Organizational Change From Facility-based to Community...
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Rutgers, The State University of New Jersey Liberty Plaza, 335 George Street, New Brunswick, NJ 08901 http://rwjms.rutgers.edu/boggscenter p. 732-235-9300 f. 732-235-9330 Patricia Rogan, PhD Professor Indiana University Indianapolis, IN Organizational Change From Facility-based to Community-based Employment Services May 13, 2016 Doubletree Suites by Hilton, Mt. Laurel, NJ The attached handouts are provided as part of The Boggs Center’s continuing education and dissemination activities. Please note that these items are reprinted by permission from the author. If you desire to reproduce them, please obtain permission from the originator.
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Transcript of Organizational Change From Facility-based to Community...
Rutgers, The State University of New Jersey Liberty Plaza, 335 George Street, New Brunswick, NJ 08901
http://rwjms.rutgers.edu/boggscenter p. 732-235-9300 f. 732-235-9330
Patricia Rogan, PhD Professor
Indiana University Indianapolis, IN
Organizational Change From Facility-based to Community-based Employment Services
May 13, 2016
Doubletree Suites by Hilton, Mt. Laurel, NJ The attached handouts are provided as part of The Boggs Center’s continuing education and dissemination activities. Please note that these items are reprinted by permission from the author. If you desire to reproduce them, please obtain permission from the originator.
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The Boggs Center on Developmental Disabilities
Organizational Change From Facility-based to Community-based Employment Services
Pat Rogan, Ph.D.
Indiana University – Purdue University, Indianapolis
May 13, 2016
Introduction & Overview
Current StatusImpetus for ChangeGetting Started: Org Change Strategies Addressing Common ChallengesBuilding a State Org Change NetworkQ & A
Current Status
18.6% of people with IDD in integrated jobs nationally (2013).Increase in facility-based and non-work activities.The rate of movement from sheltered to integrated work: 1-5%.
Butterworth et al. (2014). StateData: The National Report on Employment Services and Outcomes. ICI.
WE KNOWHow to assist people with high support needs to get and keep employment.Most people with high support needs want to work & can work. Work provides a better quality of life. Employment provides a better cost-benefit(Cimera 2010)Employers benefit.
NEW JERSEY 2014 Data
11% integrated employment 22% facility-based63% facility-based non-work
Butterworth et al. (2014). StateData.The National Report on Employment Services and Outcomes. ICI.
Current StatusWide discrepancy in state outcomes.States with 40% individuals with I/DD receiving integrated employment services (FY 2013):
Connecticut, Maryland, Oklahoma, Washington, West Virginia
Butterworth et al (2014). StateData: The National Report on Employment Services and Outcomes. ICI
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Impetus for Change from Sheltered to Integrated Employment (Internal)
Leadership within the organization (“It’s the right thing to do.”)
People receiving services dissatisfied (Most want a job.)
Knowledge of best practicesPoor quality services & outcomes of sheltered facilities (“make work”, low wages, artificial setting, poor models)
Impetus for Change (External)
Dept. of Justice applying Olmstead decision to employment: Unnecessary segregation of people with disabilities (e.g.,Rhode Island & Oregon).
Self Advocates Becoming Empowered (SABE) calling for the end of sub-minimum wage and sheltered employment.
US DOJ – Rhode Island“The landmark ten year agreement is the nation’s first statewide settlement to address the rights of people with disabilities to receive state funded employment and daytime services in the broader community, rather than in segregated sheltered workshops and facility-based day programs.”
Impetus for Change (External):
Demonstrations of Success
Vermont and Maine no longer fund sheltered workshops.
Examples of organizational change throughout the country.
Federal Impetus for Change
July 22, 2015: U.S. Secretary of Labor Thomas Perez urged governors to adopt policies & practices that promote the employment of people with significant disabilities in integrated settings earning at or above the minimum wage.
Federal Impetus for Change
Centers for Medicare & Medicaid Services: commitment to individual integrated employment under HCB waiver. WIOA focuses on competitive integrated employment and greater emphasis on transition services.
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US Dept. of LaborOffice of Disability Employment
Policy (ODEP)
“A critical priority is to invest in systems change efforts that result in increased community-based, integrated employment opportunities for individuals with significant disabilities.”
Employment First Initiatives
34 states have EF initiativesODEP has initiated the Employment First State Leadership Mentoring Program (EFSLMP), a cross-disability, cross-systems change initiative.
http://www.dol.gov/odep/topics/employmentfirst.htm
NJ Employment First4/19/2012: “Gov. Christie today announced that New Jersey will become the 14th state to adopt an Employment First initiative. The initiative embraces a philosophy –implemented through policies, programs and services – to proactively promote competitive employment in the general workforce for people with any type of disability.”
Organizational Change Process
Shift your SERVICE DELIVERY MODELORGANIZATIONAL STRUCTUREHUMAN RESOURCE PRACTICESRELATIONSHIPS WITH EXTERNAL PARTNERS
Pat’s Top 10 Tips for Organizational Change1. RESTRUCTURE: Flatten the organizational
structure. Redo job descriptions to focus on employment.
Staff reapply for positions. Work in small teams to serve a set of individuals.
2. REINVEST: Focus on staff development and mentoring. Empower front line staff to make person-centered
decisions.
Pat’s Top 10 Tips for Organizational Change
3. REFOCUS: One person at a time. Start with those who want to work. Include
people with high support needs from the start. Individualized daily/weekly schedules based
on Discovery & Person-centered Planning. Paid work as anchor of a meaningful day.
Consider 2 part-time jobs.
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Top 10 Tips (cont.)
4. REALLOCATE: Unload “sunk” costs.Rent, lease, or sell the building. “Spin off” a free standing supported employment service.5. RE-MESSAGE: From “A safe, secure place…” to “a viable labor source…”6. RECONNECT: Engage key stakeholders from the start.7. PLAN THE WORK; WORK THE PLAN.
Top 10 Tips (cont.)
8. RESTRICT ENTRY School to WORK
Transition Close the ‘back door’
after job loss
9. WHAT YOU COUNT COUNTS!
Collect accurate data regarding outcomes.
10. DEVELOP PARTNERSHIPS
Voc. Rehab, DDCommunity Living orgsBusiness Leadership NetworkBenefits Planning & Assistance
Getting Started
LEADERSHIP from WithinBuild Support for Change From Within Organization
Acknowledgement that present way of doing things needs improvementAwareness of a better wayCommitment to change
Getting Started
Involve Key Stakeholders from the Start (Who?)Convene a Leadership/Transformation Team
Include reps from throughout organization
PLAN STRATEGICALLY(1-3 Year Plan)
Assess Current StatusConduct Internal & External Assessments:
What do stakeholders want, believe, fear, etc.?Historical timeline
Articulate the Values that Drive Your Vision & MissionEstablish clear, measurable Goals
Example CORE VALUESDis/ability is as much about setting-related factors as individual characteristics;People with dis/abilities have the right to the same community opportunities, risks, relationships, and activities as other members of the community;Having the opportunity for valued, integrated employment & community participation is a right, not a privilege to be earned.
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KFI Philosophy StatementKFI is committed to assisting individuals with disabilities to exercise their choices, resulting in growth & personal independence. We will assist each person to become productive & involved in the community in a way that satisfies and enriches both the individual & the community. The personal supports which make this possible will be provided in the most integrated, efficient, compassionate and least intrusive manner available.
VISION of OE Enterprises
OE Enterprises is a thriving business offering individualized options leading to vocational success for persons facing employment barriers.
MISSION OF KAPOSIA, INC.
Kaposia invests in the prosperity of individuals who have a disability and the profitability of our partners.
Establish Clear GoalsPlan to Act; Act on Plans
By June 2017 we will place 40 people in individualized and integrated jobs that pay at least minimum wage & average 20 hours per week.
By October 2017 we will cease all new entries into our sheltered facility, and cease all backfilling.
HR Practices: Staffing Changes
What staff roles do we have? What roles are needed to provide integrated employment & community supports?Change job descriptions. Consider having staff apply for positions.Invest heavily in staff development.
Bring in external experts to provide training.Send staff to visit other organizations.
Staffing Changes
Some staff will be unable or unwilling to change and will leave.Hire new staff with desired attitudes, values, and skills.
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Reallocate & Restructure Resources
Flatten the organizational structureReduce administrative & supervisory positions
Consider a team structureMost staff are Community/Employment Specialists.People assigned based on relationships & geographic location of residence.Empower front line staff to make decisions.
Traditional Organizational Structure:* Many layers – Decisions made at the top* Many job descriptions & specializations* Many staff/programs address “slices” of
person’s life
Team Approach* Organize around people* Holistic supports* Generalist model
Revamp Your Marketing Strategy Change your image to match your Vision and Mission:
Does your organization’s name convey your focus on employment?Do your language and images focus on individuals’ capacities vs. deficits?
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 StrategiesTraditional ServicesGroup orientationFit to programsHuman services orientation“Special” services
Community ServicesIndividual orientationDesign supports around personTap generic services & natural supports
Effective Strategies (cont.)
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Pursue Creative Funding Options
Integrated employment services must be adequately funded.Unload “sunk” costs(buildings, vehicles,equipment)
Sources of Funding:WaiversDD CouncilsUnited WayGrantsWork IncentivesFoundationsFundraising
Develop PartnershipsExternal Partners:
Funders Community Living OrgsBusiness Leadership Network (BLN)Benefits Planning UniversityEtc.
Collect and Analyze DataWhat you Count COUNTS!
Track # job placements, hours, wages, benefits, longevity, job growth, community connectionsAssess customer satisfactionEvaluate staff performance – e.g., 360 degree eval.
Common Challenges
Waiting until everything is in place.(Plan to plan to plan…)
Providing supports for a “meaningfulday.”Planning for friends to get together.Providing a safety net – Whenpeople lose jobs.
SYSTEMS CHANGE RECOMMENDATIONS
Support for Employment First initiatives Statewide Org. Change NetworkComprehensive transition servicesIncentivize employment outcomes; shift funding from shelteredTrack data!Ongoing training & technical assistance
Q & A
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THOSE WHO SAY IT CAN’T BE DONE
SHOULD GET OUT OF THE WAY OF THOSE WHO ARE DOING IT!
Org Change Contacts
Jon Alexander @ Kaposia, Inc. ([email protected])Nancy Brooks-Lane @Cobb/Douglas Community Services Boards –([email protected])John Butterworth @ ICI Boston ([email protected])Bryan Dague @ U. Vermont ([email protected])Gail Fanjoy @ KFI ([email protected])Suzi Hutcheson @ Helping People Succeed, Inc. ([email protected])
Suggested Reading List/Reference List
Organizational Change From Facility-based to Community-based Employment Services
Prepared by Pat Rogan, PhD
Butterworth, J. Winsor, J., Smith, F., Migliore, A., Domin, D., Timmons, J., & Hall, A. (Winter 2014). StateData: The national report on employment services and outcomes. Institute for Community Inclusion (UCEDD). University of Massachusetts, Boston. Cimera, R. E. (2011a). Supported versus sheltered employment: Cumulative costs, hours worked, and wages earned. Journal of Vocational Rehabilitation, 35, 85-92. DOI: 10.3233JVR-2011-0556 Cimera, R. E. (2011b). Does being in sheltered workshops improve the employment outcomes of supported employees with intellectual disabilities? Journal of Vocational Rehabilitation, 35, 21-27. DOI: 10.3233/JVR-2011-0550 Fesko, S. & Butterworth, J. (2001). Conversion to Integrated Employment: Case Studies of Organizational Change, Boston, MA: Institute for Community Inclusion. Migliore, A., Grossi, T., Mank, D. & Rogan, P. (2008). Why do adults with intellectual disabilities work in sheltered workshops? Journal of Vocational Rehabilitation, 28, 29-
40. Migliore, A., Mank, D., Grossi, T. & Rogan, P. (2007). Integrated employment or sheltered workshops: Preference of adults with intellectual disabilities, their families and staff. Journal of Vocational Rehabilitation, 26, 5-19. National Disability Rights Network (NDRN). (2012). Segregated and exploited: The failure of the disability service system to provide quality work. Journal of Vocational Rehabilitation, 36, 39-64. DOI: 10.3233/JVR-2012-0581 Rogan, P. & Rinne, S. (2011). National call for organizational change from sheltered to integrated employment. Intellectual and Developmental Disabilities, 49 (4), 248-260. Rogan, P. (2007). Moving from segregation to integration: Organizational change strategies and outcomes. In P. Wehman, K. Inge, W.G. Revell, & V. Brooke (Eds.). Real work for real
pay: Inclusive employment for people with disabilities. Baltimore: Paul Brookes. Rogan, P. (2005). Moving from segregation to integration: Organizational change strategies
and outcomes. In P. Wehman, V. Brooke, K. Inge, & G. Revell (Eds.), Inclusive employment: Persons with disabilities going to work. Baltimore: Paul Brookes.
Rogan, P., Held, M. & Rinne, S. (2001). Organizational change from sheltered to integrated
employment for adults with disabilities. In P. Wehman (Ed.), Supported employment in business: Expanding the capacity of workers with disabilities. St. Augustine, FL: TRN.
Wehman, P. (2011). Employment for people with disabilities: Where are we now and where do
we need to go? Journal of Vocational Rehabilitation, 35, 145–151. DOI:10.3233/JVR-2011-0562. IOS Press.
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Institute for Community Inclusion (ICI) Online Articles LCS in WI: An Organizational Investment in Capacity-building and Staff Training. http://www.communityinclusion.org/article.php?article_id=397 KFI in Maine: Making Mission-Driven Choices About Funding and Service Innovation http://www.communityinclusion.org/article.php?article_id=396
*** Olmstead Litigation: U.S. v. Rhode Island: http://www.ada.gov/olmstead/olmstead_enforcement.htm U.S. Department of Justice Proposed ADA Settlement Agreement on Oregon’s DD System https://www.justice.gov/opa/pr/justice-department-reaches-proposed-ada-settlement-agreement-oregons-developmental U.S. Department of Labor, Office of Disability Employment Policy: https://www.dol.gov/odep/ietoolkit/researchers_video.htm
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