SLIDE 1
SB18-145:
SUPPORTED EMPLOYMENT PROVIDER STANDARDS
SLIDE 2 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
SLIDE 3 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.
SLIDE 4 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
SLIDE 5 MINIMUM QUALIFICATIONS
- Either nationally recognized Training Certificate
- r 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;
SLIDE 6
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.
SLIDE 7
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.
SLIDE 8
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.
SLIDE 9
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.
SLIDE 10
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.
SLIDE 11 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
SLIDE 12 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
SLIDE 13 COMMENTS AND QUESTIONS
What questions or comments do you have?
Email augusta.Klimek@state.co.us to comment after today’s meeting.
