This is part of AMORC's theme this year to help parents, family and guardians become better caregivers and managers of services.  This is especially important to those who are or contemplate going “Self-Determined”, since you essentially are the Provider. This can also help you more effectively interact with staff in a SIP, Group Home and School/Vocational Program or in your own home to achieve exceptional results. Many of you will soon be involved in “Elder Care” as our parents become dependent on us and other care givers for their daily needs and Maureen’s presentation will benefit your efforts in this situation as well. I believe this is the area that has the highest “potential for improvement” in the quality of life for developmentally disabled individuals – right at the caregiver’s level. The low funding ($ per hour) and high turnover at this level makes it very difficult to raise the bar – what Maureen offers is a “ running broad jump” for improvement.

WEDNESDAY JANUARY 3, 2007:

Recruiting, Hiring, Screening, Training and Management of Staff for Respite and CLS

The meeting featured a discussion regarding “Helping Consumers and Their Families Succeed as Employers of Personal Assistants (PAs).”  Members voted for the employer roles they found most challenging, and training PAs topped the list because it is time-consuming, costly, and frustrating given high turnover rates. Finding PAs ranked second for similar reasons, though not even knowing where to look added another obstacle. Other demanding aspects of the employer role included arranging for back-ups and emergencies, addressing performance concerns, and interviewing candidates effectively.  Participants were interested to learn that high turnover rates in long-term care are generally caused by six factors for the workers – trouble with transportation, housing, childcare, financial management, family relationships, and health – but that turnover can be dramatically reduced by the quality of relationships between the employer and PA.

In a brainstorm of what an ideal assistant would look like, the following characteristics were identified:

Competencies:

• Strong communication skills with people with disabilities. Actively ensures understanding
  

• Relates to encourage choice – not to direct
  

• Knows sign language
  

• Has coaching and training skills to build the consumer’s capacity for independence
  

• MORC-trained!
  

Qualities:

• Reliability
  

• Showing concern
  

• Caring
  

• Takes initiative and keeps active
  

• Motivational
  

Preferences Consumers may have:

• Sex of caregiver
  

• Age of caregiver
  

• Cultural sensitivity
  

Also discussed was minimum qualifications, which are likely to include being 18 years of age, having a clean physical bill of health, being able to drive and having a valid license, passing the criminal background check and having the strength to do necessary lifting

This discussion, which touched on clarifying expectations and other supervisory skills, was held with Maureen Sheahan, the Michigan Practice Specialist of the Paraprofessional Healthcare Institute (PHI), a non-profit based in New York dedicated to improving the quality of care by improving the quality of direct care workers’ jobs. PHI currently has a grant to deliver Train-the-Trainer Programs in its course, “Employing, Supporting and Retaining Your Personal Assistant.”  One program was completed in the fall of 2006, and another is planned in the Lansing area this spring. Pairs of consumers and agency representatives are trained to present the course and act as advocates for consumer choice. The series includes seven half-day sessions on topics ranging from an introduction to consumer direction, clarifying your needs and preferences, recruitment, screening, hiring, and supervising personal assistants.

For more information and to view the Coaching Supervision curriculum, visit www.paraprofessional.org.  PHI also maintains the Direct Care Clearinghouse, which is continually updated with the latest news and solutions to the direct-care staffing crisis in long-term care. The Clearinghouse includes government and research reports, issue briefs, fact sheets, and more on best practices and topics such as recruitment, supervision, workplace culture, and caregiving practices. It also houses training manuals and how-to guides, a list of direct-care worker associations and listings to consumer and other associations, resources, and events. Original research and analysis, including fact sheets, an annual survey of state initiatives on the direct-care workforce, news stories, and Quality Jobs/Quality Care, a free biweekly on-line newsletter are also available.

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