Organization-wide Strategies for Implementing Person-Centered Practices and Positive Behavior Support 

Purpose Building on Organizational Strengths Implementing Person-Centered Practices & Positive Behavior Support Our Organization Story 1. Update Year 1 Action Plan Include coaches informing rest of regional team (30 minutes) 2. History map -- 45 minutes (agency sharing – 15 minutes) 3. Review vision – 15 minutes 4. Year 3 goals – 30 minutes 5. Year 2 goals – 30 minutes

Positive Behaviour Support Implementing Multi-Tiered Systems of Support Positive Behaviour Support Tertiary Stage Individualized PBS Plans Integrated with Other Positive Supports (PCP, Trauma-Informed Care, DBT, Etc.) Plans Are Monitored- Data-Based Decision Making Teams Monitor Progress of Each Person Positive Behaviour Support Person Centered Practices & Planning Person-Centered Practices & Planning Organizational Workforce Organizational Workforce Development Secondary Stage Early Intervention and Data Monitoring Additional Supports for Key Social Skills Function-Based Decisions Simple Interventions Mental Health and Wellness Interventions Universal Stage Teach and Encourage Communication Predictable and Proactive Settings Encourage and Reinforce Social Skills Consensus-Based Team Focus Emphasis on Using Data For Decisions

Person-Centered Practices & Planning Implementing Multi-Tiered Systems of Support Person-Centered Practices & Planning Positive behaviour Support Positive behaviour Support Tertiary Stage In Depth Person-Centered Plans Integrated Plans (PCP, PBS, Trauma-informed Therapy) Teams Monitor Plan Progress Primary Stage Universal Person-Centered Strategies Encourage Self Expression Self-Determination and Choice Making Meaningful Participation in the Community Secondary Stage Monitor PCT Action Plans Additional Quality of Life Strategies Increase Strategies for Supporting Independence and Community Involvement Mental Health and Wellness Interventions Person-Centered Practices & Planning Organizational Workforce Organizational Workforce Development

Organizational Workforce Development Implementing Multi-Tiered Systems of Support Organizational Workforce Development Positive behaviour Support Universal Stage Align Policies to Person-Centered Practices Revise Job Descriptions, and Performance Evaluations Integrate Person-Centered Practices and PBS With New Orientation and Ongoing Instruction Use Data for Decision Making Secondary Stage Monitoring and Early Intervention Training Targeted for Groups Targeted Strategies to Improve Specific Settings Simple Problem Solving for Challenging Situations That Occur in More Than One Situation Tertiary Stage Tailor Problem Solving for Specific Problematic Situations Individualize Training and Mentoring to Address Unique Settings Where Problems Occur Improve Supervision and Mentoring for Locations Experiencing Challenges Establish Matching/Hiring Tailored to Individualized Plans Person-Centered Practices & Planning Organizational Workforce

Improving Quality of Life OUTCOMES Supporting Decision Making Supporting Staff behaviour DATA SYSTEMS PRACTICES Supporting All People

Minnesota Statewide Plan for Building Training Layers Team Training Regional Trainers Person-centered Thinking Trainers/Coach Training Picture of a Life Planners/Trainers PBS Facilitators Minnesota Statewide Plan for Building Regional Capacity Cohort 2 A St. Louis County Region (County & 3 Organizations) Cohort 1 Support Development Associates Person-centered Practices Model 1 County, 3 Organizations Cohort 2B West Central (5 Counties, Public Health Dept., 2 Organizations) Integrated Model

Team-Based Decision Making: Getting Started Form an Organization-wide Team That Represents All Stakeholders Assess Readiness and Buy in Complete a Self-Assessment Create an Action Plan Use Data for Decision Making Make Changes to Improve Outcomes

Start Small and Build on Success Organization and County Model for Planning Political Support & Policy Interagency & Natural Supports Funding Visibility Leadership Team Active Coordination PCP, PBS (Other PS) Expertise Training Mentoring Evaluation Start Small and Build on Success 9

Person-Centered Practices & PBS Institute on Community Integration (https://mnpsp.org/training-materials/) Team-Based Action Planning & Data Systems PBS Multi-Tiered Curriculum Key Contact Training Person-Centered Planning & PBS Facilitator Training Regional Trainer Mentoring Support Development Associates (SDA) (http://sdaus.com/resources) Universal Person-Centered Practices Coaches Training System Person-Centered Thinking Training Picture of a Life Planning Training

Person-Centered Practices

Balancing Important To and For…. © TLC-PCP 2012  www.learningcommunity.us 

Important To – Those Things in Life That Make US Satisfied, Content, Comforted and Happy. This Includes: People/relationships Things To Do/Places To Go Status and Control Rituals or Routines Rhythm or Pace of Life Things We Want to Own or Access © TLC-PCP 2012  www.learningcommunity.us 

Important For – This Includes Things That We Need for Health and Wellness: 1. Issues of Health or Safety Physical Health and Safety, Including Wellness and Prevention Emotional Health and Safety 2. What Others See As Important for Person to Become a Valued Member of the Community © TLC-PCP 2012  www.learningcommunity.us 

Important To Important For & The Balance Between Relationship Map Routines & Rituals Good Day Bad Day 2-Minute Drill Reputation Communication Donut Matching Management Tools Important To Important For & The Balance Between Learning Logs Working Not Working PURPOSE: Providing participants with a visual overview of the tools, how they are organized, what they look like and how they might be used. SCRIPT The tools we will be learning and practicing can be divided into 3 categories: Discovery/Listening Everyday Learning Management “Before actually learning to use the tools, this overview will quickly show you what the tools look like, describe how they can be used and begin to familiarize you with what they are called.” TIPS: The main thing here is to say “The tools work together…we’ve got a lot to talk about.” Don’t get tied up trying to explain every tool right now. Go thru all the skill slides quickly – just tell the participants a little about each skill. You are only doing this so that they will be familiar with them when they are taught in more detail. Slide is animated. TIME: 1 minute for this slide, no more than 15 minutes for the entire overview Discovery/ Listening Tools 4 + 1 ?s Everyday Learning Tools Wrkbk pg 9 TLC-PCP 2012  www.learningcommunity.us  TLC-PCP www.learningcommunityus.com

http://sdaus.com TLC-PCP 2012 www.learningcommunity.us Levels of Change Any changes that results in a positive difference in the lives of people who use services or in your own work life. Level 1 Any changes an organization makes to its practices, structure or rules that result in positive differences in the lives of people. (Organization Level/Managers/Supervisors/CEO/Administrative Support). PURPOSE: To help the participants understand how change happens at different levels and how it trickles down. SCRIPT Discontent leads to change and it is helpful to think about change as happening at several levels. Level one, you don’t need any permission to implement. Changes in such things as routines, rituals, approach. These are changes that can be made immediately. Level two changes require approval from management. It is a change in practice, policy, or structure.  The need for Level two changes is best identified by having a structured way for the shared learning of direct support level go to the organizations leadership. Level three changes can be thought of as “systemic” changes. A change in state law or regulation is an example of a level three change. TIPS: If you have primarily direct support staff in your training, you do not need to spend a lot of time on level three changes. Simply refer to them as state or federal rules. TIME: 3 minutes NOTES: Level 2 Any change in practice, structure and rules made at the system level. These changes have an effect on many organizations, and therefore many peoples’ lives. (Larger State Level or National Organizational or Leadership Level Issues). Level 3 http://sdaus.com TLC-PCP 2012  www.learningcommunity.us  TLC-PCP www.learningcommunityus.com

Universal Person-Centered Practice Examples Changing Documents and Reports Edit of Language to be More Person-Centered Paperwork/Documents Reflect Important To/For Length of Report Implementing PCT Tools 2-Day Training for Targeted Staff Coaches Introduce Tools in Meetings Included in Performance Evaluations Tools Used While Supporting People Coaches Support Staff Universal PCT For People We Support Person-Centered Description for People Receiving Support Action Plans Connected to Descriptions Integrating Person-Centered Approaches and Tools in Training New Staff Orientation Ongoing Mentoring

Positive Behaviour Support

Major Goals of Universal PBS Promote Positive Social Interactions Design Positive, Proactive, Predictable Environments Establish Data-based Decision Making Systems Consistent Response to Problems Build Capacity for Individualized PBS

“Almost everybody I work with has ‘behaviour’, including staff, that is problematic to them on a daily basis. I mean we need to not think it as [problem behaviour]” --Person Supporting People With Traumatic Brain Injury in Kansas “You can’t change anyone else but people do change in relationship to your change. All relationships are a system, and when any one part of a system changes, it affects the other part.” -Jack Canfield

Universal PBS Means Building a Positive Social Experience Everyone Works Together to: List Key Person-centered Values Identify the Social Behaviours That Reflect These Values Create a Plan for Increasing Social Interactions Support and Recognize Each Other, Help Encourage and Prompt Celebrate Success Reinforce Each Other for Using New Skills

PUT MATRIX EXAMPLE(S) HERE

Universal Positive Behavior Support Examples Dedicating Meeting Time for PBS Case Manager/Social Worker Meetings Organization-Wide Team All Staff Implementing the PBS Matrix With People We Support Directly Involved in Process Within Meetings in Our Organizations Introducing Positive Social Interactions Using Skits and Activities Creating Strategies for Practicing and Reinforcing Positive Social Behaviours Direct Observation of Meetings Increasing Person-Centered and Positive Behaviours Increasing Mindfulness and Awareness of Our Language & Actions Use of the Universal Quality of Life Checklist

Organizational Workforce

Workforce Development Strategies and Approaches That: Increase Visibility and Desirability of Positions Increase Viable Pool of Candidates Improve Individual Employee, Team, and/or Organizational Performance Improve Satisfaction, Safety, Tenure, and Morale of Employees Slide time: 3 minutes This slide is one they same on day #1 –just a reminder Directions: Review: Ask them: What are the challenges you are facing with these? What is concerning you? (tie these to “myths” as makes sense on the next page)

Workforce Development (Continued) Strategies and Approaches That: Improve Satisfaction, Safety, Inclusion, Opportunity, Meaningful Outcomes of People Supported Improve Positive Retention (Good People Stay and are Satisfied) Support Positive Turnover Practices (Promotion/Succession of Desirable Employees)

Assessing Organizational Data Alignment of Organizational Policies Orientation Staff Development & Performance Surveys and Other Documentation Related to Quality of Life Climate Stress Information about Other Positive Supports Used in Organization Quality of Life Evaluation Incident Reports (Preparation in Year 1) Injuries, Sick Days Information Related to Retention, Workers Compensation, Staff Injury

5/17/2018 Introduction to Using Incident Reports for Data-based Decision Making in Year One Student with 2-5 are candidates for more support in behaviour, academic, or both areas. People: 25 Incidents: 59 Newton, J. S., Todd, A. W., Algozzine, K., Horner, R. H., & Algozzine, B. 2008

Examples of Universal Stage Organizational Workforce Team Data-Based Decision Making Using Organizational Information Align Person-Centered Practices and PBS by Integrating With Position Descriptions Training Materials Job Hiring and Interviewing Performance Reviews Teams Action Planning Based on Review of Staff Climate/Satisfaction Satisfaction of People Supported Regular Review of Policies and Procedures for Alignment with Person-Centered Practices PBS

Our Story

Main Universal Activities – Year 1 Person-Centered Practices Self-Assessment/Action Plan Items Vision – Now and In Future Outcome Statements People Supported Employees Organization Community 3-Year Backward Planning History Map Applied Coach Activities Positive Behaviour Support Self-Assessment/Action Plan Consensus-Based Sharing and Problem Solving Social Skills Matrix Strategies for Reinforcing Social Skills Observations of Implementation Person-Centered Social Skills and Engagement Introduction to Data-Based Decision Making

Provider Organization – Residential Supports Now Future PUT YOUR VISION BOARD PICTURES HERE

Outcome Statements (PUT YOUR STATEMENTS HERE) Outcomes for People Who Receive Support: Outcomes for Employees/Staff: Outcomes for Organization: Outcomes for Community:

Person-Centered and PBS Self-Assessment and Action Planning--Provider Team Roles XX Organization-wide Team Members X Key Contacts XX Coaches XX PBS Facilitators (in training) XX Person Centered Thinking Trainer (in training) Monthly Team Meetings Implementation Areas Targeted State What Areas of Action Plan Are On Priority This Year

Provider Example - Action Plan Examples GIVE EXAMPLES FROM YOUR TEAM’S ACTION PLAN HERE

Write Down Your Evaluation Questions Here (Your Team is Working on This Today)

Fidelity of Implementation: MN Team Checklist White Form Team Implementation Across Positive Supports Blue Form PBS Subscale Items Pink Form Person-centered Practice Items Domains for Overall Fidelity Team Staff Commitment Self-Assessment Action Planning Staff Development Evaluation Visibility

Scoring the MN Team Checklist Implementation Points Achieved = 2 In progress = 1 Not Started = 0 Percentage of Items Implemented Overall Total Number of items scored as “Achieved” divided by Total # of items Subscale Scores Number of items in each subscale area scored as “Achieved” divided by the number of items in that subscale area Tier 1 New Team Kick-Off: Day 1 38

Minnesota Team Implementation Checklist (Overall) St Minnesota Team Implementation Checklist (Overall) St. Louis County Region (PICK YOUR REGION – DELETE OTHER REGIONS) Percent Complete Agencies

Minnesota Team Implementation Checklist (Overall) West Central Region (PICK YOUR REGION – DELETE OTHER REGIONS)

Minnesota Team Implementation Checklist -Overall PUT YOUR OVERALL CHECKLIST GRAPH HERE

Minnesota Team Implementation Checklist Person-Centered Practices Subscale ADD YOUR SUBSCALE HERE

Minnesota Team Implementation Checklist Positive Behaviour Support Subscale ADD YOUR SUBSCALE HERE

PCP-PBS Systems Evaluation Tool (PCP-PBS SET) External Evaluation Half Day Onsite Visit Administrator and Key Contact Interviews Document Reviews Observation

Cohort 2 Team Baseline Data Person-Centered Positive Onsite Evaluation Tool ADD YOUR ONSITE HERE

ADD YOUR HISTORY MAP HERE

Preparation of this training material was supported, in part, by cooperative agreement JPK%50470 from the Minnesota Department of Human Services. The University of Minnesota undertaking projects under government sponsorship are encouraged to express freely their findings and conclusions.  Points of view or opinions do not, therefore necessarily represent official MN DHS policy.