SB18-145: SUPPORTED EMPLOYMENT PROVIDER STANDARDS BACKGROUND - PowerPoint PPT Presentation

SB18-145: SUPPORTED EMPLOYMENT PROVIDER STANDARDS

BACKGROUND INFORMATION • SB 18-145 • Provider standards for those providing supported employment services • Nationally recognized Supported Employment training or certification • Reimburse training/certification costs • Data collection and reporting

WHY? Despite having the ability and desire, eighty-five percent of adults with intellectual and developmental disabilities are either unemployed or underemployed due to barriers to competitive integrated employment. - SB18-145

IMPLEMENTATION STEPS • Benefits Collaborative • Partnered with Health Care Policy & Financing (HCPF) • 2 public meetings held (October and December) • Stakeholder discussions • Legal analysis and consultation • Draft rule written and published • Public meeting April 30 • Revisions to draft use based on stakeholder input

MINIMUM QUALIFICATIONS • Either nationally recognized Training Certificate or nationally recognized Certification in Supported Employment • Must address identified core competencies • Core values and principles of supported employment; • Person-centered and team approach; • Individualized career assessment and planning; • Individualized job development; and • Individualized job coaching;

CORE VALUES AND PRINCIPLES OF SUPPORTED EMPLOYMENT Priority of employment for all working-age persons with disabilities, and the belief that all people are capable of full participation in employment and community life. These values and principles are essential to successfully providing Supported Employment Services.

PERSON-CENTERED PROCESS The process identifies the strengths, preferences, needs (clinical and support), and desired outcomes of the individual and individually identified goals and preferences related to relationships, community participation, employment, income and savings, healthcare and wellness, and education. The Person- centered approach includes working with a team where the individual chooses the people involved on the team and receives: necessary information and support to ensure he or she is able to direct the process to the maximum extent possible; effective communication; and appropriate assessment.

INDIVIDUALIZED CAREER ASSESSMENT AND PLANNING This process is used to determine the individual’s strengths, needs, and interests to support career exploration and leads to effective career planning, including the consideration of necessary accommodations and benefits planning.

INDIVIDUALIZED JOB DEVELOPMENT Identifying and creating individualized competitive integrated employment opportunities for individuals with significant disabilities, which meet the needs of both the employer and the individual. This competency includes negotiation of necessary disability accommodations.

INDIVIDUALIZED JOB COACHING Providing necessary workplace supports to individuals with significant disabilities to ensure success in competitive integrated employment and resulting in a reduction in the need for paid workplace supports over time.

TIMELINE TO BE QUALIFIED • 5 year implementation period • Implementation begins after July 1, 2019 • Fully implemented by July 1, 2024 • New providers after July 1, 2024 • 2 years to become fully qualified • Supervision by fully qualified provider • 1:1 meeting 2x/month; and • Onsite job shadowing 2x/12 months

REIMBURSEMENT Funds appropriated to HCPF • • Reimburse available to providers • $1200 for 40 hour training, includes training fees and staff time; • $300 for certification • Pre-approval procedure details not included in DVR draft rule • Pre-approval will be required • HCPF and DVR seeking to partner to maximize funding available

COMMENTS AND QUESTIONS What questions or comments do you have? Email augusta.Klimek@state.co.us to comment after today’s meeting.