organizational change from facility-based to community-based employment services
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Organizational Change From Facility-based to Community-based Employment Services. Pat Rogan, Ph.D. Indiana University October 4, 2013. AGENDA. Introduction & current status Critical features of states with high employment outcomes. Organizational change processes & outcomes - PowerPoint PPT PresentationTRANSCRIPT
Organizational Change From Facility-based to Community-based Employment Services
Pat Rogan, Ph.D.Indiana University
October 4, 2013
AGENDAIntroduction & current status
Critical features of states with high employment outcomes.
Organizational change processes & outcomes
Strategies & tips to address barriers
Q & AResources & contacts
Why Have Organizations Changed from Sheltered to Integrated
Employment?Leadership within the organization
(“It’s the right thing to do.”)
People receiving services dissatisfied (Most want a job.)
Poor quality services & outcomes of sheltered facilities (“make work”, low wages, artificial setting; poor models)
Push from federal and state agencies RSA (no funding for workshop placements)Olmstead (“Most integrated setting”)Employment First initiatives
How Are We Doing?27% of people with IDD in integrated jobsIncreased segregation + non-work community activities.>625,000 in sheltered facilities earning subminimum wages.The rate of movement from sheltered to integrated work: a mere 1-5%.
State Data 2012 (Butterworth et al. ICI)
How are we Doing?Medicaid spends 4X more money on segregated adult day programs than supported employment.No preference for integrated employment within the Medicaid program.Migliore 2007 – 63% of people with disabilities would like to work outside the facility.
WashingtonOklahomaVermontNew Hampshire
+ Growing Number of “Employment First” States
Top Tier States
Positive philosophy, policies, & adequate funding
Capacity building & advocacy effortsStrong, consistent leadershipData based decisionsEmployment First policies &
systems change initiatives
Critical Features of States
Understanding What to Change
Strategy: What you do
Systems: How you do itStructure: Who does it
The Organization
Lessons For Organizational Change
(Butterworth et al – T-TAP Mentor Guide)
Lesson 1: Establish clear and uncompromising goals. Lesson 2: Communicate expectations to everyone, often. Lesson 3: Reallocate and restructure resources. Lesson 4: Just do it! Find jobs one person at a time! Lesson 5: Develop partnerships.
Establish Clear Goals
By June 2014 we will place 40 people in individualized and integrated jobs that pay at least minimum wage average 20 hours per week.
By October 2014 we will cease all new entries into our sheltered facility, and cease all backfilling.
Clearly Communicate Expectations
& Often!
Newsletters, website, presentations, etc.
Does your organization’s name convey your focus on employment?Does your language focus on individuals’ capacities vs. deficits?
Celebrate successes!
Reallocate & Restructure Resources
Flatten the organizational structureUnload “sunk” costs (buildings, equipment)Restructure job descriptionsEmpower front line staff (“community builders”) to make decisions.Focus on staff development & mentoring.
Find Jobs One Person at a Time
Traditional ServicesFocus on readinessMove through the continuum Deficit-based voc. evaluation
Positive Community ServicesNo need to “get ready” - Teach in community. Person-centered planning – Capacity search.
Effective Employment Strategies
Traditional ServicesGroup orientationFit to programsHuman services orientation“Special” services
Community ServicesIndividual orientationDesign supports around personTap generic services & natural supports
Effective Strategies (cont.)
Develop Partnerships
Engage key stakeholders from the start:
ParentsBoard membersCase ManagersFundersetc
Develop external partnerships:
Voc Rehab & DDCommunity Living orgsBusiness Leadership Network (BLN)Benefits planning (BPAO)
Major Barriers & Tips for Change
Negative attitudes Funding Lack of expertise Lack of leadership Transportation Safety net
Innovations in State Waivers
Vermont: Waiver is a model for managing supports for participants. Connecticut: Flexible in terms of individual budgeting and self-determination. Washington State: 4 Waivers are tailored to individual needs. Indiana: One of 16 states with Supports Waivers, emphasizing employment, support brokers, financial management services and person-directed goods and services.
Braddock et al, 2013
Tips from Those Who Have Been There
Involve all levels in discussion of vision & values.Invest heavily in training.Use the vision & inherent values to evaluate everything.Communicate, communicate, communicate!Use individual planning for all…tie the agency’s success to your customers’.
Q & A
THOSE WHO SAY IT CAN’T BE DONE
SHOULD GET OUT OF THE WAY OF THOSE WHO ARE DOING IT!
You’re Invited!
7th National Organizational Change Forum
A Time for Change...
Sheltered Workshop Conversion
October 22-23, 2013
Burlington, Vermont
ResourcesNancy Brooks-Lane @Cobb/Douglas Community Services Boards –([email protected])John Butterworth @ ICI Boston ([email protected])Bryan Dague @ U. Vermont ([email protected])Suzi Hutcheson @ Helping People Succeed, Inc. ([email protected])Don Lavin @ Rise, Inc. ([email protected])Pat Rogan @ Indiana University ([email protected])