Presentation on theme: "Thank you for volunteering to be part of the SEI Pilot Project Today’s Agenda: Desired Results For This Pilot Project Employment First Initiative Background/Draft."— Presentation transcript:
Thank you for volunteering to be part of the SEI Pilot Project Today’s Agenda: Desired Results For This Pilot Project Employment First Initiative Background/Draft SEI Service Structure The Career Plan Participant (provider) Responsibilities Your Feedback Payment for the Completed Plan and Feedback Form Wrap Up
Desired Results For This Pilot Project: To provide an opportunity to use the draft Career Plan in a real life situation To gather information from you about the efficacy of the Career Plan its format its content its length its ease of use time needed to complete plan did it make a difference in the service to the individual your suggestions and recommendations
Employment First Initiative Policy Statement In order to help individuals with intellectual disabilities achieve full citizenship, employment opportunities in fully integrated work settings shall be the first and priority option explored in the service planning for working age adults with developmental disabilities. While all options are important and valued, integrated employment is more valued than non-employment, segregated employment, facility-based employment, or day habilitation in terms of employment outcomes for individuals with developmental disabilities. For those who successfully achieve the goal of employment in an integrated setting, future service planning must focus on maintaining employment as well as the consideration of additional career or advancement opportunities. For those not yet achieving employment, annual service planning must include and reflect employment opportunities as the first and priority service option explored.
SEI Workgroup Transitioning from Traditional Payment Structure to Fee for Service History & Progress
SEI Work Group – History and Progress Established in February 2010 – Collaborative approach of DDS and Private Sector to address the following: Conversion of traditional payment structure to attendance based payments dramatically reduced annualized (legacy) rates impacting agency infrastructure Create a system which meets client needs and reimburses providers for work completed Reinforce the value of SEI services Sought and secured a cap on losses to be limited to 2% for SEI payments during the transition period
SEI Work Group – History and Progress Reviewed information on how other states pay for SEI services Gathered information to identify direct and indirect costs/activities involved in job preparation, development, placement and retention Collected and analyzed information from 25 providers to determine aggregate data of above Categorized SEI service components
SEI Work Group – History and Progress Researched and re-designed available assessment and career planning tools to be consistently used within the system Consistently reviewed CMS waiver guidelines for service delivery and documentation requirements Solicited input from DDS CO Case Management Liaison
Proposed Service and Payment Structure SERVICE CATEGORYPAYMENT METHODOLOGY 1 Career PlanStraight Fee 2 Job Search / Assessment – Face-to-FaceHourly Rate 3 (Optional) Working Interview – 1 to 1 Supports Hourly Rate + Wages (Minimum Wage) and Expenses 4 Placement Fee – Person HiredStraight Fee 5 Training / Intensive SupportsHourly Rate 6 Individual Working 6a. Follow AlongHourly Rate 6b. Payment to Provider Based on Hours Individual is Working Hourly Rate 6c. Retention Payment - Benchmarked to 3 months, 6 months, 9 months, 1 year, 18 months, etc. Straight Incentive Payment
SEI Next Steps Review Career Plan Conduct Career Plan Pilot Seek to Formalize Service/Payment Structure
The Career Plan - Purpose To gather information from individual and stakeholders that is pertinent to obtaining/retaining employment To identify and outline unique supports that will lead to employment To be a roadmap for the individual and his/her support team that leads to successful competitive employment and career enhancement To be a dynamic and flexible document that will accompany the individual throughout his/her personal career path
Structure Client Summary Report Consumer Profile Vocational Profile Action Plan Appendix A – Assessments and Training Tools Appendix B – Resource Guide
Client Summary Report The DDS Case Manager will provide this CAMRIS- based report to the Private Provider This will be in the referral package for a new consumer or forwarded to the provider in preparation for a career planning meeting This summary captures pertinent consumer information currently stored in CAMRIS This summary will be attached to the front of the Career Plan document
Section I - Consumer Profile (Completed by Provider)
1. Legal Status Preparation for employment forms Information to develop strategy for addressing criminal record and/or substance abuse issues
2. Social Security The start of a financial plan that meets the needs of the individual Provides the basic information to project the impact, if any, competitive work may have on entitlements Encourages link to benefits counselor
3. Other Potential Funding/Resources for Employment Services and Supports Identifying all pertinent resources to bring to the table
4. Transportation How will the person get to and from work ? What are the options ? What’s plan B, C and D ?
5. & 6. Education, Training and Academic Skills/Work-Life Experience What skills and experiences can be brought to bear for work? What are the clues for matching skills for work?
7.& 8. Paid Employment History & References This is the start of a resume Contact list for employment opportunities
Section II – Vocational Profile (Completed by Provider) This is the section that will incorporate observations, self-reports and results from established written assessments (see Appendix A)
1. & 2. Vocational Preferences/Skills, Gifts and Strengths Listening to individuals and stakeholders Gathering information and perceptions
3.- 7. Vocational Skills Self reporting of individual Information and perceptions of stakeholders Opportunities for up to three (3) brief assessments or inventories (complete at least one) See Appendix A Previous performance evaluations
8. Accommodations What’s needed to make work possible, accessible, safe and successful ?
9. Transportation/Safety Awareness How will the individual safely and independently navigate to, from and around work ? **Resources available through the Kennedy Center for travel training
10. Community Advantages/Disadvantages Opportunities and risks ?
11.- 14. Preparation for Job Development Tools Focus/Scope Opportunities Contacts
Section III – Action Plan The Who – What – When – Where ? Are the right people at the table ? Is everyone clear about what they are committing to do ? Are there clear guidelines and timelines for completing tasks ?
Employment Skills and Activities Checklist Has the team identified all the supports needed at this point with what you know ?
Sign-Off “I’m committing to provide the support to the best of my ability.”
Appendix A Assessment and Training Tools – Offered as a resource
Appendix B Benefit/Entitlement Specialists available around the state
Reimbursement for Piloting the Career Plan Face to Face Direct Hours A one-time Authorization for 10 hours of Face to Face supports with the participant to Pilot the Career Plan. All Face to Face time to billed at the current $ 58.11 hourly rate. Any additional face to face hours needed to complete the Career Plan over the authorized ten hours are to be billed using the participant’s current authorized ISE hours. For GSE participants, any additional face to face hours needed to complete the Career Plan over the authorized ten hours would be part of the GSE rate. Indirect Hours A one time authorization for the completion of a Career Plan for the participant will be provided to each agency. Payment will be contingent on the submission of a completed Career Plan and a completed signed feedback sheet. Payment will be $ 571.00.
Reimbursement for Piloting the Career Plan Authorizations will be issued by the Resource Administrator. Authorizations will be effective until 6/30/2011. Providers are expected to complete the Career Plan before the end of the fiscal year. If the provider is unable to complete the plan by June 30,2011, the provider should contact Joe Drexler or Peter Mason in the Operational Center during the first week of July, but no later than July 10th.