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

2. 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 minutes
(agency sharing – 15 minutes)
3. Review vision – 15 minutes
4. Year 3 goals – 30 minutes
5. Year 2 goals – 30 minutes

3. 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

4. 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

5. 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

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

7. 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

8. 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

9. 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

10. Person-Centered Practices & PBS
Institute on Community Integration (
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) (
Universal Person-Centered Practices
Coaches Training System
Person-Centered Thinking Training
Picture of a Life Planning Training

11. Person-Centered Practices

12. Balancing Important To and For….
© TLC-PCP 2012  

13. 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  

14. 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  

15. 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  
TLC-PCP

16. 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
TLC-PCP 2012  
TLC-PCP

17. 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

18. Positive Behaviour Support

19. 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

20. “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

21. 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

22. PUT MATRIX EXAMPLE(S) HERE

23. 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

24. Organizational Workforce

25. 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)

26. 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)

27. 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

28. 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

29. 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

30. Our Story

31. 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

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

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

34. 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

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

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

37. 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

38. 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

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

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

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

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

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

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

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

46. ADD YOUR HISTORY MAP HERE

47. 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.