1. 1 Oregon Department of Human Services Senior and People with Disabilities State Unit on Aging-ADRC In partnership with  Portland State University School of Social Work Center for Improvement of Child and Family Services

2.  Introductions: ◦ Who are you, Where are you from? What is happening in terms of OC Implementation?  Participant Learning Goals  Review of basic OC concepts  Role of Supervisor in Implementing Options Counseling 2

3. Learning Goal  Understand and demonstrate application of the three elements of human service supervision and how these apply to Options Counseling Supervision. 3

4. Options Counseling supports informed long-term care decision making through assistance provided to individuals and families to help them understand their strengths, needs, preferences and unique situations and translates this knowledge into possible support strategies, plans and tactics based on the choices available in the community. 4

5.  Options Counseling is more than information and referral.  Emphasis is on relationship building, counseling and decision support.  May involve more time spent with consumer and their family.  Includes documenting decision support provided and action steps for consumers, families and the ADRC.  Follow-up activities to support the consumer in their planning process. 5

6. Three Elements of Human Services Supervision (Kadushin 1992)  Administrative  Supportive  Educational 6

7. Representative of the Organization Stands as an example of how the agency respects and values staff and consumer 7

8.  Creating Infrastructure to support OC  Quality Assurance: Organizational standards, values and best practice are maintained.  Data Analysis: looking at trends in consumer needs, services available, job standards  Manages workloads, monitors and review job performance  Social Marketing in community 8

9.  Ensure that staff have the organizational support to accomplish their role as Options Counselors. ◦ Time ◦ Role clarification (I&R,I&A,OC) ◦ Support activities  Staff orientation plan  Peer mentoring for new staff  On-going training  Use of supervisor time for professional development  Use of staff meetings: Staff discuss challenges and ideas together for learning. 9

10.  Facilitator of Options Counseling process ◦ Moving from I&R/A to Options Counseling ◦ Providing decision-making support ◦ Working with broader definition of “consumer” 10

11. I&RI&A Options Counseling Case Management 11

12.  For each scenario, identify whether this is I&R I&A Options Counseling  Write down the reasons for you decision  Write a list of 4-6 questions to help staff identify the difference.  Share with larger group 12

13.  The OC Professional Competency Standards and Performance Metrics  The OC Service Design Standards  ADRC Resource Data Base and Call Module ◦ Available Resources ◦ Standard Documentation Process  Individual Agency Quality Assurance Plan that includes staff and consumer satisfaction surveys 13

14.  How can you most effectively assess, monitor and support staff performance as Options Counselors?  In your planner, write down three things you will do to assess, monitor and support staff performance. 14

15. Facilitating Staff Satisfaction ◦ Developing a positive and collaborative workplace culture. ◦ Worker morale and job satisfaction. ◦ Provide encouragement and understanding. ◦ Build on strengths, and reward and reinforce people ‘doing it right’. 15

16. Supporting a positive workplace culture ◦ Modeling and fostering respectful communication (Tools for Engagement handout) ◦ Empowering team leadership and decision-making ◦ Creating a learning environment (Learning Circle Handout) ◦ Encouraging, reinforcing and rewarding efforts ◦ Expressing appreciation and valuing of staff ◦ Regular “Morale” check-in with workers ◦ Flexibility and adaptability to accommodate individual and team needs ◦ Motivational approaches to encourage needed change 16

17. Collaborative Problem Solving Model 17

18. Coaching and Mentoring  Staff Development  Transferring values, skills and qualities that staff can transfer to their work with clients 18

19. Person-Centered Supervision  Working with the individual learning and behavioral styles of staff  Building on strengths, capacities and unique needs of staff  Understanding and value the diverse cultures, values and life experiences of staff. 19

20. Use of supervision as a parallel process 20

21.  A Person-Centered Assessment Model for staff  Engaging and getting to know worker  Goals, Strengths, Needs, Challenges, Collaborative Planning to address Professional Development Needs  Cultural awareness and personal bias 21

22. Using the three elements of supervision  Where do you see your strengths?  What areas of supervision do you want to strengthen?  What can you do to learn, grow and develop in these areas? 22

23. What do Options Counselors Need to Know?  Understand their role as Options Counselors  The skills to meet Six Core Competencies of Options Counseling  How to be Person-Centered as they work with consumers 23

24.  Determine the need for Options Counseling  Assess needs, values and preferences  Understand public and private sector resources  Demonstrate respect for self-determination  Encourage future orientation  Follow-up 24

25. What skills do staff need?  Ability to build a supportive relationship that helps consumers and their families make informed choices about meeting current and long-term needs.  A firm foundation in quality information and referral/assistance.(AIRS)  An assessment approach that is Person-Centered and incorporates consumer preferences, strengths, culture and individual situations.  The skills to assist individuals and families in decision making. 25

26.  Modeling a Person-Centered approach to staff ◦ Assessment of staff strengths, needs and culture.  Coach staff to move from where they are to where they want to be  Provide opportunities to learn ◦ Through supervision of daily practice  Recognize a “Teaching Moment” ◦ In training sessions  Foster critical thinking ability 26

27.  Coach and model active listening  Take time to listen.  Paraphrase, reflect and ask open- and closed-ended questions.  Articulate, clarify and discuss assumptions.  Provide effective feedback 27

28. Foster critical thinking Questions that invite critical thinking Recall Questions Affective Inference Application Evaluation 28

29. June’s Story Develop 3-5 questions or coaching suggestions to help the worker in each of the primary areas of Options Counseling 29

30. Challenges to Implementation  What do you see as some of the challenges/barriers to implementing OC in your agency  Share some successes from your implementation.  What additional ideas and strategies can you think of? 30

31. A classic distinction between leaders and managers Managers do things right Leaders do the right thing We need leaders who Do the right thing right. 31

32. Learning Goal  Understand and demonstrate application of the three elements of human service supervision and how these apply to Options Counseling Supervision. 32

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