CAREER DEVELOPMENT PLANS CAREER DEVELOPMENT PLANS CAREER DEVELOPMENT PLANS CAREER DEVELOPMENT PLANS CREATING A CLEAR PATH TO EMPLOYMENT OUTCOMES CREATING A CLEAR PATH TO EMPLOYMENT OUTCOMES CREATING A CLEAR PATH TO EMPLOYMENT OUTCOMES CREATING A CLEAR PATH TO EMPLOYMENT OUTCOMES Laura Laura Laura Laura Noppenberger Noppenberger Noppenberger Noppenberger (Eastern Oregon Support Services Brokerage) (Eastern Oregon Support Services Brokerage) (Eastern Oregon Support Services Brokerage) (Eastern Oregon Support Services Brokerage) & & & & Maig Maig Maig Maig Bergio Bergio Bergio Bergio (UCP Connections Brokerage) (UCP Connections Brokerage) (UCP Connections Brokerage) (UCP Connections Brokerage) “DIVERSITY IS THE ONE TRUE THING WE HAVE IN COMMON, CELEBRATE IT EVERYDAY” “DIVERSITY IS THE ONE TRUE THING WE HAVE IN COMMON, CELEBRATE IT EVERYDAY” “DIVERSITY IS THE ONE TRUE THING WE HAVE IN COMMON, CELEBRATE IT EVERYDAY” “DIVERSITY IS THE ONE TRUE THING WE HAVE IN COMMON, CELEBRATE IT EVERYDAY”
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CAREER DEVELOPMENT PLANSCAREER DEVELOPMENT PLANSCAREER DEVELOPMENT PLANSCAREER DEVELOPMENT PLANS
CREATING A CLEAR PATH TO EMPLOYMENT OUTCOMESCREATING A CLEAR PATH TO EMPLOYMENT OUTCOMESCREATING A CLEAR PATH TO EMPLOYMENT OUTCOMESCREATING A CLEAR PATH TO EMPLOYMENT OUTCOMES
Laura Laura Laura Laura NoppenbergerNoppenbergerNoppenbergerNoppenberger
(Eastern Oregon Support Services Brokerage) (Eastern Oregon Support Services Brokerage) (Eastern Oregon Support Services Brokerage) (Eastern Oregon Support Services Brokerage)
“DIVERSITY IS THE ONE TRUE THING WE HAVE IN COMMON, CELEBRATE IT EVERYDAY”“DIVERSITY IS THE ONE TRUE THING WE HAVE IN COMMON, CELEBRATE IT EVERYDAY”“DIVERSITY IS THE ONE TRUE THING WE HAVE IN COMMON, CELEBRATE IT EVERYDAY”“DIVERSITY IS THE ONE TRUE THING WE HAVE IN COMMON, CELEBRATE IT EVERYDAY”
WHAT TO EXPECTWHAT TO EXPECTWHAT TO EXPECTWHAT TO EXPECTWe’ll We’ll We’ll We’ll be covering:be covering:be covering:be covering:
• Basics of a strong CDP
• Writing clear and effective desired outcomes
• Action-focused language that can be used in Service Agreements & Action Plans
• Recognizing that CDDP’s and Brokerages have differences in approach and process
for some aspects of writing and implementation
Why? Why? Why? Why?
• Not about the creation of paperwork; but success and progress for our customers
• Using examples from real ISP’s that include real people’s stories
• Writing strong and clear documents can help hold providers accountable, give
direction to the team, and prompt us to better monitor quality of services.
CAREER DEVELOPMENT PLANSCAREER DEVELOPMENT PLANSCAREER DEVELOPMENT PLANSCAREER DEVELOPMENT PLANS
CDDP/BROKERAGE ROLECDDP/BROKERAGE ROLECDDP/BROKERAGE ROLECDDP/BROKERAGE ROLE
• Gather and analyze information from
individual and providers (through
conversations, progress notes, and PCI) to
write the CDP.
• Create Desired Outcomes and Key Steps
through the information gathered.
• Authorize services (employment path,
discovery, job coaching, small group
employment, etc.).
• Monitor services throughout the ISP year
PROVIDER ROLEPROVIDER ROLEPROVIDER ROLEPROVIDER ROLE
The Outcome – How I want my life to be as a result of investing my timeBig PictureLong term thinking {usually shorter/broader}
Key StepsKey StepsKey StepsKey Steps● What must happen to accomplish the objectivesOutcome drivenMeasurable {referral to OVRS, interviewing Discovery providers, etc} Short term thinking
Action Plan/Service Agreement Action Plan/Service Agreement Action Plan/Service Agreement Action Plan/Service Agreement ---- (Created after completion of CDP)Game plan so staff know what they’re responsible for {collaborative approach}
Specific support preferences
Measurable and trackable
Individual’s satisfaction with supports
SSSSPECIFIC
• WHAT WILL THE GOAL ACCOMPLISH? HOW AND WHY WILL IT BE ACCOMPLISHED?
MMMMEASURABLE• HOW WILL YOU MEASURE WHETHER OR NOT THE GOAL HAS BEEN REACHED?
AAAACHIEVABLE• IS IT POSSIBLE?
RRRRESULTS • WHAT ARE THE RESULTS OF THE GOAL?
TTTTIME • WHAT ARE THE DATES AND WHO IS RESPONSIBLE
• For your customer, for the provider helping to deliver the supports, for
the team who may have a role in helping to achieve the outcome.
• YOU CAN ALSO USE “SPECIFIC” TO REMIND YOURSELF THAT KEY
STEPS NEED TO RELATE BACK TO A SPECIFIC OUTCOME.
• Specific: Maintain my position at the toy store and increase my hours
from 10 hours per week to 15 hrs per week.
• Specific: Find a job in my community working 20 hrs per week that
involves working with people.
• Specific: Understand my job duties and know when they are
completed.
MEASURABLE • List steps that will allow the person to gauge how well they are
progressing towards their desired outcome
→ steps that are easy to look back on and indicate, yes, we
achieved this.
• Specific: Maintain my position at the toy store and increase my
hours from 10 hours per week to 15 hrs per week.
Measurable Step: I will discuss with my boss 1x a month about
ways to increase my hours and may enlist my job coach to help
me have this conversation.
• Specific: Understand my job duties and know when they are
completed.
Measurable Step: Develop routines for regular tasks that I can
follow independently, using written guidelines and a check off
sheet.
ACHIEVABLE ACHIEVABLE ACHIEVABLE ACHIEVABLE
• Doesn’t mean lowering expectations; does mean
setting people up for success
• Sometimes we have information that our customer’s
need to set an achievable goal
Knowledge of availability and limitations of current
employment supports
Benefits counseling information
• This is a good prompt to see if there are other paid or
unpaid resources that could meet a customer’s needs
beyond employment (ex: pet store jobs)
RESULTS RESULTS RESULTS RESULTS Results should be easily identified if you’ve written
specific and measurable Desired Outcomes.
The CDP is a living document - if circumstances or a
customer’s desires change throughout the year, the
document can and should be updated.
• Timelines can be set for specific Key Steps as well as the Desired outcomes
• Having multiple identified milestones can help ensure progress is being
made throughout the plan year, rather than review only happening at the
next ISP.
• Strategies for checking - in and monitoring timelines:
Quarterly reports (timelines for key steps can be set using quarterly
system)
Progress notes (monthly review throughout billing)
• Michael’s example - Next Slide
TIMELINETIMELINETIMELINETIMELINE
Using Action Focused Language Using Action Focused Language Using Action Focused Language Using Action Focused Language In Service Agreements & Action PlansIn Service Agreements & Action PlansIn Service Agreements & Action PlansIn Service Agreements & Action Plans
*We also have a template for Discovery Service Agreement & Employment Provider Interview Questions**We also have a template for Discovery Service Agreement & Employment Provider Interview Questions**We also have a template for Discovery Service Agreement & Employment Provider Interview Questions**We also have a template for Discovery Service Agreement & Employment Provider Interview Questions*
• INCREASING
• PROMOTING
• INTEGRATING
• ADVANCING
• ACCESSING
• COLLABORATING
• CREATING
• ESTABLISHING
• ASSISTING
• MAINTAINING
• LEARNING
• ADVOCATING
• DETERMINING
• SUPPORTING
• CLARIFYING
Language from Service Agreement for Language from Service Agreement for Language from Service Agreement for Language from Service Agreement for
o Support Support Support Support creating and establishingcreating and establishingcreating and establishingcreating and establishing formal jobformal jobformal jobformal job----coaching supports coaching supports coaching supports coaching supports beyond verbal coachingbeyond verbal coachingbeyond verbal coachingbeyond verbal coaching. . . .
o Helping me learnHelping me learnHelping me learnHelping me learn the responsibilities of my job.the responsibilities of my job.the responsibilities of my job.the responsibilities of my job.
o Coordinating Coordinating Coordinating Coordinating with my other providers and natural supports to ensure I will be successful in the job.with my other providers and natural supports to ensure I will be successful in the job.with my other providers and natural supports to ensure I will be successful in the job.with my other providers and natural supports to ensure I will be successful in the job.
o AssistingAssistingAssistingAssisting me to develop work appropriate relationships on the Job and Interact with come to develop work appropriate relationships on the Job and Interact with come to develop work appropriate relationships on the Job and Interact with come to develop work appropriate relationships on the Job and Interact with co----workers In an workers In an workers In an workers In an
o Assisting with Assisting with Assisting with Assisting with receptive and expressivereceptive and expressivereceptive and expressivereceptive and expressive communication at the jobcommunication at the jobcommunication at the jobcommunication at the job----site . This may include site . This may include site . This may include site . This may include creation of creation of creation of creation of
accommodationsaccommodationsaccommodationsaccommodations or agreed or agreed or agreed or agreed proceduresproceduresproceduresprocedures with my employer. Helping me with my employer. Helping me with my employer. Helping me with my employer. Helping me collaboratecollaboratecollaboratecollaborate with my employer with my employer with my employer with my employer
(supervisor) to build a good relationship and (supervisor) to build a good relationship and (supervisor) to build a good relationship and (supervisor) to build a good relationship and maintain successful habitsmaintain successful habitsmaintain successful habitsmaintain successful habits of communication and job of communication and job of communication and job of communication and job
o Support advocating Support advocating Support advocating Support advocating for my needs as an employer to my supervisor or HR as needed.for my needs as an employer to my supervisor or HR as needed.for my needs as an employer to my supervisor or HR as needed.for my needs as an employer to my supervisor or HR as needed.
o Assistance with Assistance with Assistance with Assistance with advancingadvancingadvancingadvancing in my career which could be shown through raises, increased hours, in my career which could be shown through raises, increased hours, in my career which could be shown through raises, increased hours, in my career which could be shown through raises, increased hours,
increased responsibility, or promotion.increased responsibility, or promotion.increased responsibility, or promotion.increased responsibility, or promotion.
o Continued job supports that Continued job supports that Continued job supports that Continued job supports that increase my independenceincrease my independenceincrease my independenceincrease my independence and and and and decrease my dependence decrease my dependence decrease my dependence decrease my dependence on job on job on job on job
coaching.coaching.coaching.coaching.
DNE’s Documenting that the annual
employment conversation took place. The documentation must capture the components of that conversation, including that the conversation was grounded in the premise that the person is capable of working in an integrated setting and wants to work.
● How do you do this in a way that works for the individual and their team?
● Lead in with an explanation of why the conversation is important.
● Let people know this will not be the last conversation as you try to understand their
perspective and remind them people’s outlooks and goals shift over time.
● Ask authentic questions and listen…
Most People do not listen
with the Intent to
Understand; they listen with
the intent to reply...
Stephen R. Covey
Questions, Comments, Other Questions, Comments, Other Questions, Comments, Other Questions, Comments, Other ResourcesResourcesResourcesResources