Instruct. Empower. Inspire.

Workforce Transformation Training Plan

Part Abstract Handouts/Videos Activities Time Frame

1 The training focuses on the agency’s commitment PowerPoint Watch “Breaking the Code” 2 hours to ensuring that individuals are supported to achieve a more fulfilled life by transforming staff’s Breaking the Code NADSP Code of Ethics “I will…” role from caregiver to support professional. Video (Individual Activity – can also be done in pairs) The Code of Ethics and Core Competencies are NADSP Code of reviewed using a number of activities to ensure Ethics “Weaving the Code of Ethics into comprehension. Your Programs” (Group Activity) Personal Outcome Training: Measures Watch “Orientation Video” and complete the Core Competency o All new staff during Pre-Service (1st week NADSP Code of Survey of hire) Ethics “I will…” Activity o All new managers during New Managers’ Training Core Competency Tool

Core Competency Survey

Orientation Video

2 Part 2 focuses on “redefining the role of the DSP PowerPoint Watch the “Workforce 2 hours from Caregiver to Direct Support Professional” Workforce Transformation Video” (pause and and the agency’s commitment to developing a Transformation discuss as indicated) workforce that is knowledgeable, skilled and ethical. Empowerment Strategies Training: Code of Ethics o All new staff during Pre-Service (1st week Instruct. Empower. Inspire. of hire) Core Competency Tool o All new managers during New Managers’ Training

3 This training introduces Person Centered PowerPoint NADSP Code of Ethics “I want…” 1 hour Planning, POMS and the HCBS Waiver Rule which Activity focuses on individuals living a self-directed life in the most integrated community setting possible, Self-discovery… staff will identify that addresses health and long-term service and for themselves an “Important To” support needs in a manner that reflects individual and “Important For” example preferences and goals. Review and discuss “Person First Person centered planning seeks to “listen, Language” discover, and understand” the individual.

Staff will gain understanding as to the difference between what is “Important To” and what is “Important For” the individual while determining a desired balance between the two.

Training:

o All new staff within 1 – 2 months of hire

o All new managers during New Managers’ Training

4 Part 4 trains supervisors to observe, assess, WFT Supervisor NADSP Code of Ethics “I observe…” 2 hours evaluate, and give feedback to staff using a Version Video activity scripted observation and feedback tool. How to Give Watch Workforce Transformation Training: Feedback Supervisor Version (pause and STAR/WAR discuss as indicated) o All new managers during New Managers’ Training Staff Feedback Supervisor Feedback Exercise Form

Code of Ethics, Core Instruct. Empower. Inspire. Competencies, Empowerment Strategies

Updated: 8.17.2015

Agency Rollout:

o Ensure buy-in by Leadership, HR, QI and Administration; attend meetings throughout the agency and train groups in the Orientation and Overview Phase

o Host regional and department trainings for Frontline Supervisors; train FLS in the 4 elements of Workforce Transformation Training Program with the understanding that FLS will play an active role in training their DSPs.

o Host full day trainings at Central Office for managers, BISs, and DSP “champions.” (Champions are defined as staff who will support Frontline Supervisors in bringing all staff up to speed in understanding the importance of the Workforce Transformation roll out. They will model the Code of Ethics and demonstrate their first allegiance is to the individuals they support.)

o Once all current staff and Frontline Supervisors are trained, ongoing training will be held during Pre-Service and New Managers’ Trainings. Instruct. Empower. Inspire.