CAREER DEVELOPMENT PLANSCAREER DEVELOPMENT PLANSCAREER DEVELOPMENT PLANSCAREER DEVELOPMENT PLANS

CREATING A CLEAR PATH TO EMPLOYMENT OUTCOMESCREATING A CLEAR PATH TO EMPLOYMENT OUTCOMESCREATING A CLEAR PATH TO EMPLOYMENT OUTCOMESCREATING A CLEAR PATH TO EMPLOYMENT OUTCOMES

Laura Laura Laura Laura NoppenbergerNoppenbergerNoppenbergerNoppenberger

(Eastern Oregon Support Services Brokerage) (Eastern Oregon Support Services Brokerage) (Eastern Oregon Support Services Brokerage) (Eastern Oregon Support Services Brokerage)

& & & &

MaigMaigMaigMaig BergioBergioBergioBergio

(UCP Connections Brokerage)(UCP Connections Brokerage)(UCP Connections Brokerage)(UCP Connections Brokerage)

“DIVERSITY IS THE ONE TRUE THING WE HAVE IN COMMON, CELEBRATE IT EVERYDAY”“DIVERSITY IS THE ONE TRUE THING WE HAVE IN COMMON, CELEBRATE IT EVERYDAY”“DIVERSITY IS THE ONE TRUE THING WE HAVE IN COMMON, CELEBRATE IT EVERYDAY”“DIVERSITY IS THE ONE TRUE THING WE HAVE IN COMMON, CELEBRATE IT EVERYDAY”

WHAT TO EXPECTWHAT TO EXPECTWHAT TO EXPECTWHAT TO EXPECTWe’ll We’ll We’ll We’ll be covering:be covering:be covering:be covering:

• Basics of a strong CDP

• Writing clear and effective desired outcomes

• Action-focused language that can be used in Service Agreements & Action Plans

• Recognizing that CDDP’s and Brokerages have differences in approach and process

for some aspects of writing and implementation

Why? Why? Why? Why?

• Not about the creation of paperwork; but success and progress for our customers

• Using examples from real ISP’s that include real people’s stories

• Writing strong and clear documents can help hold providers accountable, give

direction to the team, and prompt us to better monitor quality of services.

CAREER DEVELOPMENT PLANSCAREER DEVELOPMENT PLANSCAREER DEVELOPMENT PLANSCAREER DEVELOPMENT PLANS

CDDP/BROKERAGE ROLECDDP/BROKERAGE ROLECDDP/BROKERAGE ROLECDDP/BROKERAGE ROLE

• Gather and analyze information from

individual and providers (through

conversations, progress notes, and PCI) to

write the CDP.

• Create Desired Outcomes and Key Steps

through the information gathered.

• Authorize services (employment path,

discovery, job coaching, small group

employment, etc.).

• Monitor services throughout the ISP year

PROVIDER ROLEPROVIDER ROLEPROVIDER ROLEPROVIDER ROLE

• Inform CDP by contributing to the PCI

• Maintain progress notes and other agreed

upon data tracking information - might

include the creation of an Action Plan

• Provide quality services to individual that are

consistent with Key Steps identified and

services outlined in the Service Agreement

COMPONENTSCOMPONENTSCOMPONENTSCOMPONENTSDesired OutcomesDesired OutcomesDesired OutcomesDesired Outcomes

The Outcome – How I want my life to be as a result of investing my timeBig PictureLong term thinking {usually shorter/broader}

Key StepsKey StepsKey StepsKey Steps● What must happen to accomplish the objectivesOutcome drivenMeasurable {referral to OVRS, interviewing Discovery providers, etc} Short term thinking

Action Plan/Service Agreement Action Plan/Service Agreement Action Plan/Service Agreement Action Plan/Service Agreement ---- (Created after completion of CDP)Game plan so staff know what they’re responsible for {collaborative approach}

Specific support preferences

Measurable and trackable

Individual’s satisfaction with supports

SSSSPECIFIC

• WHAT WILL THE GOAL ACCOMPLISH? HOW AND WHY WILL IT BE ACCOMPLISHED?

MMMMEASURABLE• HOW WILL YOU MEASURE WHETHER OR NOT THE GOAL HAS BEEN REACHED?

AAAACHIEVABLE• IS IT POSSIBLE?

RRRRESULTS • WHAT ARE THE RESULTS OF THE GOAL?

TTTTIME • WHAT ARE THE DATES AND WHO IS RESPONSIBLE

WRITING DESIRED OUTCOMES WRITING DESIRED OUTCOMES WRITING DESIRED OUTCOMES WRITING DESIRED OUTCOMES

• OK, YOU NEED TO BE SPECIFIC. WHY?

• For your customer, for the provider helping to deliver the supports, for

the team who may have a role in helping to achieve the outcome.

• YOU CAN ALSO USE “SPECIFIC” TO REMIND YOURSELF THAT KEY

STEPS NEED TO RELATE BACK TO A SPECIFIC OUTCOME.

• Specific: Maintain my position at the toy store and increase my hours

from 10 hours per week to 15 hrs per week.

• Specific: Find a job in my community working 20 hrs per week that

involves working with people.

• Specific: Understand my job duties and know when they are

completed.

MEASURABLE • List steps that will allow the person to gauge how well they are

progressing towards their desired outcome

→ steps that are easy to look back on and indicate, yes, we

achieved this.

• Specific: Maintain my position at the toy store and increase my

hours from 10 hours per week to 15 hrs per week.

Measurable Step: I will discuss with my boss 1x a month about

ways to increase my hours and may enlist my job coach to help

me have this conversation.

• Specific: Understand my job duties and know when they are

completed.

Measurable Step: Develop routines for regular tasks that I can

follow independently, using written guidelines and a check off

sheet.

ACHIEVABLE ACHIEVABLE ACHIEVABLE ACHIEVABLE

• Doesn’t mean lowering expectations; does mean

setting people up for success

• Sometimes we have information that our customer’s

need to set an achievable goal

Knowledge of availability and limitations of current

employment supports

Benefits counseling information

• This is a good prompt to see if there are other paid or

unpaid resources that could meet a customer’s needs

beyond employment (ex: pet store jobs)

RESULTS RESULTS RESULTS RESULTS Results should be easily identified if you’ve written

specific and measurable Desired Outcomes.

The CDP is a living document - if circumstances or a

customer’s desires change throughout the year, the

document can and should be updated.

• Timelines can be set for specific Key Steps as well as the Desired outcomes

• Having multiple identified milestones can help ensure progress is being

made throughout the plan year, rather than review only happening at the

next ISP.

• Strategies for checking - in and monitoring timelines:

Quarterly reports (timelines for key steps can be set using quarterly

system)

Progress notes (monthly review throughout billing)

• Michael’s example - Next Slide

TIMELINETIMELINETIMELINETIMELINE

Using Action Focused Language Using Action Focused Language Using Action Focused Language Using Action Focused Language In Service Agreements & Action PlansIn Service Agreements & Action PlansIn Service Agreements & Action PlansIn Service Agreements & Action Plans

*We also have a template for Discovery Service Agreement & Employment Provider Interview Questions**We also have a template for Discovery Service Agreement & Employment Provider Interview Questions**We also have a template for Discovery Service Agreement & Employment Provider Interview Questions**We also have a template for Discovery Service Agreement & Employment Provider Interview Questions*

• INCREASING

• PROMOTING

• INTEGRATING

• ADVANCING

• ACCESSING

• COLLABORATING

• CREATING

• ESTABLISHING

• ASSISTING

• MAINTAINING

• LEARNING

• ADVOCATING

• DETERMINING

• SUPPORTING

• CLARIFYING

Language from Service Agreement for Language from Service Agreement for Language from Service Agreement for Language from Service Agreement for

Ongoing JobOngoing JobOngoing JobOngoing Job----Coaching: Coaching: Coaching: Coaching:

o Support Support Support Support creating and establishingcreating and establishingcreating and establishingcreating and establishing formal jobformal jobformal jobformal job----coaching supports coaching supports coaching supports coaching supports beyond verbal coachingbeyond verbal coachingbeyond verbal coachingbeyond verbal coaching. . . .

o Helping me learnHelping me learnHelping me learnHelping me learn the responsibilities of my job.the responsibilities of my job.the responsibilities of my job.the responsibilities of my job.

o Coordinating Coordinating Coordinating Coordinating with my other providers and natural supports to ensure I will be successful in the job.with my other providers and natural supports to ensure I will be successful in the job.with my other providers and natural supports to ensure I will be successful in the job.with my other providers and natural supports to ensure I will be successful in the job.

o AssistingAssistingAssistingAssisting me to develop work appropriate relationships on the Job and Interact with come to develop work appropriate relationships on the Job and Interact with come to develop work appropriate relationships on the Job and Interact with come to develop work appropriate relationships on the Job and Interact with co----workers In an workers In an workers In an workers In an

appropriate manner.appropriate manner.appropriate manner.appropriate manner.

o Assisting with Assisting with Assisting with Assisting with receptive and expressivereceptive and expressivereceptive and expressivereceptive and expressive communication at the jobcommunication at the jobcommunication at the jobcommunication at the job----site . This may include site . This may include site . This may include site . This may include creation of creation of creation of creation of

accommodationsaccommodationsaccommodationsaccommodations or agreed or agreed or agreed or agreed proceduresproceduresproceduresprocedures with my employer. Helping me with my employer. Helping me with my employer. Helping me with my employer. Helping me collaboratecollaboratecollaboratecollaborate with my employer with my employer with my employer with my employer

(supervisor) to build a good relationship and (supervisor) to build a good relationship and (supervisor) to build a good relationship and (supervisor) to build a good relationship and maintain successful habitsmaintain successful habitsmaintain successful habitsmaintain successful habits of communication and job of communication and job of communication and job of communication and job

skill growth.skill growth.skill growth.skill growth.

o Support advocating Support advocating Support advocating Support advocating for my needs as an employer to my supervisor or HR as needed.for my needs as an employer to my supervisor or HR as needed.for my needs as an employer to my supervisor or HR as needed.for my needs as an employer to my supervisor or HR as needed.

o Assistance with Assistance with Assistance with Assistance with advancingadvancingadvancingadvancing in my career which could be shown through raises, increased hours, in my career which could be shown through raises, increased hours, in my career which could be shown through raises, increased hours, in my career which could be shown through raises, increased hours,

increased responsibility, or promotion.increased responsibility, or promotion.increased responsibility, or promotion.increased responsibility, or promotion.

o Continued job supports that Continued job supports that Continued job supports that Continued job supports that increase my independenceincrease my independenceincrease my independenceincrease my independence and and and and decrease my dependence decrease my dependence decrease my dependence decrease my dependence on job on job on job on job

coaching.coaching.coaching.coaching.

DNE’s Documenting that the annual

employment conversation took place. The documentation must capture the components of that conversation, including that the conversation was grounded in the premise that the person is capable of working in an integrated setting and wants to work.

● How do you do this in a way that works for the individual and their team?

● Lead in with an explanation of why the conversation is important.

● Let people know this will not be the last conversation as you try to understand their

perspective and remind them people’s outlooks and goals shift over time.

● Ask authentic questions and listen…

Most People do not listen

with the Intent to

Understand; they listen with

the intent to reply...

Stephen R. Covey

Questions, Comments, Other Questions, Comments, Other Questions, Comments, Other Questions, Comments, Other ResourcesResourcesResourcesResources

Other Employment Related Resources: OTAC:

http://oregonisp.org/cdp/

Employment First website:

http://www.oregon.gov/dhs/employment/employment-

first/Pages/index.aspx

Pictorial Interest Inventory:

https://www.questar.org/infocenter/special-

education/instructional-info/pictorial-interest-inventory.pdf