A late ... late morning to you! Boy ... you just gotta love a Sunday!! Our minds are free to wander about at their own self pace!!
We’ve been out to visit as is our whim on a perfectly wonderful day yet becoming. I am enthralled with all that goes on out there just past/within mind’s view. There are so many interesting life/stories that it just be a glory to adventure out upon.
We’ve not much more to add of the day yester. It took us the majority of the day to create our new model. We’re quite proud of it. It is the result of the client's combined abilities, strengths, weakness’, and preferences. How these things occur to us in the order that they do ... is something of a mystery to us. We need check it out for accuracy and usability. Which will be a theme of today.
I know after we finished studying it for a while, we went on to prepare the next week’s relationship building tasks for the individuals. This is something new to us. We’ve been collecting this last week reference points to where the clients are, or where we are at with each of present clients on our load. It is attached now as part of our daily schedule. I was able to use the chart first off by placing clients on particular points within the flowchart.
For instance, I’ve had a thought that one young man could benefit from study of his environment or others. He is someone I would consider management material for this bracket. He’s very studious and intuitive, though often sits outside the crowd’s popular domain due to shyness or inhibition. We located a mark and decided to check his responsiveness - observation of others.
So we set up an off the cuff informal task to time him for several 3 minute moments and collect/count how many observations he’s able to describe. It’s one of those casual things that can be done playfully after he’s finished up lunch. Then at some other point we can systematically develop the quality of his abilities. We’ll develop lessons for him, so that he may teach himself how to become more astute. It’s a whole new concept playing on ability rather than weakness’.
Kinda cool! Keeping in mind, of course, that it benefits all of us to progress in our relationships.
Another new thought that occurred to us in the development of the chart was that although we’ve been talking about 13 unruly program areas that we can break this down into what we’ll call domains. We’ve figured there to be five of them. Those are the one’s listed on the bottom of the chart. Couldn’t capture a titlebetter than "Be Better At" it’s like things we like to learn, but more object related, like wanting to learn to play the piano. Hmm, maybe we could consider this "Academics and the Arts." I kind of like that!
We figure the five domains are:
Home Living includes: Life Skills and Self Help.
Personal Goals includes: Health/Safety/Science, Personal Responsibility, Physical and Motor skills.
Be Better At (Academics and the Arts) Includes: Math/Money, Reading/Writing and Enrichment.
Work/Community includes: Work Readiness and Community.
And, Social includes: Social Responsibility and Speech/Communication.
We’re just working this out so there may be some adjustments. We tend more to sense the whole plot, then feel our way through it. We try to have patience with ourselves and the somewhat gawky pace of our own development.
It would be a whole lot easier choosing formal goals if we were to choose three domains out of the five to work from. It be more balanced. Have to work with the other Q. to convince her of this. Still fighting with her urge to give goals in primarily math/money. Just not balanced thinking.
Ok, next. Goal is now to figure the relationship between the Performance Analysis Report (CARF-Accountability), Group Schedules (Program Development) and this new Individual-Directed Outcome Report (IDO Report). I also want to include Staff Training work with our resource, "The Skillful Teacher" (Staff Training). I can approach these subjects through the Thinking Group, Annual, and Qnotes, not to mention the Preference Interviews and Formal Observations. Hmm, is this right? Let me check it out. The intake portion is marginal ... here it is only another selling point of the Center. Easily produced by including the flowchart in with the materials handed out during the intake interview.
Hmm, all in all then it’s pretty comprehensive really ties the work of all my areas under one collective bow. Let me think ... which of my responsibilities does the IDO Report fall under. It will be showcased by CARF, but not a direct by-product. Thinking Group and Staff Training are subsets of Program Development. Annual and Qnotes follow within each other’s footsteps. So, we really have only Administrative Assistant, Program Development, and Direct Individual Service. Hmm, never thought of that before. Makes it a little easier. Oh yeah Intake ... umm guess that easily flows under Direct Individual Service. Hmm, this is unwieldy too!
Ok, adjust ... So ... we are now only going to have four hats ... we’ll make it sort of like Domains, but since it is for ourselves not the clients, we’ll call it our Responsibilities. Hmm, that works... Do all you folks go through this kind of mind static?
Direct Individual Services Provider (7)- Counseling, Annuals, Qnotes, Intake, Files, Behavior/Human Rights Meeting, Therapy meetings
Program Developer (5) - Program Development, Staff Training, Thinking Group, Leadership Group, Staff and Safety Meetings
Administrative Assistant (5)- CARF, Business Improvement, Reports, Computers/Programs, Administrative Meetings, Intake Committee
Professional Liaison (4) - Creative Collector, Analyzer, and Responder to Information, Family Support, Field Research, Network Meetings
Hmm, would seem then to fall under Direct Individual Services. That’s pretty clear now. More specifically it’s a subset of the Annuals or a form of input and could be used as a tool to better visualize priorities. Annuals is a big topic because it includes: The Preference Interview, Observations, Creating Goals, ICAP, Annual Report, Objectives, Program Area Chart, Agenda/History, and an actual meeting where we facilitate the Interdisciplinary Team which includes the individuals served, staff, family and now PAS Agent.
Hmm, maybe that’s where we start ... what would happen if we brought the IDO Report into the Annual Meeting so all can review? Be a little tricky bridging the point that DSPs are going to want to teach standard fare, rather then specialty ... hmm, we could come in still as a united front bridged first by preference interview and observation. That’ll work. In this case the IDO Report will just solidify a specific position and we’d be looking for validation from the family. That’s not so bad.
Hmm, thinking now how to re-frame my schedule. The blue would be new business, the teal would be old business (we really didn’t like the orange!), and the grey, finished or completed business. Think this time that we will not assign yet formal hours for each though we will collect the hoursto betterestimate time needed for all tasks. Hmm, wonder if we could write this out on our organizer as like a Lawyer billing for his services? It would be an advance of noting .75 here or 1.25 there. It be like holding US accountable. Might need to get a watch? Nah ... three means of time collecting in the office ... that should be good enough!
Hmm, maybe I should write up a new Job description before my annual review. That will give her something to think about ...
QMRP Specialist
I. The QMRP Specialist will provide "Direct Individual Services" to a caseload no greater than 24 of the individuals served. These responsibilities will include, but are not limited to:
A. Brief counseling sessions to help re-align individuals served to their personal and social responsibilities by assisting them in the resolution of conflict and self discipline and referral to other supports as needed.
B. To prepare and deliver annually the Individual’s Program Plan (IPP) by performing the following tasks:
1. Completing Individual Preference Interviews which provide an inventory of choices to be made by the individuals regarding his/her likes and dislikes.
2. Completing written observations of individuals served which provide a perspective of responsiveness to developmental training procedures.
3. Completing an Inventory for Client and Agency Planning (ICAP) which provides an assessment of adaptive and maladaptive behavior and level of service need.
4. Completing a Supports Intensity Scale (SIS) which provides a means to assess the individual’s community support service needs.
5. Completing a 30-day Summary for individuals desiring initial placement which provides an evaluation of the individual’s presentation to St. Rose Center.
6. Completing an Individual-Directed Outcomes Scale which provides and assessment of the individual's thought process, feelings, sensing, disposition, effort, acceptance of roles and responsiveness to self, others, and the environment.
7. Completing an Annual meeting Agenda and History Report which provides a summary of the individual’s progress in relation to monthly Qnotes written.
8. Completing an annual Program chart indicating program areas completed bythe individual served by means of hours and percent of time.
9. Facilitating an Annual Interdisciplinary (ID) Team meeting which includes the individual, his family or representatives, the DSP, therapists, PAS Agent, QMRP, and Administrator for the purpose of evaluating the individual’s assessed progress and formation of goals for the upcoming year,the disclosure of his/her rights, and the signing of necessary documentation.
10. Completing and distributing a formal written Annual IPP for the ID Team which includes the individuals abilities, strengths, needs and preferences and other issuesas addressed during the meeting as well as presenting goals and objectives of the forthcoming year.
11. Completing a set of Goal Data Sheets which will be used by the DSP to tally the individual’s progressfor the forthcoming year.
C. Collection, analysis, and response toward the individual’s general monthly progress as recorded on their goal data sheets in the form of a Qnote which includes the individual’s goals and program satisfaction and the DSPs summary of progress and concerns.
D. Support given to individual’s and their parents through the process of intake which includes record keeping, initial contact, generation of information distributed and collected, consultation with referring source, consultation with PAS agency, intake meeting and assessment, summary and discussion of placement with members of the intake committee.
E. Development, upkeep and thinning of individual client files which include the areas of information, intake, assessment, Reports, IPP, Miscellaneous communication and exit reports.
F. Attendance and acceptance of tasks related to the Behavior Management/Human Rights Committee.
G. Consultation with individual therapies offered by Occupational Therapists, Physical Therapists, Speech/Language Professionals and the like.
II. The QMRP Specialist will provide "Program Development" services that will include, but are not limited to:
A. Development, promotion, and assistance in scheduling the five program domains and their 13 corresponding program areas, which include: Home Living (Life Skills and Self Help), Personal (Health/Safety/Science, Personal Responsibility, Physical and Motor Skills), Academics and Arts (Functional Math/Money, Functional Reading/Writing, and Enrichment), Community (Work Readiness and Community Knowledge), Social (Social Responsibility and Speech/Communication).
B. Staff Training which includes the conveyance of State Programs, Teaching Skills, and On-the-Job Training.
C. Creation, development, and recording as it pertains to the Thinking Group which encompasses the individualsof group I, II, and III in the areas of critical thinking,self-determination, choice and decision making, personal and social responsibilities and self-advocacy.
D. Structure and Support to the staff responsible for the Leadership Group.
E. Attendance and participation at the staff/safety meeting.
III. The QMRP Specialist will provide "Administrative Assistance" inareas that include, but are not limited to:
A. Assist with the monitoring of Illinois Department of Human Service (IDHS) regulations and attending to licensure inspection
B. Supporting Policy and Procedure Directives
C. Ongoing procedural learning that includes gathering, analyzing, and responding to information necessary to uphold CARF standards, assisting to teach said documentation to staff, families and individual’s served and preparing/ presenting of said knowledge to the inspecting surveyor for the Center’s accreditation of Personal and Community Services.
D. Preparation and completion of Business Improvement and Performance Analysis Reports as specified under the maintenance of CARF accreditation.
E. Preparation of other reports such as the Annual Report, the Three-year Plan, the Incident Review, and the Individual-Directed Outcome Report.
F. Maintain computer knowledge, suggest computer and software needs, assist in staff education, and assist in resolving computer/software problems.
G. Be available to assist in necessary housekeeping tasks such as substituting on a fourth level, covering doors/phones on a fifth level, coverage of lunches for individual’s served on a first level, and driving on a fourth level.
H. Attendance and participation in Administration Meetings and availability to assist all members of the Administrative Team with various needs.
IV. The QMRP Specialist will provide "Professional Liaison" in areas that include, but are not limited to:
A. Written and Verbal communication with families supporting progress or needs of the individual served and/or his/her family and in support of additional services offered by federal, state or local offices.
B. Field research in unison with the Center’s and self’s developmental needs through reading information from the Internet, books, journals, etc. and corresponding with such tools by form of writing and/or speech.
C. Attending andparticipating in networking meetings offered by accreditation, IDHS, the ARC, AAMR, the University or the community for the purposes of professional growth and development and CEU credits as needed.
D. Serve as a DSP resource for professional growth and knowledge in the Field.
And any other task as so designated by the Administrator.
Hmm, I like it! It kind of makes my job more simple and organized. I couldn't put it all together before Cool! :)
Hehe ... being as bold and pretentious as we are ... we sent a copy of these job responsibilities to Sr. Tess ... Umm, we're just like this ...
I know that the annual reviews are coming and among other things that run through our mind, we thought it timely to develop a more valid job description for our current position as we know it. We're excited to have these responsibilities and believe they tie together in a wonderful harmonius balance and allow us to feel much accomplished in our role. Of course, the following is at your discretion, but I know it has helped me already in putting order and priority to the tasks at hand. I apologize if this communication seems imprudent or as to have included about everything including the kitchen sink. The responsibilities were sketched out as to be an asset to you, though limited factor to your team's many needs. Still ... our *Most winning smile!!*
Eh, that'll about do it for the day ... Really have to have lessons in relaxation ... I'm afraid we're incorrigible :)
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