New Hire

Onboarding

Welcome to BIS!

10176 Corporate Square Dr.Suite 220

Creve Coeur, MO 63132(p)314-395-9375(f)314-395-9381

Hours of Operation 8am-6pm

JOE DOUGLAS 9:00-9:10am-Collect the rest of paperwork & introductions

LYNN BROOK 9:10-10:30am-First section of Orientation packet

BERLY FORSYTHE 10:30-12:30pm-Policy & Procedure

LUNCH 12:30-1:30pm-Food

LYNN BROOK 1:30-2:00pm-Double check all paperwork & collect

JAMIE KLAMERT 2:00-5:00pm-ISL Orientation -Therap Training-WhenToWork Training

Agenda for the day!

HERE WE GO!

The Mission Our mission is to help each individual we serve reach their highest potential

in life by overcoming barriers and promoting independence,

achievement, and inclusion.  We utilize proven and positive behavior change strategies to reach this goal, while including all team members, friends, and family in the process.

Defy Limits, Exceed Expectations…

Intro

What are the three most popular services at BIS?

Other Services - Health and Wellness Classes – For Clients

and Staff Yoga, Cooking, Fun with Fitness

Social Skills Opportunities Person Centered Strategies Consultant

(PCSC) Counseling and Support Groups Applied Behavior Analysis (ABA)

Individualized Supported Living (ISL)

Natural Home Personal Care Assistance

Behavior Therapy via our BCBA, BCaBA

BIS was founded in 2004 We have experienced substantial growth

since its beginning and have changed locations three times

We currently hover around 130 Direct Support Professionals (DSPs) and 190 total employees

We are one of the largest providers of Behavior Therapy in the state of Missouri!

2004 NOW

Kim Salls, BCBA

Chief Financial Officer

Jessica Harrison, BCBA

Asst. Agency Director

Lynn Brook Director of Administration

Kimberly Forsythe

HR Director

BIS Directors

Bachelor in Psychology from St. Louis University

Masters in Applied Behavior Analysis from University of Nevada, Reno

Received her BCBA in 2004 Started Behavior Intervention Services

Bachelor in Psychology & in Political Science from Johnson State College in Vermont

Masters in Behavior Analysis from Southern Illinois University

Received her BCBA in 2004 Specifically focused in Discrete Trial Training

and severe challenging behavior

Started as a full time PCA in 2006 Promoted to Staffing Coordinator and

Human Resources in 2008 Been in the field of developmental

disabilities since1993 & HR since 1996 Promoted to Human Resource Director in

2011

Started in ABA in 2004 Came to Behavior Intervention Services

in 2006 as an ABA Implementer Promoted to Public Relations and

Human Resources in 2008 Promoted to Director of Administration

in 2011 Overseas office business, plans

functions, & manages recruitment

Brittany Thorn

Director of Natural Home Services

Supervises FCAs Assigns FCAs to client caseloads Performs phone screenings and

forwards Applicants to FCAs

Dawn Schmitt

Executive Director

Bachelors in Psychology and Sociology from Maryville University

Over 20 years of experience in the field of developmental disabilities

Associate Executive Director for 18 years at Creative Concepts for Living

Oversees the day-to-day operations at BIS

Comin

g soo

n!

Sherrie ShannonBCBA, LBA

Kyler Hasl-WrightBCaBA

Maija Graudins

BCBA, LBA

Beth MunkwitzBCBA, LBA

BOARD CERTIFIED BEHAVIOR ANALYSTS

Melissa AtisBCBA, LBA

Lindsay BrefeldBCBA

Shannon RiemersmaBCBA

Board Certified Behavior Analyst Requires a minimum of a Bachelor’s degree in a

human services field and a Master in Applied Behavioral Analysis as well as Board Certification

Makes initial contact with all potential clients Completes interviews with client and family and

completes assessments to determine the needs of the client

Develops a behavior plan to address all applicable behavioral needs

Provides initial and ongoing training of all staff on client specific behavior plan

.

Therapy Support Staff

BCBA –Board Certified Behavior Analyst

BCaBA – Board Certified Assoc. Behavior

Analyst

PCSC –Person Centered Strategies

Consultant

DSP Trainer –Direct Support Professional Trainer

Andrea MazoBCaBA

Lindsay BrefeldBCBA

Gina NoblePCSC, DSP Trainer

Shannon RiemersmaBCBA, DSP Trainer

Jamie Klamert

Acting ISL Director *St. Charles ISL

*Hazelwood

*Hedge ISL*Rock Hill ISL*Turf ISLKyle

SwendigISL Support Specialist

Karen Beck ISL Financials

*Fenton ISL*Wise ISL*King ISL

ISL Leads

*Crestwood ISL*Mehlville ISL*Redbird ISL

*O’Fallon ISL*Ridge ISL

Comin

g so

on!

Crystal Frost QDDP

Amy Gaultney

QDDP

Beth Pinkley QDDP

Dana Allen QDDP

Jessica Barfield

QDDP

Brittany Thorn

Director of Natural Home Services

Kristin Robinson

Family Care Advocate

Theresa Reedy

Family Care Advocate

Jessica Bartram

Family Care Advocate

Jesse Bray

Family Care Advocate

Lindy Kline

Family Care Advocate

Brittany Zahn

Family Care Advocate

Miranda Pitonak

Family Care Advocate

Supervises FCAs Assigns FCAs to clientcaseloads Performs phonescreenings and forwardsApplicants to FCAs

North County, Illinois, West County

Central and West County

Jefferson County, St. Charles County, Central

Central, South County, West County, Jefferson County

St. Charles County, South County, Central

St. Charles County, North County,Central,South County

South County,West County

FCA Team

Lindsey Moore

Family Care Advocate

Central

Family Care Advocates Meet with all Natural Home Families on their caseload to discuss

services and to create a schedule within allotted funding Meet will all Natural Home DSPs to discuss client specific training and

schedules Ensure all allotted funding is used appropriately Work 20 hours per week of direct care or supervision shifts within their

caseload Available for emergency coverage when necessary Collect Daily Progress Notes from each household within their caseload

and compile these notes into summaries for DMH Create time sheets for DSPs based on time in/time out on Daily Progress

Notes Provide positive and constructive feedback to DSPs working within their

caseload Work with DSPs and Families ongoing to ensure proper services are

being rendered Help families receive additional resources for services when necessary

Lynn Brook

Director of Administration

Kim”Berly” Forsythe

Human Resources Director

Matt Thielemier

Coordinator of Client Services

Debby Schaefer

Payroll Lisa Arnett

Receptionist

Joe Douglas

Human Resources Assistant

Office Support Team

Natural Home DSPs• …will be contacted by the FCA to discuss scheduling, initial training dates,

and shadowing of current DSP staff

• …are responsible for carrying out activities or programs set forth by the client-specific behavior plan, treatment plan, or individual support plan. Programs and activities differ depending on your clients ability level and living situation but may include living skills, personal hygiene, socialization etc..

• …attend scheduled team meetings and required trainings to maintain current agency and state certifications

• …are responsible for taking data per BIS and state guidelines, communicating with the family and team in a communication log, and reporting any incidents to supervisory staff (FCA or behavior support professional)

• …will report directly to their client’s BT and FCA

• …will be scheduled for hours based on the availability provided upon hire and client needs, and must provide two weeks’ notice for change in availability

• …will keep all clients within line of sight unless otherwise dictated in the client’s BSP

ISL DSPs• …will be contacted by the ISL Staffing Coordinator to discuss training shift.

• …will be contacted by their supervising QDDP or BCBA for BSP and ISP training before initial worked shift.

• …are responsible for carrying out activities or programs set forth by the client-specific Behavior Support Plan (BSP).

• …will attend monthly team meetings as planned by the QDDP.

• …will keep all clients within line of sight unless otherwise dictated in the client’s BSP.

• …will maintain required trainings to satisfy current agency and state certifications.

• …are responsible for taking data per BIS and state guidelines, communicating with team in the house communication log, and reporting any incidents to the QDDP.

• …will be scheduled within the availability they provided upon hire and must provide two weeks notice to change that availability

• …will report directly to Lead Staff and QDDP.

• …will treat their clients with respect.

• …will nominate their coworkers for Employee of the Week to recognize a job well done!

First Steps, ABA Implementer, or Tier 2 DSP - Natural Home

…must have a Bachelor's degree or 60 credit hours in a Human Services Field

…must attend Discreet Trial Training (DTT)

…will be responsible for working under the assigned ABA consultant to implement discreet trial programs as well as any other programming set forth by the consultant

…must pass an FBI fingerprint background check

Please speak with Family Care Advocates about possible openings

NH Tier 2

From the Desk of Human Resources…

Policy and Procedures overview

Kim “Berly” Forsythe

Where do I fit in?

Direct Support

Professionals

Residential

Office Team

Natural Homes

Supervisory staff

Funding SourcesHow they effect YOU

New Hire Probationary Period Every employee’s first 90 days is considered a

probationary period during which at any time BIS can retract it’s original offer of employment.

Part-time employees will be scheduled between 10-29 hours per week on average.

Full-time employees must meet comply with all requirements to set a full time start date.

Employees may at times be asked to work over the 29 hour per week part time maximum but that does not

make them full-time staff. You must submit your intent to move to a full-time position in order to start the

process of moving to a full-time position if you were not hired in at full time.

TrainingsPre-Hire Requirements – Congratulations! - Unpaid Prerequisites

CPR/First Aid – Two year certification if taken at BIS Mandt – Annual certification Annual training forms: A & N, BBP, Confidentiality, HIPAA, ORR, Seizure training

Orientation – Day 1 typically 9a-5p -Paid on first paycheck, min. wage Agency Policy and Procedure ISL Policy and Procedure training

Orientation – Day 2 typically 9a-5p- Paid on first paycheck at min. wage Behavior Management #1 & #2 Orientation Wrap-Up

Must complete within 30 days of hire date

Medication Administration Level 1 - 2-day course, 9a-5p each day, paid at minimum wage

Not required for all employees Please make sure to turn in a timesheet for this class in order to be compensated!

Must complete within 60 days of hire date

Behavior Management #3 & #4 - typically 9a-4:30p, paid at minimum wage

Mandatory For Tier 2 DSPs Only, But Open To All Discreet Trial Training (DTT) – typically 9a-5p, unpaid training

Trainings/Certification

Payment Policy

If your last name begins with A-M, these items are

Abuse & Neglect (A & N)

Blood Borne pathogens (BBP)

Confidentiality agreement

HIPAA testObserve, Record and Report test (ORR)

Seizure training acknowledgement

Required each January of employment

Required every June of employment

Abuse & Neglect (A & N)

Blood Borne pathogens (BBP)

Confidentiality agreement

HIPAA test

Observe, Record and Report test (ORR)

Seizure training acknowledgement

All BIS Employees areMandated Reporters

This will be covered more thoroughly in Abuse and Neglect

Anyone holding any of these positions is considered by the state of Missouri to be a Mandated Reporter. As a Mandated Reporter it is your responsibility, in good faith, to report any allegation of abuse or neglect of a client to an immediate supervisor who will in turn report this allegation to the Department of Mental Health.

As a Mandated Reporter, if you negligently or intentionally fail to report you could be found guilty of a misdemeanor and be liable for damages caused by your failure to report.

As a Mandated Reporter, if you intentionally file a false report you could be liable in a civil suit for any damages suffered by the accused or the report facility

No BIS employee will be retaliated against for submitting a good faith report.

Full-Time Employee Benefits

Must work at least 37-40 hours per week Accrued paid vacation accrued after one year of full-

time employment After one year of full-time employment, 5 days of vacation are

available After two years of full-time employment, 10 days of vacation are

available Retirement Plan (available to all employees) which

matches up to 3% of employee contribution after 90 days from full time start date

Vision and dental insurance 30 days after full time start date at a premium of $4.00 per pay period or $8 per month.

Healthcare benefits 90 days after full time start date at a premium of $60 per pay period or $120 per month

Steps to move to a full-time position:Full-time positions are offered based on merit, performance and agency need.  If there is a need for additional full-time staff, employees may apply for a position by following these steps (in the order listed):

Submit a letter of intent to move to full time stating why you would be a good candidate for full time.

Have a current BIS supervisor write a letter of recommendation for you, supporting your request for full time

Secure a work schedule that is conducive to maintaining a minimum work week of 37 hours. 

Schedule a meeting time with HR to set a full time start date, discuss and sign up for any full-time benefits, sign a change in status form and discuss any additional questions at that time.  (This will be scheduled after the first 3 items have been completed).

Failure to maintain a minimum of 37 hours for each ongoing work week will result in the following:

• Immediate demotion to a part-time status• Decrease in pay rate• Limitation on hours to no more than 29 per

week• Loss of all accrued PTO time • Loss of all benefits (if applicable) after last

paid through date• Inability to seek a full-time position for a

minimum of six months

Relationship with Families

Smoking

Cell phone use

Dress code

Drug and alcohol use

Confidentiality/HIPAA

Respect

Line of Sight

Arms length

Supporting a client vs. the

appearance of Sleep

Sexual Harassment

Rate of pay

Med Administration

Client’s Siblings / own children

Name Badge

Client Transportation

Seatbelt

Class E

Insurance

Agitated State

NO TEXTING/TALKING on

phone WHILE DRIVING

Professionalism

Liability Agreement for

Personally Owned

Vehicles

Non-Transport Release Form

1:1 Staffing Agreement

and Responsibilitie

s as a PCA

How do I request time off? (RTO requests)

Make sure you are not scheduled for any shifts for the day you wish to take off

Log into the W2W system Click on “Request Time Off

(Full or Partial day) Choose either full day or

Partial Day or Repeating Days off

Comment as necessary Receive approved or rejected

based on previous stipulations/requirements

If you know of any days that you need off currently (within the next 4 months), please enter them into W2W as soon as you receive your log in information!

Holidays in the ISL

Time and a half for hours worked on the following Holidays:• New Year’s

Day• Easter• Thanksgivin

g• Christmas

ISL Holiday Guidelines

Holidays in the Natural Home

New Year’s DayEaster

ThanksgivingChristmas

Memorial DayIndependence Day

Labor Day

Natural Home DSPs are not paid above their hourly

rate to work on the listed Holidays

Communicate with your clients ahead of time and relay

your plans!

Timesheets, W2W, DPN’s and Pay:

Please clock in and out on the master timesheet located in the client binder in each home. Do not clock in before your scheduled shift time and do not clock out on the sheet until you leave your shift.

Time in and out must match your client’s Daily Progress Note (DPN) as well as your W2W shift assigned to you.

Any deviations or problems with any forms may result in a lack of pay for the shift.

DPN’s (in home only) are used as your weekly timesheets. 2 ways to receive pay:

Via mail or direct deposit – individual issues will be handled on a case by case basis.

Time must be reported in 15 min increments – do not clock into shift before your scheduled time!

DO NOT FALSIFY A TIME SHEET or a DPN – Medicaid/Insurance Fraud

Mileage logs are to be turned in at the same time as your timesheets

Mileage logs and guidelinesTo claim mileage with a Natural Home

client, you must do the following:

*Have a shift that is at least 3.5 hours long

*Travel a minimum of 20 miles with that client within that shift

*Complete mileage logs with starting and ending mileage and destinations

*Mileage logs must be turned in according to pay cycle. Please

refer to Pay Cycle doc for dates**

*receive $4 per shift as a mileage stipend

*Failure to turn in mileage logs on time, will result in non-payment.

401 Timekeeping & Mileage Logs

CLIENTS DEPEND ON US!!

If you are going to miss a shift with a client in the natural home

setting you must….

Call all team members• With as much advanced notice as

possible to see if anyone can cover your shift

Call the office and the BT

• Contact the team’s Family Care Advocate and immediate supervisor regarding whom you have contacted and what, if any, resolution has been made

Call the family

• If coverage was found, let the family & FCA know who will be working that shift so that changes can be entered into W2W.

• If coverage was not found, a discussion must take place with the family regarding make up hours before the end of the service month. Changes should be reported to the Family Care Advocate.

Natural Home:

Call In/Shift Coverage Procedures

Attendance and Punctuality Policy Call in/shift coverage

To maintain a safe and productive work environment, BIS expects employees to be reliable and to be punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on other employees and on BIS and will not be tolerated.

In the rare instances when employees cannot avoid being late to work or are unable to work as scheduled, they should notify their supervisor as soon as possible in advance of the anticipated tardiness or absence and their start time should reflect the late start time as discussed in the Time Keeping and Mileage Log policy (401).

Changes to the scheduled start and/or end time of any publish schedule must be submitted to the Staffing Coordinator of that client within 24 hours of the changes so that it may be reflected in the employee's published schedule.

Unreported and undocumented changes to a published schedule will result in disciplinary action. Failure to follow the agency's call off/shift coverage policies will subject the employee to disciplinary action.

Employees that call off to a scheduled shift during the hours of Friday at 3pm to Monday at 8am will receive a first and final disciplinary action (DAF).

Employees that call off to a second shift during the hours of Friday at 3pm to Monday at 8am during a six month period will be terminated.

Employees that have three call offs of any nature during a six-month period (unless excused by a physician's note) will be terminated.

Employees that are late to three scheduled shifts in a 6 month period will receive a first and final disciplinary action (DAF). Employees that are late to an additional shift in a 6 month period and have already received a first and final warning regarding tardiness will be subject to termination.

Poor attendance and excessive tardiness are disruptive. Either may lead to disciplinary action, up to and including termination of employment.

Call In/Shift Coverage Procedures

Progressive Disciplinary Action: Verbal Feedback

Written Feedback

Action plan/suspension (Final notice for improvement)

*disqualified for annual increase or pay rate for that calendar

year

Termination –

Training repayment policy enforced

Recovery of any agency/client items

HIPAA and confidentiality agreements invoked

Call In/Shift Coverage Procedures

Any BIS employee found to be in violation of these or any policies/ procedures will be subject to

disciplinary action up to and including termination.

BIS Grievance Procedure

Express grievance verbally to your immediate supervisor. If resolution has not been reached within one week then…

Put the grievance in writing and submit it again to your immediate supervisor. If issue is not resolved with in a reasonable amount of time then….

Contact the office to request a hearing with a Behavior Intervention Services BCBA. All parties will state their case and the BCBA will provide a resolution.

Workers CompensationAll employees will sign a copy of the Workers Compensation policy

stating that they understand it’s contents

If you are injured during billable time with a client you must call your immediate supervisor to start the Workers Comp process. You will be asked a series of questions and a treatment determination will be made

All Workers Compensation claims will begin with a drug test This test must be completed within 24 hours of the incident. Workers

Compensation will not cover an injury if the drug test is outside of these parameters. Should you decline to take a drug test, you must sign a waiver form or your refusal will be deemed a positive drug test and you will be terminated.

We ask that all employees visit a Walgreen’s Take Care clinic or Urgent Care facility when possible. Emergency rooms will only be approved when the injury is classified as a catastrophic event: broken bone, large laceration to a vital area, etc.

All paperwork acquired must be presented to BIS for submission to the Insurance company

An injured employee will not be permitted to return to active duty until a letter from a health care professional has been received permitting the individual to return to work

Worker’s Compensation

and Policy Procedures

Community Event Report Forms (CERF) & Medical Event Report Forms (MERF)

What is considered a “Community Event” for one client may be a daily occurrence for another. Please make sure to speak with

your clients Behavior Therapist or DSP Trainer to better understand your particular clients and when a CERF may be

necessary.

Forms will be located in your clients home in the data binder

All CERFs must be turned in within 24 hours of the event

All CERFS must be legible and precise If you are uncertain as to whether an CERF should be

completed, please call your Supervisor for clarification

Questions?

HR Wrap-Up

Assistant ISL Director Jamie Klamert

ISL Policy & Procedures

ISL Support Kyle Swendig

With Assistant ISL Director Melissa Hutson

ISL

What is an ISL?

-Individualized Supported Living

-Requires staff to be committed, reliable, and enthusiastic about the Direct Support Professional position

-Residential living with around the clock support staff

-able to provide safe environment for our consumers-provide 24 hours behavior intervention-promotes independence and a quality lifestyle for

individuals

-There are specific policy and procedures of Direct Support Professionals within the ISL Department.

Medication Administration Must be Med Certified to

pass any medication to a consumer (this includes creams and treatments) Must complete DMH Med

Level 1 Certification Class before passing meds

Must have Supervised Medication Administration Sign-off Signed before passing meds at any ISL

Label and Storage of medications

Controlled Substances must be double locked! All staff (med certified or not)

must count controlled substances every shift

If you are not med certified:

It is a Direct Support Professional’s responsibility to ensure that a consumer receives their medication

Always check the MAR when entering the ISL.

This will inform you what time the consumer takes their medication

You must notify your QDDP that you will need someone to pass meds for your consumer

Medication Administration

waiver

Medication Administration Continued… Medication Errors

The importance of the “Triple Check”

Reporting a Medication Error:1) Inform the QDDP immediately 2) Leave medication in the bubble pack3) Fill out specific Med Error ERF

Restraints & Time Outs

MANDT

Last Resort

Keeping you and your client safe

Cannot be used as a punishment

Must be the choice of the consumer

Time out =No Break = Yes

Consumer Rights Treatment of Client:

• Do not say “NO!”—The use of positive talk

• Consumer Rights

• Consumer Rights/ Limitations

• HIPPA

• Role of Parents/Guardians• Rights of

Parents/guardians

ERF and State Documentation language:

• The importance of positive language on state documents

• Eliminating the words “must” “have” “don’t” “can’t” “no” “stop” from your vocabulary

What’s Wrong with this Report?!

Please find your Report Worksheet!

At 5:50pm I prompted SP that she needed to take one bite of food in the next five minutes or she would not have her snack tonight. I prompted SP every minute explaining how many minutes she had left to take one bite. SP refused to take any bites. After the five minutes were over I explained to SP that we would sit at the table until it was time to take her bath and go to bed. SP continued to sit and look. SP began to rest her head on her hand as if she was going to sleep. At 7:00pm, her room mate began to eat her dinner, Subway. SP began pointing to her roommate's plate saying she was hungry. I gave SP her meds and prompted her to eat her food. SP responded by scratching staff, ripping her shirt and punching her body. She was prompted to have nice hands. At 7:15 SP threw her spoon at roommate and was removed to her bedroom where she sat with nice hands. At 7:30, SP chose her clothes for the next day, her night clothes and began her bath routine. She required help washing her hair and verbal prompts to wash her body. SP independently dressed herself, brushed her teeth and went to bed at 8:30pm. Overall SP had an okay day with the exception of several target behaviors and refusals.

Consumer FundsEach consumer within an ISL receives funding from the state. Some consumers may receive additional funding from additional sources At the start and end of each shift, you will be responsible for checking and recording consumer fundsPersonal FundsEach consumer receives a set allowance from the state each month. • These funds are used for activities in the

community, as well as, personalized items (i.e. hair products, soap, OTC medications, hygiene products)

• These funds are tracked on a financial tracking sheet in the ISL

• Set monthly amount varies per consumerPocket MoneyThis funding comes from parents, guardians, family members• Can be spent on activities in the community,

personal items, food, whatever the client might want or need

• Amount varies per consumer• These funds are tracked on a financial tracking

sheet in the ISL

Chaperone Funds• These funds are for staff to use

when doing activities in the community

• These funds are tracked on a financial tracking sheet in the ISL

• The set monthly amount for each consumer is $30.

• These funds can ONLY be used with Personal Funds

• Must have a personal fund receipt to match chaperone receipt

Household funds• All consumers receive a set $30

monthly allowance for household items

• Includes all cleaning products• Paper towels, toilet paper, hand

soap, laundry detergent • These funds are tracked by the

QDDP• Must use these items sparingly • Once the house hold is out of

money, THAT’s IT!

MUST KEEP ALL RECEIPTS NO MATTER WHAT FUND IS USED!!

Consumer Funds Continued…Buying consumers gifts

Any additional purchase made outside of the provided consumer funding, must be approved by the QDDP for each consumer This is to prevent perceived gift/purchase

entitlement of the consumer Set-up expectations that all staff should buy them

something Staff cannot bribe clients…

If you do/stop that…then I will buy you… “Be a good girl today, and I will take you to

McDonald’s”

Behavioral Crisis Procedure In the event that a behavioral crisis or injury to staff occurs at the

time of a shift change or while on shift that places the safety of our consumers and/or staff at risk, it is expected that staff is not to leave the ISL prior to the following procedure: the QDDP and/or Behavior Therapist for the team has been contacted The Event Report Form has been filled out and faxed to the BIS office the staff relieving you on shift has arrived the situation has deescalated a supervisor (QDDP, BT, ISL director) gives permission to leave

Failing to remain with the consumer before these steps have been taken will constitute consumer neglect and job abandonment, and employment

with BIS will be terminated. The situation will also be submitted to the state for investigation.

ISL Holiday Guidelines Please turn to pg. 3 of the

ISL Policy and Procedure packet

Holidays in the ISL: New Year’s Day, Easter

Sunday, Thanksgiving, Christmas Day

These holidays are paid at Time and a half

Holiday staff is required since we cannot leave consumers unstaffed

Holiday shifts are broken down into 3 or 4 hour shifts for the following dates: New Year’s Day, Easter,

Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Christmas Eve, Christmas Day

Each member on the team will be required to work a small portion of each holiday

• Time off requests will not be approved for the any of the afore mentioned holidays

• DSP members will be given at least one month’s notice of their time slots for holidays

• If a DSP member wants a holiday off you must follow proper protocol of finding coverage and informing the QDDP and ISL Staffing Coordinator of any changes

• For any improper Call-off that does not follow the policy guidelines will result in disciplinary action • First infraction • Second infraction • Third Infraction

Individualized Support PlanWhat is the person centered approach?

According to DMH, person centered planning is a process directed by the individual, with assistance as need from a represented. This process allows the individual to access supports that will allow him/her to achieve personally defined outcomes and the training, supports, therapies, treatments, and other services to become part of the plan.

• All consumer’s within the ISL will have an ISP. Each staff member is required to receive ISP training (and BSP training if applicable) before working their first shift with any consumer

• It is important to remember that the Individualized Support Plan is the document that drives all that we do with our consumers.• ALL STAFF MUST FOLLOW THE ISP AT ALL TIMES

Individualized Support PlanWhat information is in the ISP?

• The individual’s demographic information• Contributors to the plan• Who is important to the individual • What is important to the individual • What do you need to know to appropriately support the individual • What supports are needed for health, if any?• What support are needed for safety, if any?• Requirements of family of minor child or guardian • How the person communicates (i.e. verbal vs. non-verbal)• Issues to be resolved/ concerns• Action plans toward meeting outcomes• Legal Issues

• Some homes require locks on doors, cabinets, refrigerators• Any restriction put in place in the home must be approved by the Human Right Committee

Missouri Quality Outcomes

1) People belong to their community 2) People have a variety of personal relationships3) People have valued roles in their family and in their

community 4) People are connected with their past5) People’s communication is understood and receives a

response6) People are provided behavioral supports in positive ways7) Prepare are provided with support in a manner that

creates positive image8) People express their own persona identity 9) People have control of their daily lives10)People have the opportunity to advocate for themselves,

for others, and for causes they believe in 11)People’s plans reflect how they want to live their lives,

the supports they wants, and how they want them to be provided

12)People live with dignity 13)People feel safe and experience emotional well being 14)People are supported to attain physical wellness15)People are actively supported throughout the process of

making major lifestyle changes16)People are supported in managing their home

Paperwork in ISL We are going to touch on a few of the

aspects of daily paperwork. There may be more or less depending on the consumers you work with. You will learn more about client-specific paperwork during your training shift with the Lead Staff. It seems like a lot at first, but once you get used to it, it’s a breeze!

Daily Progress Notes (DPN)

DPNs track the progress of consumers toward their ISP goals and Missouri Quality Outcomes

These DPNs must have your accurate time in/time out, date, printed name, signature

DPNs must be fully filled out—do not leave anything blank! Circle or write in N/A if that particular task was not completed

DPNs are different for each consumer

Daily Progress Notes (DPN)What information is included on a DPN?• Progress made towards outcomes• Any doctor’s appointments attended• Any medications that have been given• Any new medical information specific to the consumer (i.e. illness,

new medication order, etc.)• Any visitors to the home• Any pertinent phone conversations• Any unusual incidents• Behavior Incidents• The emergence of any new behavior concerns• Emergency Situations • Community Outings• Any new skills that have been mastered

Behavior Data Sheets

Behavior Data Sheets collect information that is needed for Behavior Therapy. Not all ISL consumers have Behavior Data Sheets separate from DPNs, but they are just as important! These sheets help you and the Behavior Therapist track the behavioral progress that the consumer is making and help justify their need for services.

Intake, Sleep, and BM Logs

These logs are very simple to complete, but it is important to keep track of Intake (what the

consumer eats/drinks), sleep (times that the consumer is sleeping), and BM (times that the consumer has a Bowel

Movement) to maintain communication in the house and to monitor the consumer’s health.

• These Medical Data sheets must be completed every shift

• If any consumer has not had a BM in 3 days you MUST notify the QDDP immediately

• Some consumers require their blood pressure, weight, fluid intake, or temperature to be recorded everyday, these are important medical records that must be kept up with accurately to ensure the quality of our consumer’s health

The Community RN looks for signs and trends that may be medically, behaviorally, and mentally intertwined and affecting the clients behavior or well-being

• Intake, Sleep, and BM logs are also reviewed by the BIS Community RN who does monthly visits to each ISL with every individual consumer

• Many people don’t realize that physical and physiological symptoms can all effect our behavior, the monthly RN visit are essential to maintaining our consumers health and over all well-being

• It’s important for staff to familiarize themselves with why medical data is being taken and who to notify if abnormal observations are made • Always notify the QDDP if there are any abnormal medical

changes or medication concerns • The QDDP contacts the Nurse for further instructions

Monthly Nursing Reviews

Behavior Intervention Services, LLC

Direct Care Staff Time Sheet Log ISL Name (Clients’ name(s)): ___________________________________________ Please keep track of your hours worked on this log. Hours not logged will not be paid. Pay Cycle Dates: ______________________________________________________

Date

PCA Name Mileage for this shift:

On Call Client’s Initials:

Time In

Time Out

Hours

Worked

TIMESHEETS ARE FAXED TO THE BIS OFFICE EVERY TWO WEEKS AFTER

THE SUNDAY OVERNIGHT. SEND THEM TO FAX # 314-395-9381. FAXED IN BY:________________________________________ ON:__________________ (Staff Name) (Date)

• ISL time sheets are due every other Monday after the Sunday overnight (9am)

• All time sheets will be faxed to the Office at (314) 395-9381 from the ISL by whomever works Sunday overnights

• One time sheet per HOME• Only use 15-minute increments

when signing in and out • Time sheet times MUST match

Daily Progress Notes (DPN)• Do NOT falsify the time sheet.

This is Medicaid fraud! Sign in and out ACCURATELY!

• Mileage logs are turned in with time sheets.

• ANY questions regarding time sheets may be directed to Staffing Coordinator or Financial Officer Debby! (Time sheets are completely different in Natural Home settings—please get clarification before working any Natural Home shifts.)

Timesheets

401 Timekeeping & Mileage Logs

Mileage Logso Every ISL consumer is allotted a budget for a certain number of

miles for the DSP staff to receive reimbursement.

o Mileage logs can be found in ISL

o The amount of miles allotted to each consumer varies

o Mileage is paid out at .45 cents per mile. If over miles, payout is recalculated to stay within budget. o E.g. Consumer budget = 400 miles/month equaling $180. o If 450 miles that month, new payout = .40 cents/mile to

stay within $180 budget.

o Mileage Logs are turned in bi-weekly with timesheets and will be paid out according to the dates on the Pay Cycle Document o Mileage Logs must be filled out legibly, accurately, and

completelyo Each consumer requires different mileage logs; DO NOT

combine

STAFF ARE NOT ALLOWED TO USE THEIR PHONE AT ANY TIME WHEN TRANSPORTING CONSUMERS!

401 Timekeepin

g & Mileage

Logs

Home Supervisors Direct Supervisor when in

the ISL Provide Verbal feedback Can be contacted about

general household questions or concerns

Conduct in-home training and training shifts

Report to QDDP at least twice week

Collaborate and work side by side with the QDDP during staffing and behavioral difficulties

QDDPs Supervise all DSP staff

within the ISL Manage 2-3 ISLs Provide additional staff

training and written feedback

Must be contacted any time a med error occurs, injury to consumer, behavioral crisis, or an ERF/med error occurs

Must be contacted for approval before using any PRN medication

Provides communication between day programs, schools, case managers, family/guardians, and DSP staff

Exercise….• You notice you’re running low on paper

towels…

• You’re giving your consumer a bath when you notice a bruise on their lower back…

• While out in the community you consumer requests to buy a soda, but you forgot their personal funds…

• You’re realize you’re going to be 15 minutes late picking up your consumer from their day program…

• When filling out Ernie’s BM log you realize that a 0 has been put for the last 4 days…

• You are working an overnight one night and you discover you’re out of floor cleaner

• You’re taking Joey’s blood pressure and receive a reading of 80/40; the parameters for Joey’s blood pressure are:

Systolic: if this number is greater than 200 or less than 90

Diastolic: if this number is over 100 or less than 50

WHO DO YOU CALL? • On your first shift from 3pm-11pm, you

go to the MAR and see that Charlie has 5pm meds, you are the only staff member in the house and you are not med certified…

• You have a question about how to fill out the Daily Progress Note…

• You’re in the community with your consumer when suddenly they begin having a behavioral crisis and are refusing to leave, the store manager has already asked you one time to leave the store…

• While out for a walk Sally trips and scraps her knee. The cut requires minor First Aid including her PRN Neosporin…

• Jimmy wants to go out to eat, but his ISP states that he can only go out to eat once a week, you notice that his chart does not indicate whether or not he’s been out to eat for the week…

Scheduling of Clients Will be scheduled for hours based on

the availability provided upon hire, and must provide two weeks notice for change in availability

• Hours are specific to the individual needs of clients or their parents or guardians

• Unassigned shifts are assigned to staff using inverse seniority

• Flexible scheduling available if requests are made in a timely fashion & needs are met for families

• All schedules will be posted on the When to Work websites. Requests for time off will also be made and approved or denied using this system

• Any ongoing change to a schedule, be it for personal reasons or at the request of a parent/guardian, must be reported and approved by the staffing coordinator and the BT or QDDP

• It is the responsibility of all employees to update their preferences on When2Work

• Anytime there is a shift addition/change that is outside of your normal schedule will be followed up by an email from the ISL staffing coordinator

• All employees (especially DSPs) should be checking WhenToWork at least twice per week.

Timesheets need to match DPNs

Anyone working in an ISL must..

Call all other team members

• With as much advanced notice as possible to see if anyone can cover your shift

Call Staffing Coordinator

• With as much advanced notice as possible to make them aware of who will be working the shift

Contact

• Contact your QDDP, Lead Staff member, and Staffing Coordinator so that an appropriate Floater DSP may be contacted

Call In/Shift Coverage Procedures

THERAP is an Online Software System for Providers Supporting People with Developmental Disabilities for Effective and Efficient Documentation, Reporting and Communication.

Currently every DSP and ISL staff member is responsible for medication administration, T-logs (daily summaries), and some health tracking on THERAP every shift.

Each ISL has a laptop and a jetpack (wireless internet provider) which is kept in the locked med closet

Laptops are not allowed out around consumers Laptops are to be used for work related repurposes ONLY

Sites like YouTube, Pandora, and Netflix are strictly prohibited

Lead Supervisor, QDDP, and ISL Assistant Director track data usage and web history for each laptop within the ISL

www.therapservices.net

How to… Log in Sign-off on the THERAP MAR Create a T-log summary Create a T-note Check and create S-comms (messaging

system)

Reward Programs

Employee of the Week and

Month

Family Feedback Bonus

Applicant Referral Bonus

Perks for All Employees!!!(After 30 days employment)

Corporate Wellness• Club

Fitness

• $10/month

• Minimum of 8 visits per month

• Concierge Wellness is also available to all employees!

Discounted Phone Service• Verizo

n Wireless

• 8% discount on monthly services

• Bring your check stub to the nearest Verizon store!

Legal Shield• Prepai

d Lawyer Services

• Credit Monitoring

• Identity Theft protection

• $15.95-$22.24 per month

Supplemental Insurance• AFLAC• Short

Term Disability, Cancer Screening, Wellness Plans, etc.

• SIMPLE IRA retirement plan• Ava

ilable to all employees whom have earned $5000

• BIS will match up to 3% of contribution

Reinforcement Programs• Emplo

yee of the Week

• Employee of the Month

• Employee of the Year

• Applicant Referral Bonus• $25

at 90 days

• Family Feedback Bonus• $10

and 1 per quarter

Scheduling System Individual user id and

password 24/7 access to schedules,

team member contact info, intranet email system

Request Time Off (RTO) abilities

Scheduling preferences Urgent text alerts Employee Bulletin Board Trade Board

BIS Agency Website Upcoming events and

trainings BIS Buzz Employee Nominations Staff-only section to

access Annual forms/trainings due:

January for A-M June for N-Z

Like us on Facebook!

https://www.facebook.com/behaviorinterventionservices

Facebook is a great place to find out:

• Upcoming events• Client function updates • EoW and EoM winners• About your co-workers and other members of the

agency

Any Questions?Please complete all new hire

packet forms with signatures and dates

Please turn in any additional items that are needed for your file

Verify your next training date and time of that class

Turn in all items to your moderator for HR