Writing Quality Goals, Outcomes, and Action

Plans

4 Paths to Employment

Oregon Division of DD

Tools to Help with Career Planning and Talking about Employment

• DD Council Guide for Career Discovery

• Employment Guide to Planning

Purpose of the plan

Learn the difference between a goal, outcome, and action plan

Why is it important?

Practice writing goals, outcomes, and action plans

Monitoring attempts at fading

Monitoring Progress

Training Objectives

Develops a vision for the future

Is driven by the person and what is important to them

Is a framework for providing services and supports designed to meet the unique needs of each individual/family

Involves listening and action

Planning….

Reflect how employment will increase the individuals independence:◦ What skills will be learned?

Assertiveness? Money management? Accessing transportation? Understanding social expectations? Personal Safety in the Community?

The plan should…

A Broad statement of what will be achieved◦ Matches the individuals interests

Used to ensure that whoever provides support has the knowledge to assist the individual to achieve his/her goals

Written so it makes sense to the person – clear

Achievable in a timeframe that is realistic and makes sense for the person

Justifies services and supports

What is a Goal?

Judy will maintain employment

Example: Goal

Where the person “is” now

Place within action planning section

Can describe why outcome is important to the person

Can justify the outcome

Developing this section will require communication between stakeholders

Current Situation

Judy has been working at ABC industry for 9 months as clerical support. She makes copies, does filing, re-stocks paper etc.

Initially she received job coaching supports from VR. VR job coaching will be concluding on April 30th.

Judy can now get to work on her own. She can re-stock paper without asking. She gets along with co-workers. She also does simple copy jobs independently.

Judy has been progressing at a steady pace but continues to need support with more complex tasks. ◦ Copy jobs that have multiple steps or that are unusual continue

to create a challenge for Judy. When the copier jams she becomes frustrated. Additional job coaching is needed to assist her in learning to manage unusual requests e.g. copying items that are large in size, manuals etc.

Example: Current Situation

Specific and measurable – a blueprint for achieving the goal

Builds on strengths and resources

Outcome

Behavioral Achievable Time Specific Measurable Understandable Action oriented

Outcomes….

A Service- “will receive Community Employment Services”

A statement of continued support- “will continue to receive job preparation services”

An action step

An Outcome is NOT…

Working with her job coach for 2 hours a day, Judy will learn to copy complex, multi-step items

Related Support/Service: Community Employment

Example: Outcome

Helps the team define what it takes to make the outcome a reality!

Work performed in order to achieve each outcome

Who is responsible?

Timeframes

Action Plan

Action Step Who’sResponsible?

When Willit Be Done?

Done Follow-up Needed

Create a booklet with step by step pictures for adjusting the copying machine for larger sized prints

Sally Smith 07/15/2012 Completed booklet

Reviewing and teaching Judy how to use booklet

Observe Judy using the booklet in order to determine effectiveness

Sally Smith 8/15/2012 Judy uses booklet without prompts

Adapt booklet as needed

Example: Action Plan

Support coordinator –◦ Justify need for service

Judy’s need for support to maintain employment (community employment services)

◦ Monitor progress

Employment service provider-◦ Responsible for how service will be implemented

Design of Judy’s booklet as well as observing her use of the booklet (learning plan/task analysis etc)

Both are important members of the team and MUST communicate!

Role of Support Coordinator Vs. Employment Provider

What other supports does Judy need in her action plan?

Group Exercise

Self-determination Volunteerism Job exploration Informational interviews Business plan development for self-

employment

Job Discovery

Volunteerism Following directions Social skills development Accessing transportation Soft skills

Job Preparation

Choose job discovery or job preparation Write:

◦ a goal related to that service◦ Current situation ◦ Outcome◦ Action plan

Plan Development Activity

The plan should reflect discussions regarding fading supports.◦ The Employment provider should have a clear

description of how the individual will be supported at work.

◦ The employment provider should have a plan in place to fade supports.

◦ The ISP should reflect that the employment provider has this in place.

Fading Supports

Does the provider have a clear instructional strategy in place?

Has the provider done a task analysis of the job?

Are there supports at the work site that are always available when needed? (work aides like pictorial checklists and a mentor for example?)

Has Assistive Technology been considered?

Does the person know how to access these supports?

Discussions about Fading… What to ask the provider…..

• Intensity of cues is less•Time in between interventions is less• Is the provider documenting progress / data collection?

How do you know if fading is working?

Reviewed the original training plan and looked for problem areas – problem solving skills are essential

Reviewed training techniques – are the best

techniques being used? Have they tried another technique?

Encourage a team meeting and review the career plan

Encourage the employer and employee to meet and review performance expectations and set new

timeframesfrom Darla Wilkerson CSI Network

What if fading does not seem to be working? The provider should document that they have….

Employment Services should be addressed and monitored quarterly face to face and once annually at site of service delivery

Is the person making progress towards the goal and outcome?

Is fading of supports being addressed?

If no progress is being made, are there services/ supports / action steps / strategies that need to change?

If progress IS being made, does the person continue to need the current level of support / services? If so, why? (What still needs to be done?)

SC Monitoring of Progress

Questions???