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DSP Credential Programs BREAKING THROUGH TO: COMPETENCE CREDENTIALS CAREERS

DSP Credential Programs BREAKING THROUGH TO: COMPETENCE CREDENTIALS CAREERS. Marianne Taylor, M.A., Moderator/Presenter NADSP Founding Board Member Bristol Community College, Fall River, MA ( marianne.taylor@bristolcc.edu ) PANELISTS Joe Angelelli, PHI -PA, and Leslie Minnich, DSP,

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DSP Credential Programs BREAKING THROUGH TO: COMPETENCE CREDENTIALS CAREERS

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  1. DSP Credential ProgramsBREAKING THROUGH TO:COMPETENCECREDENTIALSCAREERS Marianne Taylor, M.A., Moderator/Presenter NADSP Founding Board Member Bristol Community College, Fall River, MA (marianne.taylor@bristolcc.edu) PANELISTS Joe Angelelli, PHI -PA, and Leslie Minnich, DSP, Amy Gerowitz, M.B.A, Director, Ohio PATHS and and Stacey Krohn, CAP Kathy Stiffler, PH.D., Director Individual Support Systems and Pricilla Walker, APC, DSS and Seressa Opoku, APCKansas Ad ASTRA Credentialing/Apprenticeship program

  2. The Agenda: • Why create a skills credential program? • An overview of the National Alliance for Direct Support Professionals (NADSP) Direct Support Credential Programhttp://www.nadsp.org/credentialing • Get under the hood! Examples of existing skill certificate programs

  3. Vision & Purpose for Direct Support Workforce Development • Provide meaningful career pathways • Stabilize the workforce • Update support skills • Improve quality of training & educational opportunities for DSPs • Improve quality & outcomes • Keep the promise of quality and continuity

  4. The View of Direct Support as a Profession is at the heart of the NADSP Credential The Direct Support Professional assists the participant to lead a self-directed life and contribute to his/her community; and encourages attitudes and behaviors that enhance inclusion in his/her community

  5. Integrity & Responsibility Justice, Fairness & Equity Respect Relationships Advocacy Person Centered Support Promoting Physical and Emotional Well-Being Confidentiality Self-Determination Candidates must commit to the NADSP Code of Ethics

  6. Certificate Competency Areas Vocational, Educational & Career Support Crisis Intervention and Prevention Organizational Participation Documentation Facilitating relationships Person Centered Support Supporting Health & Wellness • Participant Empowerment • Communication • Assessment • Community and Service Networking • Facilitation of Services (Planning) • Community Living Skills • Education, Training, Self Development • Advocacy

  7. NADSP Certificate is designed to include: • Consumers’ satisfaction with the DSP • Training/education targeted to specific learner outcomes (skill standards, practice guidelines) • utilizes reliable / authentic assessment strategies (portfolio) • guided/monitored by local partnership • includes work based learning • defines process for renewal

  8. ? ? Positive Behavior Support Inclusion Health Care Support Supervision/Mentoring 3. Direct Support Specialist Direct Support Certified -200 Instructional Hours; 3000 hours of mentored work-base learning Portfolio demonstrating mastery in 8 of 15 competency areas. $150.00 2 1 Direct Support Registered (DSP-R) $50.00 The NADSP Credential Framework

  9. Direct Support Registered (DSP-R) Requirements • Criminal background check • Employer verification of required training • Six months continuous DSP employment • Letters of commitment to the profession and DSP • Fee for DSP-R: $50.00

  10. DSP Certified (DSP-C) Requirements • DSP-Registered; • Complete an approved educational or training program (200 instructional hours and 3000 on the job hours); • Two years DSP experience • Submit a professional resume and update letter of commitments to profession and ethical code • Consumer/family recommendation • portfolio with work samples from 8 of 15 skill areas • Fee for DSP-C: $150.00 Re-Certification for the DSP-C is required every two years – 20 hours CEUs

  11. Direct Support Specialist (DSP-S) • DSP-Certified; • Complete approved continuing education in the area of specialization (40 hours); • Portfolio work sample in the specialization area; • One year experience in specialized support area • Employer recommendation • Fee for DSP-S: $100.00

  12. US Dept of Labor Apprenticeship Guidelines • Skills Mentor guides work-based (on the job) learning • Proof of wage progression • Proof of career progression • Program for “on the job” learning: 3000-4400 hours Topics – job description and requirements, Overview of needs of people receiving support; employer’s philosophy & mission; employer policy & procedures; Mastery of Community Support Skill Standards • Program for Related Instruction – classroom based: 216 hours aligned with Community Support Skill Standards Intro to (Name population) Ethical & Professional Practice Supporting People’s Well Being Special Topics Customized to Planning & Facilitating Support work setting Empowerment and Citizenship Supporting Healthy Lifestyles

  13. Spotlight on some DSP credential programsKS Ad AstraOhio PathsPennsylvania

  14. Spotlight on Ad AstraKansasKathy StifflerPricilla Walker, APCSeressa Opuku, APC

  15. PATHS: Ohio’s DSP Credentialing Program OADSP – Ohio PATHS Symposium Strengthening the HCBS Direct Service Workforce May 8, 2008 Amy Gerowitz , MBA Stacey Krohn, CAP

  16. PATHS – Mission and Vision Mission: To create a competency based and credentialed career path for direct support professionals. Vision: A sufficient, highly skilled human service workforce encouraging and supporting people with disabilities to lead self-directed lives.

  17. About the PATHS Credentialing Program Organized as a program of the Ohio Alliance of Direct Support Professionals (OADSP) Started as a collaboration between stakeholder groups and initial funding from the Ohio Developmental Disabilities Council and organizational and program support from OPRA. Marianne Taylor our educational and technical consultant – 2001 – 2005 Ongoing funding, ODDC, ODMR/DD, ODJFS, tuition, in kind contributions.

  18. High Level Recognition that DSPs are essential Addressing the challenge of recruiting and retaining direct support professionals has to be a priority. A shortage of well-trained, high skilled support workers is one of the most significant barriers to improving the quality of life for individuals with mental retardation or other developmental disabilities. That is why PATHS is valuable.” John Martin, Director ODMR/DD February, 2008

  19. The PATHS Certificate Levels Certificate of Specialized Skill and Knowledge (Level 4) Certificate of Advanced Proficiency in Direct Support (Level 3) Certificate of Initial Proficiency in Direct Support (Level 2) Registration Level (Level 1) MTaylorHSRI

  20. What We’ve Accomplished – Where We’re Headed 350 credentialed candidates Regional Councils PATHS license, curriculum and advanced courses Partnership with Workforce Investment Boards – Project Connect Outreach throughout the state Outreach to independent providers

  21. Special Projects and Initiatives Owens Community College Connection Defining outcome and performance measures with Intensive Technical Assistance Grant Partnerships with OPRA, ODDC, ODMR/DD, ODJFS, People First to name a few. Kits and advanced courses Project Connect Technical assistance to new regions Impact on the lives of DSPs and people with disabilities

  22. Increasing Recognition of DSPs • ODMR/DD Future’s Committee • ODMR/DD must clearly articulate the content of the required training to ensure that it is job-related and enhances the knowledge/skills/abilities of persons who provide direct services. • Recruitment and retention of competent and caring DSPs is a critical component of quality outcomes for individuals receiving services. • ODMR/DD should ensure that training is available statewide • They are actively supporting the PATHS program

  23. Empowerment P.A.T.H.S. provided different approaches to develop individuals’ capabilities and strengths.

  24. Advocacy P.A.T.H.S. helped us to learn how to identify a need, and then how to approach through the right channels to get it addressed.

  25. Facilitation of service P.A.T.H.S. helped us to understand the alphabet soup of human services’ lingo.

  26. Networking and retention P.A.T.H.S. helped us to find our place in our work so we can inspire new staff, promoting the same mission and vision.

  27. Graduation An important and festive event for credentialed candidates, their families and friends.

  28. PATHS and OADSP Future Developing sustainable partnerships. Credentialing and advanced courses for DSPs and front line supervisors. Deepening connections with families and independent providers. Defining and measuring outcomes. Increasing awareness among policy makers.

  29. For More Information about the PATHS and OADSP Partnership OADSP and PATHS: Amy Gerowitz, agerowitz@ohiopaths.org PATHS: The DSP Experience: Stacey Krohn, skrohn@bittersweetfarms.org ODMR/DD Perspective: Leslie Minnich, leslie.minnich@dmr.state.oh.us ODJFS: Bib Manev: ManevB@odjfs.state.oh.us

  30. Spotlight on PennsylvaniaJoe Angelelli, PHILeslie Minnich, DSP

  31. Questions?

  32. "The future belongs to those who believe inthe beauty of their dreams."Eleanor Roosevelt • The Direct Support workforce are the leaders of tomorrow. To ensure a quality future workforce, we must invest our time and energy today to ensure these leaders acquire the skills needed. • Mark Floretta, DOL ATELS St. Louis Office

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