Sept. 2015

3303 Frederick AvenueSt. Joseph, MO 64506

(816) 364-3836Website: www.ucpnwmo.org E-mail: ucp@ucpnwmo.org

Available in alternate format upon request

EMPLOYMENT PROGRAM

PARTICIPANT AND STAFF HANDBOOK

Welcome to UCP’s Employment Program. We have been providing employment services since 1987. We specialize in services for adults

with development disabilities.

TABLE OF CONTENTSUCP’S MISSION.......................................................................................................................4

UCP’S VISION...........................................................................................................................4

UCP’S CORE VALUES & CODES OF ETHICAL CONDUCT...................................4

PROGRAM PURPOSE............................................................................................................5

PROGRAM OUTCOMES........................................................................................................5

ACCREDITATION.....................................................................................................................5

EMPLOYMENT PROGRAM STAFF..................................................................................6

MINIMUM QUALIFICATIONS OF STAFF.....................................................................6

GEOGRAPHICAL AREA/CAPACITY.................................................................................6

UNDERSTANDING UCP & OPPORTUNITIES.............................................................7

ADMISSIONS CRITERIA / ORDER OF ACCEPTANCE............................................7

WAITING LIST PROCESS....................................................................................................7

INTAKE PROCESS...................................................................................................................8

ORIENTATION...........................................................................................................................8

CONFLICT OF INTEREST.....................................................................................................8

RIGHTS OF THE PEOPLE SERVED.................................................................................8

RESPONSIBILITIES OF PERSON/FAMILY SERVED...............................................9

COMMUNICABLE DISEASE POLICY............................................................................10

CONSUMER SATISFACTION............................................................................................13

DISCIPLINARY ACTION.....................................................................................................13

SERVICES..................................................................................................................................13

SUPPORTED EMPLOYMENT SERVICES (SE)..........................................................14

EMPLOYMENT SERVICES-DMH.....................................................................................14

PERSONAL PLAN MEETING............................................................................................14RISK VERSUS CHOICE………………………………………………………………………15DISCOVERY & EXPLORATION.......................................................................................15

JOB PLACEMENT...................................................................................................................16

JOB SUPPORTS......................................................................................................................16

FOLLOW-ALONG...................................................................................................................162

SUMMER WORK EXPERIENCE (SWE)........................................................................17

TRANSITION AND EXIT CRITERIA...............................................................................17

CAREER PLANNING-DMH.................................................................................................18

PREVOCATIONAL SERVICES-DMH..............................................................................18

JOB DEVELOPMENT-DMH................................................................................................18

SUPPORTED EMPLOYMENT-DMH...............................................................................18

INDIVIDUAL CASE RECORDS.........................................................................................19

PROGRAM POLICIES...........................................................................................................19Referral Policy........................................................................................................................................19

Access or referral to advocacy and self-help support services...............................20

Right to Offer Complaints................................................................................................................20

Grievance Procedure..........................................................................................................................21

Consumer Nondiscrimination Policy.........................................................................................22

Re-Admission Policy............................................................................................................................22

Behavior Management Plan Policy............................................................................................23

POSITIVE BEHAVIOR SUPPORT POLICY....................................................................................23

Release to Unauthorized Persons..............................................................................................26

Job Placement – Marketing Plan..................................................................................................26

WORK SITE/CULTURAL ANALYSIS..............................................................................27

ACCOMMODATIONS AND ASSISTIVE TECHNOLOGY........................................27

REQUESTS FOR ACCOMMODATIONS........................................................................27

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UCP’S MISSION

To positively affect the quality of life of persons with cerebral palsy and other developmental disabilities through the provision of direct services, community education and by empowering self-advocacy.

UCP’S VISION

All individuals with developmental disabilities will have every opportunity to live life to the fullest.

UCP’S CORE VALUES

The following values represent the beliefs and guiding principles, which the Board of Directors and employees of United Cerebral Palsy of Northwest Missouri hold in common and agree to put in action as a part of their employment and affiliation with the organization. These core values will be present and serve as a guide as we work with persons receiving services from UCP, their families, fellow coworkers, members of the Board of Directors, and the community as a whole.

We firmly believe in:

Integrity and HonestyTo have integrity implies that you adhere to a strict code of ethics and your actions are free from corrupt influence or motive. To be honest is to be truthful and sincere. We agree that integrity and honesty go hand in hand and that both lead to trust, which is critical to perform the work of this organization. With both honesty and integrity present we can be sure that we are striving to do what is right at all times.

TeamworkTeamwork is defined as the process whereby groups of people work together to reach a common goal, to solve a particular problem, or to achieve a specified set of results. We believe that teamwork is key to everyone succeeding. It helps staff grow professionally and provide the best services possible. We believe that when people work together with open communication and the sharing of knowledge, great things can be accomplished.

Best Services / PracticesWe agree that we must provide the best services to people with developmental disabilities and their families within the resources available to us as an organization. In order to do this we also agree that our services must demonstrate best practice, as defined by the industry and include, but not be limited to services being consumer and family directed, outcome oriented, and innovative.

Consumer OrientedTo be consumer oriented we must focus on the needs of those who come to this organization for services and take our direction from them. We recognize that each individual comes with different needs, concerns, and desires; and the services we offer, and the way in which they are delivered, must reflect those differences.

QualityIf something has quality it has a high degree of excellence. We agree that in everything we do we must do it with the highest degree of excellence.

CODES OF ETHICAL CONDUCTAdopted: 5-31-2000 Current Revision: 04-26-2017In establishing these codes of ethical conduct UCP recognizes its responsibilities to set high standards of performance, professionalism, and ethical conduct for its board of directors, employees, and volunteers. These codes are to serve as a basis for guiding their daily decisions and actions in the recruitment and hiring of staff, delivery of

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services, completion of marketing activities, professional responsibilities, and the way in which UCP conducts business. Code of Ethical Conduct - It shall be the responsibility of UCP employees and volunteers to: Acknowledge and respect the value and uniqueness of all individuals. Support an atmosphere where the input of persons receiving services and their families is encouraged and respected, and where services are designed around their needs and responsive to their expectations, decisions, and choices. Assure their words and actions always demonstrate respect for persons receiving services, their families, fellow co-workers, the board of directors, and the community as a whole. Be a person of their word, practicing honesty in all situations and with all people they come in contact with as part of their employment or affiliation with UCP. Give no less than their best to assure that people receiving services and their families receive the best services possible within the resources available to UCP. Value and support the benefits of teamwork and do their best to be a good member of the team working to assure the success of people who receive services and their families. Participate in the opportunities presented to them to learn more about best practice in the area in which they work. Their performance on the job will demonstrate the implementation of those practices. Be a person of integrity refraining from doing anything that might bring harm to the reputation of UCP or have the appearance of professional misconduct. Maintain the confidentiality of information acquired in the course of their work except when authorized or otherwise legally obligated to disclose. Confidential information acquired in the course will not be used for personal advantage. Be a responsible steward of UCP's resources. Recognize that UCP is supported by the community, and that they have an obligation to that community to never knowingly mislead or misinform the public or misrepresent UCP. Assure that all community education and marketing activities respect the dignity and privacy rights of those who receive services. Support the decisions of management and that while they may state their position, as an employee of UCP, they will respect and follow the final decision of management. Act with honesty and integrity, reporting any actual or apparent conflicts of interest in personal and professional relationships. No employee or volunteer will accept gifts of material value, favors, or remuneration for personal gain from any individual, client agency, corporation, or organization that does business with UCP. Additionally, no employee or volunteer will attempt to influence decisions of any funding source through donations of cash, promises of special consideration, or suggestions of any valuable contributions. Conform to all applicable laws and legal regulations whose authority the organization operates its programs and conducts business. Report known or suspected violations of this Code in accordance with all applicable policies and procedures

PROGRAM PURPOSE

The purpose of the Employment Program training is to provide career planning, pre-vocational training and on-the-job training for individuals with developmental disabilities, assisting each person in choosing, obtaining, and retaining paid employment in a competitive setting.

PROGRAM OUTCOMES

Persons served in the Employment Program will actively participate in the individual program planning, by involvement in:

1. One-on-one assistance in finding employment.2. Retaining employment for at least 6 months.3. Increasing community awareness of UCP’s Employment Program4. Employers, consumers, and families showing satisfaction with outcomes.

Your input and suggestions are encouraged in deciding what outcomes you will need to work towards in order to help improve your personal and vocational skills.

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It is the policy of UCP of Northwest Missouri to provide services that are individualized and based on the persons served and their individual needs and preferences. The UCP programs and individual planning are supplementary to and coordinated with the services and plans of other community agencies. Individual plans are developed for each person enrolled in the program. A team develops your plan and you are a member of that team along with your family members, service coordinator, UCP staff, and anyone else you or your family might invite.

ACCREDITATION

United Cerebral Palsy of Northwest Missouri is accredited by CARF (The Accreditation Commission) in the following areas: Employment Services: Community Employment Services: Job DevelopmentCommunity Employment Services: Employment Supports

UCP of Northwest Missouri responds to requests from the public for information relevant to its accredited services and programs. The agency answers specific questions about the performance of its services and programs. Information is listed in brochures on how to contact the agency.

EMPLOYMENT PROGRAM STAFF

Jana Campbell Employment Coordinator: B.S. in Business Management and Marketing; experience working with individuals with developmental disabilities

Nancy McCrory Vocational Specialist; Masters in Counseling/Psychology; 13 years as Vocational Rehabilitation counselor

Mary Fuller Job Coach/Certified Employment Specialist; Over 20 years work experience at UCP

Tara Hoefling Employment Specialist; B.S. in Psychology; experience working with individuals with developmental disabilities and mental health.

Zoe Graeme Job Coach; B. S. in Health and Exercise Science; experience working in personal assistant services and with youth with disabilities.

SERVICE DELIVERY TEAM

Staff will be assigned to work with you according to the services that are provided. If you have any concerns about the staff please contact the Executive Director

MINIMUM QUALIFICATIONS OF STAFF

Employment Coordinator: Bachelor’s degree in a related field and experience working with people with disabilities, as well as work experience. (Experience may be substituted for education.)

Employment Specialist: Bachelor’s degree in a related field and experience working with people with disabilities, as well as work experience. (Experience may be substituted for education.)

Job Coach: High school graduate or equivalent and work experience working with persons with developmental disabilities is helpful

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Vocational Specialist: Bachelor's degree in social service field experience in evaluation, experience working with people with disabilities

GEOGRAPHICAL AREA/CAPACITY

UCP will evaluate any individual that meets the eligibility criteria for the program. The individual must live within the district served by Vocational Rehabilitation and must be willing to travel to UCP. UCP does not serve any areas other than DeKalb, Buchanan and Andrew County for follow-along. UCP is willing to serve outlying areas that have the Senate Bill 40 money for follow along services.

UCP has the capacity to serve 25-30 individuals at a time in the Discovery/Exploration, job placement, summer work experience, and job supports. Follow along services are in addition to this and there is not a limit to the number of individuals that can be served.

UNDERSTANDING UCP & OPPORTUNITIES

All individuals are invited to tour the agency prior to admittance in order to make an informed choice of agencies for services. UCP will also visit the schools to provide information to family and consumers.

ADMISSIONS CRITERIA / ORDER OF ACCEPTANCE

The United Cerebral Palsy Employment Program will admit any adult over the age of 16 that meets the following criteria:

1. Individuals with functional limitations preventing successful employment.2. Intellectual Disability/Developmental Disability

Those individuals we may be unable to serve in Supported Employment:1. Are deemed ineligible due to aggressive, disruptive behaviors, theft or

destruction of property.2. Lack of adequate activities of daily living such as:

a. Self-feeding orb. Independent toileting skills unless an attendant is provided.

The Employment Coordinator is responsible for making decisions on who is accepted into the program as well as the intake process. Once eligibility is determined, services are scheduled, as openings are available. If there are extenuating circumstances, the Employment Coordinator and the Vocational Rehabilitation counselor considers this and other parties involved. Admission is based on the order of when applications are first received. When a person is found ineligible, they and the referral source are informed as to the reasons and the person is given information about potential alternative services. The family/guardian is also informed of the ineligibility if a release form has been signed.

Fees for services are paid by the referring sources, which can include Vocational Rehabilitation and the Department of Mental Health.

Referral Information prior to admission includes: Vocational Rehabilitation Authorization Eligibility Certification Health Assessment Questionnaire/ Medical Information Psychological Evaluation Summary of Diagnostic Evaluation / Eligibility

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IEP for High School Students

WAITING LIST PROCESS

If the program is operating at max capacity; a waiting list will be put into use. Consumers will be placed on the waiting list on a need for services basis. This will determine when the consumer is taken off of the list and put into active status.

INTAKE PROCESS

As part of the intake process, the consumer is interviewed and necessary authorizations signed and placed in the consumer file along with the referral information. The informational manual is reviewed including the consumer rights, and a copy is provided to each consumer.

Services provided and time lines are discussed with the applicant and family and they are encouraged to make known their preferences for services, as well as any desired services not presently available through Employment Services. Options for them to direct their service design and delivery are discussed.

ORIENTATION

Upon arrival of the incoming consumer at the agency or the work site, the assigned Employment Program staff familiarizes him/her with the following:

1. Introduction to staff/peers.2. Tour of facility:

a. Work areab. Break area (bathrooms, pop machine, and water fountain).c. Kitchen or eating aread. Officese. Outer building. (parking area, accessible entries/exits, bus stop, cross walk

3. Daily schedulea. Arrive and departure time.b. Work periods/break periods/lunch periods

4. Grievance ProcedureDuring the Discovery/Exploration period, program hours are Monday – Friday, 8:30am – 4:30pm or individualized to the consumer’s needs. Frequency of service is determined by each individual’s needs. Once job is found, hours are determined by the individual’s position.

CONFLICT OF INTEREST

Persons served who are related to board members, donors, staff or other individuals in positions of influence will not be given preference or advantage in service delivery.

RIGHTS OF THE PEOPLE SERVED

UCP of Northwest Missouri complies with current governmental laws and regulations regarding the rights of people who participate in programming including Department of Mental Health, Division of Vocational Rehabilitation, U.S. Department of Labor Laws and IRS Laws.

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CONSUMER RIGHTS

The rights of persons served are:

1. Communication to the person served. Interaction must be presented to the person’s level of understanding prior as well as during the service. The clarification of the service can be requested at any time.

2. Persons served have the right to:a. Confidentiality of informationb. Privacyc. Freedom from:

1) Verbal or physical abuse2) Negligent treatment3) Exploitation of any type4) Financial or other exploitation5) Humiliation6) Retaliation

3. Access to information that would allow for decision making that is pertinent to the program.

4. Informed choices and the right to refuse: 1) Service delivery2) Release of information3) Concurrent Services4) Composition of staffing

5. Access or referral to legal entities for appropriate representation.6. Access to advocacy, self-help, and support services.7. Investigation and resolution of alleged breach of rights.8. This facility cannot deny admission or services because of race, sex, creed,

marital, status, national origin, handicap, or age.

Access to Records

All individuals may have access to their records that have been compiled by UCP. To obtain these records, the individual must submit in writing to the Employment Coordinator a request stating to view their records. The Employment Coordinator will set a time within 48 hours of the request to view the records with the individual and or guardian.

RESPONSIBILITIES OF PERSON/FAMILY SERVED

UCP has high expectations for all individuals served and would like to see each person have a successful experience. In order to achieve this goal, persons served are responsible to follow through with responsibilities set by UCP as well as others involved. Responsibilities for the person served are:

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Good Attendance: Individual must notify Employment Coordinator if absent. Excessive absences will require a meeting involving referral agency, school, guardian, or other representative.

1) Appropriate Hygiene: Individual must be clean and well groomed.2) Appropriate clothing: Individual must wear clothing that is appropriate for

employment. Clothing can be jeans, slacks, t-shirts, tennis shoes. No open toed shoes, tank tops, shorts or clothing that depicts sex, violence, drugs, or alcohol will be allowed. Jewelry and finger nail polish may not be worn in some work environments.

3) Breaks: Lunch and scheduled breaks are subject to change according to job site. Food and drinks are only allowed during breaks and lunch.

4) Behaviors: Individuals must be respectful and courteous at all times to others involved in the program as well as staff. Stealing, cheating, fighting, and foul language are not acceptable. Disruptive behaviors will warrant a meeting with the individual, Vocational Rehabilitation, school, guardian, or others as deemed appropriate.

5) Telephone usage: No telephone usage except for emergencies. Cell phones must be turned off.

6) Smoke free: UCP is a smoke-free facility and no smoking is allowed on the premises. Depending on the evaluation site, individuals over the age of 18 may be allowed to smoke on their breaks.

7) Head lice: UCP has a nit free policy and persons served may not return until all nits have been removed from your hair.

8) Personal belongings: Individuals will be asked not to bring in personal belongings such as head set, movies, cd’s. cameras, etc. Other items such as coats, purses, and lunch boxes must be put away in proper places.

9) Illness: Person served with temperature of 100 or more, or exhibiting other physical symptoms of illness cannot participate in services. It is the responsibility of the person served to contact the Employment Services staff each day they are ill.

10) Medication: Person served must be able to self-medicate. A list of medications, dosage, and time taken along with the side effect sheet must be given during the intake process.

COMMUNICABLE DISEASE POLICYAdopted: 12-10-89 Current Revision: 10-29-08

Purpose: UCP is committed to providing a workplace environment free of health hazards including the risks posed by communicable disease. The purpose of this policy is to establish workplace practices, reporting requirements, and general preventative health requirements designed to help prevent and control the spread of communicable diseases at UCP.

Procedure: Communicable Disease – CONSUMER Immunization and Health Assessments Consumers of UCP programs may be required to provide record of immunizations and/or a physical assessment in accordance with contractual agreements and regulatory authorities.

Universal Precautions and Work Place Practices 10

UCP requires all staff to routinely implement the following Universal precautions to prevent exposure to disease-causing organisms.

UCP will provide the necessary equipment and supplies to implement universal precautions as outlined in UCP’s Exposure Control Plan.

Teach and monitor that consumers wash their hands at appropriate time: before eating, after toileting and as needed when hands are soiled.

Illness Assessment and Management:Consumers will be observed for contagious diseases and other signs of illness on arrival and throughout each day. If communicable disease, illness or fever is suspected based on physical observation, the consumer’s temperature will be taken.

Symptoms that require parental/guardian contact and the need for the consumer to be removed from the program include but are not limited to the following:

1. More than one (1) abnormally loose stool (abnormal for the consumer);2. Red or blue in the face or makes high-pitched croupy or whooping sounds

after coughing;3. Difficult or rapid breathing – especially important in infants under 6 months

of age;4. Yellowish skin or eyes;5. Redness of eyelid lining or irritation, swelling, or any discharge of the eyes.6. Unusual spots or rashes;7. Sore throat or swallowing difficulty;8. An infected skin patch – crusty, bright yellow, dry or gummy areas of the

skin;9. Unusually dark, tea-colored urine;10. Gray or white stool;11. Fever over one hundred degrees Fahrenheit (100F);12. Headache and stiff neck;13. Vomiting (abnormal for the consumer);14. A consumer is in the contagious period of a disease; or15. Severe itching of the body or scalp or scratching of the scalp which may be

symptoms of lice or scabies.

An ill consumer will be kept isolated, in a comfortable setting, apart from other consumers, and with an employee in close proximity to the ill consumer. Close proximity means that an employee is close enough to hear any sounds the consumer may make that indicates a need for assistance. Parent/legal guardian will be contacted and the consumer sent home.

Home-based instructors arriving at a consumer’s home who is exhibiting any of the above symptoms will leave the home and reschedule the visit for when the consumer is no longer exhibiting signs of illness.

Note: Any consumers exhibiting signs of illness at time of arrival will not be admitted to programming.

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Categories of Potential RiskConsumers with infectious diseases that can be transmissible in UCP program settings (such as, but not limited to, chicken pox, influenza and conjunctivitis) will be managed based on input from one or all of the following sources: (a) most current edition of the Missouri Department of Health and Senior Services document entitled: Prevention and Control of Communicable Diseases: A Guide for School Administrators, Nurses, Teachers, and Day Care Operators, (b) documents referenced in 19 CSR 20-20.030 and (c) in accordance with any specific guidelines/recommendations or requirements disseminated by the local county or city health department. Note: In some circumstances a medical release or physician’s statement may be required prior to the consumer’s return to UCP programming following the consumer’s absence due to a contagious illness.

A consumer infected with a blood borne pathogen such as hepatitis B virus (HBV), hepatitis C virus (HCV), or human immunodeficiency virus (HIV) poses no risk of transmission through casual contact to other persons in a UCP program setting. Consumers infected with one of these viruses shall be allowed to attend any UCP program without any restrictions which are based solely on the infection. UCP cannot require any medical evaluations or tests for such diseases.

Exceptional Situations: There are certain specific types of behaviors (for example, biting or scratching) or conditions (for example, frequent bleeding episodes or uncoverable, oozing skin lesions) which could potentially be associated with transmission of both blood borne, and non-bloodborne pathogens. No consumer, regardless of whether he or she is known to be infected with such pathogens, will be allowed to participate in a UCP program unless these behaviors or conditions are either absent or appropriately controlled in a way that avoids unnecessary exposure.

In these exceptional instances the following information will be documented and communicated to the Program Director, and when appropriate the Executive Director:

all episodes of biting, and repeated instances of significant aggressive behavior,

any consumer having episodes of bleeding or who has uncoverable, oozing skin

lesions any child with an illness characterized by a rash, and any instance in which the significant potential for disease transmission

occurs.

In these exceptional instances, the Program Director, and when appropriate the Executive Director, may solicit input from a review committee to determine appropriateness of program placement. The review committee will be comprised of: 1) the parent(s)/guardian(s), 2) medical personnel (consumer’s physician) 3) Program Director, 4) Executive Director and/or designee. Local health

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department officials may be consulted and/or included as members of the review committee. If the consumer is identified as having a disability and being served through and Individualized Education Program, any change of placement would need to be effected through the Individualized Education Program (IEP) process. In the case of a consumer who is disabled, but not identified under the Individuals with Disabilities Education Act, any change of placement would need to be effected through a multidisciplinary team meeting.

Program Director will make every effort to have a decision/recommendation to present to the consumer and/or their legal representatives within 10 business days of initial concern.

It is the responsibility of the appropriate Program Director to implement the decision and/or recommendations of the review team. Consumers and their legal representatives who are not in agreement with the review team recommendations/decisions may file a grievance through UCP’s Grievance Policy.

Reporting and Disease Outbreak ControlReporting and disease outbreak control measures will be implemented in accordance with state and local laws and Department of Health and Senior Services rules governing the control of communicable and other diseases dangerous to public health, and any applicable rules promulgated by the appropriate county or city health department.

Education All consumers will receive age-appropriate information about the prevention and control of communicable diseases, to include the use of universal precautions, good hand washing techniques, etc.

CONSUMER SATISFACTION

Input from people in the program and other stakeholders are obtained on a regular basis. Individuals with disabilities and their family members participate in the planning, development, delivery, and evaluation of services. The services are then designed around the needs of the people in the programs and are responsive to their expectations. It is our goal to provide choices for people in where they work and the kind of jobs they have.

At the time of your planning meeting and at various other times, you will be asked for input about UCP’s services. Please take the time to answer the questions honestly so we can continue to improve. If you are not happy with the service and cannot work it out with staff, you may file a grievance. The grievance and appeals processes are found on page 18 & 19 in this manual.

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DISCIPLINARY ACTION

You will be subject to disciplinary action for the following reasons:1. Illegal drug or alcohol use2. Carrying a weapon3. Insubordination or deliberate refusal to do your job4. Leaving the building without permission5. Physical violence toward another (includes any behaviors such as

hitting, biting, or kicking of clients, staff, or other persons during UCP programming hours)

6. Theft or destruction of property7. Giving false information8. Grossly inappropriate behavior9. Not following the work guidelines outlined by UCP and/or the job site10. Excessive absences without notification.

If one or more of the above have taken place, the following actions could result:

1. The staff will complete an Event Report which will be placed in your case file

2. A special conference will be called with appropriate parties to discuss your actions

3. Suspension or discharge from the program. If you are suspended or terminated from the program, you will receive written notice which will tell you the reason(s) and a copy will be put in your case file

4. Other agencies may be recommended for continued services.

SERVICESUCP’s Employment Program includes Supported Employment, Employment Services, and Summer Work Experience. These services are offered through Vocational Rehabilitation. Career Planning, Prevocational Services, Job Development and Supported Employment are offered through the Department of Mental Health.

EMPLOYMENT SERVICES (ES) – ES is a service model that emphasizes successful employment outcomes for consumers. It incorporates organizational values that focus on individualized, person-centered services to assist consumers in achieving their desired employment outcome. UCP’s Employment Services includes the following:

1. Job Placement2. 30 day retention3. 90 day retention

SUPPORTED EMPLOYMENT SERVICES (SE) SE is competitive employment in an integrated setting consistent with the strengths, resources, priorities, concerns, abilities, capabilities, interests, and

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informed choice of the individual, with ongoing support services for an individual with the most significant disabilities.UCP’s Supported Employment includes the following:

Discovery Exploration Job Placement Job Supports 30 day retention 90 day retention Follow Along

EMPLOYMENT SERVICES-DMHEmployment Services through DMH are designed to provide an individual with beginning steps of employment all the way to the long term supports after successful competitive employment is obtained.

Career Planning Prevocational Services Job Development Supported Employment

PERSONAL PLAN MEETING

An individual plan is based on referral information, the referral questions, the initial interview, the stated overall purpose of the evaluation, personal preferences, individual’s desired employment as related to the local job market. The following is part of the plan: work history, relevant medical and diagnostic information, functional abilities, previous training and education, and economic status impact of loss of benefits.

The individual plan also identifies supports for the individual’s employment opportunities and addresses those supports. The consumer may request a modification to his/her plan at any time.

A personal plan meeting is held at the end of the Discovery/Exploration period to make employment-related decisions based on the information from the activities. Those attending the staffing should include the referral source, service coordinator if applicable, school district if applicable, consumer, his/her guardian, support staff if requested by the consumer, others as applicable (i.e. DFS, etc.), and UCP staff.

During the staffing, UCP staff will discuss the outcomes of the Discovery and Exploration activities and give input where strengths, support/accommodations would be required for successful long-term employment. Throughout this conference, the consumer and other stakeholders are asked for input. During this time, the consumer is asked to identify the job sites that were most appealing and those that were not of interest and why. At the end of the staffing, a recommendation is made for the individual based on the findings of

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Discovery/Exploration and an individual written plan is developed with written outcomes to follow.

RISK VERSUS CHOICE

Individual choice is an integral part of the planning process and the services offered. Every effort will be made to honor individual choice. The agency acknowledges that with choice also comes risk. It will be the responsibility of the planning team which will include but not be limited to the individual, their family and/or legal representative, program staff, referral/funding representation, and any other individuals identified as being important to the individual, to assess the risk associated with the choice(s) made by the participant. Should the team determine that the risk to the safety of the participant, other program participants, staff, or the community as a whole is greater than the agency can assume, it will not be honored. However, every effort will be made to work with the participant to negotiate possible alternatives to honoring their original choice.

DISCOVERY & EXPLORATION

Discovery is building a relationship with the consumer, his/her support system and environment, taking into consideration the consumer’s interest, preferences, needs and abilities to create a road map toward his/her employment goal.

UCP utilizes a Discovery approach to assist consumers in learning more about themselves, their interests, and shaping a direction for their job search.

Discovery Tools: individual interview, interest inventories, support member interviews, observations, record review, benefits planning.

Expected outcome of Discovery: identify consumers’ preferences, types of jobs, potential job sites, preferred job tasks, and what needs to be expected.

Exploration utilizes information obtained through Discovery to develop specific realistic opportunities to allow the student to define for themselves what does and does not make sense for their employment.

UCP assists consumers with investigating and experiencing work situations relevant to their job preferences.

Exploration tools: informational interviews, job shadow, job trial, community exploration, labor market, networking

Expected outcome of exploration: identify employment opportunities available to consumer, barriers, supports needed, identification of Vocational Goal and recommendations for Job Development Plan.

JOB PLACEMENT

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A job match is determined taking into account job interest/employability skills and availability in the community. This includes providing to the individual opportunities for employment, referrals to needed services, resources for finding a job, and other information requested. Community resources such as the Missouri Career Center are utilized as appropriate. A job search is implemented by the Employment Coordinator along with the individual. Assistance will be given in filling out job applications and interviewing skills will be practiced. Review of plans will be held if outcomes are not obtained within 90 days.

JOB SUPPORTS

A task analysis is developed per job site by the employment coordinator and/or job coach before the individual begins employment. On-the-job supports begin at the job site with one hundred percent of the time spent in training. A monthly progress report will be used to document improvement in all areas. As the trainee gains proficiency toward the specific goals, the job coach begins to fade and the supervision is assumed by the employer. At the time when the job coach is supervising twenty-five percent of the time or within nine months, whichever comes first, the employer takes over full supervision. The trainee’s status at this time is independent employment with follow-up services.Job supports include a variety of techniques are used to support the individual in learning valuable skills. These may include but are not limited to:

Attendance and punctuality Grooming and hygiene Communication Academic skills Literacy skills Quality of work Quantity of work Community skills (time management, money management, mobility) Work practices (payroll deductions, insurance, benefits, etc.) Access to agencies (Advocacy, Albany Regional Center, SSI, etc.) Mobility and transportation Community living arrangements Legal affairs and tax issues

FOLLOW-ALONG

When the trainee has reached their specified outcomes as defined in the plan and the employment specialist is spending less than 25% supervision, the trainee is then employed independently. All individuals will continue to receive follow-along as long as they are employed and the consumer and employer agree that follow along services are needed. In order to provide this Follow-Up Service, the trainee will need to apply for services from the Department of Mental Health if not already on the roles of Albany Regional Center. Ongoing records will be kept on:

a. Date of employment

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b. Place of employmentc. Work supervisord. Rate of pay, hours, and benefits - yearlye. Work progress and performance (review when possible) – 3 months &

yearlyf. Special work considerationsg. Satisfaction with jobh. Employer termination reports when possible.

Follow-Along services are designed to help consumers retain employment. These may occur on or off site and involve one or more of the following:

Consumer Co-Worker Department of Mental Health Management Parent/Guardian School district Support Staff / Caregiver Vocational Rehabilitation

The areas of support involve many different topics that can affect the success of a person on their job. These include but are not limited to: accuracy, advancement, attendance, behavior, hygiene, interaction, personal issues, production, punctuality, retraining, socialization, and transportation.

SUMMER WORK EXPERIENCE (SWE) SWE is a summer work program offered to high school students going into their final or senior year of high school. This is a six week program that is designed to help the student transition to what is next after high school. During this program students work for approx. 16 hours each week and participate in soft skills learning classes for 4 hours a week. Students are provided with a job coach for the length of the program and make a competitive wage.

TRANSITION AND EXIT CRITERIA

In Employment Services (ES) an individual exits the Program when they have been successful at their competitive job for 90 days or they exit if they quit or are terminated from their job.In Supported Employment there are four services: Discovery/Exploration, Job Placement, Job Supports or Follow Along.  They transition from one service to the next unless they stop at a specific service.

They exit after Discovery/Exploration if competitive employment is not recommended.

They exit after Job Placement if they no longer wish to pursue a job. They exit during or after Job Supports if they quit or are terminated before

they are independent in their job.

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They exit from Follow Along if they no longer need follow along supports or they quit or are terminated from their job.

When a client exits the program a discharge summary is completed which includes a short summary of services provided, why the discharge occurred and any referrals if necessary. A follow up contact is made with the individual or guardian to solicit information on the person’s satisfaction with the services they received and if these were anything that could have been done differently.

CAREER PLANNING-DMH

A focused, time limited service engaging an individual in self-discovery. This program incorporates activities to help the individual evaluate interests, opportunities in the community, and to identify the employment skills and challenges they face through: job exploration, job shadowing, informational interviewing, assessment of interests, labor market research, informal or formal assessment and consultation.

PREVOCATIONAL SERVICES-DMH

The goal for this program is to develop the individual’s general, non-job task-specific skills necessary to succeed in paid employment, including (but not limited to): ability to communicate effectively with future supervisors; co-workers and customers, generally accepted community workplace conduct and dress; ability to follow directions; ability to attend to tasks; potential workplace problem solving skills and strategies; potential general workplace safety and mobility training. This program can be provided through one-to-one learning and group experiences.

JOB DEVELOPMENT-DMH

Job development is designed to help the individual accept a job offer that meets the individuals personal and career goals. Services in this program may include: application completion assistance; job interviewing activities; completion of task analysis with or without the presence of the individual based upon the individualized need; negotiation with prospective employers and education of prospective employers of their role in promoting full inclusion with or without the presence of the individual based upon individualized need.

SUPPORTED EMPLOYMENT-DMH

Supported Employment is sustained employment in a competitive and integrated setting. This program utilizes on the job training in work or work related skills (i.e. job coaching) to facilitate initial training of the essential job skills, ongoing performance of essential functions of the job and development of natural supports. This may also include supervision and monitoring the person’s performance on the job by: promoting attendance, social inclusion in the

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workplace, use of community resources and public transportation, self-maintenance strategies, work production, and effectiveness of natural supports.

INDIVIDUAL CASE RECORDS

Individual case records are confidential and are kept in a file cabinet in the Employment Program Office. The office door is locked when not in use. The records are kept in individual folders and marked with the consumer’s name. The Vocational Specialist, Employment Coordinator, Job Coach and Executive Director have access to these files.

Other staff wishing to utilize the files should contact the Employment Coordinator. Consumers and/or their parents may go through their records with the Employment Coordinator (this must be requested in writing). Only records generated by UCP will be reviewed.

A single case record is maintained for each person admitted to the facility. A table of contents is affixed to each file. Non-active case records are stored in the Employment Coordinator’s office under lock and key or in the storage area. All files are to remain in a locked office when room is empty. The Employment Coordinator is responsible for the control of case records and for implementing and maintaining case record policies and procedures.

Location of consumer files is limited to the program areas, the office, storage area when inactive, and the conference room as needed for the staffing. Consumer files are not allowed to be removed to other areas at any time except to accompany consumer to emergency room or out to referring agency for a planning meeting.

Individual case records are maintained on a current basis. Clinical information is recorded within 60 days following discharge.

Statements of professional judgment and reports of services to an individual are to be signed by the person qualified by professional competency and official position. The case record confirms that services recommended and planned actually have been received by the individual at the time stated. Such assurances are in the form of the signature of the designated personnel and the consumer.

All record keeping reports and summaries shall be entered into the consumer case file within 30 days. Critical incidents or interactions shall be recorded immediately.

CONFIDENTIALITYAll records are confidential. Any disclosures of information concerning the individual shall be made only with the written authorization of the individual or legal guardian, unless otherwise permitted by law. Information that is used for

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reporting or billing is shared according to the confidentiality guidelines of the Health Insurance Portability and Accountability Act.

PROGRAM POLICIES

Referral Policy

United Cerebral Palsy of Northwest Missouri refers individuals to other agencies as indicated by the needs of the person and are made for persons who may benefit from such services.. These referrals include but are not limited to:

a. Referral for DMH.b. Transportationc. Social Security officed. Public Assistance

e. MERIL – Midland Empire Resource for Independent Living

f. Counselingg. Special Olympics

Referral Procedure

When a service referral is made inside or outside the organization, pertinent information is recorded and contained in the individual’s file.

Records of persons who have been referred to other agencies for additional or concurrent services shall contain at a minimum the following information:

1. Place, date, and reason for referral2. Contact person3. Report of outcome

Access or referral to advocacy and self-help support services

Families are provided with information about community advocacy groups, trainings and system advocacy opportunities through flyers, newsletter and one on one conversation. Families are also referred to agencies and organizations that promote self-advocacy such as Midland Empire Resources for Independent Living (MERIL).

Right to Offer Complaints

Individuals and their guardians have the right to offer complaint. Staff should respond to any complaint offered in a professional and timely fashion. An informal complaint differs from a formal complaint in the way it is processed but both contribute to the overall complaint process. Offering a complaint (informal or formal) will not result in retaliation or barriers to services. Complaints are documented and kept in the director’s office. A review of formal complaint is conducted annually and may determine trends, areas needing performance improvement and actions to be taken.

An informal complaint is done through discussion (written or verbal) and should always be attempted before moving into the formal complaint process. If you

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have a complaint or concern you should talk to the staff involved and/or the program director. All individuals have a responsibility to take action at an early stage to address and resolve matters promptly.

Formal Complaint: If an individual feels that their concern was not resolved at the informal complaint level they have a right to file a formal complaint and follow the grievance procedure below.

Grievance Procedure

A copy of this procedure will be made available to all persons served, parent/guardian, and stakeholders on an annual basis either through orientation/contract, through annual review/survey, or on UCP’s website. UCP does not permit retaliation of any kind for complaints received by staff, family members or stakeholders.

If a person served or parent/guardian has a grievance, there are two options for settlement of the grievance: internal and external procedure.

a. Internal Grievance Procedure

If a person served or parent/guardian has a grievance, the internal procedure for settlement of said grievance shall occur as follows:

1) The person served or parent/guardian talks with the staff member involved the staff member and the individual attempt to arrive at a satisfactory solution.

2) If grievance is against a staff member or unsatisfactorily solved by a staff member, the individual is responsible for presenting the grievance to the Executive Director.

3) The individual is responsible for presenting the grievance to the executive director (either written or oral). The executive director is responsible for providing written notification regarding the actions to be taken to address the complaint within two weeks of receipt.

4) If the individual is not satisfied with the response from the executive director regarding the resolution of the complaint, they may appeal. The individual is responsible for submission of a written appeal to the executive committee of the UCP Board of Directors within 10 days of receipt of the written notification regarding the actions to be taken to address the complaint from the executive director. The executive committee of the UCP board of directors is responsible for providing written notification regarding actions to be taken to address the complaint within 30 days of receipt.

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*A client advocate may be brought in at any time by the person served or parent/guardian.

b. External Grievance

If the person served or parent/guardian has a grievance and would rather go through an external procedure, or they were not satisfied with the internal procedure, the following process would occur:

1) The individual or parent/guardian talks with a person from the referral or funding source that is responsible for the individual receiving services or another advocacy resource.

2) The person from the referral or advocacy source is responsible to present the grievance to the Executive Director (either written or oral) and either with or without the individual. The executive director is responsible for providing written notification regarding the actions to be taken to address the complaint within two weeks of receipt.

3) If the individual is not satisfied with the response from the executive director regarding the resolution of the complaint, they may appeal. The individual or person from the referral or advocacy source is responsible for submission of a written appeal to the executive committee of the UCP Board of Directors within 10 days of receipt of the written notification regarding the actions to be taken to address the complaint from the executive director. The executive committee of the UCP board of directors is responsible for providing written notification regarding actions to be taken to address the complaint within 30 days of receipt.

*A client advocate may be brought in at any time by the person served or parent/guardian.

Consumer Nondiscrimination Policy

The agency shall assure the civil rights of all consumers in accordance with the Department of Mental Health’s list of client’s rights for people with developmental disabilities and in accordance with applicable federal and state statutes which protect the rights of persons with developmental disabilities.

In order to protect and insure the rights of consumers, the agency shall refer them to appropriate public and/or private agencies.

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No person shall be excluded from participation in, denied the benefits of, or subjected to any form of discrimination, including any disparate treatment because of race, color, religion, natural origin, sex, handicap, or disabled or Vietnam-era Veterans.

Re-Admission Policy

Any individual that has attended UCP will be eligible for re-admission. However, for severe absenteeism or behavior disorder, consideration for re-admission shall include a staffing attended by the person served, a parent or guardian, the service coordinator, a representative from the appropriate funding agency, the employment coordinator, and a management representative of the individual’s residential staff. A decision for re-admission shall be made within five (5) working days after this staffing, and the individual shall be informed of the decision in writing by the employment coordinator.

Behavior Management Plan Policy

Behavior Management Plans are followed when a student is referred from an alternative school. Behavior Management Plans shall be in language that is clear and understandable to the person served or their parent/guardian. Behavior Programs which use reinforcers with negative health effects, such as food or restrictive procedure are not used.

POSITIVE BEHAVIOR SUPPORT POLICYAdopted: 10‐01‐1991+ Proposed Revision 01/09/18

Purpose UCP is committed to providing a safe and positive learning environment that increases connection with others, nurtures self-regulation and promotes resiliency. In pursuit of this goal UCP recognizes that some consumers will require support with challenging behavior(s) they may present at UCP or community setting. UCP further recognizes and adheres to the belief that most challenging behavior can be decreased or eliminated through the use of positive behavioral supports.The purpose of this policy is to provide guidance on the implementation of positive behavioral supports for all consumers.ProcedureAll staff will adhere to the philosophy of Positive Behavior Support (PBS). Positive Behavioral Support (PBS) is a comprehensive approach used to build healthy relationships, teach self-regulation and resiliency, and decrease challenging behavior. This approach involves the commitment to use positive, rather than negative, measures to support individuals

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and is free from punitive or unreasonable physical interventions to enforce compliance.Use of Preventative Approaches: UCP shall incorporate age appropriate guidance and approaches that promote safety, connection and problem solving as an integral part of every service the organization provides. 1. Building positive relationships. UCP team members and

programming will:a. Show respect and consideration to allb. Maintain composure in interactions with othersc. Examine our own attitudes toward challenging behaviord. Develop and support meaningful professional

relationships with consumers e. Assist in the development and support of meaningful

relationships between consumersf. Understand we are all part of the UCP communityg. Understand every team member and consumer has a

value in our communityh. Focus attention on action needed to problem solve,

rather than focusing on the problem itselfi. Understand every person is in charge of his/her own

behavior, we can’t force change

2. Creating supportive environments. UCP team members and programming will:

a. Embrace all agency policies and procedures as they are designed to promote a safe, healthy community for everyone

b. Monitor physical space and resources for evolving needs of consumers

c. Develop, implement and communicate reliable schedules and routines

d. Support smooth transitions e. Provide a variety of materials and resources, ensuring

consumers knows how to find, care for and return resources

f. Provide opportunities for everyone to contribute g. Design and support activities that promote unity,

engagement, movement and playfulnessh. Notice and encourage kindness, helpfulness, unique

strengths and contributionsi. Provide choice and optionsj. Provide assistive technology and support k. Give directions that are clear and consistent

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l. Clearly define expectations, limits and consequences

3. Promoting social competence and using social emotional teaching strategies. UCP team members and programming will:

a. Interact with consumers to develop social competence through modeling, scaffolding and direct teaching

b. Demonstrate active listening c. Show sensitivity to individual needs and encourage

autonomyd. Demonstrate empathy and acceptance of consumer’s

feelings, promote labeling of emotions in self and others and teach appropriate ways emotions can be expressed

e. Provide instruction to aid in the development of socially acceptable behaviors and skills

f. Teach calming techniques and how to access materials/space/persons that can aid in calming

g. Create a planned approach with consumers for communicating needs and problem solving

h. Use redirection, prompting and reinforcement of interactions effectively

i. Observe situations known to trigger inappropriate behavior and try to work with consumer on strategies to diffuse inappropriate behavior before it occurs

j. Empower consumers to self-regulate and change their own behaviors

k. Recognize appropriate behavior

Behavior Support Plan Development and Implementation When a consumer presents a challenging behavior(s) not effectively supported through the use of preventative approaches the Program Director or their designee shall, convene the individual’s personal planning team (IEP team for consumer’s receiving services under the Individual with Disabilities Act) to learn more about the function of the behavior and make recommendations regarding the need for a positive behavior support plan. Note: UCP prohibits the use of physical restraints. UCP team members and programming will:

a. Participate in and implement Person Centered Planning/Individualized Education Plans

b. Work with consumer, family and other team members to develop/update plans

c. Use Functional Behavior Assessment (FBA) to include review of environment and personal stressors

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d. Develop/Implement Behavior Support Plan to include appropriate interaction with staff to promote de-escalation and teach socially acceptable replacement skills

e. Monitor plan effectiveness and make adjustments as needed

f. Communicate regularly with consumer, family and other team members

Managing Crisis Situations (if necessary) Should any employee observe a situation where a consumer’s behavior escalates to the point that there is significant likelihood that without intervention, the behavior will lead to harm to the consumer, harm toothers or significant destruction to property, staff should immediately do the following:

1. Utilize any strategies included in the consumer’s person‐centered, IEP or behavior support plan that address such behavior.

2. Assure the safety of any other consumers in the immediate vicinity of the consumer whose behavior is escalating;

3. Remain present with the consumer whose behavior is escalating;4. Maintain a firm, calm and reassuring tone or voice when addressing the

consumer;5. Use de-escalation techniques, as appropriate, as trained

through agency approved program (Conscious Discipline, MANDT, Tools for Life), keeping consumer’s safety foremost when implementing such techniques;

6. As soon as the consumer safely allows, contact the Program Director or their designee and ask for further direction.

Restrictions of Consumer Rights Any attempt to alter a consumer’s behavior will be coupled with earnest protection of the person’s constitutional, statutory, and human right. However if restrictions of rights is unavoidable the ProgramDirector or their designee will assure

the decision is made in accordance with the behavior planning process and after all other options have been exhausted;

informed consent is obtained from responsible parties prior to authorization;

there is a plan for the reinstatement of the consumer’s rights as soon as possible;

the effectiveness of restrictive methods are monitored ; and staff is trained in the restrictions prescribed in the plan.

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Release to Unauthorized Persons

Consumers will be allowed to accompany persons who are transporting them from United Cerebral Palsy to another location when Consumers are specifically designated by name. The transporters must also be able to provide basic personal information on Consumer.

Anyone not allowed to transport a Consumer must be designated by written notification.

Job Placement – Marketing Plan

United Cerebral Palsy, its board, and its staff believe in the value and worth of all persons including those with developmental disabilities. Pursuing this belief, we believe in the right of individuals to make choices of employment, residential living, and personal decisions. We are committed to assisting each individual in making these choices, and in helping them to be successful.

In order to offer employment choices to the individuals we serve, United Cerebral Palsy uses the following tools to be used for job development:

Newspaper MO Career Center Job Websites Word-of-mouth Public Library Chamber of Commerce Personal Contact Agencies/Organizations Letters to Businesses Presentations to Organizations Surveys and Questionnaires Telephone Yellow Pages

Lists of businesses and manufacturers will be obtained by using the various tools listed above. Some businesses will be contacted by telephone, others by letters of introduction, and others by personal contact. An attempt will be made to set up an appointment and a tour of the business when possible. Employers are provided with referrals of qualified job applicants, educational resources, and ongoing technical assistance.

The goal of United Cerebral Palsy is to match the person with the job. In order to do so, we must know the individual’s needs and desires, as well as the employer’s needs. To assure that the individuals are successful, we develop an understanding of each individual’s vocational strengths and areas of support. By using their Discovery/ Exploration report, communication, and observation, an understanding of their needs and desires is obtained. Job development is

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consumer driven with the individuals and the job development log specifies consumer choice.

Consumers not employed after 90 days will be reviewed with consumer, stakeholders, and returning agency. The staffing will address obstacles in achieving their outcome.

Once employment is secured, the Employment Coordinator will implement a work site and cultural analysis. The summary will include any job modifications or job carving that will be necessary for successful employment.

Presentations about our agency’s job training services will be made to business clubs and organizations whenever possible.

UCP keeps current on the local job opportunities. This includes at a minimum: information on labor trends, employer needs, job requirements, specific vocational training requirements, general education requirements, wages and benefits, employment environments, community supports and services available, and transportation available. As the local job market changes, the Employment Program changes to meet those needs.

WORK SITE/CULTURAL ANALYSIS

All job sites are evaluated during the evaluation and job development process for potential hazards, personal protective equipment, standards, skills, hours, levels of noise, lighting, etc. The analysis will allow for the Employment and the job coach the opportunity to take into consideration the medical condition of the person served and what potential hazards may be present. Each person served participates in filling out the work and cultural analysis. Each person has the right to refuse any job at any time due to the nature of the potential hazards on the job.

ACCOMMODATIONS AND ASSISTIVE TECHNOLOGY

Please make us aware of any accommodations or assistive technology needs you have to access our programs or building.

REQUESTS FOR ACCOMMODATIONS

UCP reviews all identified requests for accommodations to determine whether any remedial actions are appropriate.

IdentificationOpportunities to request, or identify need for, accommodation(s) are offered prior to, and throughout, the service delivery process. The following are just a few of the events during which requests might be made: Orientation and Intake Person-Centered Planning

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Medical Treatment Authorization Form Annual Family and Stakeholder Survey

Review and DecisionEach identified need or request for reasonable accommodation(s) will be reviewed by the individual’s planning team, which may include but not be limited to the person with a disability, the parent or guardian, UCP program staff and other stakeholder/providers as appropriate. When agreement to accommodation has been reached, the action steps will be listed in the individual’s program plan or may be documented in the form of a health plan. If however after considering all resources the team cannot reach agreement, the request will be referred to the Executive Director for review and final decision.

In the event it is determined that effective accommodation(s) cannot be made, the following steps will be completed: Referral information is provided to the individual, and/or their family to assist

them in locating resources that can meet their needs. Executive Director documents decision and submits information to

Accessibility Plan.

CODES OF ETHICAL CONDUCT Adopted: 5-31-2000 Current Revision: 4-26-2017

In establishing these codes of ethical conduct UCP recognizes its responsibilities to set high standards of performance, professionalism, and ethical conduct for its board of directors, employees, and volunteers. These codes are to serve as a basis for guiding their daily decisions and actions, and the way in which UCP conducts business.

Code of Ethical Conduct - It shall be the responsibility of UCP employees and volunteers to:

Acknowledge and respect the value and uniqueness of all individuals. Support an atmosphere where the input of persons receiving services and

their families is encouraged and respected, and where services are designed around their needs and responsive to their expectations, decisions, and choices.

Assure their words and actions always demonstrate respect for persons receiving services, their families, fellow co-workers, the board of directors, and the community as a whole.

Be a person of their word, practicing honesty in all situations and with all people they come in contact with as part of their employment or affiliation with UCP.

Give no less than their best to assure that people receiving services and their families receive the best services possible within the resources available to UCP.

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Value and support the benefits of teamwork and do their best to be a good member of the team working to assure the success of people who receive services and their families.

Participate in opportunities presented to them to learn more about best practice in the area in which they work. Their performance on the job will demonstrate the implementation of those practices.

Be a person of integrity refraining from doing anything that might bring harm to the reputation of UCP or have the appearance of professional misconduct.

Maintain the confidentiality of information acquired in the course of their work except when authorized or otherwise legally obligated to disclose. Confidential information acquired in the course will not be used for personal advantage.

Be a responsible steward of UCP's resources. Recognize that UCP is supported by the community, and that they have an

obligation to that community to never knowingly mislead or misinform the public or misrepresent UCP.

Assure that all community education and marketing activities respect the dignity and privacy rights of those who receive services.

Support the decisions of management and that while they may state their position, as an employee of UCP, they will respect and follow the final decision of management.

Act with honesty and integrity, reporting any actual or apparent conflicts of interest in personal and professional relationships.

No employee or volunteer will accept gifts of material value, favors, or remuneration for personal gain from any individual, client agency, corporation, or organization that does business with UCP. No employee or volunteer will attempt to influence decisions of any funding source through donations of cash, promises of special consideration, or suggestions of any valuable contributions.

Conform to all applicable laws and legal regulations. Report known or suspected violations of this Code in accordance with all

applicable policies and procedures

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