Commissioner Terrence W. Macy, PhD Overview of the GSE to SEI pilot Provider Panel ...
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Transcript of Commissioner Terrence W. Macy, PhD Overview of the GSE to SEI pilot Provider Panel ...
Commissioner Terrence W. Macy, PhD Overview of the GSE to SEI pilot Provider Panel Recommendations from Pilot SEI Rates Update Career Plan Pilot Update
DDS Employment First Initiative“Real Work for Real Pay”
1990-2007 Focus on Other Areas-Employment
Not Emphasized
1980’s DDS CT #1 in Supported Employment
It is time to refocus and re-energize our department efforts on
Employment
DDS Five Year Plan 6000
5000
4000
3000
2000
1000
FY 05 FY06 FY07 Fy08 Fy09 Fy10 Fy11
Sheltered Workshops & Day Support Options
Competitive and Individual Supported Employment
Employment numbers in CT are decreasing
The goal is to “turn the curve” and show that we can begin to change the direction of the bottom
trend line to turn upwards and change the direction of the top one to turn downwards..
DEPARTMENT OF HEALTH & HUMAN SERVICES Centers for Medicare & Medicaid Services 7500 Security Boulevard, Baltimore, Maryland 21244-1850
This guidance does not constitute new policy, but rather highlights the opportunities available to use waiver supports to increase employment opportunities for individuals with disabilities within current policy. Further, it underscores CMS’s commitment to the importance of work for waiver participants and provides further clarification of CMS guidance regarding several core service definitions
SUBJECT: Updates to the §1915 (c) Waiver Instructions and Technical Guide regarding employment and employment related services
Provider PanelProvider Panel
1. How were participants identified for the pilot?
2. How did you determine funding needs for each participant?
3. What organizational changes were considered or made to implement and staff the pilot?
4. How did you approach career planning and job development?
By the numbers…..•53 individuals engaged in the pilot
▫Range of 3-16 per agency
•17 (32%) have obtained an individual job▫3 have left their jobs, one is job seeking
Reasons for separation include economic lay off, health condition and desire to return to GSE
•Wage, hours, job type data will be forthcoming
What about those who are not yet employed?
•16 (30%) currently seeking a job
•1 is completing an on the job assessment
•4 are in the career planning process
•8 (15%) chose not to move forward with individual employment
Lessons learned…• Recruitment and engagement of individuals
▫Start with those seeking an individual job▫Engage the family and other team members early
• Career planning▫Engage the family and other team members early▫Address social issues as part of the planning
process▫Consider and plan for the impact of a part time
or non traditional work schedule ▫Consider how this job might be part of a career
ladder, not just a job
Lessons learned…
•Job development
▫Need to consider not just the individual job development, but also development of ongoing business relationships
▫Requires a professional approach▫Use the social and professional contacts of
the job seeker, family and other team members
Lessons learned….
•Organizational ▫Need to provide staff training▫Changes in job functions needed, different
approach to the work▫Need to work through the implications for
existing GSE programs Will they decrease over time? Can staff be reassigned to SEI? What will the transition look like?
▫Protect staff time devoted to SEI
Lessons learned…
•Funding▫Need to figure out how to manage the
funding process more efficiently and effectively Stay tuned for updates!
▫Everyone involved in making decisions about funding needs to understand all the options
▫Need to develop quick turn around process, particularly for those who experience job loss or when a great opportunity comes along quickly
The Career Planning Process for SEI
• History of the SEI Work Group and Career Plan Project• The Career Plan• Career Plan Pilot• Next Steps• Questions and Answers
History of the SEI Work Group and Career Plan Project
SEI Workgroup
Purpose was to Transition From Traditional Payment Structure (Contract) to Fee for Service Without Compromising the Agency Infrastructure and Ability to Provide Services
SEI Work Group – History and Progress• Established in February 2010
– Collaborative approach of DDS and Private Sector to address the following:• Conversion of traditional payment structure to
attendance based payments dramatically reduced annualized (legacy) rates impacting agency infrastructure
• Create a system which meets client needs and reimburses providers for work completed
• Reinforce the value of SEI services• Sought and secured a cap on losses to be
limited to 2% for SEI payments during the transition period
SEI Work Group – History and Progress• Reviewed information on how other states
pay for SEI services• Gathered information to identify direct and
indirect costs/activities involved in job preparation, development, placement and retention
• Collected and analyzed information from 25 providers to determine aggregate data of above
• Categorized SEI service components
SEI Work Group – History and Progress• Identified Service Gaps (i.e. no standardized
assessment tool/approach)•Researched and re-designed available
assessment and career planning tools to be consistently used within the system and developed Comprehensive Career Plan
•Consistently reviewed CMS waiver guidelines for service delivery and documentation requirements
•Solicited input from DDS CO Case Management Liaison
The Career Plan - Purpose• To gather information from the individual and
stakeholders that is pertinent to obtaining/retaining employment
• To identify and outline unique supports that will lead to employment
• To be a roadmap for the individual and his/her support team that will lead into action steps
• To be a dynamic and flexible tool that will accompany the individual throughout his/her personal career path
Career Plan Pilot
•Met With SEI Providers•Sought Volunteers•10 Providers Participated•Completed 18 Career Plans•Received Feedback Forms •Consolidated Feedback and Data•Adjusted Career Plan Based on Feedback•Data Used to Develop Fee Structure
SEI Next Steps
•Seek to Formalize Service/Payment Structure
•Provide Training to SEI Providers in January•Subsequent Trainings to Other Partners
(Case Managers, Resource Managers, Other Providers)
• Implement in 2012•Periodic Feedback to SEI Work Group
Questions and Answers
Thank You
Joe Parente – Easter Seals GoodwillSandy Lavoy- CW ResourcesBeth Fisher – Kuhn EmploymentLou Alperowitz – MARC Community ResourcesRobin Wood - DDS
Service Hourly Payment
# of hours Payment Documentation
Annualized Authorization for
follow-along support to include Face to Face
hours with the participant at the work site, with the employer at the worksite or with the participant outside the worksite regarding
work related issues
$47.00 per hour
Based on LON
allocation- ranges from
1-5 hours per week
Web/res/day
Service Hourly Payment
Payment Documentation
Hours worked each week by ISE Participant
(hours need to be verified – TBD)
$4.48 per hour worked or paid vacation, sick, or holiday time
Web/res/day
Back up information
maintained by the provider for potential audit
Service Benchmark Payment
Hourly Payment
# of hours
Payment Documentation
1. Career Plan
Direct Support – face to face
$47.00 per hour
Average of 10 hours for Career Plan
Web/res/day
2. Career Plan
Indirect Support
$700 for completed product
Completed acceptable Career Plan
Service Benchmark Payment
Hourly Payment
# of hours Payment Documentation
Hourly Supports-
Job development and intensive
training
$47.00 per hour
Based on Team Recommendation
Web/res/day
Direct Face to Face Support provided during Working Interview
$47.00 per hour
up to 40 hours over a 2 week time period
Web/res/day
Wage for consumer
$9.00 per hour
up to 40 hours over a 2 week time period
Payroll Information submitted as one time documentation
Service Benchmark Payment Payment Documentation
Start work
(payment based on hours worked per week)
5 to 9.99 hours = $40010 to 14.99 hours = $80015 to 19.99 hours = $120020 to 24.99 hours = $160025 hours or more = $2000
Web/res/day
3 months completion
Time begins with a full calendar month of employment
5 to 9.99 hours = $40010 to 14.99 hours = $80015 to 19.99 hours = $120020 to 24.99 hours = $160025 hours or more = $2000
Web/res/day
Service Benchmark Payment Payment Documentation
6 months completion
Time begins with a full calendar month of employment
5 to 9.99 hours = $40010 to 14.99 hours = $80015 to 19.99 hours = $120020 to 24.99 hours = $160025 hours or more = $2000
Web/res/day Hours Worked section
Transition to Natural Supports - Successful discharge
5 to 9.99 hours = $40010 to 14.99 hours = $80015 to 19.99 hours = $120020 to 24.99 hours = $160025 hours or more = $2000
Documentation of the discharge and plan for natural supports submitted as one time.