Oregon Division of DD Tools to Help with Career Planning and Talking about Employment DD Council...
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Transcript of Oregon Division of DD Tools to Help with Career Planning and Talking about Employment DD Council...
![Page 1: Oregon Division of DD Tools to Help with Career Planning and Talking about Employment DD Council Guide for Career Discovery Employment Guide to Planning.](https://reader030.fdocuments.us/reader030/viewer/2022032723/56649d015503460f949d3c81/html5/thumbnails/1.jpg)
Writing Quality Goals, Outcomes, and Action
Plans
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4 Paths to Employment
Oregon Division of DD
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Tools to Help with Career Planning and Talking about Employment
• DD Council Guide for Career Discovery
• Employment Guide to Planning
![Page 4: Oregon Division of DD Tools to Help with Career Planning and Talking about Employment DD Council Guide for Career Discovery Employment Guide to Planning.](https://reader030.fdocuments.us/reader030/viewer/2022032723/56649d015503460f949d3c81/html5/thumbnails/4.jpg)
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
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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….
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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…
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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?
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Judy will maintain employment
Example: Goal
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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
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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
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Specific and measurable – a blueprint for achieving the goal
Builds on strengths and resources
Outcome
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Behavioral Achievable Time Specific Measurable Understandable Action oriented
Outcomes….
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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…
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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
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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
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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
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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
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What other supports does Judy need in her action plan?
Group Exercise
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Self-determination Volunteerism Job exploration Informational interviews Business plan development for self-
employment
Job Discovery
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Volunteerism Following directions Social skills development Accessing transportation Soft skills
Job Preparation
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Choose job discovery or job preparation Write:
◦ a goal related to that service◦ Current situation ◦ Outcome◦ Action plan
Plan Development Activity
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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
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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…..
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• 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?
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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….
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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
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Questions???