk but we are unable to hear you okay if you can just stand by for a
second we’re going to reach out to the McDonald training center team to try and
figure out how to facilitate their presentation for everyone else while we are working
with the McDonald training center to figure out what’s going on with the
ability for them to communicate with everyone please feel free to suggest any
any strategies that you if your provider strategies that you’ve used to identify
arm resources in the community that have helped individuals successfully access
employment and and maybe while we wait for Karen and the leadership team at
McDonald training center Kirsten could talk about some of the challenges and
the strategies that she used with identifying you know how to help
individuals with disabilities access employment and what some of the
challenges she thought she was going to experience but you know what what some
of the positive experiences were with working with individuals with
disabilities as a restaurant owner happy one experience that we had is we had a
young man with autism that came to work at us and he started
out where he would actually just come in for two hours a day and help our staff
set up in the mornings and then it led to he would help us with catering events
where he would go with us on private parties and then we actually taught him
skill set of answering the phones for Hollins to the restaurant particular
orders we taught him how to use our computer system it was a like a
touchscreen point-of-sale system and we set it up
specifically for him for doing to cook to go orders then we taught him how to
be the host of the restaurant and it was all being there’s really through our
team every team member would step up the involvement from our team was was
extraordinary but in you know for us it had to come from leadership and from
management that’s really where it all stems from and their involvement I’m
sure the staff and then it was rewarding for them is now still warming in the
restaurant industry doing the same things as the set that we taught him we
also were very fortunate to work with folks that work that also for
hearing-impaired even as servers and you would have they’ll be a phone an option
oh hold on a second yes we hear you okay so that was very helpful yes okay Karen
okay thank you good morning everyone thank you for having McDonald training
center and our leadership team participate on this call this morning so
we have several folks here in the room and before we start our presentation I
just wanted to say to everyone on the call one of the things that McDonald
training center does not do is to provide services to people with
disabilities who have significant behavioral challenges or significant
medical challenges so our model is not designed to serve people with with those
challenges so with that being said I’m going to turn it over to Kristin right
to give you some historical context of how we began this journey in 2012 hello
thank you so much for having us my name is Krista Wright and so I wanted
to talk a little bit about what we started in 2012 and the shift in in our
training our aha moment really was when we took a look at our job skills
training and the impact that our training was having on the people that
we were working with and he noticed that in 10 years of us providing job skills
training only for people who received that training actually found employment
in the community so that statistic really opened our eyes to what we can do
to improve our services and how we can make a bigger impact so we started by
creating what we call the business services team this was a
cross-departmental team that worked there were people from supported
employment people from job skills people all across the different departments and
it really what it did was broke down those silos and we all kind of sat
around the roundtable and discussed what our current methodologies were and how
we can improve upon them one of the things that we realized was with our job
skill structure we wanted to create a a we wanted to create job skills levels
that grouped people according to their current skills so that they could really
you know we could start measuring them collecting that data and really start to
see what they excelled at and and how they can improve and how we can help
better serve them so that they could improve upon those skills so the levels
were one through four which actually four was labeled advanced job skills and
the first couple of levels are really designed to you know introduce people
into the different industries different job opportunities really help them with
interpersonal skills what professionals speak professional conversations look
like professional work attire those kinds of things and then once they got
into Java skills levels 3 and advanced job skills that’s when they really got
an opportunity to work hands-on with a lot of the projects that we had and
these projects were of a higher skill level they really wanted to
mimic what the training opportunities we wanted to mimic to what they would find
as far as the responsibility he’s in tasks in a job in the community so um
after that then he also realized that we needed to create kind of like a career
resource for people in job skills and this was comprised of team members at
MTC that really became mentors to people in job skills and really you know worked
either one-on-one with them or worked with them in a group setting to help
identify what their career goals were identify how they could achieve those
goals identify you know what they needed to work on as far as like interview
skills we did mock interviews those kinds of things and then what we
realized is we needed to have somebody that we believed it was a true position
facilitator that really worked one-on-one with these people and help
them accomplish the tasks that they needed to accomplish to get a job in the
community so whether it be taking them to be are working with their supports
working with their families to help identify what those barriers were as far
as transportation or social security benefits and those kinds of things so
that everybody around this person supports family coaches all over on the
same page and all had the same goal in mind and that was community employment
so after we kind of four months sat around knocking the best methodologies
for for completing this we began the pilot and and the pilot we had a goal
there were eight people in the pilot group and job skills and our goal was in
nine months fifty percent of those people would find a job in the community
and in nine months a hundred percent of those people found jobs in the community
so that really opened our eyes to okay we’re onto something this this works and
so after that we expanded our training and expanded our horizons to include in
2015 we launched equality recycling which is a electronics recycling and
refurbishment training this helped people work on not just the hands-on
skills with team manufacturing but also refurbishment how to fix those computers
and it really that’s technology aspect and getting them
introduced to to those skills and what those careers look like is really
empowering to a lot of people and we also became certified with you quality
recycling so that again cemented the fact that we are providing industry like
experiences that people are going to be best prepared for when they find a job
in the community they know what their responsibilities are and their
expectations or what their expectations will be and then after equality we
launched our intro to logistics training and this was in 2017 again providing
that real-world experience for people you know now we are really going into
developing certificate programs that when people enter them they leave with
an accredited certificate that hiring managers and employers will look at and
know for a fact that these competencies and knowledge is that these people have
are true and and they know what they’re doing and they can do it well so I’m now
gonna actually hand it over to to Nick Pollack and he’s gonna talk a little bit
more about the the job developing piece of it yeah hello everybody my name is
Nick Pollack and I’m the jump one of the job developers here at the McDonald
training center and I just want to kind of add on to what Krista has been talking
about so what we found is that it’s really important to once an individual
comes to McDonnell training center to make sure that we’re doing a
comprehensive intake with that person what that looks like is we’re trying to
gather as many supports as we can during this intake meeting people that are
invited our parents guardians support coordinators group home managers
behavioral analysts the the job skills coordinator and in the team leads back
in job skills and then also myself as a job developer so what I’m when I’m there
to kind of assess and help out with is finding out does this person really want
to work and what can we do to customize his or hers experience to the best of
our you know what we can offer them so that they get what they need which is to
get a job out in the community we’re we’re here to find competitive
employment in an integrate setting and so the most imporant what
information we can gather in that intake is going to kind of set the pathway for
that individual and so something that we have in place is is a service needs
assessment and we’ll go over some things that are in the pre-employment portion
like Christa was talking about some of the soft skills and resume and cover
letters and trying to do figure out like what they may need in the classroom
setting also you know finding out what are their interests can we put them into
one of these four cohorts technology healthcare hospitality manufacturing
logistics these are things that you know we have here McDonnell training center
that are are vital for a job developer to find the evidence that we need to go
out there and sell an employer the skills and abilities of this individual
so after we go through this checklist and we find out their needs then what
we’re really trying to do is make this you know as special and timely as
possible to get the person who wants a job a job out in the community that
being said you know some of the other things that we’re looking to do is put a
system in place that is gonna make that happen and we have a system where we use
is a consultative cell so we’re out there building relationships with
employers and so that’s vital to being able to place our individuals we put a
lot of emphasis on that so as a individual is going through the
training and getting the soft skills stuff a job developer it’s actually able
to go back into our indoor building and kind of see this firsthand and building
the relationships and strong relationships is really important in
particularly we have an individual here with us today who was with McDonald
training store but way before I got here and she it’s a great story so she’s
always wanted to work so my first day I got here somebody’s coming in and
knocking on my door and say hey are you my job coach yeah and I knew
right away that this person was highly motivated to go to work because she
showed up every day asking me you know can you get me a job and so what we did
was in the back she wanted to become a cleaner and help cleaning she previously
had a job many many years ago where she did some cleaning at West Shore mall
right yeah and so we wanted to build on those skills and so what we did and kind
of like our hospitality track is kind of see what are some of the skills that she
has and how can we support her to do this and so we reached out to a bunch of
employers and I was able to set up a meeting with an employer and talk about
their needs and we’re not talking about the program in these meetings we’re
talking about what what the employers needs and what they want and we’re gonna
try to modify or customize a job according to the skills of our
individual meet that need and so it was really special they were
looking for somebody who this is a big office building and they had a
janitorial service in this building but would the amount of people that are
coming in to their floor they needed a little bit extra help and so and so mr.
Nellis here with us today and she kind of would like to tell you a little bit
about her experience with her training and where she’s at today with her
permanent job good morning how are you doing today I love my job I clean kitchen my room suite my I join
my friend in my job mostly god I like I haven’t
I haven’t got a job due to from work I did a very good job I happy I go
by train to to my job I love how so it’s been really special
about her experiences you know through through finding out the needs of this
employer we were able to set up a on-the-job training experience for her
for eight weeks and during that eight weeks
she’s working three days a week a few hours a day and I was with her every
shift during that eight weeks on making sure that she learned her job and then
after the eight weeks was up we had a discussion about where she was at and
they decided to hire her on permanently which was amazing and great she’s done
such a great job and you know building those natural supports within the
workplace has really paid off too because during the retention part which
is extremely important we want to support that person and figure out how
we’re going to make sure that they’re going to be successful in the long term
and so what we’ve done is put in place a lot of contact and on-site job coaching
when even after the OJT and it had been finished but what we’re gonna see here
is you know what I’ve seen recently is they’re even coming up with
accommodations for this client to be successful so I just want to kind of
give you a little bit of an experience of an individual that we’ve helped that
was that McDonald training center and where we’re at because when it comes to
retention we have individuals that you know that they get APD services we also
get individuals that don’t have APD services so what we’re looking to do is
support this person no matter what because any employer is looking for
longevity turnover as something that they’re always looking to to reduce and
so with monthly check-ins and helping out and being part of that service with
the partner I should say with the employer and the individual we have
individuals that have been here the terminal shankster before I started that
have been working with companies for over 20 years and that’s been because of
the success of retention that we provide or for our clients so there are some
barriers that we have to address and part of that is you know giving
everybody on board you want to make sure that everybody has their role because it
takes a village really to make this happen like I said before parents
guardians support coordinators group home managers everybody here at McDonald
training center is working so hard to get that person as far as they can with
their skills and abilities and then it gets turned over to us as job developers
to make sure that you know we have that evidence that we need we’re building the
relationships they set like I said before with employers so that we can
place them in a timely manner and give them the support that they need you know
we’re always reaching out to our to our constituents basically and finding out
what are the needs of the community also so you know our our team is is
experienced and we have a lot of diversity in our group we service all
sorts of barriers we have three coaches the deal that our ASL coaches that deal
with the deaf and hard of hearing we have spanish-speaking coaches we have
all of our coaches are able to customize and modify jobs as needed there isn’t a
barrier that that is out there that you know we can’t handle so you know when
you’re thinking about if you don’t have an employment team what that is gonna
look for it look like for you you know you want to make sure that you’re you’re
gonna have the the people in place to help the people in your community or
your population and you know another part of McDonald training centers
mission is to make sure that you know not only are they getting the training
in these job skills departments and getting the soft skills but we’re also
getting them out in the community so they can see like what are jobs out in
the community that they may not even have known and so they’re doing some
volunteerism at places and i really suggest you know if you don’t have your
you’re individuals going out and actually doing work and seeing how work
is done in other places just start doing that now because you know a lot of our
individuals don’t even know about jobs that that they may only know things like
that they’ve been told by their supports like working at a Publix or something
like that but you know if you get somebody out at a hospital you get them
out on a retail setting you know you’re working in like going out into an office
you know it really opens their eyes and it helps with the motivation of that
client so we really look into volunteerism it’s something that we
focus on also but we’re always working to you know whatever we can do to better
serve our I think the volunteerism also helps like open the eyes of the
employers to to the capabilities and kind of gets that conversation started
and strengthens those relationships which I know that Nick is very impactful
what’s doing so I guess at this time I’d like to kind of pass it off to Sam she
will talk about you know some some of the other life skills of hands to Sam
before this is Kaleema before sam starts I have a question that’s coming in one
of the things that we’ve talked about over the course of doing our stakeholder
workgroups is we’ve talked to providers about some of their challenges and you
mentioned just now that you identify challenges and strategies to overcome
those what are some of the strategies that you use to overcome some of the
biggest challenges that you experienced I mean it’s all about communication so
we’re always keeping in contact with the supports I mean one of the one of the
major barriers that we had at the beginning when we had our strategy
meeting here we had a strategy group talk about this was kind of some of the
barriers that we had with the intakes so we really thought that that was
important to address to make sure that we had everybody in place the
communication part is so important because you know a Groupon
manager may say you know this is your responsibility and we want to make sure
that everybody knows kind of what the rule is of each other so I would just
say communication and then also you know coming up with a plan you have to have a
plan this isn’t something that you can sit down and say I’m gonna get this
person a job and just fill out an application and make it go you know we
have a strategy in place that we follow and make sure that you know through that
process we’re able to build the inroads that we need to place the people that we
have because you know if one of our individuals was able to put in an
application on their own and get a job they wouldn’t need us but you know we
need to make sure that what we’re doing is providing the training the upfront
skills and getting the person as far along as they can be so that we can use
those down the road yeah pre-planning is huge and I said you know with the
barriers and stuff having all the supports around communicating about like
transportation for example and start developing a plan to solve those issues
ahead of time that way you know when the job offer comes in the person is ready
to go and there’s not this you know mad dash to figure everything out that puts
the pressure on every all the supports involved and it also you know can create
some tension and it you know if you have a plan like Nick set in place it really
alleviates that pressure and everybody then is on the same page and we know
that things change so you know once it once the intake has happened and the
person has been going through training for a while we want to check in and make
sure that everybody knows kind of where we’re at another question that we had
thank you those that was a good response another question that we had is you said
that you work with the individual support team how did you work with
families who may have been resistant to their individuals working how did you
work with them to bring the whole team along when an individual said they
wanted to work but the family wasn’t definitely
as I guess you know what we can talk about is our the success of the program
and try to get that for the parent or guardian however that may be comfortable
with what we’re doing and that could be a process you know if the individual is
looking to find employment right away and and the parent or guardian may be
reluctant you know we can show and build the confidence in that person over time
so we do that in a lot of different ways I think what’s really important too is
like on the training side and working with the support the support of job
developers is collecting data to to show the skills and the talents that each
person has and and the accomplishments that they make because sometimes you
know knowledge is power and so getting everybody on the same page not only what
the goal is but the capabilities and and what this person can do I think helps a
lot you know we have strong ties with MacDonald training center has a parent’s
group and it’s you know committee of parents you know people that we work
with and and connecting with the parents group and getting their advice and their
consultation on best methods for working with the family and the supports is huge
and yeah like I said knowledge is power and sometimes it takes that to open
people’s eyes to to where what the opportunities and possibilities are hi
this is Karen do the only other thing I would I would add to that that Christa
and Nick referenced is because we’ve had such success in placing people
successfully in the employment out in the community we see that parents are
actually speaking to each other and they are actually now wanting to be a part of
that process and that that success so those success stories and sharing those
success stories are very very critical one of the other things that that we’ve
seen is an actual transformation within the organizational culture itself and
that continues to evolve when I sit here and I’m sitting beside charnel who was
so moved when she shared her story with you that she caused us all to have tears
in our eyes because she she was crying and part of that was because she’d been
told for many many years even by our own team members that she would not be able
to have work out in the community and it’s it’s it’s she’s crying again so
she’s gonna start to make me cry but I just have to say that because I think part of
looking at changing any system is how do you influence your team members as well we’re glad that Chanelle was able to
share her story with us because there are so many people who are going to
learn just from the few minutes that she talked about this morning about her
experience so we’re really glad that you guys invited her and that she talked to
us today and now I have tears in my eyes so I’m so you can go ahead and proceed
because I know I interrupted you with some of the questions we had
oh no problem hello there my name is Sam Gwaltney and I just wanted to add kind
of the rest of this story so we have we try on everything that we do to build
transferable skills that they can learn in an environment here and then transfer
them to wherever they are in all of their environments and obviously we
talked a lot about the employment and work and how we build skills to transfer
into a job in the community or where they’re whatever their goals are in that
industry but in addition to those programs we also have our life skills
and enhanced support services here that provide an opportunity for meaningful
day activities and functional skill building to those people whose path may
not include employment so seniors who may be looking for a relaxing retirement
or individuals who have you know require a higher level of supports
encourage them to participate in functional activities community
inclusion socialization sensory stimulation we just strive to promote
opportunities for engagement and interaction and skill building to grow
or maintain independence with our activities for daily living we also try
to enhance their their overall experience to include music and art and
computers so that they get that well-rounded opportunity to grow as a
person our life skills program builds on the enhanced support services to support
a higher level of Independence and community inclusion including
socialization and activities for daily living and focusing on learning those
skills that they may need to transition into a more independent home environment
such as supportive living or independent living models our goals frequently
Center on increased functional independence in all of those areas
starting with personal care and hygiene home living personal safety enhancing
their functional communication skills and building the knowledge and power to
communicate and advocate for themselves effectively making choices is always a
big thing in socialization and participating in activities so that they
build those networks and those abilities you know our staffing ratios range from
1 to 3 1 to 5 and 1 to 10 depending on the level of supports that are needed
and a big part of our programs and we kind of touched on it a little earlier
with the volunteerism when we were talking about our employment pieces but
community inclusion is a big part of all of our programs and we include outings
to local venues of interests like shopping parks zoos aquariums movies
libraries but also those volunteer opportunities with local organizations
to really encourage people to have that connection in the community and and
provide that inroad for people to learn about opportunities that are out there
and so they the the community also learns about all that we have going on
and all that the individuals that we work with are capable of we make sure
that we’re encouraging the individuals to assist with selecting and planning
those outings so that they can we can hopefully encourage participation
and and get them engaged in that process so I really just wanted to take a second
to kind of take the rest of the picture you know do full circle because we do
have a lot going on and so those are okay so that is what we have going on in
our life skills and enhanced and seniors areas and we’re happy to answer any
questions or provide any other information or fill in any gaps that we
might have left one of the things I’d like to do is thank you Sam for bringing
up the fact that you have this this wonderful Employment Program at McDonald
training center but not everybody is going to is going to want to work or be
able to work and and so that you are providing some meaningful day activities
for them that includes being out in the community and maybe what they want to do
is volunteer you know but not actually go to work so it’s good that you brought
that up because one of the questions that we that’s been posed is you know
are we trying to make everybody go to work now and that’s really not what this
is about this is about the fact that we understand that so any so many
individuals with disabilities and we’re not just focusing on developmental
disabilities but when you look at the trend of employment trends right now
they’re just sort of booming going through the roof with people being able
to work and and that’s improving for individuals with disabilities and
individuals with developmental disabilities in particular but we know
that we still have a lot of work to do and when individuals want to work what
we’re trying to do is remove all the hoops and the hurdles that they have
to jump through and jump over just to get that opportunity and so we have VR
at the table we have the support coordinators we have families at the
table and we have individuals who are interested but at the same time there
are people who are not interested so we need to make sure that they still have
access to opportunities for meaningful activities so that was important that
you noted that one of the questions that we have is regarding you said that you
do these extensive assessments and you’ve done a lot of laying the
foundation so that you could succeed by having relationships with community
partners I know that you’ve worked with icy I how did you start that process and
do you attribute your success to working with them also when you say I see I what
is the Institute for community inclusion worked with them okay well what about VR I got your name from someone that I see
I that’s how I reached out to you so that’s yeah so that may have been during
the formative years of the transformation before you guys came on
board that that may be how that happened so I could talk about our relationship
with vocational rehabilitation is that what you’re asking
yes okay so vocational rehabilitation is definitely one of our our major partners
and helping us they we get a lot of referrals from them in VR is a great has
a great service I’ve had a lot of has a lot of great services I should say to
help individuals by employment so you know our team we want
to make sure everybody on our team is able to provide as many as a services as
possible for our individuals so you know things like peer mentoring self-advocacy
discovery on the job trainings supportive employment employment
services these are some of the services that we provide on a daily basis and I
can give you another story of kind of something that happen with VR referral
just here recently so I had done a discovery and for those of you that
don’t really know what discovery is it’s a service through VR where you get to
know an individual really well find out their interests so that down the road
being able to help the vocational rehabilitation counselor and recommend
maybe a possible job goal for that individual once they’ve finished
discovery they usually go into either so like a support supportive employment
plan or employment service plan but this individual that I just finished up a
discovery with was had never had a job he was in high school and had a couple
volunteer experiences and but was extremely interested in sports hyper
focused on sports would be like an understatement for this individual when
I went to his house his room was like a museum of collectibles he had signed
helmet signed card signed pictures he had his whole closet was full of jerseys
that’s what he wore school every single day was somebody’s Jersey and he had
signed jerseys too and he had a catalog of multiple binders and he knew exactly
what he had in his collection and so my job is during discovery is to kind of
explore that and so we were able to give him a lot of different experiences we
went to a place where there was like a guided fishing camp we went and had a
meeting with a company that does memorabilia sales and charitable events
and we went to golf courses and things of that sort and so he was able to get
all these different experiences through VR
service of discovery and once we finished my recommendation was hey this
kid can do a lot of things we even brought him to McDonald training center
and he did some of the things in our in our back room collating papers and some
mailings and all sorts of different things that we watched him do here he
can work and do whatever but I told the council I said hey you know he needs to
have a job that includes sports I mean it’s I don’t think he’s gonna keep a job
without it and so she was on board we had a pretty open job pool but it
started kind of with like a stalking goal because we figured that that might
be something that he would he could do at a retail sporting goods store or
something like that but she was really open to just knowing that if the job
included sports said she knew that he would be successful and so through
through the discovery process I was able to actually go back to one of the places
that I went a golf course that I went to previously an asterisk said hey you know
what are some some openings that you may have can we sit down and talk about your
needs and so we sat down for a while and we came up with I guess I should
backtrack a little bit so part of the individuals disability is he he has a
physical disability where he’s not able to lift a lot of heavy objects and he
also has a learning disability I know actual disability so you know
when I’m when I’m talking to her about her needs she brought up a cart
attendant so cart attendant is at a golf course as somebody who goes out and gets
the carts ready gets the bags brings them out they’re taking care of the
practice facility is they’re taking care of the range there a lot of customer
service with the individuals that are there there may be some sales part into
that too but through this meeting we were able to actually modify this job
too and customize this job for this individual for the needs not only of the
employer but of the client and so it just so happened that they were having
that they have in the afternoons a bunch of younger kids that go out and use the
range and do practice and so the is we all I don’t know how many
golfers we have out and listen the audience here today but you know I’m not
a good golfer and my ball never goes straight either but you know with kids
the balls are going everywhere and so they really needed somebody to really
take care of the range and also the practice facility what this did was kind
of help this individual with some of the restrictions that he may have so we
customized the job through taking out some of the heavy lifting of the bags at
the Country Club and you know carrying balls that are you know big buckets of
balls places just set up the greens and stuff like that we we customized that
for him to you so through this process of VR discovery now we’re starting to
job develop and find a fit for this individual not only to his interest but
to help provide a valuable service to this employer and so I just want to kind
of talk about that as you know now he just started this week and I’m
supporting him on the job on all of his shifts until he becomes comfortable and
coaching him along the way through VR they have a service he’s supported
employment so you know beyond 150 days you know is the contract with VR but you
know we have two following services for any individual he’s not an APD candidate
but we’ll be providing phase two services for him as long as he needs
them and not only is that building the relationship with the client in VR but
also the employer because this is you know multiple this is a place where we
can place may be multiple people throughout our our time so VR is a great
service to use so you know we’re always partnering with VR we have quarterly
meetings with VR are our liaison comes and meets with us and she lets us know
you know kind of what they need and so even this year we grew our team to make
sure that we’re fulfilling the needs of VR cuz you know
one of the things they had mentioned is you know we need people more
spanish-speaking job developers so we went out and helped went and recruited
people that could help us with that also people that are hard of hearing we
wanted to add some people like I said over there with have knowledge of
American Sign Language and professionals in that so hopefully that helps
talk about VR and our relationship a little bit that was very helpful thank
you we have another question um Kirsten I’m not sure if you just could I don’t
know if it’s good back to Sam or when you were talking about your intake and
you know obviously building the relationships with the employers and
once you have once you actually have the person with in the position like you
were speaking of is there like a process that you guys do where you go back out
and do reviews like every six months or annually or anything of that nature like
a follow up arm just to clarify are you asking about like the the training the
the piece that we do here in our facility do we do the the follow-ups
after the intake or are you talking about out in the field with the
replacements with the placement yeah so ongoing support throughout the placement
so as the individual as much as much as much support as the individual needs
we’re gonna provide that support so for instance we can go back to kind of the
sure now story of you know we did an on-the-job training where I was there
for all of her shifts for eight weeks until she was able to be confident in
her position so I hope that kind of clarifies we give as much support as
needed but we also have a fade-out you know we want to make sure
okay so y’all have a fade-out what’s that can you tell me about that process
so the fade-out would include I mean it’s up to the job developer and and the
relationship with the employer to find out you know what that looks like
it’s gonna be different for every individual so somebody somebody may be
able to may have previous work experience for instance washing dishes
and only need a little bit of upfront need to get them comfortable and maybe
you know get accommodations put into place and I guess that something else I
would like to talk about is you know a benefit of what we do here MacDonald
training center is that because people are back there doing the training and we
have job skills coaches back there monitoring and helping us with
assessment assessing their skills and abilities and us also being able to go
back there and see how they’re able to do the jobs we’re also able to come up
with accommodations ahead of time so that when we put this person into
employment those things are almost out ready to go in place so even with right
now I’m still checking and I went and she’s been after the OJT she’s never
deployed as a permanent employee now for a little over a month and I still check
in on site I still check in over email and phone with the employer and make
sure that they know I’m there to support that individual throughout their
employment so it’s a team like I said this this this employer in particularly
is their way yeah I mean they they’re very they’ve been very progressive to
even help come up with accommodations on their own
and that have helped sure now since since they’ve hired on permanently so
it’s really important to build those natural supports within the workplace
like I said it’s a partnership and and we’re and we know that like with the
support and the retention that they’re gonna be successful we do understand
that you know people will lose jobs for whatever that may be but that’s not
gonna stop us from having the relationship keeping the relationship
with the employer I hope that you know we can make sure that we do the best
that we can and we know that I mean we can all probably look around our office
and say you know this person got a job bad they get that job well we’re out
there making those relationships happen so that you know we can fill those
places well your explanation of your slow fade out is is lovely y’all are
doing a wonderful job and we got a question from one of the
panelists Suzanne Sewell Thank You ppreciate yeah opportunity always loved
hearing about the good things folks are doing my comments are more technical
won’t be probably as exciting but the proposal I want to talk to you about is
designed and intended and we did work with Macdonald training others on this
providers who are wanting to do a lot more employment focus so what we would like to propose is when you look at the ADT model that we try to come up with 4 different perspectives one being ADT services that focus on ready to work employment and that would
be working with folks for workplace preparation staffing ratios should not
exceed one two three we’ve given an ideas about the type services and even
you know throughout some projections about rates so those are technical
things that the agency we need to look at we came up with them with the
pathways to employment and this model is those who have long term goals for
employment and they may actually even have a job that they need some ongoing
and additional supports that would be a one-to-one rate then we think that we
need a retired geriatric models some folks just aren’t
you know in the work market anymore and there should be activities that would
provide daily assistance and some of the needs that those folks would have and
then Kaleema I think you mentioned too we think there needs to be the model that
allows for meaningful day activity and community inclusion for various
reasons people you know or just you know not ready to retire but aren’t ready to
work or don’t want to work at this point so we think the whole model could be
restructured that would accommodate the type things you’re wanting to do focus
more on employment give people the services they need and then we think the
support employment model needs to be revamped the way it’s set up it just
really quite frankly I don’t think works for a lot of provider agencies you know
we need to be able to couple provider costs for more than in Australia
functions and VR services who require phase one and phase two you know need to
work together a little bit better to make sure that folks are getting the
supports they need and you know then we’ve worked on from other models like a
project search model for adults so we’d like to submit those recommendations and
for consideration by the group because we think if you go with this framework
you can really promote and do a lot of the things that you’re hearing about
today and other creative ways of looking at getting people jobs and getting them
out of just an ongoing you know ADT activity that’s not preparing people for
work Thanks thanks for that that inputs was in and I
thank you right you talked about three of your four you talked about the ready
to work the retirement or geriatric population and the community inclusion
was the fourth one the pathways ready to work with more prep you know
basic skills and then pathways to employment those who are actually
serious and we even have a job but when the
follow along supports okay thanks and it sounds like the names that you’re using
it sounds like McDonald training center touched on some of all of that so you
know your creativity that that some of your members want to engage in I think
people are able to do that right now we could we could just sit down and talk
about that again and one of the things that you said included the fact that
there are some challenges with setup right now there are some challenges with
you in there and so those are the things that we need to express in our
transformation because we know that it may be easier to provide the
national services oh if you can no not us but some of the it’s probably easier
to provide the vocational services through the ADT but what we want
to be able to do is to get those services that our vocational in nature
over to you know out of the day habilitation category of ADT so we’re
going to need to work a lot closer with the providers to make this happen so are
there any other questions that anyone had and we want to encourage you to
submit any questions that you have and specifically if there are any providers
who have come up with strategies that are working to ensure that individuals
are working or volunteering or getting access to those those opportunities for
community inclusion as it relates to employment we’d like to
hear from you too this is Suzanne when do you anticipate having to report our
recommendations together as a matter of fact Suzanne one of this was born out of
the CMS technical assistance received from new additions and their technical
assistance is to wrap up this month because we only had them for the federal
fiscal year and so they’re going to wrap up their report and one of the beautiful
things that we’ve done in foresight is to keep these meetings in sunshine so we
have all of our information and we have the presentations online and at the end
of this slideshow we have the link to the APD website where you can just click
on that and and get to all of the information and we can probably and
we’ve been summarizing these meetings they’re going to have to come up with
strategies that include doing some type of tiered standards because you know one
of the things that David Darm always used to say because I said it a million
times because of my lack of creativity was the fact that the train has left the
station and so we have to come up with a
strategy because we the deadline for getting to compliance is March 17 2022
and we had five years to bring our ADTs into compliance and we’re past
that five year mark right now so we need to come up with a strategy to make this
happen and because we may miss that that March 2022 deadline
we have to come up with something called tiered standards and we’re going to take
input from all of these communications with stakeholders and we probably you
know I don’t want to say we’ll do it in November you know because in November
something will happen and I’ll be pulled in the different direction but part of us
keeping this open dialogue with stakeholders is to continue getting
input from what you’d want to see and one of the things you said Suzanne is
that it’s really difficult you know there are some inherent challenges with
supported employment model so you know I what I don’t want to do is open the
floodgate or what the challenges are without people giving us some potential
solutions and to your credit that you’ve always done that though we’re going to
have to come up with some tiered standards are some parameters of how we
get to where we need to be from where we are and we’re going to use this
information so we’ll probably put something out but it may not be as
formal as a report because the agency focus is on a lot of other things right
now so maybe in our next call we can talk about some of the things we want to
do as it relates to the tiered strategies and the two standards that we
need to implement or you know I mean we can do some of those things because when
we’ve talked before we talked about developing a pre vocational service that
will allow you to continue you know taking the training that you’re giving
individuals and putting them in a situation where they can earn some wages
doing that and so coming up with a service that allows for that and so
maybe we could talk about some of those things on the next call but we’re going
to have to have a provider specific call and I was hoping to get a lot
more input from providers during this call and one of the things that we had
told Kirsten was a 30 minute presentation by McDonald training center
will probably be all we could do because we normally are inundated with questions
and you know so that didn’t happen like it normally happens on today’s calls
because though maybe the stuff that McDonald training center said has people
pondering and probably coming up with strategies themselves I don’t know can
you see if Jim Whittaker or anybody from Arc of Jacksonville’s on here because I
know they’re working with IC I now know he’d be a regular attendee yes okay
great this is a Rachel Siegel McLaughlin with
Disability Rights Florida while you’re looking for him I just wanted to you
know this might be a good time to make the comment I’m really excited to see
Suzanne’s proposal you know I hope she’ll be able to share that with the group you
know again all and I think to the extent that we’re looking at proposals and
putting together their strategies um they you guys definitely take a focus on
rural county ADT’s because things I’ve heard from providers in those rural
counties is that their programs are so small or you know the funding is so
limited that you know changes would be difficult so to the extent that the
agency could look at how to address that specific problem I think you know
that’ll go a long way and making sure that individuals in rural companies
aren’t disadvantaged by you know by the
available resources that’s a good point that you make and
one of the challenges that that we are faced with is we could probably come up
with ten different solutions that will work for Miami Orlando Tampa Pensacola
you know those kinds of places but whatever we come up with one of the
things that whatever we come up with it has to try and address the challenges
that we have in the rural areas and that’s one of the things you know like
issues like transportation that was one of the things that Nick talk talked
about today because you may be able to get jobs or people but on day one when
it’s time for them to go to work I was transportation going to work what
transportation resources do they have access to and we know in rural areas
that’s a big challenge and so maybe it would be beneficial to have someone from
a rural area who is making things happen and figuring those kinds of challenges
out maybe it would be helpful for them to be on a smaller you know invite them
in too and we had somebody who was on the panel who represented rural att’s
but we probably need to identify somebody else who’s going to have more
of a presence then that individual has been able to do so that’s a good you
know that was a good point are there any other comments Hi yeah this is Denise
pilgrim with Park and like the McDonald training center we are very similar to
that and that we already have lots of involvement in the community we partner
with Bayfront hospital with TJ Maxx with Amin Beach
Hotel many many areas that we already do out of the community but we have 250
clients so it’s a lot different for us will be large the way we are that we can
do more and I agree with the fact that we need to help the smaller ones do what
we do thank you and so given that you have 250
clients do you have an extensive assessment process to identify those
people who want to work and what their their skills and what their challenges
are to employment ok and then through the ADT you are trying
to strengthen enhance or put those things in place yes for the individuals
that want to have employment then we offer many choices we also have an
off-site culinary program we have a horticulture program we have art and
music programs so it we it’s just a wide variety of things that the clients can
choose from it’s all choice based it is all for just the clients that want to
however we do have a lot of involvement in the community and we do a lot to help
individuals who want to find employment to secure that employment because we
also have our supported employment supported living all sections of park as
well so where are you located we are in St. Petersburg Florida
ok one of the things that you know over the the course of these conversations we
had one person who you know we get a lot of comments from the participants and
one person talked about having a very small program and an individual wanted
to do some landscaping and they started you know with a small you know
landscaping business and now his clientele has grown
so so big that he can’t handle the work that’s coming Union so sometimes we have
to you know do small-scale stuff you know and work with the individuals to
figure out exactly what it is that they want and I like the idea of Nick talking
about going out into the community and and seeing other things because you know
maybe the person only knows that they could be a greeter at Walmart or they
can bag at Publix or something because they’re not exposed to other
opportunities so you know meeting individuals where they are and then
expanding their horizon with with other opportunities that’s that’s good that
that you guys are out there doing that we had one individual that was very
interested in animals and we got the replacement at one of the animal clinics
in the area and so it’s all about what what the individuals are interested in
and what they want to do and then secondly making those connections and
having relationships with those providers or those organizations in the
community to facilitate that transition from wanting to do something to actually
get an opportunity maybe starting with volunteerism and and ending with
permanent employee employment so about ten more minutes and want to and want to
ask that you guys submit any comments or questions that you have one of the things that we like to do is
we have a very diverse group of primary stakeholders that and those are the
individuals that sometimes have the opportunity to talk during the work
groups and so one of the things that we want to be able to do is get with those
primary stakeholders and look at the information that we’ve gathered over the
course of months since May and come up with a plan and then present that plan
to the larger stakeholder group and so it really helps to have individuals give
their input in these conversations because that’s what’s going to drive our
plan claiming this is Suzanne I just want to say I think the change because
of the storming rescheduling got it off a lot of people’s schedule so that’s
probably why not as many providers called in this time yeah fusion about
the scheduling the day yeah because about 34 percent of the
participants today are our providers but I like to we have about a little bit
less than 10 minutes I like to go to another slide and it’s a question and
the question is what can we do to facilitate a smoother transformation and
one of the things that I’ve done and and there’s my train leaving the station
just a little reminder to you guys about what my mind is really on is that March
2022 deadline so but initially when I developed this slide I said what can APD do to help address the concerns that that people have and at this point it’s
not really what APD can do you know because over the months we’ve built sort
of a team on this and and what can we as a team do and some of the things that we
can can we continue these stakeholder workgroups but that is a cold question
and you know if you can just let us know what you think of what we could do
out of these choices then if these 3 that were given is not the best option
give us something in that last one and the other one so you know we’ll look at
that but I think you know it’s it’s one thing to just sit and have these work
groups but I want to you know this is a verb you know we got to be about the
business of birding you know doing something and and having these this is
just a matter of it’s a way to gather information but we have to go from where
we are gathering information doing something about it and I think that’s
where we are making a decision about what happens next and so far it’s
looking like what’s leading the pack is provide ongoing training and outreach
and what we’ll have to do is figure out what the messaging is going to be
because we know that there are some things that we have to do one of the
things that the CMS team is going to to go out and we have identified some
trends we’re going to go out and look at those and it’s in an effort to have more
of an APD presence in the ATT’s but identifying those strategies and best
practices because typically when when you go through Medicaid audit or you know inspection of
sorts is typically looking at just the Medicaid standards which is the bare
minimum but what’s the bottom line that you have to come to the doctor but what
I want to do is not just be compliance focus but that is what my world is I’m
trying to bridge that with some of the quality pieces and identify best
practices and be able to share those have some kind of forum you know maybe
it’s on our website to just highlight programs that we identify are doing some
of these best practice things but making sure that everybody is doing what needs
to happen to move toward that compliance and holding everybody accountable and
offering the technical assistance help everybody get their in their speed you
know but everybody needs to cross that finish line come March 20 2015
so I want to thank you guys for participating in this poll and it does
look like know everybody realizes the stakeholder workgroups have been helpful
but 9% you want to continue these workgroups
and I think trying to do where groups on a monthly basis has been helpful I think
we’re at that next stage where we develop you know what we need to and
then do some ongoing training and outreach and then maybe work something
out to where we talk to the organizations like far arc of Florida
and then use other strategies that we have to reach out to providers that are
providing ADT and employment related services you know through some way you
know some bulletins through the agency and talking to waivers coordinators and
everybody involved to say we want to get back together in three months and talk
about what we’ve developed over the past order or something like that so that we
keep people who are engaged in this conversation but no showcase the
training materials to talk to you guys that you guys give input on that
information and then we go out across the state and do what we need to do to
help make this happen so if you have any questions or comments about that we have
a couple more minutes before the webinar closes so I invite you to submit
comments or questions Kaleema this is Karen from McDonald
training center we want to just thank you for the opportunity and thank the
providers for us all working together for the people we serve you’re welcome
and thank you again you know sorry about the technical problems that we had in
the beginning but it worked we persevered and you did
a great presentation that shows that transformation is possible and and you
know that it it may continue to be raw wood some some challenges but you have
to be about the business of making it happen so thanks again and on this last
slide if you are interested in any information that maybe you’ve missed a
workgroup all of the recordings are available at the web site at the APD
website so you can go to the customer link and pull down menu click on
supported employment or employment ADT unemployment related activities
initiatives and you’ll have access to everything that’s on there so I want to thank you all for calling
in and actively participating in today’s discussion take care enjoy the rest of
your day thank you thank you thank you

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