DCS Practice Reform Rollout Draft 9/25/2006

Transcription

1 Note: This plan is oriented around the following rollout pattern Phase Region Number Estimated dates Cumulative Regions Pilot 9, Urban Pilot 10 il 2006 il Peer 7, ch rd wave 4, 5, 14, 17 ch 2007 y th wave 3, 8, 11, 16 y th wave 1, 2, 6, 12, il Key components of the rollout plan include: training for all staff on key practice reform skills (teaming, engaging, assessing, planning and intervening); coaching related to child and family team meetings; mentoring for new supervisors and FCMs; the development of management practices related to the use of data around key practice reform measures; and the testing and rollout of a qualitative review approach that supports and advances DCS practice reform. In addition, there is a set of activities at the state level that is necessary to support the project. These need to be done on an ongoing basis, and not by or at a particular time. These include: 1. Continued communication of values and reform strategy 2. Communication about the successes in the new regions (one pager on practice reform; FAQs; success stories, etc) 3. Organizational improvements in the central office, regional and country structures 4. Continued work to insure the DCS programs and services are designed, funded and developed consistent with the practice reform. 1

2 Pilot Regions 9 and 18 Yonda Peggy Caseload reduced to 12/17 by arrival of adequate staff Pilot informs level of administrative support required for practice reform (e.g., CFTMs) New (reform) equipment in place (desks, computers, teleconferencing capacity) Steph, Char, John & Dan CSCG CWPPG training on supervisory competencies Pilot informs revised supervisory training for rollout Peer visit to Utah CSCG CWPPG/CSCG case consultations 1 1 Case consultations will occur throughout the pilot. The consultation process is used by CWPPG and CSCG to understand current practice as well as advise supervisors and FCMs on particular cases. The case consultation process is an important tool for trainers and should eventually be used by DCS trainers and coaches. 2

3 CWPPG training on Teaming & Engaging 2 CWPPG/DCS training on Teaming & Engaging 3 Pilot informs revised new worker and existing worker training on key practice skills for rollout CWPPG train 11 Sups and FCMs from Regions to be peer coaches for family team meetings (CFTMs) Peer coaches, with support from CWPPG and CSCG, coach all sups and FCMs 4 on CFTMs 5 2 CWPPG will do one training called Teaming and Engaging for all pilot staff (some of these trainings will be done with DCS co-trainers); this session will encompass training related to three practice skills of assessing, planning and intervening. CWPPG will train/coach DCS trainers and/or DCS Regional Practice Consultants on two other possible training courses Assessing and Planning and Intervening which can be offered to DCS staff at a later date. 3 CWPPG/DCS training means that CWPPG will co-lead these trainings with a DCS trainer. Lisa Faughbush will co-lead in tember while Ron Smith observes. Ron Smith will then co-lead in ober. 4 The peer coach role is a short-term one for purposes of the practice rollout. Over time, case practice coaching responsibilities will be the responsibility of supervisors and Regional Practice Consultants. We will use the pilot to test if this method of coaching works for Indiana. If it doesn t, other options are available including identifying/hiring a much larger pool of professional trainer-coaches for the peer and other rollout regions. These trainer-coaches will, like CWPPG, both train and coach staff. Such trainer-coaches might be a good option if DCS decides to designate regional trainers. To date, however, our understanding is that trainers will be Central Office staff. 5 Peer coaches are DCS supervisors or FCMs who have been trained (by CWPPG for the pilot) to train DCS staff how to facilitate Child and Family Team Meetings. For the pilot, 12 staff will be trained in il and to be coaches. Their training will consist of four days of classroom training followed by field training that involves observation of the CWPPG trainer facilitating a CFTM, modeling, and finally being observed and getting feedback in running a CFTM. The entire process takes about nine days of time for each peer coach. The peer coaches will then be expected to repeat the field process with other DCS staff, i.e., facilitate a CFTM for a designated staff person, and then observe and provide feedback with the staff person in the role of CFTM facilitator. 3

4 & Reg. Managers Pilot informs development of coaching training/practice for roll out DCS Regional Practice Consultants identified to region(s) 6. DCS Regional Practice Consultants support and coordinate ongoing practice coaching 7. Train FCM as facilitators in CFTM based on average of 3 facilitators a month. Ongoing practice advice and CFTM coaching to staff by DCS Regional Practice Consultant Qualitative review approach tested by DCS Central in pilot regions 9 and We envision the DCS Practice Consultant as a new staff line similar to Utah s clinical consultant. We see this person tasked with ongoing practice coaching for supervisors and FCMs and designing, jointly with DCS Central training lead, a mentor program for region(s). Whether a Practice Consultant has any training or QA responsibilities is an open one. We are not certain if DCS will need one per region, two per super-region, etc. so suggest that decision be left open at the moment. The question of who this staff line reports to also needs to be discussed and resolved; they could report, it seems, to any of the following: the RM, the DCS Training Deputy, the DCS Field Deputy or her designee. It is also possible that a County Director takes on the role of the Regional Practice Consultant. Finally, the Practice Consultant role might be different if DCS chooses to designate regional training staff and/or designate regional QA staff. Under either scenario, it might be that the practice consultant works for, or part of, a regional training and QA team. It should be noted that a qualitative review process will not be able to be tested in the pilot region unless a Regional Practice Consultant is in place to guide the process locally. Andrea Goodwin / Nancy Lambring. 7 We envision a mentoring program like Utah s in that existing staff will be paired with new trainees during their designated training period. The trainees will shadow the new staff and, for a designated period, share cases with the mentor. Like Utah, the mentor program will be voluntary. In this rollout plan, we have designated the Practice Consultant as managing the mentor process. However, it could also be housed with training staff if they are deployed regionally. 4

5 Karen & Pilot informs development of qualitative review approach for rollout Practice reform baseline data available for Pilot Regions Routine use of practice reform data by pilot regions 8 Pilot informs use of data for rollout Process finalized for identifying and resolving policy conflicts with practice reform Pilot informs statewide policy revisions Pilot informs ICWIS changes CWPPG training on Assessing Training on Intervening & Planning Urban Pilot Region 10 8 This task needs further definition by the pilot experience. By routine use we mean that the 11 practice reform indicators (and any other identified by DCS) are used regularly as a management tool to track, diagnose and forecast practice changes. We supported data meetings in both regions but are not certain that they are the correct format to replicate. This is an issue that needs further discussion with Pilot and Peer RMs. In addition, the question of whether each region/ super-region needs a data staff person must be tackled (in Utah, each region has its own data person). 5

6 CWPPG CWPPG CWPPG training on Teaming & Engaging skills to select staff CWPPG/DCS training on Teaming and Engaging skills CWPPG train 3 Sups and FCMs from Region to be peer coaches for family team meetings (CFTMs) 1 st wave Additional peer coaches are identified for the region. 2 nd wave CWPPG train an additional 3 Sups and FCMs from Region to be peer coaches for family team meetings (CFTMs) 2 nd wave Additional peer coaches are identified for the region. 3 rd wave Additional peer coaches are trained for the region. 3 rd wave Additional peer coaches are identified for the region. 4 th wave Additional peer coaches are trained for the region. 4 th wave 6

7 CSCG Karen Peer coaches, coach sups and FCMs on CFTMs. Peer visit to Utah DCS Regional Practice Consultants identified to region DCS Regional Practice Consultant support and coordinate ongoing practice coaching Ongoing practice coaching to staff by DCS Regional Practice Consultant Practice reform baseline data available Routine use of practice reform data by Regions Qualitative review approach tested by DCS Central in pilot regions 7

8 State/DCS Central Office Two DCS trainers identified and ready for deployment for practice rollout by DCS training lead(s) 9 Two additional DCS trainers identified and ready for deployment for practice rollout by DCS training lead(s) Two additional DCS trainers identified and ready for deployment for practice rollout by DCS training lead(s) Two additional DCS trainers identified and ready for deployment for practice rollout by DCS training lead(s) DCS curriculum lead(s) revises new worker, existing worker and supervisory curriculum based on key practice skills as taught/tested in the pilots for use in peer trainings and beyond DCS curriculum lead(s) revises existing worker 9 Note that nothing precludes DCS from hiring trainers more quickly than set forth here. In fact, it is recommended that trainers be brought on board as soon as possible so a bigger cohort can shadow and be coached by CWPPG. Lisa Faubush and Ron Smith. 8

9 curriculum based on key practice skills as taught/tested in the pilots for use in peer trainings and beyond DCS curriculum lead(s) revises new supervisory curriculum based on key practice skills as taught/tested in the pilots for use in peer trainings and beyond DCS curriculum lead(s) revises existing supervisory curriculum based on key practice skills as taught/tested in the pilots for use in peer trainings and beyond Curriculum lead and writers identified DCS Central Office training lead(s) works with Regional Practice Consultants to develop formal coaching curriculum and training (for Regional Practice Consultants and/or other staff designated as practice coaches DCS Central Office training lead(s) works with field to develop formal mentoring curriculum and training (for sups and FCMs) 10 Develop curriculum on Assessing skills 10 Currently being developed with the aide of Steve Fox 9

10 Develop plan for training on Assessing skills Qualitative review approach identified by DCS Central that supports practice changes and state has plan to test in pilot regions Two DCS QA staff identified and ready for deployment for practice rollout qualitative review 11 Four additional DCS QA 12 staff identified and ready for deployment for practice rollout qualitative review Qualitative review approach tested by DCS Central in pilot regions Qualitative review in other rollout regions Revise policies to support practice reform Revise ICWIS to support practice reform Process developed for training peer coaches for future roll-out counties 11 Lisa Whitaker and Patsy Sproatte. 12 As noted above, IN needs to decide if any QA staff will be housed regionally and if the Regional Practice Consultants will have some QA responsibilities. 10

11 Peer Regions 7 and 15 Yonda Peggy Practice reform baseline data available Caseload reduced to 12/17 by arrival of adequate staff New (reform) equipment in place (desks, computers, teleconferencing capacity) Identification of Peer Coaches for each Region. CWPPG/CSCG case consultations 13 Training on supervisory competencies needed to support reform practices Training on Teaming and Engaging by CWPPG and DCS trainer (for 1 to 2 training cohorts) Training by DCS trainers only in key practice skills (for remaining staff) CWPPG case coaching to 12 Sups and FCMs 13 Case consultations will occur throughout the pilot. The consultation process is used by CWPPG and CSCG to understand current practice as well as advise supervisors and FCMs on particular cases. The case consultation process is an important tool for trainers and should eventually be used by DCS trainers and coaches. 11

12 (shadowed by DCS Regional Practice consultant) & Reg. Managers Karen DCS Regional Practice Consultant identified for each region DCS Regional Practice Consultants support and coordinate ongoing practice coaching 14. Train FCM as facilitators in CFTM based on average of 3 facilitators a month. Ongoing practice advice and CFTM coaching to staff by DCS Regional Practice Consultant Routine use of practice reform data by pilot regions 15 Training on Assessing Training on Intervening & Planning 14 We envision a mentoring program like Utah s in that existing staff will be paired with new trainees during their designated training period. The trainees will shadow the new staff and, for a designated period, share cases with the mentor. Like Utah, the mentor program will be voluntary. In this rollout plan, we have designated the Practice Consultant as managing the mentor process. However, it could also be housed with training staff if they are deployed regionally. 15 This task needs further definition by the pilot experience. By routine use we mean that the 11 practice reform indicators (and any other identified by DCS) are used regularly as a management tool to track, diagnose and forecast practice changes. We supported data meetings in both regions but are not certain that they are the correct format to replicate. This is an issue that needs further discussion with Pilot and Peer RMs. In addition, the question of whether each region/ super-region needs a data staff person must be tackled (in Utah, each region has its own data person). 12

13 Qualitative review Peer Regions 4, 5, 14, 17 Yonda Peggy Practice reform baseline data available Caseload reduced to 12/17 by arrival of adequate staff New (reform) equipment in place (desks, computers, teleconferencing capacity) Identification of Peer Coaches for each Region. DCS Trainer case consultations 16 Training on supervisory competencies needed to support reform practices Training by DCS Trainers on Teaming and Engaging skills Coaching to 12 Sups and FCMs (shadowed by DCS Regional Practice consultant) 16 Case consultations will occur throughout the pilot. The consultation process is used by CWPPG and CSCG to understand current practice as well as advise supervisors and FCMs on particular cases. The case consultation process is an important tool for trainers and should eventually be used by DCS trainers and coaches. 13

14 DCS Regional Practice Consultant identified for each region & Reg. Managers Karen Peer Regions DCS Regional Practice Consultants support and coordinate ongoing practice coaching 17. Train FCM as facilitators in CFTM based on average of 3 facilitators a month. Ongoing practice advice and CFTM coaching to staff by DCS Regional Practice Consultant Routine use of practice reform data by pilot regions 18 Training on Assessing Training on Intervening & Planning Qualitative review 17 We envision a mentoring program like Utah s in that existing staff will be paired with new trainees during their designated training period. The trainees will shadow the new staff and, for a designated period, share cases with the mentor. Like Utah, the mentor program will be voluntary. In this rollout plan, we have designated the Practice Consultant as managing the mentor process. However, it could also be housed with training staff if they are deployed regionally. 18 This task needs further definition by the pilot experience. By routine use we mean that the 11 practice reform indicators (and any other identified by DCS) are used regularly as a management tool to track, diagnose and forecast practice changes. We supported data meetings in both regions but are not certain that they are the correct format to replicate. This is an issue that needs further discussion with Pilot and Peer RMs. In addition, the question of whether each region/ super-region needs a data staff person must be tackled (in Utah, each region has its own data person). 14

15 3, 8, 11, 16 Yonda Peggy Practice reform baseline data available Caseload reduced to 12/17 by arrival of adequate staff New (reform) equipment in place (desks, computers, teleconferencing capacity) Identification of Peer Coaches for each Region. DCS Trainer case consultations 19 Training on supervisory competencies needed to support reform practices Training by DCS Trainers on Teaming and Engaging skills Coaching to 12 Sups and FCMs (shadowed by DCS Regional Practice consultant) DCS Regional Practice Consultant identified for each region 19 Case consultations will occur throughout the pilot. The consultation process is used by CWPPG and CSCG to understand current practice as well as advise supervisors and FCMs on particular cases. The case consultation process is an important tool for trainers and should eventually be used by DCS trainers and coaches. 15

16 DCS Regional Practice Consultants support and coordinate ongoing practice coaching 20. & Reg. Managers Karen Peer Regions 1, 2, 6, 12, 13 Train FCM as facilitators in CFTM based on average of 3 facilitators a month. Ongoing practice advice and CFTM coaching to staff by DCS Regional Practice Consultant Routine use of practice reform data by pilot regions 21 Training on Assessing Training on Intervening & Planning Qualitative review Practice reform baseline data available 20 We envision a mentoring program like Utah s in that existing staff will be paired with new trainees during their designated training period. The trainees will shadow the new staff and, for a designated period, share cases with the mentor. Like Utah, the mentor program will be voluntary. In this rollout plan, we have designated the Practice Consultant as managing the mentor process. However, it could also be housed with training staff if they are deployed regionally. 21 This task needs further definition by the pilot experience. By routine use we mean that the 11 practice reform indicators (and any other identified by DCS) are used regularly as a management tool to track, diagnose and forecast practice changes. We supported data meetings in both regions but are not certain that they are the correct format to replicate. This is an issue that needs further discussion with Pilot and Peer RMs. In addition, the question of whether each region/ super-region needs a data staff person must be tackled (in Utah, each region has its own data person). 16

17 Yonda Peggy Caseload reduced to 12/17 by arrival of adequate staff New (reform) equipment in place (desks, computers, teleconferencing capacity) Identification of Peer Coaches for each Region. DCS Trainer case consultations 22 Training on supervisory competencies needed to support reform practices Training by DCS Trainers on Teaming and Engaging skills Coaching to 12 Sups and FCMs (shadowed by DCS Regional Practice consultant) DCS Regional Practice Consultant identified for each region DCS Regional Practice Consultants support and coordinate ongoing practice coaching Case consultations will occur throughout the pilot. The consultation process is used by CWPPG and CSCG to understand current practice as well as advise supervisors and FCMs on particular cases. The case consultation process is an important tool for trainers and should eventually be used by DCS trainers and coaches. 17

18 & Reg. Managers Karen Train FCM as facilitators in CFTM based on average of 3 facilitators a month. Ongoing practice advice and CFTM coaching to staff by DCS Regional Practice Consultant Routine use of practice reform data by pilot regions 24 Training on Assessing Training on Intervening & Planning Qualitative review 23 We envision a mentoring program like Utah s in that existing staff will be paired with new trainees during their designated training period. The trainees will shadow the new staff and, for a designated period, share cases with the mentor. Like Utah, the mentor program will be voluntary. In this rollout plan, we have designated the Practice Consultant as managing the mentor process. However, it could also be housed with training staff if they are deployed regionally. 24 This task needs further definition by the pilot experience. By routine use we mean that the 11 practice reform indicators (and any other identified by DCS) are used regularly as a management tool to track, diagnose and forecast practice changes. We supported data meetings in both regions but are not certain that they are the correct format to replicate. This is an issue that needs further discussion with Pilot and Peer RMs. In addition, the question of whether each region/ super-region needs a data staff person must be tackled (in Utah, each region has its own data person). 18