What goes into determining support hours?. DDD Employment & Day program services. Goal of today’s training :. Process overview Employment program services – Individual Employment (IE), Group Supported Employment (GSE), Prevocational support (PVS) Community Access (CA) program services
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DDD Employment & Day program services
Day - CAProcess overview:
These items are new – effective in Jan.:
DDD determines the number of hours the client may receive for employment services by using the following information:
DDD determines the client employment status to be:
(1) "Working" when one of the following conditions are met:
(a) In the past twelve months prior to the DDD assessment:
(i) Client has been employed for nine consecutive months; and
(ii) Earned at least minimum wage. or
(b) Client is self‑employed
(2) "In Training / Job Development"when you do not meet any of the conditions for "working."
The following factors detailed in your client’s employment plan:
(1) Independent in finding and maintaining employment;
(2) Employment is stable;
(3) Natural supports are effective;
(4) Job schedule does not require the full amount of support hours;
(5) Client chooses to receive fewer hours; or
(6) Other factors identified in the client’s employment plan.
The following factors detailed in the client’s employment plan:
(1) Client’s work schedule;
(2) The number of jobs;
(3) The appropriateness of job match;
(4) Natural supports available to on the job;
(5) Health limitations;
(6) Provider travel time and distance;
(7) Behavioral or physical needs that may affect the safety of the person and others while at work;
(8) Other factors detailed in your employment plan.
Based on Support Intensity Scale - percentile range/ band per level and support hours:
Make sure client’s employment plan is up to date.
Review the support hours provided to the client during the pass months (year).
Determine the amount of client support you are proposing.
Ensure CRM has been provided with the most recent copy of client’s employment. plan/progress report or bring to assessment.
Consider having a conversation with your County regarding client’s future support needs.
These items are new – effective in Jan.:
Blank plans & instructions are located: http://www.dshs.wa.gov/ddd/counties.shtml
Be prepare to talk about individual’s employment support needs.
Discuss changes and/or continued support needs for client including:
Movement towards employment goals (is the person stuck);
Changes in job or job supports;
Behavioral or physical needs that affect safety;
Provider travel time or distance;
Other items identified in client’s employment plan.
County Service Authorization (CSA)
Provider must communicate to CRM as soon as possible (ASAP) if the client’s ISP hours do not continue to meet the client’s employment support needs or if the client has a change in program. Justification information must include:
The client’s high support level allows for 26 hrs./mo. Jerry will need an additional 14 hrs./mo. in his new job at the City of Olympia to support him in this 10 Hr./wk. job as a receptionist.
Jerry needs support to continue to learn the new job tasks and to get a routine system down. The goal over the next three months is to help Jerry to be more independent as he masters each job task.
DVR was initially utilized. Provider is working to identify and build on natural supports.
Jerry’s high support level allows for 23 hrs./month. ABC Supporter is asking for 50 hrs./mo. of support for the plan period.
Jerry has worked for Costco 4 years. Her employer requires 1:1 support to maintain safety. Jerry works 11 hrs./week M, W, F 12 – 2:30pm. ABC-S continues to work on travel training to and from Jerry’s work as she is resistive to getting on the bus as she has gotten lost several times. Approximately 1-2 hrs./month are spent on record keeping.
ABC-S has tried several prompting systems to address travel to work with no success to date.