Employment First Implementation Team Final Report ... · Employment First Training and Technical Assistance Final Report September 29, 2014 A. Introduction This report summarizes

Employment First Implementation Team Final Report, Contract #143999 2013-

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Employment First Implementation in Oregon Employment First Training and Technical Assistance Final Report

September 29, 2014 A. Introduction

This report summarizes the strategies and activities performed under Contract #143999 by the

Washington Initiative for Supported Employment (WISE) and its subcontractors during the

period October 1, 2013 through September 15, 2014.

Amendment #2 adjusted some items in the original Statement of

Work and extended work through June 30, 2015. This report

focuses on the original Contract, addressing the amendment only

in those instances in which the amendment changes overlap with

the time period of the original contract, changing the work listed during that time period. Thus,

amendment items with an effective date beginning 10/1/2014 are not reflected in this report.

Contracted activities during the October 2013 through September 2014 included work on a

Training Needs and Resources Inventory, Management of Overall Training and Supported

Employment Training, CSET Communications, Training and Technical Assistance Activities,

Community Capacity Building, Advice to DHS Leadership, and serving as fiscal agent for ODEP

funds. This report also includes an evaluation of the overall project impact and

recommendations related to the sustainability of training and technical assistance capacity. The

report confirms and verifies that all requirements of the contract have been met.

Statewide Employment First Implementation Project 2013-2014

Project Partnerships. To fulfill the requirements of this contract WISE continued to partner

with Oregon’s primary technical assistance group for developmental disabilities services—the

Oregon Technical Assistance Corporation (OTAC). Working with OTAC expanded the staff

working on the project and supported overall project efforts. WISE also developed an

agreement with Griffin-Hammis Associates as a key project collaborator to provide specialty

training in the core competency area of Discovery and Career Planning, to begin in the fall

under the contract amendment.

In addition to the OTAC and Griffin-Hammis partnerships, WISE promoted a webinar conducted

by the Center for Continuing Education in Rehabilitation (CCER) at the University of

Washington, to provide training on a topic included in the national certification exam for


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employment specialists, but not one of the training topics listed in the contract. WISE also

provided free access for Oregonians to the WISE Employment First webinar series. In addition,

WISE acted as fiscal agent for Oregon’s efforts with the grant the state received from the U.S.

Department of Labor’s Office of Disability Employment Policy (ODEP).

Project Staff. The Employment First Statewide Implementation Project in 2013-2014 was

staffed by a group of individuals with substantial supported employment experience in Oregon,

nationally, and internationally. These staff members are:

Cesilee Coulson, Lead Project Manager and Executive Director of the Washington Initiative for

Supported Employment. Ces brings over 20 years of experience in training and development to

her position, including board development, community development, leadership development,

strategic plan development and non-profit management. She has experience in facilitating

public policy implementation and process; has designed, implemented and managed local,

statewide and national projects related to employment; and provided technical assistance to

urban and rural communities, providers, and families on systems design and employment

issues. Ces holds certifications as an Executive Coach from the Hudson Institute and a Somatic

Executive and Leadership Coach from the Strozzi Institute. She is a board member for the

National APSE Foundation, a past national APSE board member (Treasurer), and past President

of Partnership 2020 (a Washington State association of supported employment agencies). She

holds a Master’s Degree in Social Psychology/Exercise and Movement Science from the

University of Oregon. Ces is the current recipient of the university’s prestigious Becky L. Sisley

Award, honoring former varsity athletes who have excelled in their profession, been an active

member in their community, and provided support to the University of Oregon. Cesilee’ s role

as Lead Project Manager for the Employment First Implementation Project included strategic

planning, supporting staff, training and facilitating sessions, meeting with Employment First

teams, and working with ODDS leadership on strategic implementation decisions.

Jim Corey, Project Coordinator and Senior Program Manager, WISE. Jim is a trainer and

technical assistance provider specializing in person-centered employment planning, self-

employment, and innovative project development. He has over 20 years of experience serving

the developmental disability community including work as an employment service provider,

employment program supervisor, state vocational rehabilitation counselor, mental health

counselor, residential program manager, and trainer. He has a Bachelor of Science Degree in

Biology from Washington & Lee University. Within the Employment First project, Jim acted as

the contract manager, ensuring compliance with contractual obligations, supported several of

the local Employment First Teams, led Employment First messaging efforts, and provided


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training and facilitation. His expertise in benefits planning and use of video technology has

been particularly useful to the Employment First project.

Brandi Monts, Project Associate and Program Manager, WISE. Brandi has over thirteen years of

experience working in the field of developmental disabilities. Her previous positions include

work in residential services, supported employment, transition from school to work, teaching,

and county government. Realizing her commitment to the disability field early in her education,

Brandi earned a B.A. in Social Work from the University of Washington and later went on to

obtain a Masters in Public Administration with a focus on Public Policy at The Evergreen State

College. Brandi's interests and expertise include agency organization, public policy and practice,

community organizing, service systems collaboration, and wrap around service coordination for

people with significant support needs. Brandi also taught English in Japan and is interested in

multi-cultural service coordination and international disability issues, including efforts

surrounding the United Nations Convention for the Rights of Persons with Disabilities. Within

the Employment First project, Brandi was part of the team responsible to develop the inventory

of local, state and national resources for integrated employment, assisted in designing the

training and technical assistance plan, took the lead on training event logistics and

coordination, served as a trainer at events, coordinated and presented web training and

provided support at events.

Joyce Dean, Project Associate and Senior Partner, Dean/Ross Associates. Joyce has 34 years of

experience related to employment services for persons with intellectual/developmental

disabilities. She worked with the University of Oregon’s Employment Projects for 30 years, as

part of the team of researchers that led work on supported employment development in the

1980s and 1990s. She has worked as a national and international consultant and trainer on

supported employment. Based on her special interest in quality systems management, she

authored the book, Quality Improvement in Employment and Other Human Services: Managing

for Quality through Change. This book addressed strategies for changeover to supported

employment from facility-based services, applying principles and methods of continuous quality

improvement. Joyce served as Project Coordinator for the Technical Assistance Brokerage,

funded at the University of Oregon through Oregon’s first state systems change grant on

supported employment. This work included planning and coordinating a series of “changeover

forums” that provided training and dialog to support executive directors to change from

facility-based to integrated employment. Her expertise in systematic instruction techniques,

including task design and task analysis, as well as graphic recording, facilitation, and design of

personnel training events have been invaluable to this project. She also has worked as a

classroom teacher for teenagers with severe disabilities, program manager for a non-profit


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provider organization, and director of a model demonstration site for the University of Oregon.

Within the Employment First Project, Joyce supported several local Employment First teams;

assisted in designing the Oregon Employment Learning Network, particularly two workshops on

Changeover for organizational leaders; helped with messaging; and acted as project evaluator.

Joyce holds a Master’s in Education, specializing in Severe Behavioral Handicaps, from the

University of Illinois, Champaign-Urbana.

Beverly Herrin, Executive Director, OTAC. Bev has worked with people with Intellectual and/or

developmental disabilities for over 35 years, having worked as a direct support employee,

group home manager, director of sheltered and supported employment programs, case

manager, and program manager at the county and state levels. In addition, she has provided

technical assistance to other agencies and directed a support service brokerage. Bev has

extensive knowledge of the basic requirements a Personal Agent or Service Coordinator should

meet. Bev is passionate about supporting people with disabilities and the people who support

them. For this project, Bev assisted with overall project design and leadership.

Alan Lytle, Technology Lead and Project Specialist, OTAC. Alan has many years of experience

providing direct supports, managing group homes, and providing quality assurance and training.

At OTAC, Alan has a lead role in the ISP Support Request system, the ISP Pipeline Newsletter,

OTAC’s website, and web-based learning formats. Alan developed and manages the

Employment First project website, www.employment-first.org , which provides a training

calendar, resource inventory, links to monthly Employment First messages, as well as

information on Employment First teams and OELN. In addition, Alan participated in the

development of the on demand training modules for Direct Service Professionals.

C.J. Webb, Project Specialist, OTAC. At OTAC, C.J. provides trainings on the 24-hour Residential

Individual Support Plan process and specific employment trainings to assist people with

disabilities to be employed. She has been a facilitator of Personal Future Plans since 1996 and is

a certified Person-Centered Thinking trainer. Prior to working at OTAC, she worked for a non-

profit provider organization, coordinating employment services for people with intellectual and

mental health disabilities. In addition to her experience, C.J. has a degree in psychology. She

loves working with people and has a strong belief that all people can be valuable workers,

contributing to their local communities. C.J. has led updates of the local, state and national

resources inventory, participated as a member of the Clackamas County Employment First

team, and attended Marion-Polk Employment First Network meetings.

Emily Harris, Project Specialist, OTAC. Emily has worked as an Employment Specialist at Trillium

Employment Services in the State of Washington, one of the pioneer supported employment

http://www.employment-first.org/


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agencies in the country. She is committed to the concept of inclusion and full participation.

Emily has had the good fortune to be affiliated with people with disabilities throughout her life.

Her perspective brings a tremendous amount of enthusiasm to working at OTAC. Emily values

and advocates for people with disabilities. She knows that employment is critical to equity. In

this endeavor Emily has worked with a number of community organizations focused on

community outreach and inclusion. Emily graduated from Portland State University with a BS in

English and Women Studies. Within the Employment First project, Emily was a trainer for the

core supported employment training series, both in on-site and web meetings.

The breadth and depth of experience, knowledge and skills represented by this group of staff

provided uniquely strong personnel resources to the project.

B. Executive Order No. 13-04

In April, 2013, Governor Kitzhaber issued an executive order directing the Oregon Department

of Human Services and the Oregon Department of Education “to further improve Oregon’s

systems of designing and delivering employment services to those with intellectual and

developmental disabilities toward fulfillment of Oregon’s Employment First policy, including a

significant reduction over time of state support of sheltered work and an increased investment

in employment services.” (pp. 1-2.) “

Since successfully responding to requests for proposals in 2010 and 2012, WISE has partnered

with the Oregon Technical Assistance Corporation (OTAC) to perform work under this contract

to:

Provide state of the art technical assistance and training for DHS/ODDS related to

expanding implementation of Employment First.

Build community capacity by supporting Local Employment First Leadership Teams.

Increase the number of Employment Specialists by implementing core competency-

based training termed Core Supported Employment Training (CSET), a major component

of the Oregon Employment Leadership Network (OELN).

Increase the knowledge and understanding of Employment First goals, concepts, and

methods among Service Coordinators and Personal Agents.

Promote leadership among provider agencies by implementing a leadership component

of OELN.

Promote the Employment First initiative by:

Developing and participating in conferences and gatherings, and


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Providing access to resource materials and other information that supports

implementation of integrated employment services.

Since April, 2013, the work performed under contract has supported implementation of the

Executive Order in several ways, described in Table 1. Additional information on each of the

activities summarized in Table 1 is provided throughout this document.

Table 1. Work Performed Under This Contract Related to Executive Order No. 13-04

Executive Order WISE Employment First Implementation Team

IV. EMPLOYMENT SERVICES PROVIDED THROUGH ODDS AND OVRS 1. ODDS and OVRS will establish and implement a policy that Employment Services shall be evidence-based and individualized. Where such evidence-based practices have not been identified, Oregon may adopt practices used in other states that are generally recognized as effective practices. (p. 5)

Work performed in support of this portion of the Executive Order:

The project developed an inventory of regional and national training resources, available on employment-first.org website, to promote use of best practice information and evidence-informed methods related to integrated employment.

The project based all in-person and webinar training on evidence-informed1 practices and those generally recognized as effective and best practice.

V. CAREER DEVELOPMENT PLANNING 1. No later than six (6) months after the effective date of this Order, ODDS shall adopt and implement policies and procedures for developing career development plans…(p. 6)


Provided sample career development plans (CDP) for review.

Attended CDP question and answer meetings.

Fielded questions about CDPs in OELN sessions and SC/PA trainings.

Included writing SMART goals (specific, measurable, attainable, realistic, and timely) and role playing scenarios about how to determine the type of goals that would go into a CDP in SC/PA training sessions.

VI. TRAINING 1. By January 1, 2014, ODDS and OVRS will establish competencies for the provision of Employment Services, and will adopt and implement competency-based training standards for career development plans, job creation, job


Assisted with the development of the core competencies for supported employment services. (See Attachment 1)


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development, job coaching, and coordination of those services. (p. 7)

2. By July 1, 2016, ODDS and OVRS will purchase Employment Services for people with I/DD only from agencies or individual providers that are licensed, certified, credentialed or otherwise qualified as required by Oregon Administrative Rule. Such requirements may include, as applicable, such national credentialing programs as the APSE Certified Employment Support Professional exam or substantial equivalent. (p. 7)

and

VIII. PROVIDER CAPACITY

State agencies will make good faith efforts, within available budgetary resources, to ensure that there are a sufficient number of qualified employment providers to deliver the services and supports necessary for individuals in the ODDS/OVRS Target Population to receive Employment Services consistent with the terms of this Order. (p. 8)


The project developed the Oregon Employment Learning Network (OELN) to deliver core training across the state.

The OELN training series was designed to meet the CSET topics defined in the contract. The series of four training sessions was presented four times in different geographic locations, and was attended by a total of 341 participants.

WISE promoted an additional webinar on Motivational Interviewing presented by the Center for Continuing Education in Rehabilitation (CCER) to ensure Oregonians had access to all content areas required by the APSE CESP exam, although not listed as a CSET topic in our contract.

WISE has provided DHS with a list of participants who have received training in Discovery since the beginning of contracting.

The project worked with APSE to arrange administration of the CESP exam in two locations in Oregon in September, 2014. The Portland exam, held 9/23 had 21 registrants; Roseburg, scheduled for 9/30 has 17.

IX. STATE AGENCY ACTIONS

3. By January 1, 2014 DHS will support new or existing technical assistance provider(s) or use other available training resources to provide leadership, training and technical assistance to employment providers and to provider, county, support services brokerage and vocational rehabilitation staff to support the performance of this Order.


With the exception of the period of July to October 2013, DHS has contracted with WISE to provide training to employment providers, to support 12 local Employment First teams, and to provide training to provider, county, support services brokerage and vocational rehabilitation staff related to Employment First.

The project supports the 12 Employment First teams with annual goal setting,


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employment resources, and strategic community building consultation.

Section C of this report provides data related to the seminars, webinars, and number of people attending each event.

1 = Few studies have been conducted related to the field of supported employment with the rigor required to be designated as “evidence-based” practices. While definitions vary across different state and federal agencies, to be designated as “evidence-based” generally requires multiple randomly controlled published studies, i.e., with random assignment of participants to “research” and “control” groups, and a clearly delineated set of methods that are tightly controlled and replicated in implementation of the study. The flexibility required in implementing supported employment—due to differences in communities, businesses, resources, job seekers, etc.—and the comprehensive, complex nature of supported employment—including strategies for working with family members, the person being served, and businesses—have been barriers to achieving the status of “evidence-based” for practices implemented within this field.

C. Employment First Implementation Activities 2013-2014

This report summarizes the activities and deliverables of the WISE/OTAC Employment First

Implementation Team. All deliverables were completed and reported in the next Employment

First Implementation Monthly Activities report, with a link to the document as appropriate.

a. Training Needs and Resources Inventory

Based on the Contractor’s completed inventory of Oregon Providers’ training needs: (a) Contractor will update the current state, regional, and national training resources review on at least a quarterly basis and the updated resources will be included as part of the on-going written reports to ODDS, the newsletter, and the web information.

Contract #143999 Statement of Work item 2.a. (1)(a)

(b) By December 31, 2013 and August 31, 2014, Contractor will complete and submit to DHS for use by ODDS, an updated training resources review inventory of existing state, regional, and national training resources to meet the training needs identified by Contractor in the training needs inventory (section 2.a.(1)). The inventory of resources may include curricula, webinars, and articles used or recommended for use in the planned training and Technical Assistance.

Contract #143999 Statement of Work item 2.a. (1)(b)


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Employment First Implementation Project staff gathered information from the project team,

completed internet searches, and reviewed on-line sites to find useful resources to add into the

Inventory. Resources were selected based on a desire to provide diverse and comprehensive

information, including websites and materials associated with national experts in integrated

employment, and other information viewed by the professional staff as effective and useful.

The project completed quarterly updates to the Resources Inventory in December 2013, March

2014, and August 2014. Information about the Resources Inventory and its updates were

provided in written reports to ODDS, the Employment First newsletter, other newsletters,

emails, through Employment First Teams, and on the website.

The inventory can be accessed at http://employment-first.org/esources/ and, in a more visual

format, at http://www.scoop.it/t/employment-resources/.

The original inventory included approximately 40 entries reflecting state, regional and national

training resources. At this time, the inventory includes over 80 resources, including six sites

that present supported employment success stories. Topics in the Inventory include:

Employment First and Other National Efforts

Career Development and Planning with the Person

Discovery

Transition from School to Work

Job Development and Marketing

Customized Employment

Job Carving

Self-employment

Job Accommodation Information

Employment Success Stories

Job Coaching and Long-term Supports

Systematic Instruction

Resources to Access Services

An updated training resources review inventory was submitted to DHS for use by ODDS through

a link provided in the December 2013 and August 2014 Employment First Implementation

Monthly Activities Report.

b. Management of Overall Training and Supported Employment Training

http://employment-first.org/esources/

http://www.scoop.it/t/employment-resources/


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(1) Plan for Core Supported Employment Training (a) Start Date. Core Supported Employment Training (CSET) began, as required, in January

2014.

(b) CSET Plan. The contract defines Core Supported Employment Training as:

Core Supported Employment Training (CSET) means training developed and matched to an employment support Provider’s (including but not limited to independent contractors or employees of Provider organizations) demonstration of evidence based core competency. Core competency areas identified by the Association for Persons in Supported Employment (APSE) are: (a) introduction to supported employment (values, roles and responsibilities); (b) discovery and career planning; (c) marketing and Job Development, including customized Job Development; (d) training (job analysis, systematic instruction); (e) on-going-natural supports; (f) managing benefits; (g) Organizational Change; (h) self-employment; and (i) technology and assistive technology. (Contract #143999 Statement of Work item 1.e.)

The project also developed a set of core competencies for each area listed above. These are

provided as Attachment #1.

The staff of the Employment First Implementation Project Team developed a plan to address

each of the topics included in the definition. The plan was first provided to Employment First

Office for review and approval in October 2013. That office approved the basic framework for

the plan—a set of four OELN training events repeated in four geographic locations dispersed

around the state, each with a follow-up webinar, and two in-person specialty events related to

Organizational Changeover. The follow-up webinars gave participants a chance to discuss

progress and get support for addressing challenges related to the CSET training content with

session leaders a few weeks after the original event. Information on the CSET events actually

held is summarized in Table 4 and elsewhere in this proposal.

Contractor will submit a written plan to DHS for the regular on-going statewide delivery of

Core Supported Employment Training to meet the identified core competency areas for the

term of the Contract. The CSET plan developed by the Contractor will be reviewed and

approved by DHS before implementation.

(a) Statewide training as described in the CSET plan will begin in January 2014.

(b) By October 31, 2013, Contractor will develop and deliver to DHS the updated CSET

training plan through September 30, 2014, for review by ODDS and interagency partners

Contract #143999 Statement of Work item 2.b.(1)


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This design assured that employees attending all four sessions would receive sufficient training

and support to acquire the knowledge and skills needed to expand integrated community

employment in their communities. The core of the plan was the design of OELN as a vehicle for

delivering CSET training: ensuring that if a staff person attended all four events, s/he would be

exposed to material required in the Association for Supporting Employment First (APSE)

Certified Employment Support Professionals Exam (CESP). To assure that, WISE also promoted

a webinar on Motivational Interviewing conducted by the Center for Continuing Education in

Rehabilitation (CCER), since this topic is included in the APSE test but was not a part of the core

training definition or sessions. The plan was approved by representatives of DHS.

2) Manage Statewide Delivery of CSET

(a) Communication and Messaging to Stakeholders about CSET. Upcoming offerings

appeared in the margin on the right side of monthly newsletters, in stand-alone invitations, and

on the Employment First Training and Technical Assistance website calendar. The requirement

to send monthly communications to stakeholders was removed from the contract as of May,

2014. However, monthly messages delivered October 2013 through April 2014 included links to

information and registration for upcoming events. Each Employment First Implementation

Monthly Activities report included a summary on the number or recipients of messages, along

with other statistics.

The Employment First Implementation Project Team continued to use the Employment First

Training and Technical Assistance website at www.employment-first.org to host the training

calendar, post monthly messages, store and access our Resources Inventory, and serve as the

go-to place throughout the year for training information on events sponsored by the

Employment First Implementation Team. The project used the software Constant Contact for

messaging and event invitations.

Contractor will manage the statewide delivery of the CSET, as described in the CSET plan. Management of the CSET will include: (a) Assuring timely communication and accurate messaging to Stakeholders about available

CSET; (b) Management of the CSET logistics related to sites, trainers, and registration; and (c) Evaluation of CSET events and reporting of evaluation results to DHS.




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(b) Management of CSET Logistics Related to Sites, Trainers and Registration. WISE

maintained responsibility for finding appropriate sites, contracting and coordinating with

trainers, and providing training materials. Oregonians wishing to register for an event were

able to sign up through an on-line system using Constant Contact. In addition, each of the CSET

training events also was followed by approximately a month later with a web meeting, using

the WebEx online webinar platform.

The project also expanded contract resources by including free access to a series of

Employment First webinars provided by WISE and promoting a webinar from the University of

Washington’s Center for Continuing Education in Rehabilitation.

(c) Evaluation of CSET Training and Reporting Results to DHS. Paper and pencil

evaluation forms were provided for each event. Links to evaluation summaries were provided

in Monthly Activities Reports. Results of evaluations are summarized later in this report.

(3) Overall Training and Technical Assistance Strategic Plan

(a) Draft Plan Submission. A draft overall training and technical assistance strategic plan

(TA Plan) was provided to DHS October 31, 2013. The overall TA Plan included:

Sixteen two-day face-to-face training events held in locations around the state on CSET

topics (Four each: Introduction to Supported Employment, Discovery, Person Centered

Planning; Marketing and Job Development; Systematic Instruction and Natural Supports;

Social Security Benefits and AT/IT);

Sixteen 1.5-2 hour follow-up web meetings, one after each of the face-to-face CSET

training events;

Contractor will submit an overall training and technical assistance strategic plan (TA Plan)

to DHS for the delivery of the training and Technical Assistance activities described in

Section 2.d. The Technical Assistance plan will be subject to ongoing revisions and

updates. The content and timelines of the revisions and updates will be based on mutual

agreement by the contractor and DHS.

(a) By November 30, 2013, Contractor will develop and deliver to DHS a schedule and a

draft of the overall training and Technical Assistance plan for review by ODDS and

interagency partners

(b) By December 31, 2013, Contractor will provide a written final overall training and

Technical Assistance plan to DHS for review and approval.



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A series of two two-day Specialty face-to-face trainings for organizational leaders on

changeover from facility-based to integrated employment services.

Three Service Coordinator/Personal Agent face-to-face training events, held in different

geographic locations around the state; and

Planned delivery deadlines for other deliverables such as Resource Inventory updates,

reports, and monthly messages.

An additional web meeting, not included in the plan, was held after the first organizational

leader training.

(b) Final Plan Approval. The final plan was provided to state EF staff 12/19/2013, and

approved. The final approved set of events is available on the employment-first.org website.

(4) CSET Components and Technical Assistance Support Materials

Media Platforms. The Employment First Implementation Project Team continued to put

information about CSET components and Technical Assistance support materials on the

Employment First Training and Technical Assistance website at http://www.employment-

first.org , including the training calendar, monthly messages, and the resources inventory,

serving as the go-to place for training information and collaboration throughout the year. The

Monthly Messages included information on topics relevant to Employment First, as well as links

to materials, other websites, and upcoming events. In addition, many CSET components were

available by webinar, and web meetings were used as a follow-up to each CSET in-person

training session. In-person trainings included in-person presentations, discussions, applied

activities, and use of video, PowerPoint, and print media.

Requests for alternate formats. No requests were received from DHS for materials in alternate

formats.

The CSET components and Technical Assistance support materials developed by the

Contractor and the CSET strategies identified by Contractor under this Contract shall be

available on a variety of media platforms, e.g., conference calls, web based courses,

webinars, PowerPoint presentations, and in person presentations. Contractor shall choose

the media platform for the CSET components and Technical Assistance support materials.

CSET components and Technical Assistance materials will be made available by the

Contractor in alternate formats upon request by DHS.






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(5) Evaluation of the Effectiveness of Training Activities Registration counts, attendance and evaluation results for each training activity required by

contract were included in the Monthly Activities Reports, and a summary, which included all

August events, was provided on September 16. Summaries of evaluation data are also

provided later in this report.

Due to confidentiality policies applied by APSE, WISE is unable to obtain from APSE the list of

individuals who have applied for the exam. Here is a link to a state by state list of those who

have passed the national certification. http://www.apse.org/certified-employment-support-

professional/certified-employment-support-professional-list/

c. CSET Communications

(1) Monthly Employment First Communications The Employment First Implementation Project Team completed monthly messages from

October 2013 through April 2014. The addresses receiving the messages increased steadily

from 1067 to 1261, with 7.9-14.4% bounces. The electronic newsletter had an open rate that

Contractor will maintain the Employment First communications by providing technological

support and contributing to the content. The Employment First monthly communications will

be provided to Stakeholders across Oregon on the Contractor developed Employment First

Initiative web page (employment-first.org) and other targeted communication platforms,

including the DHS web page, as mutually agreed by the Contractor and DHS.

Contract #143999 Statement of Work item 2.c.(1)

Effective 7-1-14 through 6-30-15, Contractor will only maintain Employment First training

communications by updating and maintaining the Employment First training webpage.

Monthly communications will be provided to stakeholders across Oregon on the Contractor

developed Employment First training webpage and other mutually agreed upon targeted

communications platforms.

Amendment #2 to Contract #143999 Item 2.c.(e)

By August 31, 2014, Contractor will evaluate the effectiveness of the training activities

completed to date in section 2(d)(2) through (5), and provide a report to DHS which shall

include but is not limited to data reflecting numbers of participants, geographic locations,

and numbers of participants who have subsequently applied for and passed national

certification.


http://www.apse.org/certified-employment-support-professional/certified-employment-support-professional-list/

http://www.apse.org/certified-employment-support-professional/certified-employment-support-professional-list/


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ranged from 22.5% to 28.3% of recipients. This open rate falls within the accepted industry

standard for electronic communications. These and other statistics were reported each month

in the Monthly Activities Report, through April, when the newsletter requirement was removed

from the contract.

The project forwarded all messages to DHS for posting on the DHS Employment First website,

as well as making them available on employment-first.org. After March, the Employment First

office asked that the project no longer send out monthly messages, and the item was

subsequently removed from the contract.

(2) Improving Stakeholder Utilization of Web Based Materials

(a) User-friendly Links. Newsletters and other messages distributed to stakeholders included

user-friendly links for accessing materials, websites, and registration for events, including links

to DHS, WISE, OTAC, Griffin-Hammis and other appicable websites.

(b) Use of Social Media Platforms. WISE maintains an active, integrated social media platform.

We have a presence on Facebook with several unique pages (WISE, School to Work,

Assistive/Information Technology and Employer Outreach), Twitter (@Wisetraining), LinkedIn

and YouTube (WiseMovies). Each month there is an integrated visual campaign representing a

designated employment theme. Examples include features such as Disability Employment

Awareness month, collaboration, partnerships, leadership, and employment success stories.

Information is shared weekly through our social media sites. We post information on training,

resources, success stories and public policy. Our main objectives are to connect people, share

important information, promote community employment, and expand the conversation into

the mainstream community conversation.

Contractor will improve stakeholder utilization of web based materials through a series of

activities to include: (a) Providing user friendly links between the web materials located on

the DHS Employment Support, Washington Initiative for Supported Employment, Oregon

Technical Assistance Corporation, and Griffin Hammis web sites; (b) Expanding access to

communications through the regular use of Facebook, Twitter, Contractor developed social

media platforms and other resources as mutually agreed by the Contractor and DHS. (c)

Effective December 1, 2013, provide user friendly links between the web materials located on

the DHS Employment Support, Washington Initiative for Supported Employment, and other

applicable websites.

Contract #143999 Statement of Work item 2.c.(2)


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(c) User Friendly Links. See “a.” above.

(d) Survey of Effectiveness or Website and Newsletter.

Beginning with the October 2013 newsletter, WISE included a link to a survey in each monthly

message, requesting feedback and suggestions for monthly messages and the

www.employment-first.org website. Results of that survey were provided via a link in each

month’s report of activities. Across the months in which WISE disseminated a newsletter, nine

responses were received. All respondents found the website and messages to be helpful or very

helpful. Table 2 summarizes these responses.

Table 2. Summary of Feedback on the Effectiveness of the Employment First Initiative Website and Newsletter

Question Yes, Very

Much So

Yes, Somewhat

Not Very

Do you find the monthly messages helpful? 55.6% 44.4% 0

Do you find our website www.employment-first.org helpful?

44.4% 55.6% 0

Suggestions received:

Make sure information is provided in a timely manner, so not outdated by the time the

newsletter arrives.

Adobe format would be easier to read.

Include updates on related subjects such as how ReBAR and rate structuring is going.

What is happening with the Transition Pilots, etc.

I would love to have resources specific to our location and perhaps a resource list of

businesses and agencies that are already providing quality employment support.

Celebrate/share statewide success stories.

Positive comments:

Nice to have updates on what is happening.

(d) Effective October 1, 2013, Provider will include in the monthly newsletter opportunity for Stakeholders survey/feedback on effectiveness of Employment First Initiative website and newsletter. Contractor will provide regular reports to DHS reflecting Contractor’s responses to survey/feedback.

Contract #143999 Statement of Work item 2.c.(2)(d)




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It reminds us of what we already know, but sometimes tend to overlook

I need all the info, resources and networking opportunities I can get.

All is well!

We are all struggling with the language of Employment First now, but our knowledge is

evolving.

d. Training and Technical Assistance Activities (1) Training Events, Participants, and Evaluations

(a) Training Events. The Employment First Implementation Project Team arranged a total of 16

two-day CSET events, took part in conferences and events hosted by others, and hosted two in-

person specialty trainings. Each event was either led or supported by one or more

Employment First Implementation Project Team member(s) and/or contracted trainers. Events

were advertised through Monthly Messages and special messages, as well as on the

Employment First and other websites. A total of four events to meet CSET requirements were

repeated four times in different geographic locations across the state. In addition, Oregonians

were given free access to a series of webinars produced by WISE. Many of these webinars

provided information on CSET topics. Table 3 lists CSET topics as defined in the contract, and

the formats used for providing that training.

Contractor will provide at least ten (10) trainings for a minimum of ten (10) participants per training based on the Core Supported Employment Training (CSET) core competencies and include training designed to meet the expectations and outcomes of Executive Order 13-04. The purpose of these trainings will be to increase the number of Employment Support Professionals with the needed core competencies. (a) The trainings may be in the form of an “academy” approach with basic and advanced training components. (b) The goal is to increase the number of qualified Employment Support Professionals by 100. At least fifty (50) of which must be new to the training and core competency content. Solicitation of training participants will be a mutually shared responsibility between Contractor and DHS. If total projected participation for the contract period effective October 1, 2013 is below thirty (30), Contractor may initiate renegotiation of paragraph (2)(a-d) of the Exhibit A, Part 1. (c) The training strategy must also include components for assuring leadership of Provider agencies with participating staff are aware and supportive of the training received by their staff and demonstrate a commitment to utilize the acquired skills within the organizational structure. (d) Provide a summary of each training activity with participant evaluations and attendance records.

Contract #143999 Statement of Work item 2.d.(1)


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Table 3. CSET Topics by Training Format

In-Person Follow-up Web

Meeting Webinar2

Introduction to Supported Employment

Discovery and Career Planning

Marketing and Job Development

Training (Job Analysis, Systematic Instruction)

On-Going Natural Supports

Managing Benefits

Organizational Change

Self-Employment1

Technology and Assistive Technology3 1 = Although included in the definition of CSET content (see above), the Employment First Office

asked that this group NOT provide training on this topic. 2 = Webinars were not required in the contract. However, access to WISE Employment First webinars

were made available at no cost to Oregonians. 3 = The seminars on Social Security Benefits included information on how to pay for technology. No

separate training has been provided on using technology and assistive technology.

In addition to CSET training, the project provided a series of two in-person specialty trainings

designed for organizational leaders to address the changes needed in their organization to

changeover from facility-based to community integrated employment. These, along with the

CSET trainings, webinars and web meetings are all considered as part of the Oregon

Employment Learning Network (OELN).

Staff also presented at two conferences and an ORA Quarterly meeting:

Pacific Northwest APSE Conference, Portland, November 2013.

ORA Quarterly, Portland, January 2014.

National APSE Conference, Long Beach, California, June 2014.

Table 4 summarizes the four events from the CSET series. Each event was presented four times,

in different communities around the state.

Although the contract for the time period reported did not include webinars, WISE provided

three types of webinars during the year:

1. Web Meetings held as a follow-up to each OELN CSET event and the first Changeover

Workshop session. The purpose of these meetings was to give participants an opportunity


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to ask questions of the presenters, and to discuss their experiences, after having had an

opportunity to apply their learning from the face-to-face session. Each web meeting was

Table 4. Summary of OELN CSET Sessions October 2013 through August 2014

Seminar Session Leaders Dates & Locations # Registered/ Attended

Introduction to Supported Employment, Discovery & Career Planning

Emily Harris, OTAC Jim Corey, WISE Cesilee Coulson, WISE

1/30-31 Medford 3/20-21 Bend 5/22-23 Pendleton 8/20-21 McMinnville

25/21 27/30 14/4

34/25

Social Security Benefits & Work Incentives1

Susan Harrell, WISE Paula Fitch, OVRS Arlene Jones, DRO Gene Rada, WIN

1/23-24 Eugene 3/31-4/1 Medford 5/6-7 Pendleton 8/27-28 Portland

13/11 44/38 13/7

26/24

Job Development and Marketing

Trish Borden, Trillium Val Morgan, Conscious Moves Monica McDaniel, WISE

1/28-29 Medford 3/18-19 Pendleton 5/15-16 Portland 8/11-12 Bend

19/15 17/12 56/29 23/24

Systematic Instruction & Follow-along

Teri Johnson, Consultant Brandi Monts, WISE Aimee Nelson, Trillium

1/13-14 Eugene 3/6-7 Portland 5/20-21 Medford 8/14-8/15 Pendleton

19/17 44/38 46/28 19/18

Totals 13 Session Leaders 16 2-day Seminars 439/ 3412 1 = This seminar included information on how to fund technology 2 = Total sum of registrants/attendees includes duplicated counts if individuals attended more than one

seminar.

scheduled to take place approximately one month after the event. Table 5 summarizes

these OELN Web Follow-up Meetings. Hosting web meetings was a new approach to

supporting attendees to be able to apply classroom learning to their real work. Probably, at

least in part due to this, the web meetings experienced mixed success. Most were attended

by just a handful of participants. The most popular were the web meetings following the

Systematic Instruction seminars, with as many as 29 people registering, and 15 attending.

2. Webinars produced by WISE and extended these to Oregonians at no cost to the contract

nor to participants.

3. A webinar conducted by the Center for Continuing Education in Rehabilitation (CCER). WISE

promoted this webinar to Oregonians, because it offered information on Motivational

Interviewing, which is included in the APSE CESP exam.

Data related to the CCER and WISE webinars—both provided at no cost to Oregonians—are

summarized in Table 6.


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Table 5. Web Meetings Held to Follow-up with OELN Participants after Each Training

OELN Web Follow-up Meetings Session Leaders (All Sessions) Dates of Web Meetings

Introduction to Supported Employment, Discovery, and Career Planning

Emily Harris, OTAC Jim Corey, WISE Cesilee Coulson, WISE

2/27/2014 4/24/2014 6/26/2014 9/17/2014

Social Security Benefits and Work Incentives

Susan Harrell, WISE Paula Fitch, OVRS Arlene Jones, DRO Gene Rada, WIN

2/4/2014 4/17/2014 6/10/2014 9/18/2014

Job Development and Marketing Trish Borden, Trillium Val Morgan, Conscious Moves Monica McDaniel, WISE

2/11/2014 4/14/2014 6/5/2014 9/4/2014

Systematic Instruction and Follow-Along

Teri Johnson, Consultant Brandi Monts, WISE Aimee Nelson, Trillium

2/18/2014 4/29/2014 6/12/2014 9/9/2014

Organizational Leadership Workshop: Designing a Roadmap to Community Employment

Chris Brandt, AtWork! Cesilee Coulson, WISE Joyce Dean, WISE Brandi Monts, WISE

7/25/2014

Table 6. Summary of Webinars Provided October 2013-September 2014

Month Webinar Presenters # Registered2

October 2013

Autism and Employment1 (10/16/13)

Jim Corey, WISE Shaun Wood, WISE

41

How Job Seekers & Transition Students are Using iPads and Apps1 (10/30/13)

Marsha Threlkeld, WISE 32

November Ten Things You Never Say to a Parent1 (11/7/13)

Katherine Carol, Tango Consulting

8

Strategies for Increasing Employment Outcomes1 (11/20/13)

Val Morgan, Conscious Moves and Trish Borden, Trillium Employment Services

15

December Developing a Career Path for Individuals with Significant Disabilities (12/18/13)

Debra McLean and Tara Asai, consultants

28

January 2014

Dealing with Change and Transition (1/8/14)

Jason Swain, Swain and Associates

22

http://events.r20.constantcontact.com/register/event;jsessionid=AE95D5659BFDCAF88F3E0ED33ABCEA67.worker_registrant?llr=6ajwdndab&oeidk=a07e8yjycsi4d81e61b


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Month Webinar Presenters # Registered2

Rural Job Development1 (1/22/14) Ellen Condon, consultant 17

February Your Business, Our Business: Expanding Connections1 (2/5/14)

Cathy Sacco, WISE

17

Self-Employment for People with Significant Disabilities1 (2/19)

Jim Corey, WISE

25

March Building Natural Supports1 (3/18) Lisa Latchford, Trillium 7

April Webinar: Motivational Interviewing (hosted by CCER, invited and promoted by WISE to meet APSE CESP Exam Core Requirements) (4/4/14)

Casey Jackson, CCER 23

Working Through the Rough Patches – Negotiation Skills for Person-Centered Planning1 (4/30/14)

Joanne Drewson, Consultant Dave Black, Interchange Northwest

Data not available

May Rotary Partners for Work1 (5/14/14)

Debbie Moore, WISE 13

Autism Spectrum Disorder & Employment1 (5/28/14)

Jim Corey, WISE Shaun Wood, WISE

16

September Work without Fear: Dispelling Common Myths About Work and Cash and Medical Benefits1 (9/17/2014)

Susan Harrell, WISE Data not available

12 Key Components for Successful School-to-Work Transition1 (9/24/2014)

Richard Wilson, King County DDD

Data not available

No-Cost Webinars: 16 1 = Produced by WISE and made available at no cost to Oregonians. 2 = Data may underestimate both the number of download sites (if an agency registered but accessed

the webinar through multiple sites) and the number of participants, due to the WISE policy of encouraging sites to include multiple staff at download sites.

(b) Participants. OELN CSET events were attended by a total of 341 participants (duplicated

count), as summarized in Table 4, above. These participants included a wide range of roles,

including both vocational and residential service providers, Vocational Rehabilitation

Counselors, Service Coordinators/Personal Agents, and a few family members. A few

participants indicated multiple roles. These roles—and the number of persons who self-

reported each—are summarized in Table 7, below.


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Table 7. Participant Roles Attending OELN CSET Sessions October 2013 through August 2014 (Duplicated Counts), as Reported by Participants1

Seminar

Role

Intro. to SE, Discovery, & Career Planning

Job Development & Marketing

Social Security Benefits &

Work Incentives

Systematic Instruction & Follow-

along

TOTALS

Service Provider Vocational

66 57 47 75 245

Service Provider Vocational & Residential

6 6 4 7 23

School Staff 4 2 2 2 10

Service Provider Residential

3 1 3 2 9

VR Counselor 1 3 1 3 8

Service Coord/ Personal Agent

4 1 0 0 5

School/Voc/Res 0 1 1 1 3

School/Voc 0 1 0 1 2

Family/School/ Self-Advocate

0 1 0 0 1

Family 1 0 0 0 1

Other 6 6 1 6 18

Totals 91 79 59 97 3262 1 = If a person attended more than one OELN CSET event, they are counted in these data each time

they attended. 2 = Although 341 attendees participated in CSET events, data are available from 326 of those attendees. Reviewing attendance lists, there were a total of 176 different individuals who attended at least

one of the four OELN CSET events, and 23 attended all four events.

The intent for the OELN CSET training was to increase the number of qualified Employment

Support Professionals by 100 with at least 50 persons who were new to the training and core

competency content. To determine performance related to this contract item on persons new

to the training, WISE included questions in the registration process, included in Table 8.


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Table 8. Experience Level Reported by OELN CSET Attendees

Question #

Respondents1 # Responding

“Yes” “Yes” % of

Respondents

Do you currently serve individuals through vocational rehabilitation (VR) funding?

3262 213 65%

Have you ever helped someone with an intellectual or developmental disability obtain and/or maintain individual employment in the community?

326 272 83%

Did you attend any Oregon Employment Learning Network (OELN) trainings last year (fall 2012 or winter/spring 2013?

326 75 23%

Have you ever received training on this topic? 326 180 55%

Do you plan to take the Association for Supporting Employment First (APSE) Certification for Employment Support Professionals Exam (CESP) when it is offered in the fall of 2014?

326 149 46%

1 = Data include duplicated counts if one person attended more than one CSET seminar. 2 = Data were reported by 326 of the total 341 attendees.

Thus, based on self-report, it appears that about 146 or 45% of 326 attendees responding met

the criterion of being new to the training and core competency content, far surpassing the goal

of 50 participants. Because this is a duplicate count if the same person attended more than one

seminar, Table 9 summarizes unduplicated counts for the question, “Have you ever received

training on this topic?” A total of 107 unduplicated participants responded they had not

received previous training on at least one of the seminars they attended (1-4 seminars).

Eight unduplicated individuals who attended all four seminars indicated they had not received

previous training on any of the topics.

Table 9. Unduplicated Attendee Counts Related to Previous Training by Number of Seminars Attended

Number of “No” responses by an individual to the question, “Have you ever received training on this topic?”

1 2 3 4

No. of seminars that individual attended

1 57

2 9 5

3 16 4 3

4 1 2 2 8


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(c) Leadership of Provider Agencies. The project is very aware that training direct service staff

to implement the methods of developing individual integrated community employment, and

methods for providing training and support to individuals in those jobs, will have little success if

the organizations for which they work are not committed to using the skills and methods within

their organization. In many cases, organizations have to make changes in how their jobs are

structured, paid, and supervised in order to successfully changeover from segregated services

to integrated community employment. The project used two primary strategies to address this:

1) sponsoring two two-day specialty in-person trainings expressly designed for organizational

leaders to assist them in developing and managing their roadmap to change, and 2)

encouraging leaders to attend the OELN CSET events in addition to sending their employment

staff.

A total of 25 agencies (unduplicated count) and 40 different people attended at least one of the

two events for leaders. Twelve different agencies and 14 individuals attended both events. In

addition, because the nature of changeover is that it must be designed for and by each agency

undergoing the change, session leaders invited a team of participants to join a web meeting

with seminar staff to assist in planning the second event. The topics at the leadership events

included: leadership for change, the business case for change, logic models as a tool to guide

change, planning for communications, organizational culture, staffing for success, model of

renewal, management systems, and open discussions. Participants also had a chance to interact

with staff from the state Employment First office. Both sessions highlighted the story of

AtWork!, which had provided large sheltered workshops in the Seattle, Washington area.

Across eight years, AtWork! has moved 85 individuals previously served in sheltered workshops

into community jobs, and made a total of 256 placements since they began the change process

in 2006. Chris Brandt, Chief Executive Officer, has been an invaluable resource to agencies

undergoing this change. In addition to this set of workshops, organizations in Oregon have

independently engaged Ms. Brandt to provide training to their staffs and/or boards.

To determine how many managers were registering for OELN CSET events, the registration

process included the question, “Do you currently serve in a management role at your

organization (if applicable)?” Of the 326 attendees who responded to this question, a total of

147 respondents (45% of total respondents, duplicated count) indicated “yes.” This mixture of

management and non-management staff suggests that many of the participating organizations

are aware of and supportive of the training received by their staff. This participation by

management indicates a commitment by those organizations to use the acquired skills within

their organizational structures.


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(d) Evaluation. Each event included an evaluation of aspects of the training, including

presenters, materials, value of the information, and location. Results of evaluations, by event,

have been summarized and reported to DHS through links in the Monthly Activities Report.

Participant registration and attendance figures were provided above, and also were included in

Monthly Activities Reports. The counts of registrants and attendees for webinars

underestimates the actual totals, as participants from the same agency and/or communities

were encouraged to participate in a webinar under a single registration.

Overall, participants were very pleased with the content, presenters, and logistics for all events:

The average level of satisfaction across OELN CSET sessions was 4.36 out of 5 possible

points, averaged across individual scores.

The average level of satisfaction across the two Specialty in-Person Trainings on

organizational change was 4.57 out of 5 possible points, also averaged across individual

scores.

The results of the CSET evaluations received, organized by training topic, are included in Table

10. Table 11 summarizes evaluations for the two Specialty Trainings for Organizational

Leadership on changeover from facility-based to integrated community jobs.

Table 10. Feedback Summaries for OELN CSET Sessions October 2013 through August 2014

Seminar #

Responses Training Presenter Materials

Value of Infor-

mation Location

Time of the

Training

Overall Average

Intro. to SE, Discovery, & Career Planning

452 4.50 4.68 4.13 4.61 3.80 4.28 4.50

Job Development & Marketing

401 4.27 4.46 4.31 4.44 3.69 4.07 4.27

Social Security Benefits & Work Incentives

292 4.04 4.20 4.10 4.23 3.82 3.73 4.04

Systematic Instruction & Follow-along

495 4.48 4.77 4.30 4.47 3.53 4.23 4.48

Overall Average1 for

OELN CSET

(1640 Total)

410

4.36 4.57 4.22 4.46 3.69 4.12 4.36

1 = Overall average was calculated from all individual scores, rather than session averages, due to the variation in the number of responses for each type of seminar.


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Table 11. Feedback Summaries for Specialty Sessions on Organizational Change

Questions April 30-

May 1 Session1

September 3-4

Session Overall

How well did you understand concepts and strategies related to changing over your services to integrated community jobs PRIOR to the session?

3.43 3.13 3.233

How well do you understand concepts, strategies and of changing over now, AFTER this session?

4.00 4.35 4.233

Change from PRIOR to, to AFTER the session +.67

(+13.4%) +1.22

(+24.4%) +1.00

(+20.0%)

Please rate your overall satisfaction with the session handouts.

4.29 NA2 4.29

Please rate your satisfaction with the session activities.

4.57 NA2 4.57

Please rate your satisfaction with the opportunity for discussion & application.

4.57 4.69 4.653

Average satisfaction (handouts, activities, discussion) 4.48 4.69 4.573 1 = Although 38 participants attended the April/May session, only 7 completed on-line feedback forms (18% response rate). Therefore, for the September session, we used pencil and paper feedback forms distributed at the end of the event. In September, with 17 participants, we received 16 feedback forms (94% response rate; 1 participant had to leave prior to distribution of the forms). 2 = The September agenda was based on an “open space” concept, in which the participants defined the topics and activities after they have arrived at the session. Therefore, this item was not included in the feedback questions. 3 = Overall average was calculated across all individual scores, rather than session averages, due to the variation in the number of responses for each session.

Participants at the two Organizational Leader/Changeover events also responded to open-

ended questions. Their comments are summarized by question in Table 12. Often participants

wrote a response that was divided into separate phrases to be categorized. Therefore, the

number of comments is always larger than the number of people responding.


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Table 12. Summary of Open-Ended Feedback from Organizational Change Participants

Question # of People Responding

# of Comments

What did you find most effective about this session? 23 28

Networking/conversations/ideas 15

Safe, open environment for discussion 4

Support from group 2

Structure of the agenda 2

Other (Tools, Pareto Chart, Preparation for session by participants, Facilitation of discussion as it evolved, Topic: Culture, Hearing successes, Hearing from others with similar issues)

7

What was the most important thing you learned from the session? 23 32

Tools (e.g., Performance Engineering Matrix, Grid,

Communications plan/tools, Data collection)

9

How to…(do it, bring back message, gather info, build team) 6

We can to it together/Just do it 5

Collaboration (Importance of…) 3

Where others are struggling 2

Other 7

What could have been done to improve the session? 19 22

Nothing 8

More participants 3

Heat in the cabins 2

Redirecting off-topic conversation 2

Other (While I understand that everyone pays more attention when there are minimal links to the outside world, Some access is necessary; Longer breakout sessions; Longer breaks; Schedule 2 more sessions; Email questions to presenters prior to session; Structured fun; Perfect combination of information and activities)

7

(2) Service Coordinator/Personal Agent Trainings (a) Participants. Three trainings designed specifically for Personal Agents and Service

Coordinators were held in Bend, Eugene, and Portland in July 2014. A total of 136 individuals

registered for the events and 96 attended, compared with our goal of 100 attendees. Figure 1

summarizes the Participant roles for those who attended these trainings.


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Figure 1. Summary of participant roles of SC/PA training attendees.

These attendees included representatives from 15 CDDPs and nine Brokerages throughout the

state. Table 13 includes a list of the CDDPs and Brokerages represented at the trainings.

7

3

4

5

28

49

0 10 20 30 40 50 60

Other

Vocational Rehabilitation

Brokerage Other

CDDP Other

Personal Agent/Lead Personal Agent

Case Manager/Service Coordinator

Number of Participants at SC/PA Training by Role

Effective between October 1, 2013 and September 30, 2014, Contractor will conduct three (3) trainings statewide for the Service Coordinators of Community Developmental Disability Programs (CDDPs) and Personal Agents of Support Service Brokerages (Brokerage), providing an overview of the CSET concepts. (a) The goal of the trainings is to provide at least 100 Service Coordinators and/or Personal Agents with the CSET concepts so Service Coordinators and/or Personal Agents understand the anticipated Employment Specialist skills and how this may impact coordination of employment services and outcomes for an individual. Additionally, goal is to have at least one Services Coordinator or Personal Agent from each current CDDP and Brokerage participate in one (1) of the three (3) trainings. Solicitation of training participants will be a mutually shared responsibility between Contractor and DHS. (b) Trainings must have a minimum of twenty (20) participants registered or training will be canceled and rescheduled. Cancellation shall be mutually agreed to by DHS and Contractor. If total projected participation for the contract period effective October 1, 2013 is below thirty (30), then this may initiate renegotiation of paragraph (3)(a-b) of section 2(d )of Exhibit A, Part 1. (c) Provide a summary of each training activity with participant evaluations and attendance records.



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Table 13. CDDPs and Brokerages Represented at the SC/PA Training Events

Type of Organization

CDDPs, Brokerages and Other Organizations Participants Attending Represented

CDDPs (by County) 15 Counties Represented

Clackamas, Columbia, Coos, Crook, Deschutes, Douglas, Grant, Jackson, Jefferson, Lane, Multnomah, Polk, Union, Washington, Yamhill

Brokerages 9 Brokerages Represented

Community Pathways, Inc.; Creative Supports, Inc.; Eastern Oregon SSB; Full Access; Inclusion, Inc,; Mentor Oregon (Portland Metro, Mid-Valley); Resource Connections of Oregon; Self-Determination Resources Inc.; Southern Oregon Regional Brokerage

Others Attending Linn Benton Lincoln Education Service District; UCP Connections (2); Independent contractor; OVRS (Eugene branch; Administration); DHS Central (3)

(b) Evaluations. The SC/PA Post-Training Survey was completed by 69 people (59 SC/PA; 4 DD

Program Managers or Supervisors; 1 ODDS staff; 2 Vocational Service Provider/Independent

Contractor; 1 Case Manager/Personal Agent also identified as a Family Member). The average

level of satisfaction across all three Service Coordinator/Personal Agent Trainings was 3.76 out

of 5 possible points. Table 14 provides scores for several specific aspects of the training, by

location and overall.

Table 14. Average Scores Across SC/PA Training Events

Training Presenter Materials

Value of Information

Location Time of the

Training Overall

Eugene 3.88 4.35 4.00 4.06 3.59 3.76 3.94

Portland 3.21 4.00 3.58 3.44 3.61 3.44 3.54

Bend 3.92 4.38 4.15 4.08 4.38 4.23 4.19

Average 3.51 4.16 3.79 3.71 3.75 3.67 3.76

Twenty-four attendees wrote additional comments. Table 15 summarizes these comments.

Table 15. Summary of Comments After SC/PA Trainings

Type of Comment

# Sample Comments

Positive 6 Well informed trainers, good delivery & stories, did good job of acknowledge people's frustration's and giving examples of positive experiences.

I was glad to learn with employment services. There is a lack of educational connection between them & us.

Great person-centered thinking


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Type of Comment

# Sample Comments

Negative 11 Specifics not provided for case manageress to be able to do their jobs with services that have already been rolled out. Today was an overview but it should have been specific and detailed.

Training was long - split up time would be easier w/ our caseloads.

Role play was not helpful, basic case management at most- no real value there. Examples of extremely cognitively disabled clients path to employment would have been more helpful than the ones offered.

It would have been nice to have all the tools to do the job rather than not answering questions or even having some solutions. Nearly every question (unanswered) was shifted back to person who asked.

This would've been much more valuable and meaningful 4-6 mos. ago.

Too many break out group activities with shifting in the room. Too many examples of high functioning individuals when we get caught up in the low functioning aspects. PA/SCs are different-different resources available so we don't always speak the same language. This can be frustrating in trainings. What specifically is my role in this as an SC/PA?

No free parking. Only present best case scenarios with special test groups.

This training would be more beneficial for job developers and/or job coaches. This is all great information, but it doesn't all apply to me as a SC.

Neutral 2 Thank You

Look forward to the associated FAQs

Other 4 PAS, CMS, VR, Providers, Employers, Family not all on the same page or have access to all the same resources

Need more training on new OARs. Funding etc. w/ Employment First.

Much of the focus was on specific individuals and stories. My concern is not how to get jobs for these people or who can work, but how to fit this extensive, detailed plan into our busy schedules.

The "How" is needed along with the "What" & "Why". What is the incentive for the state to push employment as opposed to community-based alternatives? E.g. I have a customer who found a volunteer job at a horse ranch/farm while looking for paid employment w/ a job developer. He absolutely loves it even though it will likely never turn into paid work (He gets free lessons out of it and other things). His J.D. never found work for him. I do not feel any need to approach employment w/ him.

Suggestion 1 There are a lot of materials in the binder that were not discussed. At least touching on them would have been nice.


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Figure 2 presents the responses given when asked, “Implementing what you learned from this

training: What would assist you in putting this information into action?” A total of 59

participants provided 128 responses to this question.

Figure 2. Summary of SC/PA responses to: “What would assist you in putting this information

into action?”

Fifteen individuals gave 31 “Other” responses to this question. Table 16 summarizes the items

in the “Other” category.

Table 16. Summary of “Other” comments from SC/PAs related to “What would assist you in putting this information into action?”

Category Number of Responses

Difficulty doing this with current workload/need smaller caseload 10

More information needed 6

Increase community capacity to do employment 5

Educate other groups as well 4

Opportunity to network with others in same role, similar issues 2

Other (Streamline paperwork, Establish a County Employment Specialist, Direct experience, Rally all PAs at agency)

4

15

8

16

27

29

33

0 5 10 15 20 25 30 35

Other (please specify)

Better technology

Work with management

More training

Address funding challenge

Increased outreach to other stakeholders

Number of Responses


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(3) SC/PA Training Module

At the time of this report, module content is being edited and nearing completion. Drafts have been provided to the Employment First Office. The module content will be vetted by the SCPA Stakeholder Workgroup at the end of September or early October. (4) Provider Training Module

The draft content for this module was provided to OTAC in February 2014. Project deadlines

shifted during the contract period. Module content has been vetted by the DSP Stakeholder

Workgroup and is undergoing final editing at the time of this report.

(5) Approval by ODDS Prior to Implementation

The project delivered all of the required training activities, plus additional events not required

by contract. No formal Technical Assistance activities, beyond Community Capacity Building

with local Employment First Teams, were required by contract nor delivered. The content of all

Effective between October 1, 2013 and September 30, 2014, Contractor will develop a training module, providing an overview of the CSET concepts, to be integrated into the basic core competency training modules for Services Coordinators of CDDPs and Personal Agents of Brokerages. Development of the module will be in coordination with DHS and Oregon Technical Assistance Corporation (OTAC). (a) The goal of the trainings is to provide Service Coordinators and/or Personal Agents with the CSET concepts so Service Coordinators and/or Personal Agents understand the anticipated Employment Specialist skills and how this may impact coordination of employment services and outcomes for an individual. (b) The training module will become the property of DHS.


Effective October 1, 2013 through September 30, 2014, Contractor will develop a training module, providing an overview of the CSET concepts, to be integrated into the Provider organization basic core competency training modules for staff of DHS certified and licensed DD Provider organization. Development of the module will be in coordination with DHS and Oregon Technical Assistance Corporation (OTAC). (a) The goal of the trainings is to provide staff of DHS certified and licensed DD Provider organizations with the CSET concepts so staff understands the anticipated Employment Specialist skills and how this may impact coordination of employment services and outcomes for an individual. (b) The training module will become the property of DHS.



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training and Technical Assistance activities conducted were submitted, adjusted if needed, and

approved by the Employment First Office prior to implementation. In addition, the delivery

method, description, and learning objectives were approved prior to implementation. There

was no request made by WISE to adjust the number of training or technical assistance activities.

In addition to scheduled events, the project completed other presentations at Forums and

meetings, described below:

Pacific NW APSE Forum, November 14-15, 2013. Two WISE and one OTAC staff persons

attended this conference. WISE staff presented the draft CSET Training Plan as an informational

session, and met with many EF Team members and provider staff attending the event.

ORA Quarterly, Portland, January 16, 2014. Two WISE staff persons attended this Quarterly to

provide information on the OELN CSET training plan. With about 80 attendees, the staff took

questions and provided later follow-up on information, if needed.

Living Opportunities. WISE/OTAC staff person Emily Harris spent June 10-11, 2014 with staff at

Living opportunities providing intensive training and technical assistance on person-centered

employment planning and practice.

Rotary Partners for Work (PFW). The WISE staff person responsible for this project, Debbie

Moore, completed a phone-based presentation and discussion with members of the Lane

County Employment First Team during a monthly meeting. A few members who had attended

the May webinar Debbie had presented had requested that information about the project be

shared with the full team. WISE Executive Director, Cesilee Coulson, presented PFW to the Bend

Rotary club at their weekly meeting at the request of the Central Oregon EF Team and the Bend

Rotary President.

e. Community Capacity Building


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(1) Existing Local Employment First Teams

(a) Support to Existing Teams. The Employment First Implementation Project Team provided

support to all eleven of the previously existing Local Employment First Teams. Support included

attending meetings in-person or by phone, providing requested materials and advice, and other

technical assistance. Information on teams was provided in the Monthly Activities Reports, and

items submitted by teams have been posted on the employment-first.org website.

In addition to existing teams, the project began supporting a new team in Marion County, as of

November 2013. The project director, Cesilee Coulson, personally visited 10 of the 12 EF Teams

during the year to review team objectives, describe project plans, and answer any questions the

teams had.

(b) Reports of Support Provided. Each Monthly Activities Report included information related

to support provided to local Employment First Teams.

(c) Monitoring of Overall Outcomes of Existing Teams. Evaluation and monitoring of

Employment First Teams is ongoing. A summary of team objectives and status will be included

in the next final report, due at the end of the amendment period.

(2) Provide support to DHS for CSET innovation, demonstration and learning designed to

improve collaboration and outcomes

Contractor will provide support to DHS for CSET innovation, demonstration and learning

designed to improve collaboration and outcomes. The content of the support will be

developed in collaboration with DHS.

Contract #143999 Statement of Work item 2.e.(2)

Contractor will provide on-going support to the eleven (11) existing Local Employment

First Teams during the term of this Contract. Contractor’s support of the Local Employment

First Teams will include: (a) Regular monthly support to existing teams located in

Multnomah, Washington, Clackamas, Deschutes, Lane, Jackson, Tillamook, Yamhill,

Umatilla, Mid-Columbia and Josephine counties. (b) Provide DHS regular reports of the

support provided to the Employment First Teams. (c) Evaluation and monitoring of the

overall outcomes of existing teams.

Contract #143999 Statement of Work item 2.e.(1)


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Project staff planned a consistent weekly meeting schedule with DHS leadership to provide

updates on the implementation of the CSET plan. Project staff and DHS leadership held a range

of conversations with regard to the need for capacity building, organizational specialties,

geographical differences and leadership development with the primary focus being on the

implementation of the Executive Order in related areas. Areas of emphasis were the CSET and

the ongoing support to the Employment First teams.

(3) Increase the Number of Employment Support Professionals Qualified to Provide Discovery/Career Exploration Service.

With the approval of the EF Office, to date the project has scheduled six of the ten Discovery/Career Exploration trainings (See Table 17), to be performed by Griffin-Hammis, a state-approved entity for providing Discovery/Career Planning training. These events have been announced and posted on the employment-first.org website. Registration is open for all of these events. The remaining four events are currently being scheduled to occur after the first of the year. Table 17. Scheduled Discovery/Career Planning Trainings

Date Location Presenter

9/15-9/16/2014 Portland Cary Griffin

9/18-9/19/2014 Pendleton Cary Griffin

10/02-10/03/2014 Medford Janet Stevely

10/07-10/08/2014 Eugene Cary Griffin

10/09-10/10/2014 Bend Cary Griffin

11/13-11/14/2014 Salem Janet Stevely

Data summarizing registration, attendance, and participant feedback on these events, as well as

the number of employment support professionals qualified to provide Discovery/Career

Effective 7-1-2014 through 6-30-2015, Contractor will increase the number of employment

Support Professionals who are qualified to provide the Discovery/Career Exploration

service. Contractor will provide ten (10) Discovery/Career Exploration trainings, at two (2)

days each, in various locations across Oregon. Trainings must be designed to meet the

expectations and outcomes of the Executive Order 13-04. Trainings will be prioritized for

provider organizations operating sheltered workshops and their employment specialist.

Trainings shall have a minimum of ten registered participants per training, with the goal of

increasing the number of qualified Employment Support Professionals throughout Oregon.

The goal is to increase the number of qualified Employment Professionals by at least 50.

Amendment #2 to Contract #143999 Statement of Work item 2.e.(3)


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Exploration service (i.e., attended a training by an approved training entity), will be included in

Monthly Activities reports and summarized in the next project final report.


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f. Advice to DHS Leadership

Scheduled and Completed Calls and Meetings. All required conference call and on-site

meetings with DHS, ODDS, and OVRS were held unless cancelled based on mutual agreement or

necessity of DHS staff.

During this project period, conversations between WISE and the DHS Employment First staff

have included a wide range of topics, including:

The Discovery process as it relates to Job Development and ensuring that these two services are linked together.

The components that should be included in a community-based employment path service.

Provider credentialing.

The role of service coordinators and personal agents related to Employment First.

The core competencies for service coordinators and personal agents for planning for employment services.

School to Work strategies used in the state of Washington, including early engagement activities, partnerships, and long-term strategies.

Employer engagement.

Policies and service definitions for employment used in the state of Washington

Provider transformation from facility-based to services that support integration in the community.

Use of local leadership teams—encouraging goal setting and providing “light” support, to keep them as organic and self-directed as possible.

(1) Contractor shall participate in weekly conference calls with DHS to discuss contract activities and strategies. Dates and times of the calls shall be mutually agreed by the parties. Calls during any particular week may be cancelled by mutual consent of the parties. (2) Contractor will meet with DHS representatives for at least three (3) sessions in Salem to work with and advise ODDS, OVRS, and other DHS leadership on strategic planning and implementation strategies. The dates for the meetings with DHS will be set based on a mutually agreed schedule. The specific agenda for sessions will be developed jointly by the Contractor and designated staff at least one (1) week prior to the meeting or work day. (3) The goal of the strategic planning and implementation strategy meetings shall be to

further promote the Employment First policy and accomplish the employment outcome goals.

Contract #143999 Statement of Work item 2.f.


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g. ODEP

(1) Tracking, Reporting and Invoicing ODEP Activities

WISE has tracked, reported and invoiced the ODEP activities (those funded by ODEP) separately

from the training and Technical Assistance activities throughout the period of this contract.

ODEP activities were invoiced separately from invoices for work performed under Contract

#143999.

(2) Fiscal Agent and Administrative Fee

WISE served as the fiscal agent for the ODEP funds. An administrative fee for fiscal agent

services of 10% was assessed on the monthly brokered funding amount.

Contractor will track, report and invoice the ODEP activities (those funded by ODEP)

separately from the training and Technical Assistance activities.

Contract #143999 Statement of Work item 2.g.(1)

Contractor will serve as fiscal agent for the ODEP funds only. Contractor will be allowed to

charge an administrative fee for fiscal agent services up to 10% of the monthly ODEP fund

balance.

Contract #143999 Statement of Work item 2.g.(2)


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3. Delivery Schedule a. Monthly Project Reports

(1) Monthly Training and Technical Assistance Reports WISE provided Monthly Activities reports each month throughout the project, beginning with

October 2013. Each report included the required elements, with the exception of logs of

Technical Assistance requests which was removed from the contract. Future monthly Activities

Reports also will include information on OELN Discovery/Career Planning trainings.

(2) Monthly CSET Communications Report

Each Monthly Activities report also included information and statistics related to CSET

communications, until that task was removed from the contract. In addition, the report

included any responses received each month to the survey on the effectiveness of the

Employment First website and newsletter.

Contractor will submit, with the Contractor’s invoice to the attention of DHS’ designee,

monthly reports on the status of Contractor’s major activities, including:

(1) Monthly Training and Technical Assistance Reports. (a) Any training event reports and

records cross referenced to the project training calendar; (b) Communication plan results

and event records with a Stakeholder utilization count; (c) Logs of Technical Assistance

requests, responses, and the time required b Contractor to meet the TA request need; and (d)

Reports on Provider and community capacity building activities and results. The Provider

and community capacity building reports may be submitted once a calendar quarter, e.g.,

January through March.

(2) Monthly CSET Communications Report. Establish and provide Stakeholder

survey/feedback opportunities on the effectiveness of Employment First Initiative website and

newsletter. Contractor will provide monthly reports to DHS reflecting Contractor’s

responses to survey/feedback.

Contract #143999 Statement of Work item 3.a.

(e) OELN Employment Specialist CSET Trainings; (f) OELN Discovery trainings/mentoring

activities.

Amendment #2 Contract #143999 Statement of Work item 3.a.(1)

Establish and provide Stakeholder survey/feedback opportunities on effectiveness of

Employment First initiative website and newsletter. Contractor will provide monthly reports

to DHS reflecting Contractor’s responses to survey/feedback.

Contract #143999 Statement of Work item 3.a.(2)


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b. Training Needs and Resources Inventory

The inventory can be accessed at http://employment-first.org/resources/ and, in a more visual

format, at http://www.scoop.it/t/employment-resources/. Updates were completed as

scheduled.

c. Development and Management of Supported Employment Training

All activities required by this item were provided as required.

(1) By October 31, 2013 Contractor will develop and deliver to DHS the CSET training plan

cnd schedule through September 30, 2014;

(2) By November 30, 2013, Contractor will develop and deliver to DHS a schedule and a

draft of the overall training and Technical Assistance plan for review by ODDS and

interagency partners.

(3) By December 31, 2013, Contractor will provide a written final overall training and

Technical Assistance plan to DHS for review and approval; and

(4) By August 31, 2014, Contractor will evaluate the effectiveness of the training activities

completed to date in section 2(d)(1) through (5), and provide a report to the DHS which

shall include but is not limited to data reflecting numbers of participants, geographic

locations, agency affiliation, and numbers of participants who have subsequently applied for

and passed national certification.

Contract #143999 Statement of Work item 3.c.

By December 31, 2013 and August 31, 2014, Contractor will deliver updated training needs

inventory and the resources inventory to DHS in electronic and written format.

Contract #143999 Statement of Work item 3.b.

http://employment-first.org/resources/

http://www.scoop.it/t/employment-resources/


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d. Training and Technical Assistance Activities

(1) By January 15, 2014, and monthly thereafter until the end of the Contract, the Contractor

will establish and monitor a web based project calendar that will: (a) List events, activities,

and forums with projected dates in order to provide a schedule and planning guide for target

audiences; and (b) Maintain quarterly information on the utilization of the training

and Technical Assistance activities.

(2) By September 30, 2014, Contractor will provide at least ten (10) trainings based on

CSET core competencies. (a) The goal is to increase the number of qualified Employment

Professionals by 100. At least fifty (50) of which must be new to the training and core

competency content. (b) Provide a summary of each training activity with participant

evaluations and attendance records.

(3) By September 30, 2014, Contractor will provide at least three (3) trainings integrating

the CSET concepts into the Services Coordinator/Personal Agent core competency trainings

to Community Developmental Disability Program (CDDP) Services Coordinators and

Support Service Brokerage (Brokerage) Personal Agents. Each current CDDP and

Brokerage must

have at least one (1) Service Coordinator or Personal Agent participate in the training. (a)

The goal of the trainings is to provide at least 100 Services Coordinators and/or Personal

Agents with the needed core competencies. (b) Provide a summary of each training activity

with participant evaluations and attendance records.

(4) By September 30, 2014, Contractor will develop a training module, providing an

overview of the CSET concepts, to be integrated into the Service Coordinator/Personal

Agent basic core competency training modules for Services Coordinators of CDDPs and

Personal Agents of Brokerages. Development of the module will be in coordination with

DHS and Oregon Technical Assistance Corporation (OTAC). (a) The goal of the trainings is

to provide Service Coordinators and/or Personal Agents with the CSET concepts so SCs/PAs

understand the anticipated Employment Specialist skills and how this may impact

coordination of employment services and outcomes for an individual. (b) The training

module will become the property of DHS.

(5) By September 30, 2014, Contractor will develop a training module, providing an

overview of the CSET concepts, to be integrated into the Provider organization basic core

competency training modules for staff of DHS certified and licensed DD Provider

organization. Development of the module will be in coordination with DHS and Oregon

Technical Assistance Corporation (OTAC). (a) The goal of the trainings is to provide staff of

DHS certified and licensed DD Provider organizations with the CSET concepts so staff

understands the anticipated Employment Specialist skills and how this may impact

coordination of employment services and outcomes for an individual. (b) The training

module will become the property of DHS.

Contract # 143999 Statement of Work item 3.d.


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All items required by this part of the contract were delivered as required. Specifically, the project completed or maintained: 1. A Web-based project calendar.

2. Sixteen in-person trainings based on CSET Core Competencies.

3. Three in-person trainings for Services Coordinators/Personal Agents integrating CSET

concepts.

4. A training module integrating CSET concepts for the Services Coordinators/Personal Agents

basic core competency training.

5. A training module with an overview of CSET concepts for the Provider agency basic core

competency training modules.

6. Two Specialty in-person sessions for organizational leaders.

Training and Technical Assistance Plans

All items required by this section of the amendment have been completed as required. e. Advice to State Leadership

Completed as mutually agreed.

(1) Contractor shall participate in weekly conference calls with the DHS to discuss contract

activities and strategies. Dates and times of the calls shall be mutually agreed by the parties.

Calls during any particular week may be cancelled by mutual consent of the parties.

(2) Effective October 1, 2013, and by September 30, 2014, Contractor will meet with DHS

representatives for at least three (3) sessions in Salem during the course of this contract. The

dates for the meetings with DHS will be set based on mutually agreed schedule.

Contract # 143999 Statement of Work item 3.e.

(6) By July 31 2014, Contractor will develop and deliver to DHS the OELN training plan

and schedule through June 30, 2015;

(7) By July 31, 2014, Contractor will develop and deliver to DHS a schedule and a draft of

the Discovery/Career Development training plan for review by ODDS and interagency

partners;

(8) By August 15, 2014, Contractor will provide a written final overall training and

Technical Assistance plan through June 30, 2015, to DHS for review and approval;

Amendment #2 to Contract #143999 Statement of Work item 3.d.


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f. CSET Communications

Completed each month until the requirement for newsletters was removed from the WISE

contract.

g. ODEP

Completed as required by contract.

h. Final Report

The current document represents this final report. The deadline for submission was changed in agreement with the Employment First Office.

4. Specifications or Performance Standards

A final report summarizing Contractor’s activity, evaluating overall impact, and making

recommendations for the sustainability of training and Technical Assistance capacity

through August 31, 2014 shall be submitted to DHS by the Contractor by September 15,

2014.

Contract #143999 Statement of Work item 3.h.

By October 1, 2013, and monthly thereafter until end of contract, establish and provide

Stakeholder survey/feedback opportunities on effectiveness of Employment First initiative

website and newsletter. Contractor will provide monthly reports to DHS reflecting

Contractor’s responses to survey/feedback.

Contract # 143999 Statement of Work item 3.f.

Contractor will continue to serve as fiscal agent for the ODEP funds only. Contractor will be

allowed to charge an administrative fee for fiscal agent services up to 10% of the monthly

ODEP fund balance.

Contract # 143999 Statement of Work item 3.g.

Pursuant to ORS 279B.055(2) DHS requires that the Contractor meets the highest standards

prevalent in the industry or business most closely involved in providing the appropriate

goods or services.

Contract # 143999 Statement of Work item 4.


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All activities within this contracted project were carried out by well-trained and highly

experienced training and consulting staff, whose work meets the highest standards prevalent in

the industry of employment services for individuals with intellectual and developmental

disabilities.

Evaluation of Overall Impact of the Employment First Implementation Project

Funding levels and the one-year timeframe of the contract places limits on conducting a

thorough evaluation of the outcomes and impact of the activities. It is possible, however,

through process outputs and other measures to provide some indicators of overall impact.

1) Response to Training and Technical Assistance

Approximately 366 people attended in-person events across the year

Due to the policy of encouraging local download sites to register one person but

have many attend a webinar, we do not have an accurate count of attendees, but

well over 100 Oregonians benefited from access to WISE Employment First webinars

at no cost to them or to the contract.

Participants in events were highly satisfied with the training offered

The average level of satisfaction across 16 OELN CSET sessions, was 4.36 out

of 5 possible points.

The average level of satisfaction across two Specialty in-Person Trainings for

organizational leaders on changeover from facility-based services was 4.57

out of 5 possible points.

2) Changes in OELN Participating Agencies and Communities with Local Employment First

Teams

Local Employment Teams are increasing the presence of Employment First in

communities around Oregon, including finding jobs for job seekers and extending

membership.

Agency Changes. While no formal survey has been conducted, OELN participants

have reported many changes that they have made in their agency as a result of

participation in OELN:

Changed how they work with students transitioning out of high school, so

these youth would not go into the sheltered workshop


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Developed community-based sites for assessments and training.

Added or expanded discovery processes to assist in better understanding

possible work options for individuals they serve.

Supported individuals to develop/maintain their own businesses for self-

employment.

More providers are beginning to believe. Through relationships developed at training

sessions, and visits to other programs that “are doing it,” more service provider staff

and leaders are beginning to believe that changeover to integrated community

employment is possible and is the right thing to do.

3) Overall Impact on Employment

Individual service planning includes Employment First conversations. More service

coordinators and personal agents are now experienced in having these

conversations, and are beginning to add Career Development Plans into their work.

Reporting on individuals employed in integrated settings. The state Employment First

Office is now issuing two detailed reports each year on the status of individuals with

intellectual and developmental disabilities related to employment.

Increased momentum for Employment First. There are many indicators of increased

momentum, including:

The number of Local Employment First Teams expanded, with a new team

self-organized in Marion County, and now supported by the project.

Activities sponsored by Local Employment First Teams helped to raise both

service system and community awareness of Employment First and the

benefits of hiring persons with intellectual/developmental disabilities.

There has been a high level of interest in the ongoing CSET training series as

well as training for organizational leaders. OELN participants were eager,

active, engaged learners, struggling with how to transform what they do—

both as individuals and as organizations—to the new vision of Employment

First.

The number of participants in Employment First training events, and the

number of different organizations represented, demonstrate that the

capacity of service providers to implement integrated employment for the

individuals they serve has increased.


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Recommendations and Progress Achieved

Based on our work, the WISE Employment First Implementation Team has several

recommendations. These are summarized below along with information on the rationale for

the recommendation and, when appropriate, progress achieved related to them.

Goal: The Statewide Infrastructure is in Alignment with and Promotes Employment First.

Recommendation #1: Dedicate specific staff to support and monitor implementation of the

Employment First initiative.

The Employment First Office, the Oregon Department of Education, and the Office of

Vocational Rehabilitation have assigned several staff, located around the state, to

supporting and monitoring implementation of the Employment First Initiative.

Recommendation #2: To achieve the desired employment outcomes, work on restructuring

service rates should continue with a focus on supporting integrated employment options, and

ensuring that: a) there is sufficient funding for smaller organizations and those that provide only

individual supported employment services to be sustainable, and b) that the funding plan

ensures that individuals with greater barriers to employment are not left behind.

New Employment Service rates were implemented in September. The effect of these

rates—both intended and unintended—must be monitored and adjustments made to

ensure that they don’t have a dampening effect on smaller service providers, those which

provide only individual supported employment services, or the ability to move individuals

experiencing greater challenges to employment into community jobs.

Recommendation #3: Further clarify how the concept of consumer choice relates to the

advancement of improving integrated employment outcomes and produce procedures and

training in support of the policy clarification.

Services Coordinators and Personal Agents are on the front line of supporting consumer

choice. Choices—particularly those available due to public funding—have boundaries. The

issue with Employment First is to determine what boundaries would be reasonable. Choice

is particularly complex when working with individuals whose experience is very limited, or

who have difficulties expressing their meaning clearly. This complexity is compounded by

the influence that family members, friends and service providers may have on individual


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“choices.” It is insufficient to say an individual with I/DD has choice, when the person’s

primary experience has been with segregated, sheltered settings.

Recommendation #4: Establish quality assurance/monitoring mechanisms that are consistent

across the state and that provide information and support to providers for improving

performance.

Personal Agents and Service Coordinators also are responsible to monitor the

implementation of plans. These roles need the leadership, clear responsibility, and training

to be able to monitor plans to ensure they are supporting movement toward community

employment. However, because this is such a new, developing set of skills for providers,

these quality assurance activities must support provider improvement, rather than punish

poor performance.

Recommendation #5: Provide leadership for Employment First, but also ensure that state

systems and requirements are sufficiently flexible to support local innovation and development.

Approaches to getting to Employment First are as different as the individuals seeking

employment, the businesses which offer jobs, and the communities in which they live. The

state’s role should be to define the outcomes, goals, and parameters for the delivery of

Employment Services, but not to limit flexibility by defining a single way in which a process

must be accomplished. Policy on Discovery/Career Exploration services is a good example of

that, where the components are defined, but providers have the option to seek approval

from the state for the Discovery and Vocational Profile tool that works best for them.

Recommendation #6: Continue to streamline the data system to include information across

both the Brokerage and Comprehensive system.

Currently, two separate data systems exist—one for the Comprehensive system and one for

Support Services Brokerages. One system provides data by county, the other doesn’t. One

system provides data by employment service provider, the other doesn’t. In addition, data

collected only at six month intervals have limited utility and do not support rapid reaction to

needs indicated by the data. Being able to review hours, wages and numbers of individuals

within the service categories across the brokerages, and by county, would allow for better

local and state management, as well as better support for targeted training and technical

assistance.


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Recommendation #7: Provide leadership to ensure that Employment First efforts are integrated

at all levels.

At this time, there are many divides and silos within the Employment First movement in

Oregon, and some of these have been purposeful. Collaboration across silos will greatly

enhance the ability to implement Employment First. For example, joint planning across

training and Technical Assistance projects, across CDDPs and Brokerages, and across

stakeholders at the community and at state levels to examine outcomes, clarify systems

questions, and strategize next steps will optimize efforts. This collaborative work is critical

to future success.

Goal: Communities Have the Capacity to Implement Employment First.

Recommendation #1: Provide ongoing joint forums and workshops that include people in

different roles and address values, expectations and goals.

Integrated community employment requires the collaborative efforts of many stakeholders,

but the history of training in Oregon is that it is often specific to a single stakeholder group.

Bringing these staffs—OVRS; CDDP; Brokerage; Foster, Residential, and Employment Service

Providers—as well as parents, family members, individuals needing support and employers,

together will support a common community set of values, working relationships, and

language supporting community employment. Too often, training is designed and delivered

to a single audience, such as to service providers, to Service Coordinators/Personal Agents,

or to Vocational Rehabilitation Counselors. Joint events will do a better job of promoting

relationships that will support implementation of Employment First. While events targeted

to a single stakeholder group will continue to be useful, there must be many more

opportunities for integrated events as well.

Recommendation #2: Continue efforts to train provider organization staff with the outcome of

enhancing the technical skills necessary to achieve integrated employment for the individuals

they serve.

Both due to initial training needs and turnover experienced by agencies, service providers

need ongoing, consistent, predictable access to seminars such as the OELN CSET training so

that organizations are able to use in-person training for more in-depth training and network

development than on-line classes can provide. CSET training must continue to be provided

every year, in various geographic locations around the state.


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Recommendation #3: Support efforts by ODDS employment service providers to achieve vendor

status with OVRS.

Becoming an OVRS vendor opens a new funding stream to provide community assessment,

job development, initial placement, and other services to individuals with I/DD, and

improves the financial stability of providers. It is a benefit to ODDS when a provider is able

to access OVRS funds to serve a person with I/DD, and allows one organization to work with

the job seeker from the beginning of the service delivery process through placement and

job stabilization.

Recommendation #4: Provide long-term technical assistance and support to organizations,

including those providing Alternative to Employment or Day Habilitation services, to assist them

to changeover from facility-based or non-work to integrated community employment.

The changeover process typically requires a long-term commitment and substantial changes

to many aspects of the organization. How revenues are gained, what characteristics are

important in hiring new staff, what competencies are required and how they will be

documented, the messages that organizational leaders and the culture carry, the systems

for supporting dispersed staff—are just a few examples. In addition, a focus on providing

short-term technical assistance supports will not assist organizations who serve individuals

with the greatest challenges to get into work.

The support for changeover may be provided through structured technical assistance to

individual organizations, as well as through forums focused on organizational change. Such

forums bring together organizations having similar struggles to support each other by

sharing strategies that work. The Organizational Leader Specialty events held under this

contract are an example of an ongoing, group-based strategy for supporting change that

should be continued.

Recommendation #5: Provide training and technical support to providers related to self-

employment strategies, which may be a viable option for some individuals with intellectual and

developmental disabilities.

Self-employment is an option within Employment Services. Indeed, for some individuals,

self-employment may be the best choice to take advantage of particular interests and

talents. At the last Meet at the Mountain, a small group of providers self-organized to


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develop an interest group in self-employment, and have continued to be active in seeking

support. Both Griffin-Hammis Associates, a nationally recognized training and technical

assistance provider on self-employment, and WISE would be able to provide training and

technical assistance in this area to ensure that the businesses are well-developed and

provide for high levels of community integration.

Recommendation #6: Develop a statewide public sector employer initiative to support provider

efforts to develop public sector employment opportunities for individuals with intellectual and

developmental disabilities.

In February 2014, there were 293,000 government employees working in Oregon,

accounting for roughly 17 percent of the state's employment1. This a sector of employment

that presents challenges to local providers, since, at least for state jobs, personnel practices

are largely controlled centrally. However, barriers to state level public sector employment

could be addressed by a single initiative led by the Employment First Office, facilitating the

work done in communities by providers. Strategies might include obtaining a directive from

the Governor for employment of people with intellectual and developmental disabilities

within state government, and working with Oregon’s Enterprise Human Resource Services

to: 1) accommodate state hiring processes, and 2) provide support to state offices on

accommodating job tasks.

Recommendation #7: Support training on assistive and information technology for teachers,

employment agencies, personal agents, service coordinators, families and individuals, including

technology companies as training partners.

Twenty-first century assistive and information technology offers tremendous opportunity

both for managing employment services and for supporting individuals with intellectual and

developmental disabilities to work. However, not all professionals and families are familiar

with the most recent technologies and how they could be used to support the Employment

First movement.

Recommendation #8: Target employment program managers, in addition to organization

leaders, for training and support.

These mid-level program managers are the future leaders of Oregon’s service providers,

and the stronger their skills and commitment to community employment, the better long-

term outcomes will be achieved. Targeting mid-managers will allow organizations to build

1 Drawn from http://www.olmis.org/olmisj/ArticleReader?itemid=00006781 9/28/2014.

http://www.olmis.org/olmisj/ArticleReader?itemid=00006781


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internal staff development capacity to complement community-based core training through

OELN.

Goal: Individuals with Disabilities and Their Family Members Promote Employment First.

Recommendation #1: Improve access to benefits counseling and planning resources so that

individuals, family members and representative payees understand the relationship between

work and benefits.

Many individuals and their families have misunderstandings and fears about the potential

loss of benefits should employment be attained. It would be appropriate to involve parent

organizations in leading this information and education effort, and to ensure that schools

understand the relationship between work and benefits so they can build those discussions

into IEP meetings.

Employment support staff, Personal Agents, and Service Coordinators also need to have a

good understanding of the impact of employment on benefits, as in their roles they are able

to work with individuals and families who expect loss of benefits. The content related to

benefits planning, however, is complex, varying with the types of income support an

individual receives. Therefore, a network of well-trained benefits planning experts is a key

resource for professionals to break down this barrier to employment.

Goal: Communities Implement Employment First.

Recommendation #1: Ensure that schools, beginning at an early age, help families to have an

expectation that their son or daughter will work in a job after the end of their school years and

be contributing members of society.

Continue efforts to work with the Oregon Department of Education to ensure that students

have relevant work experience while in school, leave school with a job, and experience a

seamless transition from school to adult life. In addition, it is important that schools build

curricula that emphasize the role of work in their adult lives for students with disabilities of

all ages. With this effort in schools, both the families and their communities will develop an

expectation of employment for youth with disabilities.


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Recommendation #2: Provide support through Local Employment First Teams to develop a

deeper level of collaboration across providers, schools and other stakeholders related to

Employment First and, in particular, related to marketing and job development.

As state level policy and systems are clarified, communities will be better able to identify

ways in which they can collaborate to achieve greater outcomes. Training, technical

assistance and funding should support—rather than put barriers to—collaboration.

Recommendation #3: While each of the involved state offices—Department of Education, OVRS,

and Employment First/ODDS—have developed a cadre of regional specialists in Employment

First, we also recommend that Employment First leadership be identified at the local level, in

Community Developmental Disability Programs and Support Services Brokerages, as well.

Although all Adult System Services Coordinators and Personal Agents will need to be well-

trained in their roles related to Employment First, in these first years, having a local expert

that is responsible for the implementation of the employment policy and quality assurance

will assist these staffs when facing more complicated issues.

Considerations for Sustaining Training and Technical Assistance Capacity

As required by Statement of Work item 3.h.in Contract #143999, this section of the report includes the project’s recommendations for the sustainability of training and Technical Assistance capacity.

Recommendation #1: Enhance the resources available to support needed training and technical

assistance activities, making them available to training and technical assistance providers

throughout each biennium.

The continued growth of Employment First will require ongoing training and technical

assistance for a range of stakeholders, at multiple levels, over the life of Employment First.

Resources may primarily be drawn from state funding, but related grant or other contract

opportunities that may become available through Federal or other sources also could be

used to supplement state funds. While it is prudent to withhold a small pot of funds for

addressing emergent needs, most training and technical assistance state funds available for

a biennium should be contracted as early as possible in that biennium, both to give the

most access to training and technical assistance, and to reduce or eliminate periods when

no state-funded training and technical assistance are available due to delays in contracting.


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Recommendation #2: Coordinate associated training and technical assistance activities with

other Employment First Office, ODDS and OVRS functions to assure that activities, such as

Individual Support Plan development, licensing, and monitoring complement and support the

Employment First initiative.

There are many “moving parts” and players in expanding Employment First in Oregon.

While it is difficult to coordinate them all, it is important to ensure that other parts of the

system don’t place barriers in the way of providers trying to change how they do business in

order to implement Employment First.

Recommendation #3: Develop targeted relationships with families and businesses to build their

capacity to provide support to others.

Family members and businesses that have had good experiences with integrated

employment can be powerful allies when working with their peers. By finding families and

businesses willing to provide information related to the benefits of employment, both to

families of individuals with intellectual and developmental disabilities, and to business

people, Oregon will achieve greater success in expanding integrated employment.

Recommendation #4: Work with community colleges, colleges, and universities to incorporate

information and training related to Employment First strategies and skills to expand options for

achieving competence.

The course offered by Highline Community College in Washington is an excellent example of

partnering between a community college and the developmental disability service system

to offer a high quality program that yields well-qualified candidates for Employment First

positions. The three-term, one day per week format provides participants with hands-on

opportunities to practice skills, as well as sets the foundation for long-term supportive

relationships with their peers. The design ensures that participants practice—both within

the class setting and at home during the week leading to the next class—so that participants

leave with generalizable skills, rather than simply an awareness or knowledge about the

skills needed to implement integrated employment. The class has many benefits. Follow-

up studies completed with Highline graduates have found that they stay in their jobs longer

than the average for employment specialists. This reduction in turnover is likely due to

several factors: both feeling competent in your job and having access to a network of peers

to provide support are known to increase job retention.


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Conclusion

This report confirms and verifies that all requirements under above referenced contract

have been met.

ATTACHMENT 1

Core Competencies and Training Standards Supported Employment Professionals

Documents

Employment First Implementation Team Final Report ... · Employment First Training and Technical Assistance Final Report September 29, 2014 A. Introduction This report summarizes