Quality Incentives Workgroup Meeting: Part 2 - Shared screen with speaker view
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Hi Leslie, I am a member of the public. Thanks for doing this
Hi, I am a member of the public. and was not able to join the morning session. Thanks
Please allow discussion on Person Centered Planning!!!
Person Centered Planning and Employment
Sarah Verity, AbilityPath
workforce capacity and service access and equity
Person-Centered Planning and Employment
Employment and Workforce Capacity
Support strongly what Pam said.
Agree with Pam's point about 'failure' from an effort may be just part of the journey and the individual still learned a lot. Need to be careful not to automatically penalize a provider in theses cases or we may drive a reluctance to allow an individual to try something.
I also agree with Pam. We want to make sure we don’t overly incentivize CIE and force placements that will not be person centered and instead find measurements that will track personal growth toward a chosen career path
BTW, person centered planning is also about looking at the "whole person" (or "whole child") - a child might be receiving early start services but if the child's family is facing eviction from their home, or has a major health crisis - or they face food insecurity or face mental health crisises that is going to impact the services provided. Any measurement needs to take into account the "whole person".
We also need to look at self-employment and microenterprise, gig employment and other creative options for employment.
Also meant to say again support strongly Pam's comments
I know we probably won't have time to address workforce capacity but I believe this is the most critical piece as we can't have quality services without a skilled workforce.
Service access and equity huge - measurements need to somehow measure unmet need. . Agree with Joyce
3 minutes until the breakout groups re-join us here in the main room
Person centered planning and looking at the whole person would naturally look at all the systems and services that a person needs or might need. That means Medi-Cal (we need to look at the major changes happening with CalAIM that can provide more options of help and services to a person); education, mental health, behavioral health, etc
Agree Donna. Without adequate and skilled staff the challenge is overwhelming with failure nipping at our heals. Will lead to unintended poor quality despite our best efforts.
Agree with Mr Omoto. I just want to add that right now COVID is affecting education very deeply.
let's have incentives for staff retention!
I also agree with Donna. While all these topics are so important, our biggest barrier is hiring and retaining staff. We are great at providing training and skill building and identifying best supports for person centered services. But we cannot recruit a workforce to do this when we are competing with folks being able to make more money working in fast food. This is a job that requires skills and we need to be able to pay a salary that reflects that.
Email thoughts/suggestions to QualityIncentives@dds.ca.gov.
I would like to thank the members of group 3 for a robust conversation...
Is it possible to stop sharing screen so we can see the speaker?
Thank you, Michael -- I really appreciated all of your thoughtful contributions.
Is there a grant to provide funding to agencies or directly to individual direct service staff for scholarships to become a member or to take the certification from Otha like APSE? Can this be used to justify promotions, raises, or more leadership roles within the organization-ultimately a tool for succession planning and improve retention?
Important discussions. Sorry for joining and dropping video connection. Bandwidth issues. Virginia
What happens when an individual picks a staff they want to work with that might not be able to help them with their specific plans all staff bring different talents. I agree a PCP gets done first as Judy stated, but then a program walks you through what they offer for services to see if there a good match. Choices could very the individuals outcomes of achievement.
Training obviously helps, but certain staff are great in different areas.
Training does help but we need to explore how it leads to behavior/service implementation change. To share something personal, as a DSP, I was not loving my wage but the work place culture is what impacted my job satisfaction because I enjoyed my work. Turn over was so high, coworkers did not bother to interact in a meaningful way until new staff were around for some time-approx. 3 months. In a high stress work environment, many did not last that long.
Strengths based case management is a helpful model.
If disparity rates are largely worsening (despite RC focus groups), what coordination of community partners/orgs who receive grants to address equity in service exist? There does not appear to be regional or statewide coordination. These entities may have significant best/promising practice ideas.
in terms of a measure-tenure is one aspect but do we have a conversion and study of open positions? This may help with training development, career development/laddering, etc.
thank you for the calendar
how do you become a workgroup member?
Agree with you Judy - More Self Advocates. CCLN also has a list of nominations. :-)
Wonderful conversations today. I have to jump off for another mtg. See you all next time:)
Great discussions and observations. Lots to take away. Thank You