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Service Access & Equity Workgroup Meeting - Shared screen with speaker view
Ryan duncanwood
15:52
hi
Amy Wall
16:59
Para interpretación en español, por favor haga clic en el botón de “Interpretación” en su pantalla y seleccione el canal “Spanish.” En el canal de español, usted puede seleccionar “Mute original audio” si solamente quiere escuchar al interprete. De otra forma, va a escuchar a los presentadores de inglés en el fondo.
Amy Wall
18:06
Today’s materials are posted on the DDS website at: https://www.dds.ca.gov/initiatives/ds-task-force/
Amy Wall
18:48
La presentación de hoy se publicará en el sitio web del DDS en: https://www.dds.ca.gov/initiatives/ds-task-force/
Marty Omoto
19:50
Leinani has been and is awesome. Appreciate very much her work - and that of the team there
Marty Omoto
20:34
Our next meeting should be an in-person meeting in Hawaii (hosted by Leinani of course)
Aaron Carruthers
21:39
Hi all, Aaron Carruthers, Executive Director, State Council on Developmental Disabilities
Kimberly Mills
21:46
Kim Mills, A Better Life Together
Fernando Gomez - ICC
22:01
Fernando Gomez Dad of 14 year old with DS and Co-Founder of Integrated Community Collaborative (ICC)
Lauren Loza
22:07
Good afternoon! Lauren Loza, PathPoint
Eva Casa-Sarmiento
22:08
Panelist: Eva Casas-Sarmiento, Managing Attorney, Office of Clients' Rights Advocacy, Disability Rights California
Kevin Rath
22:13
Kevin Rath,. VP of California Community Living Network & ED of Manos
Alina Rahman
22:14
Hi everyone! My name is Alina and i'm an Associate Governmental Program Analyst on the Service Access and Equity Team
Kaitlynn Yen Troung
22:33
Good afternoon. Kaitlynn Truong, Cultural Specialist at Regional Center of Orange County
Marty Omoto
24:01
One thing not explicitly on the agenda is how the eventual implementation of the initial regional center provider rate increases (for some) in April 2022 and the eventual multi-year implementation of the rate study - and how that has a direct impact on service access and equity issues (including early start). Availability of services and supports is critical and linked to the issue of person centered provider rates. Also tied to that is regional center caseloads and service coordinator resources.
Ken Barnes
24:45
Hello all. I’m Ken Barnes, CEO of Options For All, and member of the DS Task Force, this workgroup, and the sub-workgroup African American Focus group.
Ken Barnes
25:29
Hello all. I’m Ken Barnes, CEO of Options For All, and member of the DS Task Force, this workgroup, and the sub-workgroup African American Focus group.
Marty Omoto
26:47
Does implementation for Bilingual Pay Differential - a great initiative - include a provider staffer who is able to use ASL for people the provider serves or will serve? It should.
Nancy Bargmann
28:58
Yes, Marty - ASL is included.
Lauren Loza
29:06
Good afternoon! Lauren Loza, PathPoint
Pablo Velez
30:28
Hello All. Hope you are doing well and staying safe. Pablo Velez, Program Director Amigo Baby. Member of DS Task Force.
Marty Omoto
35:33
Good steps on Implicit Bias training - I think the outcomes piece is critical - and love how that is identified by DDS as outcomes linked to individuals served (child or person centered) with short and long term goals. Much better than outcomes that simply measure how many trainings were done, how many people were trained, etc - which doesn't mean very much if at the end of the day a person's life who needs services or eligibility is not helped. Outcomes must be person centered. Has that process to identify outcomes been determined out outlined yet? It is very hard to do
Karin Bloomer
35:50
Input themes thus far on what Implicit Bias Training should include:• Clarity and common vision  • Flexibility with the ability to evolve• Diversity of trainers with experience and facilitation skills• A practical curriculum to provide strategies and tools based on core implicit bias concepts• Engaging format, safe space for different perspectives• Inclusive participation w/self-advocates/families• Outcomes – linked to individuals served w/short & long-term goals and measures
Linda Gutierrez
36:04
Here are the bullet points from Rapone's slide on Implicit Bias Training Stakeholder Input:
Kevin Rath
36:41
How is 'bias' being defined?
Linda Gutierrez
38:01
Implicit Bias Training Stakeholder InputCommon Vision : Value the training and provide clarity of purpose for staffFlexibility: Maintain the ability to evolve and meet RCs where they areDiversity : Hire trainers with experience and facilitation skillsPractical: Ensure strategies and tools are based on core implicit bias conceptsEngaging: Provide safe space and format for different perspectivesInclusive: Allow participation of self-advocates and familiesOutcomes: Link to individuals served with short and long-term goals and measures
Ken Barnes
39:12
This is excellent work, thank you Rapone!
Aaron Carruthers
43:19
+1 Ken, great work Rapone
Ken Barnes
47:51
I think we missed a question from Kevin Rath on what is the definition of bias. I think that short answer could be good for everyone in attendance.
Lucina Galarza
48:23
Great work!
Anna Wang
48:36
Thanks so much for addressing the issue of implicit bias which really gets in the way of improving equity and access /disparity reduction. Since implicit bias has gone so long in the regional center systems, we are hopeful that this is a great direction in changing the RC culture.
Marty Omoto
48:48
Hey Ry!!!!! I miss you. Say hi to your mom - miss her. And say hi to your dad too. And your support staff
Kevin Rath
53:28
One angle on outcomes for this project: How is the case management service enhanced through understanding and ensuring that bias does not interfere with service selection, purchase, and vendor selection so that service recipients can effectively use those services to engage in the lifestyle practices that make up the individual’s chosen way of life?
Pablo Velez
54:10
Nancy and Leilani, great plan! I have a question, given the lack of adherence to training, will it be mandatory to all? Also, will the time spent by individuals be paid? It is an additional barrier for providers.
Kevin Rath
59:10
For service delivery outcomes: Vendor service delivery needs to be able to deliver services in a way that the individuals, the service users, can appropriate and apply the service deliverables to allow them to maintain the conditions they need to achieve and maintain their chosen lifestyle practices.
Marty Omoto
59:22
Agree and support Fernando's comments - his suggestions would help make this a partnership with everyone having a stake in making it work
Mayra Ochoa
01:05:52
Question 2:What outcomes are important to measure and report for the Implicit Bias Training?
Kevin Rath
01:17:44
Yey Pablo--"utilization is not an outcome" Dr. Ghaly. An outcome is the success of services in supporting service users to maintain and achieve their chosen lifestyle practices.
Marty Omoto
01:19:51
Agree with Kevin - critically important distinction. And he is correct about Dr Ghaly making that assertion (we all met with him in June 2019) when he said that. The agency's guiding principles reflect that too.
Marie Poulsen
01:20:41
implicit bias should cover religion and sexual orientation biases as well …
Pablo Velez
01:22:05
I think Political views should also be part. It acts as a filter and affects decision process.
Marty Omoto
01:22:37
Here is the link to CA Health and Human Services (CHHS) guiding principles for all departments under it - including DDS - that really looks at the "whole person (or child", outcomes linked to the individual and person centered services and supports: https://www.chhs.ca.gov/wp-content/uploads/2019/07/CHHSA-Guiding-Principles.pdf
Ken Barnes
01:22:50
Absolutely, Marie. There isn’t enough attention given to sexual orientation and gender identity differneces for the population we all serve.
Marty Omoto
01:23:41
Focus groups as training continues on might help to complement the data
Anna Wang
01:23:59
Currently disparity data reports on the POS usage and $ spend on each ethnic group, not eligibility. That's why I suggested that disparity reduction as a measure of the effectiveness of the implicit training.
Kaitlynn Yen Troung
01:25:39
I agreed with Anna. Disparity data would be one of the good sources to measure the outcome.
Marty Omoto
01:25:50
Agree with Anna Wang's point on POS spending - as one measurement of outcomes.
Marty Omoto
01:26:37
Agree with Fernando - language is half of the equatin - but understanding culture - the disability culture - is critical
Mayra Ochoa
01:28:10
Question 1:What is important to consider for the statewide Implicit Bias Training? 
Mayra Ochoa
01:28:21
Question 2:What outcomes are important to measure and report for the Implicit Bias Training?
Eva Casa-Sarmiento
01:28:34
Yes. Satisfaction surveys from clients and families reflecting greater satisfaction would be one measure; and POS expenditure data reflecting increased spending on persons of color would another good outcome measure.
Marty Omoto
01:33:00
Nancy or someone - can you mention again that ASL is included in the differential - its an important point (Gabriella raised it too) Thanks
Marty Omoto
01:34:29
I want to echo and support the question that Jacquie Foss raised: "Bi-lingual pay is great, my question will be who assesses the skill level? For ASL will this include staff that are Deaf? I assume so since the pay will apply to others that are fluent in their first language. Will it apply to staff that work directly with the person or only if it directly impacts the consumer?" Also the point raised by Kimberly too.
Vanda Yung
01:35:01
Thank you Fernando, Marty and Anna. It is very important to recognize not only the linguistic abilities, but also cultural and implicit bias awareness/competency with the ethnic cultures/subcultures and IDD individuals/families.
Pablo Velez
01:35:08
Kimberly great point.
Lucina Galarza
01:35:35
Sorry everyone . I have another meeting. Great dialogue. I Look forward to this training .
Pablo Velez
01:37:25
The QMRP system might be a good model to follow.
Leinani Walter
01:37:50
Yes, ASL would be included in the bilingual pay differential.
Marty Omoto
01:38:10
I think we raised same points that the differential needs to include other competencies - including understanding the disability culture the culture of people who are deaf, blind or with mental health needs, behavioral needs, etc - which depends who the person (or family) the staff is or will serve. In other words language is one huge factor, but to add to the certification or whatever it is called, there HAS to be competency in those other things (points raised by me, Anna, Fernando, Kimberly, Jacquie and others)
Amanda Pyle (GGRC)
01:39:16
keep in mind that most likely, staff hired may end up being responsible for more than just the direct active support but might be requested to assist with additional indirect work that is not always handled by a DSP (depending on the type of service) such as written translation of ISPs and person centered plans, etc
Marty Omoto
01:39:37
I like and support the question and comment raised by Pam Scarano in the Q and A: "In considering increased funding to increase bi-lingual staff and have their roles build up cultural inclusion into people's program design by working directly with individuals served. This could be added to their job responsibilities to build up choices and options. This would be a way to see the outcome changes to programs that evolve to improve there abilitiies to meet the needs of the different cultures for inclusion."
Amanda Pyle (GGRC)
01:39:39
also, I have a mother meeting to jump to but appreciate the discussion and comments on both of these topics today. Thanks!
Marty Omoto
01:41:24
A lot to figure out - but this is a good step. BTW, does the differential carry forward with that staffer if he or she moves to another job? Should it?
Eva Casa-Sarmiento
01:41:26
Question about Coordinated Family Support Services (which I believe are SLS-like services for adults who live with their families) recently approved under HCBS spending plan. Can you provide information on when and how DDS plans to roll this out, and if there will be an opportunity for stakeholder engagement?
Fernando Gomez - ICC
01:42:13
Thank you Nancy and Staff for the opportunity to provide feedback. Great feedback from everyone…
Marty Omoto
01:43:18
Thanks Nancy and team - good presentation
Linda Gutierrez
01:43:37
For the FY 21-22 SAE grang info, please check out our DDS website at: https://www.dds.ca.gov/rc/disparities/disparity-funds-program/grant-guidelines/
Anna Wang
01:43:50
Thanks so much Nancy & Team
Vanda Yung
01:43:59
It’s important for these certified providers to be collaborating with ethnic community based organizations on subcultural differences and back checking on terminologies .