Plan for Person-centered Excellence

Transcription

1 FACTOR AND INDICATOR: 1D Assess and discovery identify personally defined quality of life_ THEME/DESIRED OUTCOME/GOAL: A better way of gathering more meaningful information so that we are truly supporting individuals to achieve their outcomes and live better lives. EXCELLENCE: CFS will truly focus on what really matters. 1. Key staff will learn how to conduct POM interviews. take Self Starters CQL Training staff Sister agencies through IAC, AGNY, NYSACRA How to keep the going and Regularly scheduled contact (info sharing) with stakeholders QI Committee reviews progress success of the 5-10 staff trained in conducting POM interviews January 31, and individuals feel comfortable with process 3. Effectively utilize POMs to measure success and trends Self Starters CQL Consultants CFS Management CQL and other agencies that have utilized POMs. Trained interviewers Training in assessment techniques Leadership team will meet with representatives of Self Starters at least every two months to evaluate QI Committee will evaluate progress at least quarterly. Establish baseline and compare effectiveness to national CQL POM database. Individuals are comfortable with the idea of participating in POM interviews Dashboard is created that helps CFS improve its supports and services. 10/30/

2 FACTOR AND INDICATOR: _4a Community membership facilitates personal opportunities, resources and relationships THEME/DESIRED OUTCOME/GOAL: Individuals have meaningful relationships outside of their family connections. EXCELLENCE: Individuals will be happy and have people who think they are the important person in their lives. 1. Create a Parent Network for parents of young children/adults living at home so they can forge connections. 2. Link individuals with community events. 3. Create Self-Starters Speakers Bureau Director of Community Services Self Advocates Family Members CFS Leadership IT Specialist DSPS Supervisory staff Community members IT /database person Officer of Self-Starters SANYS take Staff skilled in database management. Intern/staff who can develop database (Community Services volunteers) Phone/internet research including churches, community centers, municipalities, volunteer opportunities, etc. lists lists Social Networks SANYS staff How to keep the going and QI Committee will get monthly updates from CFS leadership regarding number of families active in the network. The QI Committee will review monthly reports from the Specialist describing number of events and attendance. QI Committee conducts quarterly reviews of number of presentations made by the Speakers Bureau. success of the 200 families are invited to participate; 100 families taking advantage of network resources. POMs reflect increase in opportunities and individual satisf with community connections. Minimum of 12 presentations/year to community members September 30, 2014 June 2015 March 2016

3 4. Link interested people with life/relationship coaches. 5. Link to Common Interest Clubs Senior Behaviorist Behaviorists Families Associate Director Residential Res Hab Specialist Existing staff Peer Mentors identified Build staff capability as relationship coaches Resource list database Social media Word of mouth The QI Committee will review quarterly reports from the Senior Behaviorist that indicates the number of people who have requested this support and have been linked. QI Committee will trend number and participation in common interest clubs on a quarterly basis. Personal Outcome Measures reflect that 100% of individuals who request this support are linked to resources and there is an increase in satisf with respect to community connections. Participation in clubs increases over time as well as satisf as measured by POMs June 2016

4 FACTOR AND INDICATOR: _5A_Workforce is Stable and Qualified THEME/DESIRED OUTCOME/GOAL: A more dynamic recruitment and retention process that attracts, identifies and hires a workforce that is innovative, diverse and has well connected social networks. EXCELLENCE: A stable and qualified workforce will help individuals achieve their personal outcome measures. 1. Analyze and maximize salary and incentives package in order to attract staff who share our mission, vision and values. Assistant Executive Director HR take Salary, incentives and benefits surveys to see how we compare to other providers. Financial analysis and budgets and revenue streams. How to keep the going and On a quarterly basis, the QI Committee will receive progress report from the Assistant Executive Director. success of the Salary, incentives and benefits package is competitive. June Improve our onboarding program and recruitment process so that we create an environment that supports the achievement of personal outcomes. Associate Executive Director HR Department Program Staff QA Department Form and train Recruitment Team that includes Peer Mentors. Develop recruitment materials that articulate our values and person centered philosophy. Utilize best practices including behavioral interviews and integrity testing. QI committee conducts quarterly reviews of feedback from new staff regarding the on-boarding process. QI Committee will solicit feedback from individuals receiving supports and supervisors regarding satisf with new staff.. Turnover rate reduced; POMs reveal individuals feel respected and supported by staff.

5 3. Enhance initial and ongoing staff training. Training Human Resources Program Staff Online Resources As part of career ladder, have existing staff serve as peer mentors. Include self-advocates in training. Utilize external resources to expand training. Develop or update curriculum. Develop an effective staff communication system. QI Committee reviews training and on-boarding program materials as they are developed. QI Committee conducts quarterly reviews of staff competencies and analysis of performance appraisals. Individuals report satisf with staff on their POMs. Staff feel supported and able to effectively do their job as measured by staff satisf surveys and staff evaluation results. 2016