Beehive Support Services Association
5225 55a Street Box 6007,
Drayton Valley, T7A 1T1 ,Canada
Contact Details & Working Hours
Address:
5225 55a Street Box 6007,
Drayton Valley, T7A 1T1 ,Canada
Telephone:
7805423113
Web site:
beehivesupportservicesassociation.com⇒
Opening hours:
Monday:00:00-00:00
Tuesday:00:00-00:00
Wednesday:00:00-00:00
Thursday:00:00-00:00
Friday:00:00-00:00
Saturday:00:00-00:00
Sunday:00:00-00:00
More about Beehive Support Services Association
Our Association provides support services to disabled adults from Drayton Valley and surrounding areas. The services provided include supported employment, 24 hour Residential group home support, supported independent living, recreational/leisure supports, community access supports, education, health, financial and medical support as well as transportation services. We are presently supporting 24 individuals and have 40 staff members.
PDD Contract Specialist: RENATA ROMANEK PDD Service Coordinator: TANYA BRETT
Information last update: (September 30, 2013)
PDD
Transformation Priorities Break your strategies for PDD Transformational Alignment into the following Short, Mid, and Long-term time periods. Short -Term
(October 1/13-November 30/13)
Mid –Term
( December 1/13 – March 31/14) Long – Term
(April 1- 14/ March 31/15)
Employment First
Employment First (cont.)
Employment First (cont.)
How will our agency support the principle of Employment First and cooperate with other agencies/organizations to ensure individual’s employment placements are successful?
How will our agency support the principle of Employment First and cooperate with other agencies/organizations to ensure individual’s employment placements are successful?
How will our agency support the principle of Employment First and cooperate with other agencies/organizations to ensure individual’s employment placements are successful?
Transitional Planning done to date:
Training:
• “What is Meaningful Work”: 3 job coaches attended. August 30, 2013
• “Disability Innovations in Employment and Technology” May9-10, 2013: 1 Manager attended
• “Great Supervisory Skills Training” : Level 1 March 2013, Level 2 April 2013, and Level 4 June 2013: Employment Specialists attended
• “Alberta Supported Employment Consultant Training”: Sept 21-22, 2012. Employment Specialist and 1 other Manager completed. Since 1 manager has left the agency.
• “Alberta Supported Employment Consultation Training”: Oct. 21-22, 2011. Employment Specialist took and left agency shortly after.
• “Employment for All”: April 8-9, 2011: Employment Specialist took and left agency in 2011.
• “Get a Job”: Washington initiative for supported employment: Feb. 25, 2011: 5 job coaches and employment specialist took attended. Employment Specialists left agency, and 3 of the staff no longer work in this program.
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Transitional Planning working on currently:
Employment Specialist to collect baseline information regarding employment services as follows by October 31, 2013
• How many Individuals currently have employment/ volunteer placements
• Hours of work per week
• Wage rates
• Methods in which individuals access work
• Length of Employment at current location
• Number of Employment placements over past 5 years and results (Independently employed, job loss, job change etc)
• Individual current employment skill level assessed of functioning
Employment Specialist & Support Team to review policies and gather data on current practice/methods and procedures used to support individuals who are employed or have employment as a goal and gather data from past training and current research resources on best practice by November 21 , 2013
• Intake/Assessment
• Identification of Job pre-requisites and training supports provided or needed
• Job Search/acquisition techniques
• Marketing Strategies
• Employer Education, training and support methods
• Current Job Coach Practice, Methods, training/orientation, support and client assessment
• Agency practice in Follow up support to Individual and employer
Job consultations
Employment Stabilization
Employment Maintenance
Employment Specialists & Support Team to hold Staff Meeting November 26th , 2013 to review data collected and determine strengths, weaknesses, and areas where
improvements can be made and determine next steps and revise PDD Transformational Change Plan accordingly.
Employment Specialists and Support Team to continue to provide available opportunities to front line job coaches to attend external training options in employment first initiatives, best practice to strengthen our front line team:
o Current and ongoing
ED and DCS to continue to seek funding to support front line staff training options in employment first initiative and training in best practices to strengthen our front line team: Current and ongoing
Employment Specialists and DCS to track all training Opportunities on current system
Employment Specialists and Support Team/Front Line to share knowledge of training through staff presentation at next staff meeting after completion of training as is current practice
Employment Specialist and Support Team/Front Line to continue to evaluate current practices and review current training as to how it could effectively apply to current system: procedures and practices, support our systems and update our systems procedures and practices accordingly
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Employment Specialist to continue to collect information data regarding employment services and submit Quarterly Reports To DCS/ED/Coordinator (Mar ,June, Sept, Dec)
DCS to submit employment performance measures to PDD as per required reporting timelines: bi-annually starting with
• 1st submission Oct.31,2013
• 2nd submission Mar 31, 2014
Employment Specialist and Support Team to update agency support/planning policies, procedures/methods, and templates to ensure that Employment First is reflected and provides appropriate organizational structure and impact by January 31, 2014
Employment Specialist and Support Team to provide agency Staff Training on New Employment Policies, Procedures, and Templates by March 2014
Employment Specialists and Support Team to continue to provide on-going job coach training and support on best practices at regular monthly staff meetings:
o Current and on-going
Employment Specialists to document in staff meeting minutes to indicate training has been presented/reviewed , any changes to procedures/systems as a result and track front line staff that have been trained
Employment Specialist to complete staff satisfaction survey’s to assess front line skilled workforce and determine any supports/needs required and report results to DCS/ED/Coordinator Quarterly
(Mar, June, Sept, Dec)
Employment Specialist to complete individual job placement satisfaction Survey’s to indicate satisfaction in front line supports provided to them and determine any support/needs required and report results to DCS/ED/Coordinator Quarterly (Mar, June, Sept, Dec)
Employment Specialists to complete employer satisfaction survey’s to determine quality of services provided and any support/needs required and report results to DCS/ED/Coordinator Quarterly
(Mar ,June, Sept, Dec)
Employment Specialists and DCS/ED/Coordinator to provide Employment First update to PDD contract specialist at quarterly meetings to determine any support needs required as result of data collected from survey’s and any changes made to procedures/systems as a result of training provide (Nov, Feb, May, August)
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Employment Specialist to continue to collect information data regarding employment services and submit Quarterly Reports To DCS/ED/Coordinator (Mar ,June, Sept, Dec)
DCS to submit employment performance measures to PDD as per required reporting timelines: bi-annually(Oct,Mar)
DCS/ED/Coordinator/Employment Specialists to provide to PDD Employment First update on any updates or changes to current agency support/planning policies and procedure/methods to reflect employment first organizational structure and impact at Quarterly Meetings(Nov,Feb,May,Aug)
DCS/ED/Coordinator/Employment Specialists to submit any transformational plan updates to PDD Quarterly(Nov,Feb,May,Aug)
DCS/ED/Coordinator/Employment Specialists To set new agency targets for employment / volunteerism for the 2014 – 2015 contract period and forward to PDD Contract Specialist by June 2014
Employment Specialist to provide Employment First progress report on reaching identified employment/Volunteerism targets, efforts/success in supporting individuals to become employed, and partnership activities with local businesses to DCS/Coordinator/ED for review at quarterly meetings.
(Mar ,June, Sept, Dec)
Employment First (cont.)
Client Community Engagement
/Access
Client Community Engagement
/Access
Client Community Engagement
/Access
Client Community Engagement
/Access
How will our agency support the principle of Employment First and cooperate with other agencies/organizations to ensure individual’s employment placements are successful?
How will our agency ensure that the individuals we serve have opportunity to participation and integrate into the community, build community connection, and increase their natural supports?
How will our agency ensure that the individuals we serve have opportunity to participation and integrate into the community, build community connection, and increase their natural supports?
How will our agency ensure that the individuals we serve have opportunity to participation and integrate into the community, build community connection, and increase their natural supports?
How will our agency ensure that the individuals we serve have opportunity to participation and integrate into the community, build community connection, and increase their natural supports?
Employment Specialists to increase frequency of Job Site visits to a minimum of monthly check ins with current employers by November 14, 2013. Every 3 months a face to face meeting will occur otherwise a phone check in is acceptable.
Job consultations
Employment Stabilization
Employment Maintenance
Satisfaction Survey’s
Employment Specialist to continue to network with community agencies in regards to employment supports and options: example Career Choice. Results will be submitted in Employment Specialists Quarterly Reports.
Transitional Planning done to date:
Training:
• From Community Presence to Community Inclusion: Feb. 26 & 27, 2013. CA manager and Employment Specialist took workshop. They also participated in the development of a teaching module on community inclusion to be used in the “Foundations” Course or Alternate training Resource
• Finding Value in My Day: Oct. 18, 2011. CA Manager and CA assistant: Both are no longer with are agency
• Tools for Leadership and Learning: 2010: CA manager and assistance: Both are no longer with our agency
• Meg Wheatley Leadership workshop: CA manager, no longer with are agency
• Research and Resources:
o Building Personal Support Networks “Developed by Community Living BC
o Support Networks: A guide for Self Advocates CL BC
o Self Advocate Workbook: My Plan “ Developed by CL, BC
o Course information from Community Presence to Community Inclusion
• Revamping, updating and developing Educational Learning Centre’s
• Continue to pursue and work on the development of a community centre for the arts and individual entrepreneurship
Transitional planning working on currently:
Community Access Manager and support team to collect baseline information regarding current Community Networking and inclusiveness within our Community as follows by October 31, 2013
1) Volunteer Placements:
How many Individuals currently have individual volunteer placements
How many group volunteer placements are there and how many individuals participate in the group volunteer placements
Hours of volunteering per week
Benefits/recognition practices
Methods in which individuals access volunteer placements
Length of time volunteering at current location
Number of Volunteer placements over past 5 years and results (Independently volunteering, volunteer loss, volunteer change)
Individual current volunteer skill level assessed of functioning
2) Community Inclusiveness Activities:
How often are individuals participating in the community per week
What type of activities are individuals participating in
How many of the activities are community organized and run by a community service/volunteer
How many of the activities are BSSA agency organized and run
• How many individuals attend independently and how many attend with supports
• Methods in which individuals access community services
3) Barriers: Community Access Manager and Support Team to identify any barriers to accessing community resources as it pertains to inclusiveness within our community
Community Access Manager and Support Team to review policies and gather data on current practice/methods and procedures used to support individuals in acquisition of volunteer placements, building community support networks, building community educational opportunities and gather data from past training and current research resources on best practice by November 21, 2013
• Intake/Assessment
• Identification of pre-requisites
• Placement Search/acquisition techniques
• Marketing Strategies
• Placement education, training and support methods
• Current staff practice methods, training/orientation, support and client assessment
• Agency practice in Follow up support to individual and placement coordinator
Consultations
Placement stabilization
Placement maintenance
CA Manager & Support Team to hold Staff Meeting November 26th , 2013 to review data collected and determine strengths, weaknesses, and areas where
improvements can be made and determine next steps and revise PDD Transformational Change Plan accordingly.
CA Manager to increase frequency of Site visits to a minimum of monthly check ins with current volunteer placements by December 2013
• Site consultations
• Stabilization
• Maintenance
• Satisfaction Survey’s
CA Manager and Volunteer Placement Coordinator to continue to network with community agencies in regards to volunteer placements, community networking options and resources, educational opportunities, acquisition of volunteers to support individuals or teach speciality skills(ex. painting, photography etc) and build connections within our community. Results will be submitted in CA Manager’s Quarterly Reports(Mar, June, Sept, Dec)
CA Manager and Support Team to implement “ Building Personal Supports Network” Strategies as follows by November 30, 2013
• Build a Visual Community Inventory Map of Drayton Valley
• Build a visual individual personal asset inventory
• Build a visual individual Community Map
Employment Specialists to update current employer information letter for employers by changing layout from a letter format to a pamphlet format and incorporate new Marketing Strategies and educational tools for perspective and current employers by Dec. 30, 2013
CA Manager and Support Team to continue to provide available opportunities and resources to front line staff to attend external training options in community inclusion, networking and best practice initiatives, to strengthen our front line team:
o Currently searching for available opportunities
o Currently searching for resources on community networking, inclusive communities, best practices
ED and DCS to continue to seek funding to support front line staff training options in community inclusion, networking initiatives and training in best practices to strengthen our front line team: Current and ongoing
CA Manager and DCS to track all training Opportunities on current system
CA Manager and Support Team/Front Line to share knowledge of training through staff presentation at next staff meeting after completion of training as is current practice
CA Manager and Support Team/Front Line to continue to evaluate current practices and review current training as to how it could effectively apply to current system: procedures and practices, support our systems and update our systems procedures and practices accordingly
CA Manager to continue to collect information data regarding volunteer services, community inclusiveness/networking services and barriers and submit Quarterly Reports to DCS/ED/Coordinator(Mar, June, Sept, Dec)
DCS to submit performance measures to PDD as per required reporting timelines: Annually
CA Manager and Support Team to update agency support/planning policies, procedures/methods, and templates to ensure that Community Inclusiveness, integration and building Natural Supports and connections are the primary focus, is reflected and provides appropriate organizational structure and impact by January 31, 2014
CA Manager and Support Team to provide agency Staff Training on New Community Access Policies, Procedures, and Templates by March 2014
CA Manager and Support Team to continue to provide on-going training and support on best practices at regular monthly staff meetings:
o Current and on-going
CA Manager to update current volunteer marketing material and incorporate new marketing strategies and educational tools for perspective and current volunteer placements by Dec. 30, 2013
Volunteer placement Coordinator to update current volunteer marketing material and incorporate new marketing strategies and educational tools for perspective and current volunteers by March 30, 2014
CA Manager and Support Team to Update Individual Weekday Schedules, CA person centred plans/strategies to accommodate action plan based on the development of personal map, and asset inventory
Employment Specialists and Support Team to host or participate in a community Job fair and promote new innovative practices, new marketing skills, new employer educational tools by December 2014
Employment Specialists and Support Team to update current face book page or design an employment first face book page by December 2014
Employment Specialist and Support Team to update BSSA web-site according to employment first updates
Employment Specialist and Support Team to develop a promotional employer marketing video by 2015
CA Manager to document in staff meeting minutes to indicate training has been presented/reviewed , any changes to procedures/systems as a result and track front line staff that have been trained
CA Manager to complete staff satisfaction survey’s to assess front line skilled workforce and determine any supports/needs required and report results to DCS/ED/Coordinator Quarterly(Mar, June, Sept, Dec)
CA Manager to complete individual satisfaction Survey’s to indicate satisfaction in front line supports provided to them and determine any support/needs required and report results to DCS/ED/Coordinator Quarterly(Mar, June, Sept, Dec)
CA Manager to complete Volunteer placement satisfaction survey’s to determine quality of services provided and any support/needs required and report results to DCS/ED/Coordinator Quarterly(Mar, June, Sept, Dec)
CA Manager and DCS/ED/Coordinator to provide CA community inclusive and networking update to PDD contract specialist at quarterly meetings to determine any support needs required as result of data collected from survey’s and any changes made to procedure/systems as a result of training provided
(Nov, Feb, May, August)
CA Manager to continue to collect information data regarding volunteer services, community inclusiveness/networking services and barriers and submit Quarterly Reports to DCS/ED/Coordinator (Mar, June, Sept, Dec)
DCS to submit performance measures to PDD as per required reporting timelines: Annually
DCS/ED/Coordinator/CA Manager to provide to PDD Community Access update on any updates or changes to current agency support/planning policies and procedure/methods to reflect Community Inclusiveness, Integration and building of Natural Supports organizational structure and impact at Quarterly Meetings (Feb, May, Aug, Nov)
DCS/ED/Coordinator/CA Manager to submit any transformational plan updates to PDD Quarterly (Feb, May, Aug, Nov)
DCS/ED/Coordinator/CA Manager to set new agency targets for CA for the 2014 – 2015 contract period and forward to PDD Contract Specialist by June 2014
CA Manager to provide CA progress report on reaching identified targets, efforts/success in supporting individuals to become connected, integrated and acquisition of natural supports and partnership activities with local businesses, volunteers, and community connections to DCS/Coordinator/ED for review at quarterly meetings. (Mar, June, Sept, Dec)
CA Manager and Volunteer Placement Coordinator to update current face book page by December 2014
CA Manager and ED Assistant to update BSSA Web-Site by December 2014
Agency/PDD Communication Plan
How will our agency collaborate with PDD to inform individuals and families of PDD Transformational Change Principles, Processes, and alignment strategies in a productive, supportive, and client centered approach?
• Meeting held with PDD specialist and consultant, parents individuals in service and staff on July 31, 2013 to discuss PDD new directives and transformational planning and processes
• ED/DCS to continue to attend meetings with PDD every 6 weeks. Attended the new “PDD service provider agreement” on September 16th
• Face to Face meetings to be set up by/with PDD Service Coordinator, individual in service, parent/guardian, BSSA staff and other stakeholders(as directed or requested by individual in service and families) by agreed upon timelines and follow up meetings as required and agreed upon to:
o Review individual service plan, SNL needs and negotiate individual support plan
• Quarterly Meetings with PDD Specialist
Nov, Feb, May, August ED/DCS to continue to attend meetings with PDD every 6 weeks or as scheduled by PDD
PDD and BSSA to continue to have Quarterly Meetings with PDD Specialist
BSSA to continue to attend any other meetings in regards to transitional change plans as available or that we become aware of from PDD and the Ministry
ED/DCS to continue to attend meetings with PDD every 6 weeks or as scheduled by PDD
PDD and BSSA to continue to have Quarterly Meetings with PDD Specialist Nov, Feb, May, August
BSSA to continue to attend any other meetings in regards to transitional change plans as available or that we become aware of from PDD and the Ministry
SNL Alignment Strategy
What process will be used to review Support Need Level (SNL) and identify to PDD who require a SNL review /adjustment? How will we review current levels of support services and ensure appropriateness for an individual’s support need? Where there is misalignment? How will we work with PDD, individuals, and families to adjust service?
BSSA submitted our review report of SIS assessment and SNL levels assigned and reasons why a review is being requested
On
PDD service coordinator is currently reviewing. Last update, has 5 left to review and will finish after returning from holidays on Sept. 23/13. To inform BSSA when completed reviews and results of reviews
Face to Face meetings to be set up by/with PDD Service Coordinator, individual in service, parent/guardian, BSSA staff and other stakeholders(as directed or requested by individual in service and families) to:
o Review current supports in place and individual support plan outcomes of 2012-2013, current assigned SNL and required SNL, develop timelines for plan to move forward transitioning into the new individual support plan templates and agreed upon timelines(Prefer at annual case conference review dates in 2014-2015) by December 2013
Face to Face Follow-up meetings as determined from prior initial face to face meetings in short term timeline to be set up by/with PDD Service Coordinator, individual in service, parent/guardian, BSSA staff and other stakeholders (as directed or requested by individual in service and families) by agreed upon timelines as required by PDD or as requested by all Stakeholders
Gather any further supporting documentation required or requested by PDD to support SNL requirements by agreed upon timelines
BSSA staff to implement the new template for individual support plans and ensure the required components are incorporated by agreed upon timelines, BSSA prefers Individuals Annual Case Conference Review Date in 2014
Continue to have face to face meetings as required or requested
BSSA staff to implement the new template for individual support plans and ensure the required components are incorporated by agreed upon timelines, BSSA prefers Individuals Annual Case Conference Review Date in 2014
Outcomes / Individual Support Plan
What steps are required to ensure the agency’s outcome planning process for individuals contains the required 7 components:
* outcome
* goals
* assessed support needs
* support strategies
* measurable objectives
* individuals responsible
* timelines
ED/Coordinator/DCS attended Service Design and Support Planning Service Provider Training on July 4/13
Currently DCS and Coordinator are implementing the processes used in training received to ensure we fully understand the process and to ensure we can in turn teach and train BSSA staff in the processes
DCS is creating a template for staff to use for ISP with required components according to training information & BSSA Sept. 1 contract that is more user friendly for staff to implement
DCS and Coordinator to set up a staff training retreat and implementation of the new Design and Support Plan by November 30, 2013
BSSA staff to implement the new template for service planning and ensure the required components are incorporated into the ISP’s as agreed upon by PDD and BSSA timelines (BSSA prefers for the 2014 Individual Annual Case Conference Review Date)
BSSA staff to implement the new template for individual support plans and ensure the required components are incorporated by agreed upon timelines, BSSA prefers Individuals Annual Case Conference Review Date in 2014
BSSA to submit outcome reports as directed or requested by PDD for individual support plans by agreed upon timelines
Continue to support our staff with the transition and implementation process at our weekly caseworker training times available to them for support as is our current practice
BSSA staff to implement the new template for individual support plans and ensure the required components are incorporated by agreed upon timelines, BSSA prefers Individuals Annual Case Conference Review Date in 2014
BSSA to submit outcome reports as directed or requested by PDD for individual support plans by agreed upon timelines
Continue to support our staff with the transition and implementation process at our weekly caseworker training times available to them for support as is our current practice
Personal Outcomes Index / ML.POI
Personal Outcomes Index / ML.POI
What steps is the agency taking to improve overall P.O.I. domain scores.
Does the agency have a policy, strategy, or plan in place to improve P.O.I. ratings?
What steps is the agency taking to improve overall P.O.I. domain scores.
Does the agency have a policy, strategy, or plan in place to improve P.O.I. ratings?
BSSA had their last My Life Survey in August of 2010
All areas of My Life Survey are individually addressed in individuals support plan, individuals Life Style Plan and individual risk assessments, HRSP (restrictive procedures) currently on an individual basis of their own desires and choices
BSSA individuals in service and families complete satisfaction surveys at annual case conferences currently in regards to satisfaction of services since 2005. Policy is to address any dissatisfaction at time of conference that comes from the survey’s
BSSA to collect data from Satisfaction Survey’s from past 5 years and submit to PDD through the performance measurements according to PDD timelines for reporting
BSSA achieved 100% in our CET survey in 2010 in Quality of Service, Quality of Life and Organizational Framework and Standards 30-34 all indicators where meet.
BSSA is registered to attend the CET standard changes information session scheduled in Edmonton on Monday Oct. 21st
BSSA to train staff on the new standard changes at next monthly staff meeting
BSSA does monthly individual check in meetings on the 15th of every month. Caseworker completes the monthly check in reporting form which is tied back to the individual support plan, current circumstances etc. This report is to be included in the individuals Quarterly Outcome report and any needs or concerns to be addressed BSSA is scheduled for another review for My Life Survey in January-March 2014
BSSA to continue to address with individuals on a personal level through their personal planning of supports
BSSA to continue to provide training and education to individuals and staff annually to ensure quality service, quality of life, safe individuals and improve scores in MLS
BSSA to continue to collect data from Satisfaction Survey’s at annual case conferences and submit to PDD through the performance measurements
BSSA to review Satisfaction Survey to ensure and requirements from the PMR that are not included are included and being addressed and update accordingly by December 30, 2013
BSSA is scheduled for a CET review on March 11-13, 2014
BSSA to continue to do monthly individual check in meetings on the 15th of every month. Caseworker completes the monthly check in reporting form which is tied back to the individual support plan, current circumstances etc. This report is to be included in the individuals Quarterly Outcome report and any needs or concerns to be addressed BSSA next review will be scheduled for 2017
BSSA to continue to set agency goals to improve MLS scores. New agency goals to be developed after 2014 survey and outcomes to be reported to PDD in the Performance Measurement reporting as per PDD timelines
BSSA to continue to provide training and education to individuals and staff annually to ensure quality service, quality of life, safe individuals and improve scores in MLS
BSSA to continue to collect data from Satisfaction Survey’s at annual case conferences and submit to PDD through the performance measurements as per PDD timelines
BSSA to continue to do monthly individual check in meetings on the 15th of every month. Caseworker completes the monthly check in reporting form which is tied back to the individual support plan, current circumstances etc. This report is to be included in the individuals Quarterly Outcome report and any needs or concerns to be addressed
Financial Efficiency and Effectiveness
Financial Efficiency and Effectiveness
Does the current client support framework provide the greatest level of independence in the most financially efficient and effective manner?
Are there changes that can be made that will create efficiencies as well as improved outcomes for individuals?
Does the current client support framework provide the greatest level of independence in the most financially efficient and effective manner?
Are there changes that can be made that will create efficiencies as well as improved outcomes for individuals
Does the current client support framework provide the greatest level of independence in the most financially efficient and effective manner?
Are there changes that can be made that will create efficiencies as well as improved outcomes for individuals?
BSSA to continue to investigate new technology to support safe individuals and increase independence levels
One individual currently has ordered a medication reminder alarm & dispenser system (obtained free from pharmacy) and once received will be test piloting it
Currently reviewing client support needs and options.
o Possible roommate matches and different groupings for three 24 hour residential homes
o Searching for new accommodations to match grouping needs, physical needs and financial needs. Having difficulties locating available accommodations as very difficult to find right now due to high population need for accommodations in Drayton and as well as high rental costs: very inflated right now
o Capacity report submitted to PDD
Pro-active planning to ensure safe individuals and a smooth transition based on requirements determined from SNL and safe timelines
BSSA ED taking financial course for non-profits October 9 and 10th 2013
Currently reviewing agency practice and operations: see Employment and CA above
Currently looking at agency structures and different options:
o Direct and Indirect time efficiency, effectiveness and alternatives
o Roles and Responsibilities of Direct, Team Leaders/Managers efficiency, effectiveness and alternatives
o BSSA to make adjustments as we move through the process of transitional changes BSSA to purchase 1-2 Medication dispensers
And test pilot over next year.
BSSA will train individual in use of medication dispenser
BSSA will train staff in use of medication dispenser
BSSA will ensure system works with current practices policy and with pharmacy
BSSA will track ease of access and medication errors to determine efficiency
Test piloting medication reminder alarm & dispenser system:
BSSA will train individual in use of medication dispenser
BSSA will train staff in use of medication dispenser
BSSA will ensure system works with current practices policy and with pharmacy
BSSA will track ease of access and medication errors to determine efficiency
Continue to search for correct roommate matches and find correct accommodations for the 3- 24 hour homes
Pro-active planning to ensure safe individuals and a smooth transition based on requirements determined from SNL and safe timelines determined from face to face meetings with PDD
BSSA to make adjustments as we move through the process of transitional changes Continue to test pilot and track medication dispenser
Continue to investigate new technology to support safe individuals and increase independence
Continue to test pilot medication reminder alarm and dispenser and track medication dispenser
Continue to search for correct roommate matches and find correct accommodations for the 3- 24 hour homes
Pro-active planning to ensure safe individuals and a smooth transition based on requirements determined from SNL and safe timelines determined from face to face meetings with PDD
BSSA to make adjustments as we move through the process of transitional changes
Innovation / Program Shifts
Innovation / Program Shifts
Innovation / Program Shifts
Have new ways of delivering services and programs that improve effectiveness, reduce supports, and improve quality of life for individuals been considered? Are there activities, plans, or shifts in programming that contribute to Transformation principles not identified in other areas of this plan?
Have new ways of delivering services and programs that improve effectiveness, reduce supports, and improve quality of life for individuals been considered? Are there activities, plans, or shifts in programming that contribute to Transformation principles not identified in other areas of this plan?
Have new ways of delivering services and programs that improve effectiveness, reduce supports, and improve quality of life for individuals been considered? Are there activities, plans, or shifts in programming that contribute to Transformation principles not identified in other areas of this plan?
BSSA reviewed all agency policies, procedures and practices in 2009, 2010 to ensure quality service and best practice. Policies where updated accordingly and we continue to review annually and update accordingly. We now have an extensive policy and procedure manual
BSSA reviewed and revised all processes in risk management and procedures and updated accordingly in 2009, 2010
Staff where trained in new policies and procedures in 2010 and we continue to review annually and continue to train at our monthly staff meetings in regards to agency policies and procedures
Continue to search acquisition of trained qualified staff: Rurally in an oilfield town and our wages do not compete with the oilfield. Difficult to be innovative with continue staff turnover
o BSSA continues to network with the local college programs, field placements in Drayton
o BSSA continues to network with mental health services in Drayton, Ponoka and Edmonton
o BSSA continues to network with the homelessness/poverty reduction committee in Drayton
o BSSA continues to network and sit on interagency committee in Drayton
o BSSA continues to network and sit on the WFC committee and CSP committee
BSSA implemented the workforce classification system in 2011
BSSA implemented the competencies component of the WFC system in April of 2013
BSSA submits the HR pro tracker 2x year since 2011
o BSSA continues to seek funding to train unqualified staffing to bring staff up to qualification to support safe individuals, safe staff and safe agency, employment first and inclusive community and access
BSSA to submit letter to PDD to request use of 2012-2013 surplus dollars redistribution back to agency and outline disbursement proposal by November 15, 2013
BSSA to continue to track current staff training and needs on current agency tracking system
BSSA supports staff health and wellness programs, staff recognition programs, and volunteer recognition programs
BSSA currently has a 44% staff
turnover rate
BSSA continues to seek options to assist or improve overall staff health and wellness. BSSA now has added to their benefit package: Critical Illness, second opinion, employee assistance programs in August 2013 Continue to review and update policies on an annual basis
Continue to review policies and procedures with our staff at monthly meetings
Continue to search acquisition of trained qualified staff
BSSA to continue to network and taking training to be current and up to date
BSSA to update the competency component of system to new model released in July of 2013 by March of 2014
o Performance Review
Employee goal development
New competencies
o Job description
New competencies
BSSA to continue to submit HR Pro Tracker 2x a year
BBSA to develop template to compile data specific to BSSA from Pro-Tracker to analyze staffing issues and needs and develop strategies to continue to address by June 2014
Continue to search acquisition of funding to continue to train staff to ensure qualified staff, safe individuals, safe staff and a safe agency
BSSA to continue to support staff health and wellness programs, staff recognition programs, and volunteer recognition programs
BSSA would like to see a reduction in staff turnover and an increase in stable work environment with qualified staff.
BSSA to continue to seek options to assist or improve overall staff health and wellness.
Continue to review and update policies on an annual basis
Continue to review policies and procedures with our staff at monthly meetings
Continue to search acquisition of trained qualified staff
BSSA to continue to network and taking training to be current and up to date
BSSA to continue to submit HR Pro Tracker 2x a year
BBSA to develop template to compile data specific to BSSA from Pro-Tracker to analyze staffing issues and needs and develop strategies to continue to address
Continue to search acquisition of funding to continue to train staff to ensure qualified staff, safe individuals, safe staff and a safe agency
BSSA to continue to support staff health and wellness programs, staff recognition programs, and volunteer recognition programs
BSSA would like to see a reduction in staff turnover and an increase in stable work environment with qualified staff.
BSSA to continue to seek options to assist or improve overall staff health and wellness
PDD Supports
What specific supports, information, assistance, or additional training does your organization require from PDD?
• BSSA attended the Agency Outcomes/Service Planning Orientation and Planning Session with PDD on July 4th/13
• Contract Consultant / Agency ED/DCS/Coord Meeting regarding new invoicing template – August 21st/13
o BSSA signed new contract template for Sept. 1, 2013
o BSSA submitted first invoice for Sept. successfully
• PDD to complete amendment or addition to Sept. 1 contract for changes to wording in contract since Sept. 1
• PDD to provide to BSSA the 10% wage shortfall
BSSA would like to see PDD provide more training to front line staff being funded to ensure:
o Qualified staff, safe individuals and quality service
o Employment First Model
o Inclusive Community and Access Model
o Outcome Measurements
o Teaching and Support strategies and techniques towards independence building
o Tracking and Monitoring, evaluation and assessments
BSSA would like to see PDD provide more training to front line staff being funded to ensure:
o Qualified staff, safe individuals and quality service
o Employment First Model
o Inclusive Community and Access Model
o Outcome Measurements
o Teaching and Support strategies and techniques towards independence building
o Tracking and Monitoring, evaluation and assessments
End of Document
PDD Contract Specialist: RENATA ROMANEK PDD Service Coordinator: TANYA BRETT
Information last update: (September 30, 2013)
PDD
Transformation Priorities Break your strategies for PDD Transformational Alignment into the following Short, Mid, and Long-term time periods. Short -Term
(October 1/13-November 30/13)
Mid –Term
( December 1/13 – March 31/14) Long – Term
(April 1- 14/ March 31/15)
Employment First
Employment First (cont.)
Employment First (cont.)
How will our agency support the principle of Employment First and cooperate with other agencies/organizations to ensure individual’s employment placements are successful?
How will our agency support the principle of Employment First and cooperate with other agencies/organizations to ensure individual’s employment placements are successful?
How will our agency support the principle of Employment First and cooperate with other agencies/organizations to ensure individual’s employment placements are successful?
Transitional Planning done to date:
Training:
• “What is Meaningful Work”: 3 job coaches attended. August 30, 2013
• “Disability Innovations in Employment and Technology” May9-10, 2013: 1 Manager attended
• “Great Supervisory Skills Training” : Level 1 March 2013, Level 2 April 2013, and Level 4 June 2013: Employment Specialists attended
• “Alberta Supported Employment Consultant Training”: Sept 21-22, 2012. Employment Specialist and 1 other Manager completed. Since 1 manager has left the agency.
• “Alberta Supported Employment Consultation Training”: Oct. 21-22, 2011. Employment Specialist took and left agency shortly after.
• “Employment for All”: April 8-9, 2011: Employment Specialist took and left agency in 2011.
• “Get a Job”: Washington initiative for supported employment: Feb. 25, 2011: 5 job coaches and employment specialist took attended. Employment Specialists left agency, and 3 of the staff no longer work in this program.
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Transitional Planning working on currently:
Employment Specialist to collect baseline information regarding employment services as follows by October 31, 2013
• How many Individuals currently have employment/ volunteer placements
• Hours of work per week
• Wage rates
• Methods in which individuals access work
• Length of Employment at current location
• Number of Employment placements over past 5 years and results (Independently employed, job loss, job change etc)
• Individual current employment skill level assessed of functioning
Employment Specialist & Support Team to review policies and gather data on current practice/methods and procedures used to support individuals who are employed or have employment as a goal and gather data from past training and current research resources on best practice by November 21 , 2013
• Intake/Assessment
• Identification of Job pre-requisites and training supports provided or needed
• Job Search/acquisition techniques
• Marketing Strategies
• Employer Education, training and support methods
• Current Job Coach Practice, Methods, training/orientation, support and client assessment
• Agency practice in Follow up support to Individual and employer
Job consultations
Employment Stabilization
Employment Maintenance
Employment Specialists & Support Team to hold Staff Meeting November 26th , 2013 to review data collected and determine strengths, weaknesses, and areas where
improvements can be made and determine next steps and revise PDD Transformational Change Plan accordingly.
Employment Specialists and Support Team to continue to provide available opportunities to front line job coaches to attend external training options in employment first initiatives, best practice to strengthen our front line team:
o Current and ongoing
ED and DCS to continue to seek funding to support front line staff training options in employment first initiative and training in best practices to strengthen our front line team: Current and ongoing
Employment Specialists and DCS to track all training Opportunities on current system
Employment Specialists and Support Team/Front Line to share knowledge of training through staff presentation at next staff meeting after completion of training as is current practice
Employment Specialist and Support Team/Front Line to continue to evaluate current practices and review current training as to how it could effectively apply to current system: procedures and practices, support our systems and update our systems procedures and practices accordingly
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Employment Specialist to continue to collect information data regarding employment services and submit Quarterly Reports To DCS/ED/Coordinator (Mar ,June, Sept, Dec)
DCS to submit employment performance measures to PDD as per required reporting timelines: bi-annually starting with
• 1st submission Oct.31,2013
• 2nd submission Mar 31, 2014
Employment Specialist and Support Team to update agency support/planning policies, procedures/methods, and templates to ensure that Employment First is reflected and provides appropriate organizational structure and impact by January 31, 2014
Employment Specialist and Support Team to provide agency Staff Training on New Employment Policies, Procedures, and Templates by March 2014
Employment Specialists and Support Team to continue to provide on-going job coach training and support on best practices at regular monthly staff meetings:
o Current and on-going
Employment Specialists to document in staff meeting minutes to indicate training has been presented/reviewed , any changes to procedures/systems as a result and track front line staff that have been trained
Employment Specialist to complete staff satisfaction survey’s to assess front line skilled workforce and determine any supports/needs required and report results to DCS/ED/Coordinator Quarterly
(Mar, June, Sept, Dec)
Employment Specialist to complete individual job placement satisfaction Survey’s to indicate satisfaction in front line supports provided to them and determine any support/needs required and report results to DCS/ED/Coordinator Quarterly (Mar, June, Sept, Dec)
Employment Specialists to complete employer satisfaction survey’s to determine quality of services provided and any support/needs required and report results to DCS/ED/Coordinator Quarterly
(Mar ,June, Sept, Dec)
Employment Specialists and DCS/ED/Coordinator to provide Employment First update to PDD contract specialist at quarterly meetings to determine any support needs required as result of data collected from survey’s and any changes made to procedures/systems as a result of training provide (Nov, Feb, May, August)
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Employment Specialist to continue to collect information data regarding employment services and submit Quarterly Reports To DCS/ED/Coordinator (Mar ,June, Sept, Dec)
DCS to submit employment performance measures to PDD as per required reporting timelines: bi-annually(Oct,Mar)
DCS/ED/Coordinator/Employment Specialists to provide to PDD Employment First update on any updates or changes to current agency support/planning policies and procedure/methods to reflect employment first organizational structure and impact at Quarterly Meetings(Nov,Feb,May,Aug)
DCS/ED/Coordinator/Employment Specialists to submit any transformational plan updates to PDD Quarterly(Nov,Feb,May,Aug)
DCS/ED/Coordinator/Employment Specialists To set new agency targets for employment / volunteerism for the 2014 – 2015 contract period and forward to PDD Contract Specialist by June 2014
Employment Specialist to provide Employment First progress report on reaching identified employment/Volunteerism targets, efforts/success in supporting individuals to become employed, and partnership activities with local businesses to DCS/Coordinator/ED for review at quarterly meetings.
(Mar ,June, Sept, Dec)
Employment First (cont.)
Client Community Engagement
/Access
Client Community Engagement
/Access
Client Community Engagement
/Access
Client Community Engagement
/Access
How will our agency support the principle of Employment First and cooperate with other agencies/organizations to ensure individual’s employment placements are successful?
How will our agency ensure that the individuals we serve have opportunity to participation and integrate into the community, build community connection, and increase their natural supports?
How will our agency ensure that the individuals we serve have opportunity to participation and integrate into the community, build community connection, and increase their natural supports?
How will our agency ensure that the individuals we serve have opportunity to participation and integrate into the community, build community connection, and increase their natural supports?
How will our agency ensure that the individuals we serve have opportunity to participation and integrate into the community, build community connection, and increase their natural supports?
Employment Specialists to increase frequency of Job Site visits to a minimum of monthly check ins with current employers by November 14, 2013. Every 3 months a face to face meeting will occur otherwise a phone check in is acceptable.
Job consultations
Employment Stabilization
Employment Maintenance
Satisfaction Survey’s
Employment Specialist to continue to network with community agencies in regards to employment supports and options: example Career Choice. Results will be submitted in Employment Specialists Quarterly Reports.
Transitional Planning done to date:
Training:
• From Community Presence to Community Inclusion: Feb. 26 & 27, 2013. CA manager and Employment Specialist took workshop. They also participated in the development of a teaching module on community inclusion to be used in the “Foundations” Course or Alternate training Resource
• Finding Value in My Day: Oct. 18, 2011. CA Manager and CA assistant: Both are no longer with are agency
• Tools for Leadership and Learning: 2010: CA manager and assistance: Both are no longer with our agency
• Meg Wheatley Leadership workshop: CA manager, no longer with are agency
• Research and Resources:
o Building Personal Support Networks “Developed by Community Living BC
o Support Networks: A guide for Self Advocates CL BC
o Self Advocate Workbook: My Plan “ Developed by CL, BC
o Course information from Community Presence to Community Inclusion
• Revamping, updating and developing Educational Learning Centre’s
• Continue to pursue and work on the development of a community centre for the arts and individual entrepreneurship
Transitional planning working on currently:
Community Access Manager and support team to collect baseline information regarding current Community Networking and inclusiveness within our Community as follows by October 31, 2013
1) Volunteer Placements:
How many Individuals currently have individual volunteer placements
How many group volunteer placements are there and how many individuals participate in the group volunteer placements
Hours of volunteering per week
Benefits/recognition practices
Methods in which individuals access volunteer placements
Length of time volunteering at current location
Number of Volunteer placements over past 5 years and results (Independently volunteering, volunteer loss, volunteer change)
Individual current volunteer skill level assessed of functioning
2) Community Inclusiveness Activities:
How often are individuals participating in the community per week
What type of activities are individuals participating in
How many of the activities are community organized and run by a community service/volunteer
How many of the activities are BSSA agency organized and run
• How many individuals attend independently and how many attend with supports
• Methods in which individuals access community services
3) Barriers: Community Access Manager and Support Team to identify any barriers to accessing community resources as it pertains to inclusiveness within our community
Community Access Manager and Support Team to review policies and gather data on current practice/methods and procedures used to support individuals in acquisition of volunteer placements, building community support networks, building community educational opportunities and gather data from past training and current research resources on best practice by November 21, 2013
• Intake/Assessment
• Identification of pre-requisites
• Placement Search/acquisition techniques
• Marketing Strategies
• Placement education, training and support methods
• Current staff practice methods, training/orientation, support and client assessment
• Agency practice in Follow up support to individual and placement coordinator
Consultations
Placement stabilization
Placement maintenance
CA Manager & Support Team to hold Staff Meeting November 26th , 2013 to review data collected and determine strengths, weaknesses, and areas where
improvements can be made and determine next steps and revise PDD Transformational Change Plan accordingly.
CA Manager to increase frequency of Site visits to a minimum of monthly check ins with current volunteer placements by December 2013
• Site consultations
• Stabilization
• Maintenance
• Satisfaction Survey’s
CA Manager and Volunteer Placement Coordinator to continue to network with community agencies in regards to volunteer placements, community networking options and resources, educational opportunities, acquisition of volunteers to support individuals or teach speciality skills(ex. painting, photography etc) and build connections within our community. Results will be submitted in CA Manager’s Quarterly Reports(Mar, June, Sept, Dec)
CA Manager and Support Team to implement “ Building Personal Supports Network” Strategies as follows by November 30, 2013
• Build a Visual Community Inventory Map of Drayton Valley
• Build a visual individual personal asset inventory
• Build a visual individual Community Map
Employment Specialists to update current employer information letter for employers by changing layout from a letter format to a pamphlet format and incorporate new Marketing Strategies and educational tools for perspective and current employers by Dec. 30, 2013
CA Manager and Support Team to continue to provide available opportunities and resources to front line staff to attend external training options in community inclusion, networking and best practice initiatives, to strengthen our front line team:
o Currently searching for available opportunities
o Currently searching for resources on community networking, inclusive communities, best practices
ED and DCS to continue to seek funding to support front line staff training options in community inclusion, networking initiatives and training in best practices to strengthen our front line team: Current and ongoing
CA Manager and DCS to track all training Opportunities on current system
CA Manager and Support Team/Front Line to share knowledge of training through staff presentation at next staff meeting after completion of training as is current practice
CA Manager and Support Team/Front Line to continue to evaluate current practices and review current training as to how it could effectively apply to current system: procedures and practices, support our systems and update our systems procedures and practices accordingly
CA Manager to continue to collect information data regarding volunteer services, community inclusiveness/networking services and barriers and submit Quarterly Reports to DCS/ED/Coordinator(Mar, June, Sept, Dec)
DCS to submit performance measures to PDD as per required reporting timelines: Annually
CA Manager and Support Team to update agency support/planning policies, procedures/methods, and templates to ensure that Community Inclusiveness, integration and building Natural Supports and connections are the primary focus, is reflected and provides appropriate organizational structure and impact by January 31, 2014
CA Manager and Support Team to provide agency Staff Training on New Community Access Policies, Procedures, and Templates by March 2014
CA Manager and Support Team to continue to provide on-going training and support on best practices at regular monthly staff meetings:
o Current and on-going
CA Manager to update current volunteer marketing material and incorporate new marketing strategies and educational tools for perspective and current volunteer placements by Dec. 30, 2013
Volunteer placement Coordinator to update current volunteer marketing material and incorporate new marketing strategies and educational tools for perspective and current volunteers by March 30, 2014
CA Manager and Support Team to Update Individual Weekday Schedules, CA person centred plans/strategies to accommodate action plan based on the development of personal map, and asset inventory
Employment Specialists and Support Team to host or participate in a community Job fair and promote new innovative practices, new marketing skills, new employer educational tools by December 2014
Employment Specialists and Support Team to update current face book page or design an employment first face book page by December 2014
Employment Specialist and Support Team to update BSSA web-site according to employment first updates
Employment Specialist and Support Team to develop a promotional employer marketing video by 2015
CA Manager to document in staff meeting minutes to indicate training has been presented/reviewed , any changes to procedures/systems as a result and track front line staff that have been trained
CA Manager to complete staff satisfaction survey’s to assess front line skilled workforce and determine any supports/needs required and report results to DCS/ED/Coordinator Quarterly(Mar, June, Sept, Dec)
CA Manager to complete individual satisfaction Survey’s to indicate satisfaction in front line supports provided to them and determine any support/needs required and report results to DCS/ED/Coordinator Quarterly(Mar, June, Sept, Dec)
CA Manager to complete Volunteer placement satisfaction survey’s to determine quality of services provided and any support/needs required and report results to DCS/ED/Coordinator Quarterly(Mar, June, Sept, Dec)
CA Manager and DCS/ED/Coordinator to provide CA community inclusive and networking update to PDD contract specialist at quarterly meetings to determine any support needs required as result of data collected from survey’s and any changes made to procedure/systems as a result of training provided
(Nov, Feb, May, August)
CA Manager to continue to collect information data regarding volunteer services, community inclusiveness/networking services and barriers and submit Quarterly Reports to DCS/ED/Coordinator (Mar, June, Sept, Dec)
DCS to submit performance measures to PDD as per required reporting timelines: Annually
DCS/ED/Coordinator/CA Manager to provide to PDD Community Access update on any updates or changes to current agency support/planning policies and procedure/methods to reflect Community Inclusiveness, Integration and building of Natural Supports organizational structure and impact at Quarterly Meetings (Feb, May, Aug, Nov)
DCS/ED/Coordinator/CA Manager to submit any transformational plan updates to PDD Quarterly (Feb, May, Aug, Nov)
DCS/ED/Coordinator/CA Manager to set new agency targets for CA for the 2014 – 2015 contract period and forward to PDD Contract Specialist by June 2014
CA Manager to provide CA progress report on reaching identified targets, efforts/success in supporting individuals to become connected, integrated and acquisition of natural supports and partnership activities with local businesses, volunteers, and community connections to DCS/Coordinator/ED for review at quarterly meetings. (Mar, June, Sept, Dec)
CA Manager and Volunteer Placement Coordinator to update current face book page by December 2014
CA Manager and ED Assistant to update BSSA Web-Site by December 2014
Agency/PDD Communication Plan
How will our agency collaborate with PDD to inform individuals and families of PDD Transformational Change Principles, Processes, and alignment strategies in a productive, supportive, and client centered approach?
• Meeting held with PDD specialist and consultant, parents individuals in service and staff on July 31, 2013 to discuss PDD new directives and transformational planning and processes
• ED/DCS to continue to attend meetings with PDD every 6 weeks. Attended the new “PDD service provider agreement” on September 16th
• Face to Face meetings to be set up by/with PDD Service Coordinator, individual in service, parent/guardian, BSSA staff and other stakeholders(as directed or requested by individual in service and families) by agreed upon timelines and follow up meetings as required and agreed upon to:
o Review individual service plan, SNL needs and negotiate individual support plan
• Quarterly Meetings with PDD Specialist
Nov, Feb, May, August ED/DCS to continue to attend meetings with PDD every 6 weeks or as scheduled by PDD
PDD and BSSA to continue to have Quarterly Meetings with PDD Specialist
BSSA to continue to attend any other meetings in regards to transitional change plans as available or that we become aware of from PDD and the Ministry
ED/DCS to continue to attend meetings with PDD every 6 weeks or as scheduled by PDD
PDD and BSSA to continue to have Quarterly Meetings with PDD Specialist Nov, Feb, May, August
BSSA to continue to attend any other meetings in regards to transitional change plans as available or that we become aware of from PDD and the Ministry
SNL Alignment Strategy
What process will be used to review Support Need Level (SNL) and identify to PDD who require a SNL review /adjustment? How will we review current levels of support services and ensure appropriateness for an individual’s support need? Where there is misalignment? How will we work with PDD, individuals, and families to adjust service?
BSSA submitted our review report of SIS assessment and SNL levels assigned and reasons why a review is being requested
On
PDD service coordinator is currently reviewing. Last update, has 5 left to review and will finish after returning from holidays on Sept. 23/13. To inform BSSA when completed reviews and results of reviews
Face to Face meetings to be set up by/with PDD Service Coordinator, individual in service, parent/guardian, BSSA staff and other stakeholders(as directed or requested by individual in service and families) to:
o Review current supports in place and individual support plan outcomes of 2012-2013, current assigned SNL and required SNL, develop timelines for plan to move forward transitioning into the new individual support plan templates and agreed upon timelines(Prefer at annual case conference review dates in 2014-2015) by December 2013
Face to Face Follow-up meetings as determined from prior initial face to face meetings in short term timeline to be set up by/with PDD Service Coordinator, individual in service, parent/guardian, BSSA staff and other stakeholders (as directed or requested by individual in service and families) by agreed upon timelines as required by PDD or as requested by all Stakeholders
Gather any further supporting documentation required or requested by PDD to support SNL requirements by agreed upon timelines
BSSA staff to implement the new template for individual support plans and ensure the required components are incorporated by agreed upon timelines, BSSA prefers Individuals Annual Case Conference Review Date in 2014
Continue to have face to face meetings as required or requested
BSSA staff to implement the new template for individual support plans and ensure the required components are incorporated by agreed upon timelines, BSSA prefers Individuals Annual Case Conference Review Date in 2014
Outcomes / Individual Support Plan
What steps are required to ensure the agency’s outcome planning process for individuals contains the required 7 components:
* outcome
* goals
* assessed support needs
* support strategies
* measurable objectives
* individuals responsible
* timelines
ED/Coordinator/DCS attended Service Design and Support Planning Service Provider Training on July 4/13
Currently DCS and Coordinator are implementing the processes used in training received to ensure we fully understand the process and to ensure we can in turn teach and train BSSA staff in the processes
DCS is creating a template for staff to use for ISP with required components according to training information & BSSA Sept. 1 contract that is more user friendly for staff to implement
DCS and Coordinator to set up a staff training retreat and implementation of the new Design and Support Plan by November 30, 2013
BSSA staff to implement the new template for service planning and ensure the required components are incorporated into the ISP’s as agreed upon by PDD and BSSA timelines (BSSA prefers for the 2014 Individual Annual Case Conference Review Date)
BSSA staff to implement the new template for individual support plans and ensure the required components are incorporated by agreed upon timelines, BSSA prefers Individuals Annual Case Conference Review Date in 2014
BSSA to submit outcome reports as directed or requested by PDD for individual support plans by agreed upon timelines
Continue to support our staff with the transition and implementation process at our weekly caseworker training times available to them for support as is our current practice
BSSA staff to implement the new template for individual support plans and ensure the required components are incorporated by agreed upon timelines, BSSA prefers Individuals Annual Case Conference Review Date in 2014
BSSA to submit outcome reports as directed or requested by PDD for individual support plans by agreed upon timelines
Continue to support our staff with the transition and implementation process at our weekly caseworker training times available to them for support as is our current practice
Personal Outcomes Index / ML.POI
Personal Outcomes Index / ML.POI
What steps is the agency taking to improve overall P.O.I. domain scores.
Does the agency have a policy, strategy, or plan in place to improve P.O.I. ratings?
What steps is the agency taking to improve overall P.O.I. domain scores.
Does the agency have a policy, strategy, or plan in place to improve P.O.I. ratings?
BSSA had their last My Life Survey in August of 2010
All areas of My Life Survey are individually addressed in individuals support plan, individuals Life Style Plan and individual risk assessments, HRSP (restrictive procedures) currently on an individual basis of their own desires and choices
BSSA individuals in service and families complete satisfaction surveys at annual case conferences currently in regards to satisfaction of services since 2005. Policy is to address any dissatisfaction at time of conference that comes from the survey’s
BSSA to collect data from Satisfaction Survey’s from past 5 years and submit to PDD through the performance measurements according to PDD timelines for reporting
BSSA achieved 100% in our CET survey in 2010 in Quality of Service, Quality of Life and Organizational Framework and Standards 30-34 all indicators where meet.
BSSA is registered to attend the CET standard changes information session scheduled in Edmonton on Monday Oct. 21st
BSSA to train staff on the new standard changes at next monthly staff meeting
BSSA does monthly individual check in meetings on the 15th of every month. Caseworker completes the monthly check in reporting form which is tied back to the individual support plan, current circumstances etc. This report is to be included in the individuals Quarterly Outcome report and any needs or concerns to be addressed BSSA is scheduled for another review for My Life Survey in January-March 2014
BSSA to continue to address with individuals on a personal level through their personal planning of supports
BSSA to continue to provide training and education to individuals and staff annually to ensure quality service, quality of life, safe individuals and improve scores in MLS
BSSA to continue to collect data from Satisfaction Survey’s at annual case conferences and submit to PDD through the performance measurements
BSSA to review Satisfaction Survey to ensure and requirements from the PMR that are not included are included and being addressed and update accordingly by December 30, 2013
BSSA is scheduled for a CET review on March 11-13, 2014
BSSA to continue to do monthly individual check in meetings on the 15th of every month. Caseworker completes the monthly check in reporting form which is tied back to the individual support plan, current circumstances etc. This report is to be included in the individuals Quarterly Outcome report and any needs or concerns to be addressed BSSA next review will be scheduled for 2017
BSSA to continue to set agency goals to improve MLS scores. New agency goals to be developed after 2014 survey and outcomes to be reported to PDD in the Performance Measurement reporting as per PDD timelines
BSSA to continue to provide training and education to individuals and staff annually to ensure quality service, quality of life, safe individuals and improve scores in MLS
BSSA to continue to collect data from Satisfaction Survey’s at annual case conferences and submit to PDD through the performance measurements as per PDD timelines
BSSA to continue to do monthly individual check in meetings on the 15th of every month. Caseworker completes the monthly check in reporting form which is tied back to the individual support plan, current circumstances etc. This report is to be included in the individuals Quarterly Outcome report and any needs or concerns to be addressed
Financial Efficiency and Effectiveness
Financial Efficiency and Effectiveness
Does the current client support framework provide the greatest level of independence in the most financially efficient and effective manner?
Are there changes that can be made that will create efficiencies as well as improved outcomes for individuals?
Does the current client support framework provide the greatest level of independence in the most financially efficient and effective manner?
Are there changes that can be made that will create efficiencies as well as improved outcomes for individuals
Does the current client support framework provide the greatest level of independence in the most financially efficient and effective manner?
Are there changes that can be made that will create efficiencies as well as improved outcomes for individuals?
BSSA to continue to investigate new technology to support safe individuals and increase independence levels
One individual currently has ordered a medication reminder alarm & dispenser system (obtained free from pharmacy) and once received will be test piloting it
Currently reviewing client support needs and options.
o Possible roommate matches and different groupings for three 24 hour residential homes
o Searching for new accommodations to match grouping needs, physical needs and financial needs. Having difficulties locating available accommodations as very difficult to find right now due to high population need for accommodations in Drayton and as well as high rental costs: very inflated right now
o Capacity report submitted to PDD
Pro-active planning to ensure safe individuals and a smooth transition based on requirements determined from SNL and safe timelines
BSSA ED taking financial course for non-profits October 9 and 10th 2013
Currently reviewing agency practice and operations: see Employment and CA above
Currently looking at agency structures and different options:
o Direct and Indirect time efficiency, effectiveness and alternatives
o Roles and Responsibilities of Direct, Team Leaders/Managers efficiency, effectiveness and alternatives
o BSSA to make adjustments as we move through the process of transitional changes BSSA to purchase 1-2 Medication dispensers
And test pilot over next year.
BSSA will train individual in use of medication dispenser
BSSA will train staff in use of medication dispenser
BSSA will ensure system works with current practices policy and with pharmacy
BSSA will track ease of access and medication errors to determine efficiency
Test piloting medication reminder alarm & dispenser system:
BSSA will train individual in use of medication dispenser
BSSA will train staff in use of medication dispenser
BSSA will ensure system works with current practices policy and with pharmacy
BSSA will track ease of access and medication errors to determine efficiency
Continue to search for correct roommate matches and find correct accommodations for the 3- 24 hour homes
Pro-active planning to ensure safe individuals and a smooth transition based on requirements determined from SNL and safe timelines determined from face to face meetings with PDD
BSSA to make adjustments as we move through the process of transitional changes Continue to test pilot and track medication dispenser
Continue to investigate new technology to support safe individuals and increase independence
Continue to test pilot medication reminder alarm and dispenser and track medication dispenser
Continue to search for correct roommate matches and find correct accommodations for the 3- 24 hour homes
Pro-active planning to ensure safe individuals and a smooth transition based on requirements determined from SNL and safe timelines determined from face to face meetings with PDD
BSSA to make adjustments as we move through the process of transitional changes
Innovation / Program Shifts
Innovation / Program Shifts
Innovation / Program Shifts
Have new ways of delivering services and programs that improve effectiveness, reduce supports, and improve quality of life for individuals been considered? Are there activities, plans, or shifts in programming that contribute to Transformation principles not identified in other areas of this plan?
Have new ways of delivering services and programs that improve effectiveness, reduce supports, and improve quality of life for individuals been considered? Are there activities, plans, or shifts in programming that contribute to Transformation principles not identified in other areas of this plan?
Have new ways of delivering services and programs that improve effectiveness, reduce supports, and improve quality of life for individuals been considered? Are there activities, plans, or shifts in programming that contribute to Transformation principles not identified in other areas of this plan?
BSSA reviewed all agency policies, procedures and practices in 2009, 2010 to ensure quality service and best practice. Policies where updated accordingly and we continue to review annually and update accordingly. We now have an extensive policy and procedure manual
BSSA reviewed and revised all processes in risk management and procedures and updated accordingly in 2009, 2010
Staff where trained in new policies and procedures in 2010 and we continue to review annually and continue to train at our monthly staff meetings in regards to agency policies and procedures
Continue to search acquisition of trained qualified staff: Rurally in an oilfield town and our wages do not compete with the oilfield. Difficult to be innovative with continue staff turnover
o BSSA continues to network with the local college programs, field placements in Drayton
o BSSA continues to network with mental health services in Drayton, Ponoka and Edmonton
o BSSA continues to network with the homelessness/poverty reduction committee in Drayton
o BSSA continues to network and sit on interagency committee in Drayton
o BSSA continues to network and sit on the WFC committee and CSP committee
BSSA implemented the workforce classification system in 2011
BSSA implemented the competencies component of the WFC system in April of 2013
BSSA submits the HR pro tracker 2x year since 2011
o BSSA continues to seek funding to train unqualified staffing to bring staff up to qualification to support safe individuals, safe staff and safe agency, employment first and inclusive community and access
BSSA to submit letter to PDD to request use of 2012-2013 surplus dollars redistribution back to agency and outline disbursement proposal by November 15, 2013
BSSA to continue to track current staff training and needs on current agency tracking system
BSSA supports staff health and wellness programs, staff recognition programs, and volunteer recognition programs
BSSA currently has a 44% staff
turnover rate
BSSA continues to seek options to assist or improve overall staff health and wellness. BSSA now has added to their benefit package: Critical Illness, second opinion, employee assistance programs in August 2013 Continue to review and update policies on an annual basis
Continue to review policies and procedures with our staff at monthly meetings
Continue to search acquisition of trained qualified staff
BSSA to continue to network and taking training to be current and up to date
BSSA to update the competency component of system to new model released in July of 2013 by March of 2014
o Performance Review
Employee goal development
New competencies
o Job description
New competencies
BSSA to continue to submit HR Pro Tracker 2x a year
BBSA to develop template to compile data specific to BSSA from Pro-Tracker to analyze staffing issues and needs and develop strategies to continue to address by June 2014
Continue to search acquisition of funding to continue to train staff to ensure qualified staff, safe individuals, safe staff and a safe agency
BSSA to continue to support staff health and wellness programs, staff recognition programs, and volunteer recognition programs
BSSA would like to see a reduction in staff turnover and an increase in stable work environment with qualified staff.
BSSA to continue to seek options to assist or improve overall staff health and wellness.
Continue to review and update policies on an annual basis
Continue to review policies and procedures with our staff at monthly meetings
Continue to search acquisition of trained qualified staff
BSSA to continue to network and taking training to be current and up to date
BSSA to continue to submit HR Pro Tracker 2x a year
BBSA to develop template to compile data specific to BSSA from Pro-Tracker to analyze staffing issues and needs and develop strategies to continue to address
Continue to search acquisition of funding to continue to train staff to ensure qualified staff, safe individuals, safe staff and a safe agency
BSSA to continue to support staff health and wellness programs, staff recognition programs, and volunteer recognition programs
BSSA would like to see a reduction in staff turnover and an increase in stable work environment with qualified staff.
BSSA to continue to seek options to assist or improve overall staff health and wellness
PDD Supports
What specific supports, information, assistance, or additional training does your organization require from PDD?
• BSSA attended the Agency Outcomes/Service Planning Orientation and Planning Session with PDD on July 4th/13
• Contract Consultant / Agency ED/DCS/Coord Meeting regarding new invoicing template – August 21st/13
o BSSA signed new contract template for Sept. 1, 2013
o BSSA submitted first invoice for Sept. successfully
• PDD to complete amendment or addition to Sept. 1 contract for changes to wording in contract since Sept. 1
• PDD to provide to BSSA the 10% wage shortfall
BSSA would like to see PDD provide more training to front line staff being funded to ensure:
o Qualified staff, safe individuals and quality service
o Employment First Model
o Inclusive Community and Access Model
o Outcome Measurements
o Teaching and Support strategies and techniques towards independence building
o Tracking and Monitoring, evaluation and assessments
BSSA would like to see PDD provide more training to front line staff being funded to ensure:
o Qualified staff, safe individuals and quality service
o Employment First Model
o Inclusive Community and Access Model
o Outcome Measurements
o Teaching and Support strategies and techniques towards independence building
o Tracking and Monitoring, evaluation and assessments
End of Document
Map of Beehive Support Services Association
OTHER PLACES NEAR BEEHIVE SUPPORT SERVICES ASSOCIATION
Beehive Support Services Association
1976
0.00 Miles AwayM-I Swaco
5209 55A St
0.04 Miles AwayHamfab Welding Services Ltd.
5128 54th Street
0.04 Miles AwayT&S Laser Engraving
5120-54St
0.05 Miles AwayInk-Spirations Inc.
5136 54 Street
0.05 Miles AwayGetzingers Autobody
0.06 Miles Away
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