PUBLIC HEARING AGENDA ITEM

PUBLIC HEARING AGENDA ITEM

DATE: 1116114

SUBJECT: APPROVAL OF MOO WITH TTC FOR FACILITY PAYMENTS

FROM: Linda Angell

AGENCYIDEP ARTMENT: Community Corrections Dept.

RECOMMENDED ACTION: That the Board of County Commissioners approve the MOO with TTC allowing for 50% upfront distribution of approved facility payment funding awarded by the State.

BACKGROUND:

Facility Payment funding was provided by the State for each community corrections facility with a very specific legislative intent: mitigating stafftumover and reducing case load sizes to advance evidence­based approaches to improve outcomes in community corrections and to facilitate compliance to PREA. Each facility was eligible for $95,064.25 dependent upon their plan to use the funding.

Facility Payment allocation and requirements were originally presented in a study session on 04/21114. The MOO for Facility Payments to the CEC was approved at the Public Hearing held on September 2, 2014. The approval for the MOO for Facility Payments with Time to Change was necessarily delayed until State approval was obtained recently (attached).

Time to Change is eligible for $95,064.25 of State funding for their Adams County location and $47,500 for their facility located in Commerce City. The MOO allows for the upfront payment of $47,532.13 for the Adams facility and $23,750.00 for the Commerce City facility. The remainder of the funding will be awarded upon implementation of their approved plan.(s)

Study Session on 04/21114; Public Hearing Approval on 09/02/14 for Facility Payment funding with Community Education Centers; TTC approval was delayed until State approval.

AGENCIES, DEPARTMENTS OR OTHER OFFICES INVOLVED:

List any County departments or other entities that are involved with this request Community Corrections Department Community Corrections Board Time to Change, Inc. State, Division of Criminal Justice

Page 10f3

ATTACHED DOCUMENTS:

List any attached resolutions, contracts, agreements, presentations or other supporting documents.

Resolution approving MOU with TTC for Facility Payment MOU with TTC for Facility Payment Approved as to Form & Signed by Vendor State Approval of TTC Plan(S) DC] Policy for Facility Payments The Revised TTC Plan The Original Submission TTC Facility Payment Plans

Page 2 of3

FISCAL IMPACT: Either mark X ~ if there is no fiscal impact or provide the following information for the recommended action:

Fund(s): Cost center(s): Self-generated / dedicated revenues: Annual operating costs: Annual net operating (cost) / income: Capital costs: Expenditure included in approved operating budget: Expenditure included in approved capital budget: New FTEs requested:

9302 $ $ $

$ $ $

APPROVAL SIGNATURES: APPROVAL OF FISCAL IMPACT:

To~~ BUdg~ Raymond H. Gonzales, Deputy County Manager

Ed Finger, Deputy County Manager

Page 3 of3

RESOLUTION APPROVING MEMORANDUM OF UNDERSTANDING (MOU) BETWEEN ADAMS COUNTY AND TIME TO CHANGE, INC. FOR FACILITY PAYMENTS FOR FY14-15

WHEREAS, pursuant to §§ 17-27-101, et seq., C.R.S., the Adams County Board of County Commissioners has contracted with the Colorado Department of Public Safety, Division of Criminal Justice ("DCJ") to provide community corrections program services to the 1 i h judicial district; and,

WHEREAS, Adams County subcontracted with Time to Change, Inc. during state fiscal year 2014-2015 to provide community corrections services; and,

WHEREAS, the DCJ has provided funding for approved facility payments for fiscal year 2014-2015;

NOW, THEREFORE, BE IT RESOLVED, by the Board of County Commissioners, County of Adams, State of Colorado, that the MOU between the Board of County Commissioners and Time to Change, Inc. for the upfront allocation to provide approved facility payments which is attached hereto and incorporated herein by this reference, is hereby approved and the ChaifIl'.lan is hereby authorized to execute same.

Exhibit D

MEMORANDUM OF UNDERSTANDING COMMUNITY CORRECTIONS FACILITY PAYMENT PLANS

TIME TO CHANGE, INC.

The General Assembly has provided additional funding for FY14-15 with the intent that programs will increase case manager and security staff salaries and reduce the number of residents assigned to each case manager, both initiatives based on performance based principles. To obtain this funding or a portion thereof, programs must adhere to the Statewide Policy and General Procedures for Facility Payments (attached) and remain consistent with the legislature's intent.

The maximum amount available per facility is $95,064.25. The TIC-Adams facility is eligible for the full award and the TIC-Commerce City facility is eligible for $47,.500.

This agreement is to allow the upfront disbursement of $47,532.13 of eligible funding for the TIC­Adams facility and $23,750.00 for the TIC-CC facility (50% of the allocated funding for this purpose) upon meeting the following conditions.

• Upon a fully executed master contract between the Department of Public Safety, Division of Criminal Justice and the Board of Adams County Commissioners.

• Upon a fully executed subcontract between Time to Change, Inc., d.b.a . TIC-Adams and TIC­Commerce City and the Board of Adams County Commissioners.

• Upon a fully executed Allocation Letter to the 1 i h Judicial District that will secure the funding. • Upon approval of the Facility Payment Plan submitted as Exhibit D to thE' SIJbmntrr!rt r!nrl ic

attached, that provides clear and convincing evidence that the funds will be used as intended by the General Assembly and that the program has provided all information requested in the manner prescribed.

• The remaining 50% of the approved funds will be paid to programs on or after the date on which the boards and the Division of Criminal Justice can verify that funds have been appropriately invested in staff salary increases and caseload maximums.

.. The remaining facility payments may be withheld in whole or in part pursuant to the conditions in Exhibit D.

Exemptions from Statewide Policy

For programs who have submitted a Request for Exemption and provide an Alternate Funding Plan that has been approved by the State and the Community Corrections Board the disbursements of the Facility Payment funds shall be made consistently with the aforementioned disbursement policy where 50% is paid upfront and upon verifiable execution of the alternate plan the remainder may be paid in part or in whole dependent upon execution of the approved alternate plan.

IN WITNESS WHEREOF, the parties hereto have caused their names to be affixed hereto.

BOARD OF COUNTY COMMISSIOENRS ADAMS COUNTY, COLORADO

Chair ATIEST: KAREN LONG CLERK AND RECORDER

Deputy Clerk

Date

APPROVED AS TO FORM :

I . . 1 n (a\u~/ i!!J~ g :vv )

Ker i A. Bot h Assistant County Attorney Adams County Attorney's Office

'0 J 2.. /] I, U ___ _ ~-

Linda Angell

From: Sent:

Tapia - CDPS, Glenn [[email protected]] Tuesday, September 23,20148:34 AM

To: Evan Crist; Linda Angell Subject: TIC Commerce City - Facility Payments Funding

I am in receipt of the Facility Payments Funding Planes) for the TTC-Commerce City program. I am also in receipt of correspondence from the community corrections board that they have reviewed and have approved the funding plan for partial funding.

This is to advise you that the Division of Criminal Justice (Office of Community Corrections) observes that the funding plan does not meet all the criteria of the statewide policy; nor does it satisfy the intent of the General Assembly. Specifically, the TTC-CC program will not be staffed to such a degree that a ratio of one case manager to every 20 residents will be achieved and sustained.

The DC] partially approves your Facility Payments Funding Plan in the amount of $47,500 for the year. The community corrections board is authorized to disburse 50% of this amount ($23,750) of the Facility Payments funds and may do so at any time.

Pursuant to the state funding policy, the remaining 50% ($23,750) may be paid to the TTC-CC program on or after the date on which the boards and the Division can verify that funds have been appropriately invested.

The Facility Payments funding may be withheld in whole or in part from facilities that:

I. fail to maintain a ratio of at least one case manager for every 20 residents (or equivalent ratio for part time case management staff), 2. fail to raise average pay and benefits of security staff members by at least 10 percent, or J. fail to raise the average pay and benefits of case managers by 10 percent.

The Division will be collecting current salary and caseload data to begin the verification process.

The Division extends our sincere gratitude to you for your cooperation and adherence to the intent of these important funds. It is our belief that adherence to the state policy will strengthen our collective ability to use the Facility Payments funds as intended by the General Assembly.

Further, it is our belief that salary increases for staff and caseload maximums of20 will strengthen the infrastructure of community corrections overall in order to mitigate turnover and maximize efIective interventions for offenders.

Glenn A. Tapia, Director Office of Community Corrections Division of Criminal Justice Colorado Department of Public Safety glenn. tapia({i{state.co. us 303.239.4448

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Linda Angell

From: Sent: To: Subject:

Tapia - COPS, Glenn [[email protected]] Tuesday, September 23,20148:35 AM Evan Crist; Linda Angell TIC-Adams - Facility Payments Funding

I am in receipt of the Facility Payments Funding Planes) for the TTC-Adams program. I am also in receipt of correspondence from the community corrections board that they have reviewed and have approved the funding plan for initial partial disbursement of funds.

This is to advise you that the Division of Criminal Justice (Office of Community Corrections) conditionally approves your Facility Payments Funding Plan in that it seems to meet the basic criteria of the statewide funding policy and legislative intent of the funds,

The community corrections board is authorized to disburse 50% of the Facility Payments funds to the provider and may do so at any time.

Pursuant to the state funding policy, the remaining 50% will be paid to programs on or after the date on which the boards and the Division can verify that funds have been appropriately invested in staff salary increases and caseload maximums of20. The Facility Payments funding may be withheld in whole or in PaIt from facilities ·that:

1. fail to maintain a ratio of at least one case manager for every 20 residents (or equivalent ratio for part time case management staff),

2. fail to raise average pay and benefits of security staff members by at least 10 pei'cent, or

3. fail to raise the average pay and benefits of case managers by 10 percent.

The DIvision willl5e collectmg current salary and caseload data to begm the venhcation process.

The Division extends our sincere gratitude to you for your cooperation and adherence to the intent of these impOltant funds. It is our belief that adherence to the state policy will strengthen our collective ability to use the Facility Payments funds as intended by the General Assembly.

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Further. it is ollr belief that salary increases for staff and caseload maximums of 20 will strengthen the infrastructure of community corrections overall in order to mitigate turnover and maximize effective interventions for offenders.

Glenn A. Tapia, Director Office of Community Corrections Di vision of Criminal Justice Colorado Department of Public Safety glenn. [email protected]. us 303.239.4448

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Job Title

TTCAdams EBP Coordinator

Non-Residential CM

Training Coordinator

Staff Training Overtime

TTC Commerce City EBP Coordinator

Training Coordinator

Staff Training Overtime

Annual Salary Benefits/Costs

$ $ $

$ $

60,000 $ 40,000 $ 60,000 $

$

60,000 $ 60,000 $

15,000

10,000

15,000

4,000

15,000

15,000

6000

Benefits/Costs are calculated at 25% of annual salary and include medical insurance, 401(k) match, WorkE

Unemployment Insurance, Professional Liability insurance, Payroll taxes, Supervision and training time, eq

sick time.

The exact structure and details of staff training overtime is not finalized but will include at least the costs

The start date for the above changes will vary but will not be fully implemented until the funds from Adan

Additional expenses that are not detailed above are increased administrative staff salary, PREA coordinati

S+B FTE Total $ 75,000 0.4 $ 30,000 $ 50,000 1 $ 50,000 $ 75,000 0.2 $ 15,000

$ 4,000

$ 99,000

$ 75,000 0.6 $ 45,000 $ 75,000 0.3 $ 22,500

$ 6,000

$ 73,500

~r's Compensation Insurance,

luipment costs, vacation time, and

indicated above.

1S County are received.

http://www.bls.gov/news.release/ecec.nrO.htm

ons and possibly a Clinical Director position.

Facility Payments - Annual Funding Plan Format

GENERAL INSTRUCTIONS:

Full funding of the Facility Payments appropriations are contingent upon receipt, approval and full execution of a formal plan to invest the funds in staff salary increases, caseload maximums, and any other additional means to meet the intent and goals of the General Assembly and the Department outlined in the statewide Facility Payments policy.

On or before May 30, 2014, providers shall submit to the local community corrections board and the Division an annual plan (for FY15), that provides clear and convincing information that the funds will be used as intended by the General Assembly, the Department, and the local community corrections board. The annual plan shall be reviewed and approved by the Division of Criminal Justice and the local community corrections board, or its designee, prior to disbursement of Facility Payments funds to providers.

Providers are to submit a single plan for each residential facility under their operation. Plans for the entire network of a single business entity or vendor will not be accepted.

REQUIRED CONTENTS:

Your Annual Funding Plan shall contain, at a minimum, the following information. You may add in space to fully describe your plan as needed. You may also attach additional pages or supporting documentation.

Basic Facilit~ Information Time to Change Adams 4901 Krameria Street

Name and Address of Facility Commerce City, CO 80002

Please identify and describe the total number of other staff (non-case managers) that 0 offender caseloads

What is the benefits-to-salary percentage for this facility for security and case management staff! In other words, fringe benefits (as defined in the statewide 4.4%

I I I

S ECTIOI\ A Please Itk'll( II) alld lk~cl'l he the lllla I al110unl o( (lImls 10 he III vesled (Ill Slale Fisca I Y e;lI· ~() 14-I:;) I~lr salary IIlLTe(lses Il»)" sceul'll )' slalr posi llUIlS Illclud ing li)"-;I-lllle secllnl) supcrvl~ors .

In January 2014 we raised security staff salaries and our current average hourly rate for security staff is $14.70 or $30,585 before benefits. Therefore, I respectfully request that this requirement be waived for TTC-Commerce City.

1

SFCIIO\ B: Please idl'ntit\ and descrihl' the totallllllount offun(h inH'stl'd in l'lllplfl~cr-paid hendit increHsl's for sCl'urit~ staff positions including tlrst-lim' sl'l'urit~ SUllen ison', You should adhcrl' onl~ to thl' dl'finitions of l'llI p l()Y l'r-pa id hl'ndit incrcascs outlined in the statl'widl' Facilit~ l'aYllIl'nts Plllic~ ' .

Currently, the total amount spent on staff benefits (per the state's provided definition) for security is $10,643 annually.

SECTIOI\ (: l'k ~ ISl' Idclllll y ,lllll desc nhc I ill' I1 Cll'l' ll1 I l1 l rCa"l' 111 "lai r "al(ln l'~ 101' sCl ' lInl\ pUSllllJll" , ,1.1:-;(\ IlllllHk till' l'I'1l'ellvc (bl l' oj' ,ill ~alary 1I1crl".,se" III , 1<11 '1'. l'Ic,ISl' ,t1:--() 1I1l' IIIdl' y Oll l' l'qllallol1 01 IU~ll' lISl' 1(1

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In January 2014 we raised security staff salaries and our current average hourly rate for security staff is $14.70 or $30,585 before benefits. Therefore, we respectfully request that this requirement be waived for TTC-Commerce City.

SEC TIO:\ D: i'ic,I-;l' Ilk-lllII ) ,llld dL"L n l1L' [ill' pCl'll'lll Illl I"L',I,C III '-'lnplllVl' I" -Pdld hL'lIcllh luI' ~ l'l'llrll\ '

P()~ i IIUJJ' , Y lll1 "iHlUld ,ll1I1CI'C ulll " 1(\ lhl' liL'I 'lllll i(\Il " ul L'mpl(lVCI-Pd id hClll'IJl IlllrC,I~L" 11LIIlllH.:d III till'

,1<lll'\\ Idl' F ,ll rlJl Y 1)~l Y IllClll' POill' Y .

We do not plan to change employer paid staff benefits for security staff at this time.

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SECTIO~ E: Please Identify and de~crlbc rhe lolal dlTlOUl11 ()rrul1d~ to be Ill\c"lcd (In Slalc F Iscdl Ycal ::'014-I.") ror salar~ InLre,tses Itll Cdse IlHlJ1ag~mellt "1(lIf pll sIIIUIl~ Illclud ing lirsl-ltne ('else Illanag~r superv isor" .

In January 2014, we raised the average case manager salary at TTC-Commerce City to $37,682 before benefits. Therefore, we respectfully request that this requirement be waived.

SECTIO\ F: Ple(l-.c IdClllil)' and descrlbl' the 101£11 amounl ul ' funds 10 be 111\ csled (Ill Slale I'lse,iI Ye,lr ::'014-I.") III eillployer-paid bellelil inl"ITa-.e~ i'ur Celse Illanagemenl ~lairpusillun" IIlcludlllt,' Ilrsl-lllle C~I"C Illdllager -.upen ISlH"s . You should ddherc Uilly 10 rhe dei'lIl1llUIlS IlI'elllployel-p,tIll bel1elillllLredse" llullilled III the slatewlde f-acdll ) PaYl1ll'IlLs Policy .

In FY 2014-15 we anticipate spending $9949 on employer paid case manager benefits.

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S~~CTI(P' G: Pkase Ilk11lit~ dlld descnhe tile percc11t IlllTe:Lse 111 sicilT ... al'lrIes fur C,hL' IllaLlagellle11t pos il ill11:" . -\Iso 1I1cludc the ctkCtlVC date ur ,dl ..,alary IllL'l"eases tll "tatl. Pkct"e ,,1"0 IIlclude your eYlIatlllll UI logic lise tll cakul,ile pel'CI.:nt or sal(lr) IIlLTea"es .

In January 2014, we raised the average case manager salary at TTC-Commerce City to $37,682 before benefits. Therefore, we respectfully request that this requirement be waived.

SEeTIO\ H: Pk"sc Ide11iJt~ alld de,-;cnbe the percellt Illcrea"e 111 ell1ploycr-pclld be11efjl~ ror case manageme11t POSit lOlls . You :-.Iwuld adhere u11l y tll thc derlllltlOlls or empillyer-paid belleflt 1I1LTca'-.es lllltllllcd 111 the statewide f <lcdlt ) Paymellls Policy.

We do not plan to change employer benefits for case management at this time.

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SEeTIO:\' I: Plccl.~e idel1lil) dnd dcserihL' thc program pllliey and praclice III ~lSSLIIT thaI a lllaxilllLlIllOf2() llffclllkr ... <ire assigllcd III the c;lseluad" ul ' eaL'h I'ull limc case IllClllagcr pnslliull 011 all ullguillg alllleollsislL'lll ha:-ns , Pleasc de:-'L'I"ibL' ill ~peL·i IIc tcrlll~ dlld wilh Llualllifiabk ll1e,bure~ thc IllllllbL'l" of ul'iClllkrs Ih,lI will hL' dssigllCd lu C~IL·h i"uillilllc ,llld pal"! timc C(lse IlHlllagel". Plcclse also descnhL' your pnll'lice \)( usillg mixed ul~elllad s -;lIch as ResidL'llli,11 \lun Rc'mkllliallllixed l'dseillad.s. Rcgul,lrSpCl'I,i1I/cd IllIXL~d ulselomb. COllllllunll y Cmn:uiolls CRFC mIxed L·asclnads. ll)" othcr furm uf Illixed L'asL'll)ads.

Currently, TTC Commerce City we do not mix caseloads as we do not special populations or non­residential clients.

With 5.5 FTE residential case mgr and 133 residential clients, our current CM to client ratio is just short of25.

We believe that our investment in our electronic information management system (CorrectTech) allows our case managers to be approx. 25% more efficient without any sacrifice of quality. In fact, that is the exact reason that CorrectTech was developed. The goal is to hire quality staff and give them the tools they need in order to focus on clients. We respectfully submit this requirement be waived for the following reasons:

./' The reason we raised our case manager salary in January 2014 is because we are committed to hiring the highest quality staff .

./' We strongly believe that 5.5 above average case managers are more productive than 7 average case managers .

./' Our information management system allows handles hours of weekly hour automatically that our case managers do not have to focus on .

./' There is no evidence that a caseload of20 produces better results, not because it hasn't been studied. Denver Community Corrections has a caseload limit of 20 and has no better or worse outcomes than other programs .

./' In the absence of our case managers having to focus on multiple populations, 25 clients per case manager is reasonable (actually preferable in our view) .

./' More staff is rarely the solution. Rather better systems and higher quality staff.

6

SECTIO:\.I: PUI·~lIalJll() r: \hih,t.'\ IStatcmcllt 'It "Wurkl S,:ltiUll II DI Ol"thl" '\'/I/SIC,. 5-reo,. ( "(J1I1I1I1I11I/1

( "III r(', "IIUII' C OIIII"U, I lUI FY I"' lhrOllgll 1-"1' 1'1 pic,ISl' Illl"ludc iI L/('/i/I/Cr/ /llul1 III 1Il/lllcll/elil IFt', "111I ,'1'ldell< c­

/Ju"led(JrfJ,'-fr(IIII' <lntiIJrU, "II ( ('1 III IU/e/lll III II/( fTI5/11J1c/l"u/I/( " II "voul I(ll.ti huarli rl'LlUln:~.1 ~cpm.l1l" IUIIllat

lill thl~" plc.I~C USL til.: hUdld IUrln"t .lIld 'UOLTllt \\ Itil lhls plail ;\S .Ill .ltldlhIllCllt.

As we do not have a copy of the Master 5-Year Community Corrections Contract, we cannot speak to it directly. However, TTC Commerce City remains committed to implementing EBP and all state standards. Currently, we have already implemented the Progressive Matrix and do not expect to be trained on BSMART until after the FY15 timeframe.

7

8

SEeTIO'\ L: Pka-.,c dLid .Ill : lllllJrtlJ(lllOIl Ihat Ill<l: I'lirthl' l LiC"Crlbl' . rel,lte Ill. ur Cl1h(lllCC YOlli .-\Ililual r lI11LiIIl~ I'lal1 lUI F ell'illt ) P"YIlll'llb ,

9

To the best of my knowledge, TTC Commerce City pays the highest average and starting rates for security and case managers for any non-county Colorado provider. Furthermore, we have invested hundreds ofthousands of dollars into an electronic information management system (CorrectTech) to assist all staff with efficiency and organization. Without the need to focus on counting VAs, internal audits, and tracking documents, our staff have the ability to focus a larger percentage of their time on clients and client needs, improving our efforts to implement EBP and changes to state and/or federal standards.

10

SECTIOl\ [\J: Pro\idcrs rCtlu('sting an ('xemption frolll oue or more cll'ments within the shltt.'\\ide polky must do so, in \\ritin~. 110 latel' thllll 'la~ .30,2014. Please dt.'scrihe your Re'lm'\t liJr /;:wmptiml and

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Alternale FlInding Plan below. Include any attachments as necessary .. -\ Reque.\'1 for E'(emption shall include at a minimum, the following information: I) Clear and L't)]]vineing rationale de~eribing why the provider helieves that the)' already meet or exceed tile

expectations or the statl'wide pnlie)' and thercfore need not increase security salaries and hcnefib by at least I O' ~';,: and /or

2) Cblr and eOIl\'incing ratinnale describing why the provider beli('vcs that they already meet or exceed the expectations of the statewide policy and thererore need not increase case management salaries and benefits by at least 10" ;;,: ami/or

-,) Clear and convincing rationale describing why the providcr believes that they already IllL'et or exceed the expectations 0 I' the statewide policy and thercfnre need not mod i fy case loads in order to ach ieve a maximulll caseload of:W ut'kmlers to each rull time eaSL' manager: AND

4) An AI/ernu/c Funding Plan that provides reliable and verifiable data that the Foci/il.' /'IIYI/lCI1/,I' funds will be uscd to mitigate starr turnover: to advance. implement and sustain eyidence-bclsed dppmaches to impl'Uve outcomes in cnmmunity CllITcL'tions: and tll better 1~lCilitate clJlllpliance with the PriSUll Rape LliminCltion Act (PRFA).

Request for Exemption

1) Security Salaries and Benefits: In January 2014 TTC Commerce City raised security staff salaries and our current average hourly rate for security staff is $14.70 or $30,585 before benefits. Therefore, we respectfully request that this requirement be waived.

2) Case Manager Salaries and Benefits: In January 2014, we raised the average case manager salary at TTC Commerce City to $37,682 before benefits. Therefore, we respectfully request that this requirement be waived.

3) Client to Case Mgr Ratio: We respectfully submit that increasing the quantity of case managers is not the answer successfully managing the case management of a community corrections facility. Rather, we believe that the quality of case managers is the goal. In other words, we believe paying higher than market rate for starting case managers will attract experienced case managers who are looking to stay longer than the average tenure. Our experience also informs us that with the right tools, 5 above average case managers can manager caseloads of 25 more effectively than 7 average case managers managing caseloads of20. The philosophy at TTC-Commerce City has long been that "more staff' is rarely the answer. Rather, better hiring, better systems and better tools are the key to success. We have

'worked diligently over the years to fine tune our systems and-improve our tools. We request that we be allowed to test our current caseload numbers and system against the rest of the state for one year before deciding that quantity of case managers is the key. If our success rates are lower than the state average, we will gladly decrease caseloads to 20. Setting a state policy for clients to case manager ratio actually creates a disincentive to be innovative in business practices and pay higher than average wages.

4) Alternate Funding Plan: Our plans for the additional funds include some combination of the following: ./ Maintaining a part time Training Coordinator @ approx. $25K1yr ./ Hiring a part time PREA Coordinator @ approx. $10Klyr ./ Hiring a full time Clinical Director @ approx. $50Klyr ./ Possibly adding another FTE Security staff ./ Continuing to improve our Information Management System to improve staff efficiency and

our ability to track information related to our EBP implementation efforts

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Facility Payments - Annual Funding Plan Format

GENERAL INSTRUCTIONS:

Full funding of the Facility Payments appropriations are contingent upon receipt, approval and full execution of a formal plan to invest the funds in staff salary increases, caseload maximums, and any other additional means to meet the intent and goals ofthe General Assembly and the Department outlined in the statewide Facility Payments policy.

On or before May 30, 2014, providers shall submit to the local community corrections board and the Division an annual plan (for FY15), that provides clear and convincing information that the funds will be used as intended by the General Assembly, the Department, and the local community corrections board. The annual plan shall be reviewed and approved by the Division of Criminal Justice and the local community corrections board, or its designee, prior to disbursement of Facility Payments funds to providers.

Providers are to submit a single plan for each residential facility under their operation. Plans for the entire network of a single business entity or vendor will not be accepted.

REQUIRED CONTENTS:

Your Annual Funding Plan shall contain, at a minimum, the following information. You may add in space to fully describe your plan as needed. You may also attach additional pages or supporting documentation.

Basic Facilit~ Information

Time to Change Adams 1450 East 62nd Avenue

Name and Address of Facility Denver, CO 80216

I I'

SECTIOI\ -\. Please Idelllil) ' ~lIld describe Ihe lolal ~1I)l\lulllllf rUlllb 10 be Illvesied (Ill SI,lle I'lscil Year ~() 14-I:;) ror ,>,ilar), lIlerea:-es I'llI' "CCUJ'lI~ slarr jluslli()lb 1Ill'ludlllg lirsl-llIll' sceuJ'll)' sUI1l'rvlsors .

In January 2014 we raised security staff salaries and our current average hourly rate for security staff is $14.86 or $30,916.60 before benefits. Therefore, we respectfully request that this requirement be waived for TTC-Adams.

1

SECTIO'\ B: Pleast' idcntit\ and dl'SlTihe the total amount of funds irnested in emplo~ l'r-paid henetit irllTeasl's for sl'curit~ staff positioll" inciuciinl.! tirst-linl' set:lrrit~ supervisors, You should adherl' (Jnl~ to thl' detinitions of l'mployer-paid herwtit irJl:n'asl'S outlined in the state" icil' I, acility Pa~ ml'nts Polil:).

Currently, the total amount spent on staff benefits (per the state's provided definition) for security is $10,185 annually.

SI<:CTIOl\ c: PIc~J"l' Itil'1l11l\' ,lllti til'SLllhl' [ilL' rLTl'l'llI IIlLJ'l'aSL' III sl,lI'j salaries luI' sl'uml\' rOSlllOIl~ , Also lllLlutil' lhl' el'kl'llvc (hill' 01 ' ,ill S,iI,ll) Illl'IC,ISL" \(1 ~lalr I'lcclsl' ,iI~(l IIlLlutie your L'qlJ(lllOIl III IU!,!IL USl' lu

2

In January 2014 we raised security staff salaries and our current average hourly rate for security staff is $14.86 or $30,916.60 before benefits. Therefore, we respectfully request that this requirement be waived for TTC-Adams.

SEC '1'10'\ D: l'ic,lse Idl'lllll~ dlld de~Lllhe Ihl' pl'rl~lllllll'IT,I-;I.' III I.'lllplllVl'l-l)did hl'lll'i'lh lUI :'l'l'lIi'lly

puslllOlh , YULI ~h\llild ,ldhLTe uClly l(l the dl"lillilioll" (ll ' ~'Illf1I(lvel-p'IId hl'lll'lll IlleledSl'~ ()l!lllllnllll the

:--tatewlde I: ,IL till) I',IYIlll'llls P()11L') ,

We do not plan to change employer paid staff benefits for security staff at this time.

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S~=( TIO;\ E: I'IL-ase Idellllt) ' ,tIld de:-L'rilx' the t(ltdl dllJl)lIllt (Ii' i'ulld" 10 he Illvested 1111 St,lte FISLdl YCM ~l) 14-I") 1'01 :-.alar: Illcred"e~ lUI l'd"l' Ilwllag ellll'llt "latl Pll~lll()ll;' Il1l'ludlllg 111"1-IIIlC L\lSe Illdllager supervisors,

In January 2014, we raised the average case manager salary at TTC Adams to $38,666 before benefits. Therefore, we respectfully request that this requirement be waived.

SEC'IIO\ F: I'IL-ase IllL-lltll)' ,JIld dl'SLllhc thl' tOlal ,IIl1UlIlll ul ' llIllds III he IIIVl'sll'li 1111 Sl<lle Flscdl '{Gil ~l) 14-I ,,) III cillpluvcr-paid hellelll iIlL'I'CdSC" lor L,lSe Ill<lllclgL'llleTlI ,lalrpUSlll()Il" Illlllldlllt! 111'q-ll11l' ldsL' 1l1<llldgl'l

'lIIKT\ Isurs , Ynu ,,\Hluld ,ldherc unl: III I ill.' del'llllllOlls ul L'Jllpl('Yl'I"-p<lILl hL'lll'lll iIlLre,j;.e" uutlllll'd III tllc

,lalewlde F:ll rill) l'aYllll'llls Pulll) .

In FY 2014-15, we anticipate spending $5257 on employer paid case manager benefits.

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SECTIO'\ C: I)k.t"l' Ilklltll: allLl dC"l'Ilhl' rill' pn((.'lIt Illl' I C;I"l' III " tat'! "u[al'll' '' IllI t' dSC 1ll<lIlagl'llll'llt pu,itIUIl\ ,

, \[\(\ IIll' lLIde rill' l'lkttl\l' dale ul ' ,ill "al(ll'), IlllrC.t"l" tn ,,1 ,11'1 , Pk'<hl' ,t1"n IIll' llIdl' VOlil L'LJlIallllll 'li 1\l~lt lI"e III

L' ,liLLilut e pe rl'elll III :>dlary IIlLI C;I'l' " ,

In January 2014, we raised the average case manager salary at TTC Adams to $38,666 before benefits. Therefore, we respectfully request that this requirement be waived.

SECTIO'\ H: Pka"c Ilk-Ill II: ,1Ild Ik"l' llhl' rill' l)elel' llt IIlL'rL',I"L' In l ' lllrlnvCI-pa lll hl'llelih Illi l ',he \lJ,llld g l'IlJL'1l1

1)1l"ltllllb, VIlLI ,,11\)11111 ,Idlll' !'l' (1111) til Ihe 1iL'i"lnlllull' ul ' l ' lllpl('Vl'l-p,tld hl'IlL'fll II l lTC ISl ', ll[ltllllL'd 111 tilL'

'>WtL' \ \ Ilk I .tLllil )' 1>'IY lllClllS PO/IC ) ,

We do not plan to change employer benefits for case management at this time.

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s FeTI 0 \ I: [,k'ase Ilklll i I '~ ~lIlti lk~cri bl' Lhl' pro!,!!'alll l)lJllcy ,lIlti pr,lc L icc' tll ~ISSli rl' LilaL ~I I1laX Illlllill l>l' ~(I

()Ilciltil'!''' arl' ,ISSlgllcti l(l thl' c<lsl'lo,lti-: ()I ' c'(lch 1'1I1111111l' C~\Sl' illallager P"SIII()11 (ll) <II) IlllglllIlg ~lIlti COIlSlsle1l1

h,l" I., I'lclse descl'lhl' 111 ,;pcc'llll terlllS ,lllti \\'llh ljll<lIlLII 'I<lhk IllC,ISlII'eS llil' 1l11I11hl' l" ()I'(>llL'lldl'l'~ Lllal wlil hl'

,IS:-'lgIH:d In c(ll'h 1'1I1i Liml' ,lIlti l)(Iri LilliI.' L'(lSl' IlHlIlagcr , I'Ic<lSl' <lisp dL'scril1l' your pr:IClIl:l' 1ll ' US11lg Illlxcd

L'",,;('lll(llb SlIciJ <IS RL'SldL'llll<tiil\;llll RL'"ldcIlLlal mixcd L',l"elllad~, I~cglll(ll' SpcL'''til/ed IlllXl'd c<lsclu<llk

( 'Ullllllllllll) CUJTeclilllls,CRIC Illlxcd L',lsclllad,s, III' lllilL'Illll '1I1 ()l'llllxed L',IScill<llis ,

Currently, TTC Adams generally does not mix caseloads. Occasionally, our primary Non Residential case manager will also take on a Residential case or two.

With 4.5 residential case mgt FTE (CM Supervisor=.25 and Program Coordinator =.25 FTE for caseload purposes) and an ADP of 82 residential clients, our current case manager to client ratio is less than 20. Our Case Mgr Supervisor and Program Coordinator's may not continue to carry 5-6 cases each, but we will continue to respect the ratio of 20 rule.

Therefore, we already meet the requirement for a Case Mgr to Client ratio of less than or equal to 20.

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SECTIO,".I: PlIl"IHlllll(l [ : \hII111 A ISldll'llIClll "I \VIlI-K) SL'l'llIJll II!)) ,l/ ' tlll' JluSIC/' _'-r(· (/! ' ( " 1111111111711,1'

( '01/,(' ( ' /IUI7' ( "IlIII!'e" '1 lor FY I" Ihr(lli~h I, ~ I Ii ple'hL' IIiLlliLie <i (II I<ltlee/e/Oil II! i lill'/CIII(,I/l 1//('( i lll c'l'Ie/I'II( '(' ­

Ilu,cc/ I I/'O,!.!I'I III I I , 1I1e/ 11/ ( /("/1 "1 " II! l iclell/I ' I I/ I II ( !-T,I'; I IIJ/t'/I 'mll( , II ;. ollr Im.,t! hU<lILI I'Cl/lilte, ,1 ,Cpat(lle I()t'llidl

I()t liIi , . p ic.he lI"l' th l' hu,ud 101111 ,11 .ttld ,uhllltl \\ tlh 1111' p litll . I ~ . 111 , ltlal' llllll'tll.

As we do not have a copy of the Master 5-Year Community Corrections Contract, we cannot speak to it directly. However, TTC Adams remains committed to implementing EBP and all state standards. Currently, we have already implemented the Progressive Matrix and do not expect to be trained on BSMART until after the FY15 timeframe.

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SEC nO\ I.: l'iL- ,I -"c ,Idd <III) IIlIUIII)dlltlll til,ll lI)et : (lInl"-T ,k,,-l lh,:, Icl<lll' lu tli' L' llh<llll' ,' :;(llll' , ~IlJllJ<JI FlIl1dll)~

Plan 11)1' 1- .ILIIII\ 1' < I\;lnl.' 1l1 ~ ,

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To the best of my knowledge, TTC Adams pays the highest average and starting rates for security and case managers for any non-county Colorado provider. Furthermore, we have invested hundreds of thousands of dollars into an electronic information management system (CorrectTech) to assist aU staff with efficiency and organization. Without the need to focus on counting VAs, internal audits, and tracking documents, our staff have the ability to focus a larger percentage of their time on clients and client needs, improving our efforts to implement EBP and changes to state and/or federal standards.

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SEC' no' \I : I'rO\idcr'l rl'qul'sting an CXl'lIIption frOlllllllC III' ilion' elclTll'lIts \\Hhin thl' statewidl' pf)lk~ must tlu so. ill nritillg. IHI l:lter than \1a~ .'\O, 2U14 , 1' ll'lISl' dl'sl' rihc ~uur Ilt'lfllll\t fill' EWlIJl'titm :1Iu..1

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A/lemale Funding Plan hclow. Include an~' attachments as ncc(·ssary . .-\ Reljue,\'lj;J/' Exemption slJ<lll include at a minimum, thl' fullnwin!.: infurmatiun: I) Clear and eU)l\'ineing rationale describing wh y till' pro vider believes tlHlt tlll'Y .dread y mel'[ or exceed the

expel' [ations 01' till' statl'wide policy alld therefore Ilecd ilot inLTe,ISe securit y salaries a ill I bcnclits by at Ie,lsl 10''';,: allli lor

1) C lear alld cUJlvincing ratiollak dcscribing wh y till' provider belicvcs lilal Ihl'Y already meet or excl' cd I Ill' expeelations llf till' slatewide policy and thcrcrorl' Ilecd nllt inLTeasc case mallagl' lllellt salaries and hcnel'ils hy at Ieasl I O'~; ,: antl ,or

3) Clear a ill I convineing rationale dcscribing wh y the provider believes tllat th ey already mel't or exceed Ihe cxpectatinlls or the statewide poliey and tllerci'ore need nu[ Ifllldil ~' easeloads ill urder [0 achie ve a Ill <lX illllllllCaseload or 20 ollender~ to each full [illle case nWJl(l ger: ANI)

4) ,-\n ,lIfcl'/lUfC Flillding P/un that provilks reliable alld veriti able data that till' F oci/if,\' PUYIl1C/1fS t'unli s will he llsed 10 mitigate slalT turnover: to 'ld vance , implement and slisiain evidence-based approaches III improve outcollles in comnlllllily cnITcL'lions: .1Ild to bellcr faL'ili[ alL' cUlI1pliance with thc Prisml Rapc [Iiminatillll Al,t (PR FA),

Request for Exemption

1) Security Salaries and Benefits: In January 2014 TTC Adams raised security staff salaries and our current average hourly rate for security staff is $14.86 or $30,916.60 before benefits. Therefore, we respectfully request that this requirement be waived.

2) Case Manager Salaries and Benefits: In January 2014, we raised the average case manager salary at TTC Adams to $38,666 before benefits. Therefore, we respectfully request that this requirement be waived.

3) Client to Case Mgr Ratio: With 4.5 residential case mgt FTE (CM Supervisor=.25 and Program Coordinator =.25 FTE for caseload purposes) and 82 residential clients, our current case manager to client ratio is less than 20. Therefore, we currently meet this requirement.

4) Alternate Funding Plan: Our plans for the additional funds include some combination of the following: ./ Maintaining a part time Training Coordinator @ approx. $25K1yr ./ Hiring a part time PREA Coordinator @ approx. $10Klyr ./ Hiring a full time Clinical Director @ approx. $50Klyr ./ Possibly adding another FTE Security staff ./ Continuing to improve our Information Management System to improve staff efficiency and

our ability to track information related to our EBP implementation efforts

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