tony@thearcca.org
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July 25, 2016  
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Editor's Note: The Arc is not an acronym; always refer to us as The Arc, not The ARC and never ARC. The Arc should be considered as a title or a phrase.

Tony Anderson, Executive Director, The Arc California
Monday July 25, 2016 (Legislature Summer Recess (J.R. 51(b)(2) through July 31, 2016)
The National Alliance for Direct Support Professionals (NADSP) and the New York Regional Centers for Workforce Transformation (RCWT) will be hosting a webinar, What Workforce Transformation means to me as a Service Recipient and Family Member at 8 am (PDT). This webinar is part of a series of webinars that can be viewed in archive at http://www.workforcetransformation.org/Webinars.html.
 
Tuesday July 26, 2016
We'll be participating in the ARCA Forensic Task Force from 10 am to 2 pm at the Sheraton Grand Hotel chaired by Carlos Flores, Director of the San Diego Regional Center. The task force will discuss Grant Progress and issues beyond the grant such as Porterville Developmental Center, Incompetent to Stand Trial issues, and Lack of resources. To learn more about ARCA initiatives click here.
 
Wednesday July 27, 2016
The Catalyst Center and the Lucile Packard Foundation for Children's Health will be hosting a webinar, Coordinating Care for Children in Families with Complex Social and Health Needs-Research and Practice from9:30 to 10:30 a.m. "The lives of children and youth with chronic or complex medical conditions often are complicated by psychosocial issues and family problems such as poverty, poor parental health, substance abuse, domestic violence, and homelessness." Read more and register.

Disability Rights California and Western Center on Law and Poverty will provide information for families who reside in one of the 21 counties where children in CCS may be transferred into managed care. This webinar, "Family Protections and Continuity of Care in the New 'Whole-Child Model' for Children in California Children's Services"is sponsored by Family Voices of California and will begin at 12 pm Read more and register.
 
We'll be meeting with some stakeholders of the Tarjan Center at UCLA as part of the extensive strategic planning review of the center and will prepare a report that will help inform the center of stakeholder's views and ideas for future work. To learn more about the Tarjan Center visit their website.
 
Thursday July 28, 2016
The Arc will be hosting a webinar, Mental Health Courts and Individuals with I/DD: A Criminal Justice Solution? From 10:30 to 12 pm (PDT). "Mental health courts were created to divert offenders from prison into long-term community based treatment. These courts rely on assessments, treatment plans, and ongoing behavior monitoring to address both the mental health needs of offenders, as well as safety needs of the community. But, are they appropriate for people with I/DD? NCCJD will discuss the results of a recent survey of mental health courts serving people with I/DD. A historical perspective of mental health courts will be provided, and their role and purpose in the criminal justice system defined. We will discuss how the Mental Health and Developmental Disabilities Court specifically addresses the needs of individuals with I/DD and the benefits of serving them. Negatives of mental health courts and whether they are adequate to serve those with I/DD will also be addressed." Register here.
 
The LEAD Center will be hosting a webinar, Implementing the WIOA Final Rule (Title I) from a Disability Perspective: What Workforce Professionals and Partners Need to Know!, from 12:00 pm to 1:30 pm (PDT). "On June 30, 2016, the Departments of Labor (DOL) and Education (ED) issued a Joint Final Rule to implement the Workforce Innovation and Opportunity Act (WIOA). As noted by the Department of Labor (DOL), WIOA is landmark legislation that is designed to strengthen and improve our nation's public workforce system and help get Americans, including youth and people with significant barriers to employment, into high-quality jobs and careers. WIOA also assists employers in hiring and retaining skilled workers. Join this webinar to learn about the provisions in Title I of the Final Rule that create opportunities for youth and adults with disabilities.
 
Friday July 29, 2016
We'll be participating in the California Collaborative for Long Term Services and Supports, a coalition of statewide organizations that reach millions of seniors and persons with disabilities. Learn more about the CCLTSS coalition here.
 
Saturday July 30, 2016
We'll be attending Laurie Hoirup's Celebration of Life which will be held at her favorite place, the Old Sugar Mill Winery in Clarksburg, CA from 1pm - 4pm. Like so many of us in the disability community we were shocked and saddened to learn of Laurie's death reported in the Sacramento Bee after the 4th of July weekend. Laurie inspired leaders of The Arc of California with her story (I Can Dance, My Life with a Disability) and her view of disability advocacy. Laurie Hoirup, our friend and colleague, will be missed but not forgotten.

THE ARC UNITED CEREBRAL PALSY CALIFORNIA COLLABORATION:  Public Policy Reports 
 
State

The community providers of developmental services have now been notified of the rate increases they will be receiving as a result of the two-year campaign to stabilize the community service system. The increases are effective as of July 1, 2016 which means the first payments will come to the providers sometime in August 2016. We have learned from our chapters and from many other community providers that there are details about how to pass through and direct these funds that are unclear to them. Meetings with stakeholders and the department of developmental services have been ongoing to help clarify, meanwhile DDS is confident that the statute contains good guidance for how to direct the funds to be prepared for the October 2017 compliance audit. Below is part of that statute explaining the determination of the rate increases and the implementation (ABX2-1 - Page 95 of the PDF version).
 
SEC. 9. Section 4691.10 is added to the Welfare and Institutions Code, to read:
 
4691.10. (a) (1) Notwithstanding any other law or regulation, and to the extent funds are appropriated in the annual Budget Act for this purpose, the department shall provide a rate increase for the purpose of enhancing wages and benefits for staff who spend a minimum of 75 percent of their time providing direct services to consumers. The department shall not allocate more than one hundred sixty-nine million five hundred thousand dollars ($169,500,000) of the amount appropriated in the act that added this section for this purpose, plus any associated matching funds. The rate increase shall only apply to services for which rates are set by the department or through negotiations between the regional centers and service providers, and to the rates paid for supported employment services, as specified in subdivisions (a) and (b) of Section 4860, and vouchered community-based services, as specified in paragraph (7) of subdivision (c) of Section 4688.21. This section shall not apply to those services for which rates are determined by other entities, including, but not limited to, the State Department of Health Care Services or the State Department of Social Services, or are usual and customary.
 
(2) For the purposes of this subdivision, "direct services" are services, supports, care, supervision, or assistance provided by staff directly to a consumer to address the consumer's needs, as identified in the individual program plan, and include staff's participation in training and other activities directly related to providing services to consumers, as well as program preparation functions as defined in Section 54302 of Title 17 of the California Code of Regulations. State employees participating in the Community State Staff Program are ineligible for the wage increase described in this section.
 
(b) The rate increase specified in subdivision (a) shall be implemented in the following manner:
 
(1) With regional center participation, the department shall conduct a survey of a random sample of service providers in each service category eligible for the rate increase. The survey shall request information regarding all of the following and shall be returned to the regional center and department by April 15, 2016:
 
(A) Number of employees who spend a minimum of 75 percent of their time providing direct services to consumers and their total salary, wage, and benefit costs.
 
(B) Administrative costs as specified in subdivision (b) of Section 4629.7, including the number of employees and total salary, wage, and benefit costs associated with those administrative costs.
 
(C) Any other staff and their total salary, wage, and benefit costs that are not included in either subparagraph (A) or (B).
 
(D) Any other costs to the provider, other than the costs described in subparagraphs (A) to (C), inclusive.
 
(E) Any additional information, as requested by the department, to assist in the determination of rate increases.
 
(2) The vendoring regional center shall certify that, to the best of its knowledge, the survey results accurately reflect the services provided by each surveyed service provider. The results from the survey shall be used by the department to determine the rate increase to be applied, by service category. The rate increase shall be the same for all eligible providers in each service category and is intended to provide comparable increases across service categories for staff providing direct services as described in subdivision (a).
 
(3) By July 1, 2016, utilizing the data derived from paragraph (1), the department shall do both of the following:
 
(A) For those service providers whose rates are set by the department, notify those providers and the associated regional centers of the amount by which the rates are to be increased.
 
(B) For those service providers whose rates are set by negotiation with the regional center, notify the regional center of the amount by which the rates are to be increased.
 
(4) With regional center participation, the department shall conduct a survey, in a format determined by the department, of all providers who received the rate increase described in subdivision (a). Providers shall submit the completed survey to the department by October 1, 2017. The survey shall request information on how the rate increase was used by providers and shall include, but is not limited to, the following:
 
(A) Number of employees and their salary, wage, and benefit costs, and increases provided as a result of this subdivision.
 
(B) Percentage of time each employee spends providing direct services.
 
(C) Administrative expenses, consistent with subdivision (b) of Section 4629.7.
 
(D) Any additional information as determined by the department.
 
(c) Providers granted a rate increase pursuant to this section shall maintain documentation, subject to audit by the department or regional center, that the rate increase was used solely to increase wages, salaries, and benefits of eligible staff members spending a minimum of 75 percent of their time providing direct services to consumers.
 
(d) The rate increases calculated by the department pursuant to this section shall be effective July 1, 2016, and implemented as described in subdivision (b).
 
(e) Any provider that fails to report the information required by paragraph (4) of subdivision (b) to the department by October 1, 2017, shall forfeit the increases described in subdivision (a).
 
(f) In its 2017-18 May Revision fiscal estimate, the department shall describe the implementation of the increases provided pursuant to this section.
 
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National
 
Posted on July 21, 2016 by The Arc      
 
Washington, DC - The Arc, the nation's largest civil rights organization for people with intellectual and developmental disabilities (I/DD) and their families, released the following statement on the news that Charles Kinsey, a caregiver (commonly known as direct support professional) for people with disabilities, was shot while supporting a young man with autism:
 
"Earlier this week Charles Kinsey, a direct support professional for individuals with developmental disabilities, was shot in a situation that needlessly escalated. Individuals like Charles play an invaluable role in the lives of those they support. It isn't uncommon for their clients to see them as extended family and often direct support professionals put the wellbeing of those they are supporting ahead of their own, as was the case in this situation.
 
"While all the details of this incident have not been released, this case highlights a growing issue in our nation - the lack of training for law enforcement on how to safely and effectively interact with people with intellectual and developmental disabilities. From Ethan Saylor to Neli Latson and now Charles Kinsey, we continue to see how lack of training on supporting individuals with disabilities can pose a threat to the safety of our extended community. The fact of the matter is this incident was preventable. Collaboration between law enforcement and the disability community is the key to preventing future cases like this. We welcome the opportunity to work with law enforcement to help improve our criminal justice system and prevent future tragedy and injustice," said Peter Berns, CEO of The Arc.
 
"While staff are sometimes injured performing their job duties, we do not see them injured by law enforcement who so often answer our calls for assistance in our work. While we do not yet know all of the facts, it appears that Mr. Kinsey, like so many staff working with persons with disabilities would do, tried to protect the person he was charged with caring for. We hope for a full and speedy recovery for Mr. Kinsey," said Deborah Linton, CEO, The Arc of Florida
 
The Arc's National Center for Criminal Justice and Disability was established in 2013 to address situations like this, and the critical need for effective, evidence-based training for law enforcement and others in the criminal justice system. Funded by the Bureau of Justice Assistance, The Center created Pathways to Justice, a comprehensive training program facilitated through chapters of The Arc, which assists officers to both identify disability, and know how to respond in ways that keep all parties as safe as possible. This innovative training emphasizes a shift in thinking away from "crisis intervention" alone, to "crisis prevention" which promotes a problem-solving attitude among officers and helps them to define what is truly a crisis, and what is not. Piloted in five states to date, the training is being rolled out in six additional states in 2017.
 
 
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Greg deGiere, Director of Public Policy The Arc and United Cerebral Palsy California Collaboration
Bill File: The Arc California  
 
We're still waiting for the governor's action on AB 1272, click here to urge support for AB 1272, a bill to allow the courts to schedule specially trained prosecutors for cases involving people with intellectual and developmental disabilities (I/DD).
 
Current AB 1272 Alert: We once asked police and prosecutors to tell us what would help ensure people with intellectual and developmental disabilities (I/DD) get the justice they deserve for the crimes committed against them. One of their answers is being addressed in Assemblywoman Shannon Grove's bill AB 1272.
 
People with developmental disabilities are victimized by sexual assault and other violent crimes at much higher rates than the general population. Too often, the criminals who commit these heinous crimes are never convicted, and are set free to continue to prey on some of the most vulnerable people in society.  But now, Assemblywoman Shannon Grove from Bakersfield has won unanimous passage of a bill to remove one big barrier to convicting these criminals. It's AB 1272, which she introduced and carried through the Legislature at our request.

Please take 20 seconds to send one email to Governor Brown to ask him to sign the bill. This bill was enrolled yesterday and presented to the Governor at 4:30 pm so we need your help now! Then pass this alert along to your friends who also want to make a difference today!
 
What Does AB 1272 Do?
Simply allows the courts to schedule specially trained prosecutors for cases involving people with I/DD so they don't conflict in the schedule with other cases they are prosecuting.
 
Why?
Convicting criminals in one of these cases can be a tough job. It takes a prosecuting attorney who's trained and experienced, who understands that people with developmental disabilities can be very believable witnesses when questioned properly, and who has taken the extra time to work with the victim as much as necessary before the trial. 

The problem comes when the judge sets the trial date when that specially trained and experienced prosecutor already has another trial scheduled. A less skilled and prepared prosecutor may be assigned to the case of the victim with the developmental disability, and as a result the criminal may never be convicted.

This already is the same requirement for some other complex, difficult cases. Since judges follow the law and almost always avoid these scheduling conflicts why not put in place the same protections for a group of people who are victimized at one of the highest rates with one of the lowest conviction rates for their perpetrators?

 
MAKE A DIFFERENCE ACT NOW

Chaptered or Enrolled Bills Report 
  • AB 2791        (Medina D)   Community colleges: disability services. Status: 7/11/2016-Enrolled and presented to the Governor at 4:30 p.m. Position Support Criminal Justice, Safety & Civil Rights.
  • AB 1272        (Grove R)   Criminal procedure: trial schedule conflicts. Status: 7/11/2016-Enrolled and presented to the Governor at 4:30 p.m. position Support Health & Medica
  • AB 1568        (Bonta D)   Medi-Cal: demonstration project. Status: 7/1/2016-Chaptered by Secretary of State - Chapter No. 42, Statutes of 2016. Position Watch.
  • SB 815          (Hernandez D)   Medi-Cal: demonstration project. Status: 7/13/2016-Enrolled and presented to the Governor at 4 p.m. Position Watch Mental Health.
  • AB 847          (Mullin D)   Mental health: community-based services. Status: 4/11/2016-Chaptered by Secretary of State - Chapter No. 6, Statutes of 2016. Position Support Special Education.
  • AB 2248        (Holden D)   Teacher credentialing: out-of-state trained teachers: English learner authorizations. Status: 7/11/2016-Enrolled and presented to the Governor at 4:30 p.m. Position Support Voting.
  • AB 2252        (Ting D)   Elections: remote accessible vote by mail systems. Status: 7/11/2016-Enrolled and presented to the Governor at 4:30 p.m. Position Watch.
 
 
Greg

Thank you for your advocacy.
Greg deGiere
Public Policy Director
The Arc & United Cerebral Palsy California Collaboration
1225 Eighth Street, Suite 350, Sacramento, CA 95814
Community Organizing
 
Advocacy and Community Organizing
Tim Hornbecker, Director of Advocacy and Community Organizing
 
Community Organizing and Collaboration Plays Major Roll in This Year's Summer Leadership Institute (SLI).
 
The SLI is a national professional development conference for providers who support people with intellectual and developmental disabilities and their families. Most professional development events like this focus solely on issues that help executives provide quality services and to stay in compliance with a variety of regulatory issues related to human resources, Medicaid waiver rules, and fund raising. These are all important and necessary but advocacy and community organizing is equally important to our community.
 
Community Organizing sessions included efforts to create a developmental disabilities caucus in Connecticut, a campaign to focus on direct support professional's wages in New York, outreach to more volunteers including college students to expand reach for our community in Maryland, a long and sustained effort in Bakersfield California to improve access to public transportation, and of course our very Lanterman Coalition "10 Campaign". NCE has been consistently working on organizing since Barry Meyer, Executive Director, of The Arc Louisiana brought Mary Gonzales to train us during our national convention in San Diego in 2006.
 
Jim Baldwin, CEO of the Bakersfield Arc chapter, had one goal for himself when it comes to advocacy. If elected officials in Kern County have questions about intellectual and developmental disability issues, they will contact him! He related this goal to his fellow members of the National Conference of Executives 'Summer Leadership Institute', last week in Palm Springs, California. Over 150 CEO's and Senior Executive Managers from around the United States listened. Then Jim gave a great example of 'when Baldwin speaks, legislators listen'! He got a text message from Republican Assembly Member Shannon Grove, Dist. 34. She had a guy in her office asking for support of a 10% increase in state funding for people with I/DD. That guy was our own Tony Anderson, Executive Director and lobbyist for The Arc of California! Baldwin texted her back, he is an OK guy, listen to him!
 
Jim and Tony were on the same panel, Community Organizing for Impact-A View from the Field. I was so proud to have two of our top advocates on this impressive national panel. Jim addressed the local impact of community organizing in Bakersfield and Kern County. He explained how he used organizing techniques that he learned from the Gamaliel Foundation, gathering together other disability groups in his area. They formed a larger more powerful organization called VOICED (Voices of Integration: Communities Empowering the Disabled) in order to get the county to make bus stops accessible. He is now on the Transportation Planning Committee for the County!
 
Tony, on the other hand, spoke about our statewide community organizing efforts. He explained how we had started with Partners in Policymaking training, as well as Community Organizing Leadership workshops. He had previously given a separate 2 hour workshop explaining all of the "10 Campaign!" details, including the communication campaign. But he emphasized to this plenary session how the "Lanterman Coalition" of 25 organizations was formed, and the statewide coordinated rallies. Then he had the Governor and legislators coming to us to finally get the legislation passed increasing the state Developmental Disability budget by $550 million!
 
Great job sharing our local and statewide successes!
 
Tim Hornbecker, Director
Advocacy and Community Organizing tim@thearcca.org


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Teresa Anderson, Prevention Coordinator
PREVENTION ACTIVITIES
The following was forwarded to the CA FASD Task Force by Val Lipow of the FASD Network of Southern California...
 
Advancing Excellence in Practice and Policy: What Works for Families Affected by Substance Use, 2016 National Conference, Orange County, CA August 1-3, 2016.
 
Learn how to better serve children and families affected by prenatal substance exposure and substance use disorders by attending the CWLA 2016 National Conference. Are you serving infants, children and families affected by prenatal substance exposure and substance use disorders in your community? Join us at the CWLA 2016 National Conference, Advancing Excellence in Practice and Policy: What Works for Families Affected by Substance Use, to hear presentations on lessons learned from recent collaborative efforts, including best practices that improve outcomes for infants, children and families affected by prenatal substance exposure and substance use disorders.
Many communities are facing an increase in the number of infants with prenatal substance exposure and children and families affected by substance use disorders. Child welfare systems are reporting increases in caseloads, primarily among infants and young children coming into care. Hospitals are reporting increases of infants born with Neonatal Abstinence Syndrome. Substance use treatment systems are reporting increases in the number of individuals seeking treatment for opioid and other substance use disorders. This mixture of service systems often brings a considerable range and variety of approaches, affecting service coordination and sometimes further exacerbating the challenges faced by our most vulnerable children and families.

Children and Family Futures (CFF) is pleased to offer several sessions at the CWLA National Conference focused on the topics of best practices in serving infants, children and families affected by prenatal substance exposure and substance use disorders including:
  • Developing a Plan of Safe Care for Infants with Prenatal Substance Exposure, their Mothers and Caregivers: Collaborative Approaches Learned in a Six-Site Initiative.
    Presenters: Linda Carpenter, M.Ed. and Jill Gresham, M.A. (CFF), Mishka Terplan, M.D. (University of Maryland) and Mollie Greene (New Jersey Department of Children and Families)
  • Infants with Prenatal Substance Exposure: Developing a Plan of Safe Care for Infants and Mothers. Expert: Nancy K. Young, PhD, MSW (CFF)
  • Children's Services and Parenting Interventions for Families Affected by Substance Use and Child Welfare. Experts: Linda Carpenter, MEd (CFF) and Russ Bermejo, MSW (CFF)
  • Effective Collaboration: Lessons Learned from the Regional Partnership Grant Program. Presenters: Ken DeCerchio, MSW, CAP (CFF) and Elaine Voces Stedt, MSW (Children's Bureau Office on Child Abuse and Neglect)
  • Expanding and Enhancing Services to Children and Their Families Affected by Substance Use Disorders in Family Drug Courts: Outcomes and Lessons Learned from the Children Affected by Methamphetamine Grant. Presenters: Sharon Amatetti, MPH (Substance Abuse and Mental Health Services Administration) and Russ Bermejo, MSW (CFF)
  • Embracing the Strengths and Meeting the Needs of Families Affected by Substance Use Disorders. Presenters: Theresa Lemus, MBA, BSN, RN, LADC (CFF) and Ashay Shah, MSW (CFF)
CWLA's 2016 National Conference takes place August 1-3, 2016 at the Hyatt Regency Orange County. For more information about these sessions and to register for the conference, please click here.
 

Teresa Anderson, MPH
The Arc California
Prevention Coordinator
teresa@thearcca.org
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UPCOMING EVENTS
  
 
July 31-August 2, 2016
Registration Open for Reinventing Quality. The 2016 Reinventing Quality conference, Assuring Quality Lives for Everyone: Moving from the Why to the How, will be held July 31-August 2, 2016 at the Renaissance Baltimore Harbour place Hotel, in Baltimore, Maryland. The 2016 Reinventing Quality Conference is jointly hosted by the National Association of State Directors of Developmental Disabilities Services (NASDDDS), Research and Training Center on Community Living at the University of Minnesota, Human Services Research Institute (HSRI), University of Delaware National Leadership Consortium, American Network of Community Options and Resources (ANCOR), TASH, and American Association on Intellectual and Developmental Disabilities (AAIDD)
 
October 21 and 22, 2016 
Consortium for the Educational Advancement of Travel Instruction will be hosting. "Takin' It to the Streets: Skills to Further Enhance Your Practice of Travel Instruction ". ACVREP Credits Available, at RTC of Southern Nevada, 600 S. Grand Central Parkway, Suite 350, Las Vegas, NV 89106 (Space is limited to 100 attendees!). A few of the keynote sessions include: "The American with Disabilities Act - 25+ Years of Providing Freedom". Anthony A. Anderson, JD; "Boots on the Ground: 13,140 days as a career Travel Instructor and Certified Orientation and Mobility Specialist or Why my Hair Turned White at 30".Lydia Barden Peterson, MS; "Influencing Drivers and Reducing Street Crossing Risk: What Research Tell Us". Conference Registration: Early Bird (by 7/31) - $125, Advanced (8/1-10/14) - $150, On-Site (after 10/14) - $175. To register by mail or email, please use PDF form. Available here >>>. Online registration form and payment option using PayPal here >>>. Dates/deadlines and cancellation policy appear on the PDF form. HOTEL ACCOMMODATIONS: The Orleans
4500 West Tropicana Avenue, Las Vegas NV 89103
www.orleanscasino.com/groups or 800-675-3267, Group Name: CEATI     Reservation ID: A6RTC10, Questions? Email pfurlong831@gmail.com.
 
October 27-29, 2016
2016 National Convention & International Forum "Shaping the Future" will be in Orlando, FL this year and will be a joint disability event with The Arc of the United States and Inclusion International. "Join the global conversation as people from all over the world share best practices, struggles, successes, and hopes for the future. Our collective work is toward a common goal-to protect and promote the human and civil rights for individuals with intellectual and developmental disabilities in the U.S. and abroad. Attendees can expect to make enduring personal and professional connections while learning how to shape the future for the better.

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RECENTLY RELEASED REPORTS, STUDIES, ETC.
 
Community Services Reporter July 2016
By National Association of State Directors of Developmental Disabilities Services (NASDDDS)
 
According to a recent article in Governing magazine regarding government data, it was recognized that data without good people who can wisely and attentively use it produces little real value. As indicated in the article, "Strong leaders recognize the importance of recruiting, training and retaining valuable employees."
Highlights from the article include:
  • Use data to efficiently enhance staff skills and maximize their impact.
  • Leverage data-driven management and create a "culture of continuous improvement."
  • Use data to find and validate improvement opportunities through performance reporting and data analytics.
  • Share data with stakeholders to have meaningful evidence-based discussions about performance.
  • Provide data to the public, businesses, and researchers to gain additional insights and develop community-driven solutions.
  • Establish a clear and consistent channel to communicate successes (and areas needing improvement).

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NEWS ARTICLES
 
FastCompany July 21, 2016
By Scott Monette
 
Everyone deserves a chance to succeed. And by my estimation, no group has been refused that opportunity more than people living with disabilities (PLWD). Sadly, less than one-fifth of this population is employed. Even though I've made expanding opportunities for PLWD my life's work, I nearly denied my first PLWD hire, Andrew, a fair shake. My company sells wine and donates all profits to nonprofits, so we host tastings at grocery and liquor stores. Now one of my top employees, Andrew began his first tasting in 2015 like a pushy car salesman. "Too many employers see inability before giving PLWD a chance." Within minutes, I was reconsidering my hire, anxiously coaching him between interactions. And something happened that, in hindsight, I should've expected: Andrew listened to me, improving his approach with each customer. After all, nobody gets a new job right on the first shot. By tasting's end, customers were lining up to speak with Andrew. We wound up selling twice our normal volume that day. Something else happened, too. I discovered the true value of employing PLWD-not as token employees but as real members of my team. Now, three of my 10 employees are PLWD, and as I've learned, integrating PLWD into a workforce takes a little finesse but is well worth the effort. If you're an entrepreneur or business leader, these are a few ways you can hire and prepare PLWD to become some of your most indispensable employees.
 
1. Start With An Introductory Program
On Andrew's first day, I mistakenly threw him into the fire with little preparation. Instead, take some time and care with the on-boarding process. You can even progressively acclimate newly hired PLWD through internships, on-location work trials, or job shadowing. The Institute for Corporate Productivity (i4cp) found that nearly three-quarters of employers participating in these programs saw positive results; only 8% said support needs were greater than anticipated. In 2009, AMC Entertainment began hiring PLWD. To integrate its new talent, the theater chain collaborated with the Autism Society in Bethesda, Maryland. When asked about the program's results, AMC's chief people officer told Bloomberg, "You end up being a healthier company from a lot of different perspectives: innovation, engagement, morale, productivity."   So while your crew flourishes because of your inclusion program, rest assured knowing your company will benefit, too. The i4cp study found that employing PLWD increased customer satisfaction by 44% and enhanced brands by 34%.
 
2. Find The Best Fit
As is true for any employee, PLWD on your team thrive when their roles match their skills. Fortunately, PLWD have succeeded across employment categories, including administrative work, facility maintenance, food service, and patient care. "In one exercise [meant to highlight unconscious bias] . . . some highly educated PLWD were judged to be unfit for the very roles they were working in." If you're not sure which roles within your organization might work for PLWD, contact local agencies that specialize in connecting employers with PLWD candidates. While the U.S. Equal Employment Opportunity Commission forbids discrimination-positive or negative-based on disability, these agencies can recommend PLWD candidates who might fit with open roles. St. Louis Arc, for example, pointed me toward Andrew as a candidate for wine tastings. I've also received great recommendations from the St. Louis-based United Cerebral Palsy Heartland and The Center for Head Injury Services. If you choose to hire a PLWD, consider customized employment. A Seattle man with disabilities, whom I'll call John, and his employer tapped into his full potential using this approach. Once a low-wage workshop employee, John told Carol Salter, who works for a disability advocacy organization, that he wanted to build engines. Carol knew John couldn't earn the necessary certifications for the job, but as she watched mechanics hauling equipment, breaking down boxes, and cleaning spills, Salter realized John could tackle these tasks. Now John makes $11 per hour as an essential member of the shop, allowing higher-paid specialists to spend more time fixing engines.
 
3. Question Preconceptions At Every Turn
We all like to think we're sensitive and self-aware, but it takes constant vigilance to see how unconscious biases color our perceptions of others. Just as I reacted poorly to Andrew's initial performance, too many employers see inability before giving PLWD a chance.
"While employing PLWD can make your company look good, the initiative can't be about appearances." Mercy Healthcare, a local leader in hiring PLWD, earned my support by demonstrating how biases unfairly restrict this population. In one exercise, Mercy's facilitators showed photographs of individuals and asked participants what jobs they appeared qualified for. Unsurprisingly, some highly educated PLWD were judged to be unfit for the very roles they were working in. Our first instincts can often be wrong, and that limits both employers and employees.
 
4. Praise With Honesty And Precision
Complimenting somebody for working as expected isn't the same as celebrating a serious accomplishment. Consider how insulted you'd feel if you were told, "Congratulations, you met expectations." Instead, acknowledge specific significant achievements, such as "You've packaged more parts than anyone on the floor this month, John. That's a big deal." The late Stella Young, a disability rights activist known for her journalism and comedy, took aim in a TEDx Talk at the way PLWD are praised for minor efforts, such as simply going to work-arguing that modern culture (especially in the social-media age) patronizingly holds up disability as a source of inspiration for those who don't experience it. Academic and PLWD Tom Shakespeare says this occurs because perceptions of the community are so low to begin with. By praising only when it's truly deserved-much as you would any employee-we can break that mindset. In fact, we need to in order to integrate more PLWD meaningfully not just into the workplace and, hopefully, build a more inclusive society in the process. But remember: While employing PLWD can make your company look good, the initiative can't be about appearances. Top-performing companies, as i4cp found in its research, don't hire PLWD for positive press or compliance. They do it-successfully-as a competitive strategy. Including PLWD in your workforce can benefit your bottom line, but it's all in the way you do it. And who knows? You may even find your own Andrew...
 
DisabilityScoop July 19, 2016
by Michelle Diament
 
Increasingly, Medicaid dollars are going toward community-based services as opposed to institutional care, but some states are moving in that direction more rapidly than others. Of the $152 billion spent on long-term care services across the country during the 2014 fiscal year, 53 percent was directed to community-based services, according to a new report produced for the Centers for Medicare and Medicaid Services. That's an increase over the 51 percent seen in fiscal year 2013, which marked the first year that the majority of Medicaid long-term care dollars went to community-based services. Such funding has ticked up 1 to 3 percent nearly every year since 1995, the report indicated. Evolving ideas about how to best serve people with developmental disabilities appear to be driving the trend toward community living, the report suggests, with 75 percent of dollars targeted to this group going to integrated care. By contrast, the majority of funds to care for older people and those with physical disabilities as well as individuals with serious mental illness or emotional disturbance went to institutional settings. Overall, the report shows that spending on community care grew 7.7 percent to $80.6 billion in 2014 while funding for institutional services was relatively flat at $71.2 billion.
 
However, spending priorities are far from level across the country with 24 states continuing to allocate more dollars for institutional care. Funding for community-based services was lowest in Mississippi, representing just 27.2 percent of that state's Medicaid long-term care allocation, and highest in Oregon where it accounted for 79.2 percent, the report found. "(Home and community-based services) continued to grow as a percentage of Medicaid (long-term services and supports) expenditures, reflecting continuing federal and state efforts to shift the balance of expenditures from institutional services to HCBS," the authors note in their findings. "The shift toward HCBS continues a long-running trend with no indication that HCBS has reached a natural limit beyond which it will be difficult to expand further."
 
CBS Miami July 20, 2016
By Oralia Ortega
 
MIAMI (CBSMiami) - Cell phone video captured a portion of the verbal exchange between an assisted living facility employee and North Miami Police moments before the man was shot Monday afternoon. "There is no justification to shoot a man who's laying on his back telling you that he's unarmed," said Hilton Napoleon, who represents Charles Kinsey, the man who was shot by police. Napoleon is demanding answers after Kinsey is seen on the ground with his hands in the air. Kinsey says the man sitting next to him on the ground with a white toy truck in his hand is an autistic man Kinsey cares for at a group home nearby. As Kinsey tried to explain that to police, he also tried to calm down the autistic patient but an officer opened fire, striking Kinsey. A group of men who work together to perform acts of community service and crime prevention are also demanding answers. The group, Circle of Brotherhood, which Kinsey is also a member of, gathered Wednesday evening in front of the police department's headquarters to raise concerns about the shooting. "We found out bits and pieces and we're still finding things out. So we'd just like to go see him," said Circle of Brotherhood member Lyle Muhammad, as members visited Kinsey at Jackson Memorial Hospital where Kinsey is recovering from a gunshot wound to his leg.
 
On Monday, officers were sent to NE 128th Street and 14th Avenue after someone called to report a man with a gun threatening suicide, according to a statement by North Miami Police. "To our understanding is, is the individual, who lives here, was walking down the street with a toy in his hand and somebody called the police, saying somebody had a weapon," said Clint Bower, president of the nearby Miami Achievement Center for the Developmentally Disabled, where Kinsey works as a caregiver. Bower says the man who lives at the group home was autistic. "He happens to be 24 years old," said Bower. "He's autistic, non-verbal so the police couldn't get anything out of him because he can't speak." Police said sometime during the on-scene negotiations, an officer discharged his weapon, striking Kinsey in the leg. He was taken to the hospital. The Circle of Brotherhood said the North Miami Police Department is just the latest law enforcement agency, in a string of national events, to be called to task for the shooting of an unarmed black man. They want answers and the officer who shot Kinsey to be held accountable for criminal negligence.


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FUNDING OPPORTUNITIES

 
 
USDOJ - Department of Justice Office for Victims of Crime OVC FY 16 Using Telemedicine Technology to Enhance Access to Sexual Assault Forensic Exams Synopsis 2http://www.grants.gov/web/grants/view-opportunity.html?oppId=284672
 
HHS - Department of Health and Human Services Health Resources and Services Administration Service Area Competition Synopsis 2http://www.grants.gov/web/grants/view-opportunity.html?oppId=284903
 
ED - Department of Education OSERS: OSEP: National Technical Assistance Center to Increase the Participation and Improve the Performance of Students with Disabilities on State and Districtwide Assessments CFDA Number 84.326G Synopsis 1http://www.grants.gov/web/grants/view-opportunity.html?oppId=286390
 
HHS - Department of Health and Human Services National Institutes of Health Promoting Organ and Tissue Donation Among Diverse Populations (R01) Synopsis 1http://www.grants.gov/web/grants/view-opportunity.html?oppId=286369
 
DOL - Department of Labor Employment and Training Administration Disability Employment Initiative Cooperative Agreements Synopsis 2http://www.grants.gov/web/grants/view-opportunity.html?oppId=285479


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CAREER LADDER
The Arc of California posts job announcements in the Career Ladder section every week because we would like to contribute to steering quality candidates to professional positions that support people with disabilities and we are trying to communicate to Direct Support Professionals that there is a real "career ladder" in their chosen profession.
 
Jobs Page Links: Click Here
The State Director, The Arc Wisconsin will build and lead a growing, vibrant and effective movement of people with intellectual and developmental disabilities (I/DD), their parents, siblings and family members, and the professionals and organizations that serve them, to promote and protect the civil rights of people with I/DD and to actively support their inclusion and participation in their communities throughout their lifetimes. The State Director will build a new State Office of The Arc Wisconsin that will advance the vision, goals and strategies set forth in Strategic Framework for the Future of The Arc, 2010-2019. The State Office is charged to influence public policy developments in the executive, legislative and judicial branches of government which affect people with I/DD, promote public awareness about their needs, issues and concerns, and encourage, assist and support local chapters of The Arc.
 
Under the direct supervision of the Director and with delegated authority, the Chief of the Branch will be responsible for the following duties: *Formulates, supervises and implements the substantive work programme of the Branch in the areas of ageing, family, youth and disability as well as social integration and social inclusion. Oversees the management of activities undertaken by the units of the Branch, ensures that programmed activities are carried out in a timely fashion and co-ordinates work in assigned areas both within the Division and Department, and with other organizations of the United Nations System, as well as liaises with other agencies and bodies of the United Nations system as appropriate. *Leads and undertakes research and analysis of issues and trends on ageing, disability, youth and family and provides programmatic and substantive reviews of the drafts prepared by others....
 
Alpha Resource Center of Santa Barbara seeks a Manager of Development and Marketing who can manage strategic communications and lead the acquisition of financial and other resources to sustain the work and fulfil the Mission of Alpha. The Manager of Development and Marketing is responsible for all fundraising initiatives and activities for the organization including fundraising events, planned and annual giving campaigns, individual donor identification and cultivation, grant writing, foundation and corporate development as well as marketing. The position will create and execute tailored communication strategies for multiple audiences; corporate and cash donors, media, foundations, and the general public. This position develops relationships within the community to achieve visibility and participation in reaching Alpha's goals. The position manages the department's budget, participates as a member of the management team, participates in strategic planning, provides leadership to the Development Committee and assists the CEO and Board of Directors to formulate and implement the organization's short- and long-term marketing and development goals. We have a beautiful campus in the foothills of Santa Barbara with a dedicated staff and a competitive benefits package. Interested parties can contact the HR Manager at mjbakove@alphasb.org. Salary $50K to $80K DOE
 
Alpha Resource Center of Santa Barbara is hiring an Assistant Manager for our Adult Services programs. This position will assume responsibility for development, coordination, implementation and maintenance of client-centered curriculum, including development of work and community opportunities. We seek a well-organized individual experienced with working with people with developmental disabilities or delays, who can take responsibility for effective on-going communication with agencies, families, care providers and consumers regarding service plans. This position will establish, coordinate and maintain responsive admission procedures including assessments. Along with the Program Manager they will track and do billing for state funded programming as well as managing and overseeing an internal budget. They will be responsible for coordination of consumer transportation, attendance and departures. Under the direction of the Program Manager, they will coordinate of staff duty schedules during unstructured time and contribute to staff development including training and evaluations. We have a beautiful campus in the foothills of Santa Barbara with a dedicated staff and a competitive benefits package. Interested parties can contact the HR Manager at mjbakove@alphasb.org. Salary $40K to $60K DOE
 
Executive Director
 
The Arc of Illinois is the leading advocacy organization supporting individuals with intellectual and developmental disabilities throughout the State of Illinois. Terri Devine, Arc of Illinois Board Chair, has announced that Tony Paulauski will be retiring after 25+ years as Executive Director. She will be leading the board search committee to find a visionary leader who will continue the good work of the Arc of Illinois. The candidate for this position will be an experienced professional advocate for people with intellectual/ developmental disabilities and their families. Additionally, S/he will have a demonstrated ability to cultivate relationships with Arc Chapters, other disability providers, associations, funders and political leaders. Candidates must have senior administrator experience in a disability related organization, hold a Bachelor's Degree (Masters preferred) in a related discipline and have proven background in governmental affairs, finance, development and personnel management. The Executive Director will represent the organization throughout the State of Illinois. The Executive Director reports to a volunteer Board of Directors.
 
Some of the responsibilities include: Ideal candidate will have experience in inpatient setting; written and oral communication skills, knowledge of utilization management & skills in case management, time management, and crisis intervention common to acute psychotic as well as to non-violent crises intervention practice. Candidate must have knowledge of acute psychological disorders; advanced principals of abnormal psychology as specifically applied to adults, geriatrics, and adolescents; familiarity with follow-up resource services; skills in conducting group therapy. Skills in maintaining information as highly confidential. Ability to clearly summarize pertinent clinical information via written correspondence and medical records documentation. Providing quality case management to psychiatric patients; to serve as a member of the interdisciplinary team supporting the organization s treatment program and philosophy and assure the deliverance of quality treatment to psychiatric patients and their families. Requirements: Education: Master s Degree from an accredited college or university in social work, counseling psychology, mental health or a related field preferred.
 
County of Ventura's Human Services Agency, is currently seeking a Chief Deputy Director. The ideal candidate will possess excellent organizational, budgeting, administrative/ management, supervisory skills and extensive leadership experience in in a large, complex, multi-disciplinary public human service delivery system. The ideal candidate will further be a highly motivated executive with excellent communication and interpersonal skills, and a passion for providing the highest quality of services to the community. The individual will also have a successful track record of establishing and maintaining successful collaborative relationships among a variety of stakeholders in a comprehensive public human service system.
 
The UC Davis Health System, MIND Institute Physician Clinic Director is responsible for patient care and administration in the Massie Clinic; an outpatient health care clinic serving individuals with neurodevelopmental disorders. The Physician Clinic Director will ensure efficient and effective patient care through joint planning and problem solving with the practice manager, CAO, and Executive Director and provide care consistent with medical best practices and the policies and procedures of the organization. This position will utilize professional skills in providing diagnosis, assessments, and treatment to individuals with neurodevelopmental disabilities. Additionally, this position will assist in the development and coordination of systems for clinical care for the Massie Family Clinic, which assures a multi-disciplinary, comprehensive, patient-oriented approach to patient care. The Physician Clinic Director is accountable for the overall quality, appropriateness, efficiency, and effectiveness of health care delivered within the clinic.
 
Under the general direction of the Deputy Director, Developmental Centers Division (Division), the incumbent provides executive-level leadership; assists the Deputy Director with statewide clinical and program administration, policy formulation and implementation, program evaluation, and quality management for the Division, consisting of 24-hour State-operated developmental centers (DC) and community facility (CF), and the headquarters (HQ) support services operation. Routine communications and work with Executive Management at each of the 24-hour/7 day facilities managed by the Department of Developmental Services.
 
The executive search firm of Saenger Associates has been exclusively retained to conduct a search for an Executive Director for our client, a pioneer in providing services to Seniors and their families for more than 40 years. Our client provides comprehensive services for more than 10,000 seniors annually, including 500 daily meals; 200 home delivered. Additionally, the organization oversees 3 contracts for affordable senior only communities. Our client plans to open a new central facility in late 2017 that is triple the size of their present facility. Position responsibilities: Reporting to the Board of Directors, provide overall leadership for the agencies' continuing evolution and significant growth, Successfully lead, manage and execute a continued transition to balance business needs and expanded programs, Continue the company's partnering with other 501 (c) (3) organizations, Act as the FACE of the organization. . . We would welcome your comments and appreciate any thoughts you have on this truly unique and outstanding growth opportunity. Interested candidates, please send your resume to jobs@saengerassociates.com.  
 
The Chief Executive Officer will lead PRRC to an increased sense of community engagement, both inside and out. This position offers an exceptional opportunity to set the agenda and lead PRRC, together with the Board of Directors, to achieve its strategic vision. The CEO directs and oversees all aspects of the agency, including strategic planning and achievement of the mission and goals. In addition, the CEO is responsible for fiscal and budgetary management, program and service development, community relations and fundraising, operations, and the development of a skilled workforce. The CEO manages the resources of a $6.5 million annual operating budget, a staff of approximately 120, $10 million in assets and the provision of services to over 420 clients in San Francisco and San Mateo Counties. Scott E. Miller, Direct: (415) 613-1354, Scott@ScottMillerExecutiveSearch.com, Scott Miller Executive Search, 1231 Francisco Street, San Francisco, CA 94123.
 
Under the direction of the Deputy Director, Developmental Centers Division (DCD), the Executive Director serves as the Chief Executive Officer of Sonoma Developmental Center (SDC) and is delegated responsibility for all clients and staff within SDC. The Executive Director is responsible for providing the leadership necessary to assist SDC in maintaining certification and the ongoing relationships with the local community; works as member of the DCD management team to achieve organizational goal sand works to support the DDS in fulfilling the Department's vision, "Building Partnerships, Supporting Choices." The Executive Director has twenty-four hour overall responsibility for the management and oversight of all DC operations and programs, including the health and safety of residents and staff.
 
The Assistant Executive Director for Employment and Day Services (AED) is a senior level position that reports directly to the Executive Director. The AED is responsible for planning and oversight of all operations in the Employment and Day Services division, the agency's largest division. The AED seeks to fulfill The Arc Baltimore's commitment to maximizing employment outcomes for all people supported by leading and managing The Arc Baltimore's strategic efforts to best align its supports to enable each individual's desired employment outcome. The position is also responsible for ensuring access to innovative, meaningful and integrated (i.e. community-based) activities for those who choose not to work (e.g. are retired).
 

The Arc California
1225 8th Street, Suite 350
Sacramento, CA 95814

916.552.6619

Advocates for people with intellectual and all other developmental disabilities and their families since 1950.

The Arc California, 1225 8th Street, Suite 350, Sacramento, CA 95814
 
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The Arc of California, 1225 8th Street, Suite 350, Sacramento, CA 95814.  Office (916) 552-6619, Fax (916) 441-3494