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WHAT IS IT?

COMMUNITY STATE STAFF PROGRAM

It allows Department of Developmental Services (DDS) employees through contract with community entities, while maintaining their state salary and benefits able to directly support individuals with developmental disabilities in the following roles: Supports the transition of individuals that move from the

Developmental Centers into community home settings. Deflects the admission of individuals with developmental

disabilities to a developmental center, an institution for mental disease, an out-of-state placement, a general acute care hospital, or an acute psychiatric hospital.

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The Department of Developmental Services is enhancing the Community State Staff Program to all Developmental Centers; to offer all individuals and employees the opportunity to participate in the program.

Effective June 2014, WIC 4474.2 allows the discretion of the Department to determine the activities that will assist in meeting the goal of successfully transitioning developmental center residents to community living or deflecting the admission of individuals with developmental disabilities to a developmental center, an institution for mental disease, an out-of-state placement, a general acute care hospital, or an acute psychiatric hospital.

ENHANCEMENT

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To provide essential continuity of care for individuals transitioning into the community home settings, fulfilling the critical needs for specific and unique expertise, and maintaining consistent high standards of service.

COMMUNITY STATE STAFF PROGRAMMISSION

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WHO BENEFITS?

COMMUNITY STATE STAFF PROGRAM

Individuals who live in Developmental Centers& their Families

Individuals’ with developmental disabilities in acute behavioral crisis

Regional Centers & ProvidersOr any entities interested

State Staff

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WHAT ARE THE BENEFITS?

COMMUNITY STATE STAFF PROGRAM

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Seeing a familiar face/consistency of care when experiencing many new situations.

Feeling comforted knowing the staff understands the individual personality traits.

Maintaining staff that are familiar to the individual’s lifestyle and daily routine.

BENEFITS FOR DEVELOPMENTAL CENTER

RESIDENT AND FAMILIES

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BENEFITS FOR INDIVIDUALS WITH DEVELOPMENTAL DISABILITIES IN BEHAVIORAL CRISIS

Receive services and supports from highly trained and skilled staff that have the expertise and experience working with individuals in acute crisis and behavioral interventions.

Transition successfully from an acute crisis situation to a more stable living environment.

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The Community Contractor has the ability to request the number of state staff to be included in the contract.

Advertisement, recruitment, & hiring is coordinated for the Community Contractor by the Developmental Center’s Community State Staff Coordinator.

The Community Contractor has the final decision in the selection of the state staff.

Community State Staff have a work longevity of an average of 13 years of service in the developmental disability field.

There is a high percentage of retaining valuable & trained employees.

There is an option to offer continued employment if the Community State Staff Program ends.

Note: Community Contractor is defined as any entity, and/or an organization interested in establishing a CSS contract.

BENEFITS FOR REGIONAL CENTERS AND PROVIDERS

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Receives state salary & benefits while working in the community. Receives on-the-job training with community organizations. Shares specific strengths, wants and needs of the individual with

others in the community. Provides more personal quality care that strengthens the

relationship between staff and individual. Increases opportunities of working in the same classification in a

community setting throughout the state.

BENEFITSFOR STATE STAFF

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Below is a comparison of state employees working in a Developmental Center versus the Community State Staff Program:

*Supervision-State employees who work as a community state staff will be supervised by a Developmental Center Supervisor combined with a functional supervisor from the

Community Contractor*.

COMPARISON OF DC and CSS EMPLOYEE BENEFITS

COMPARISON of DC AND CSS EMPLOYEES

Permanent civil service employee status

No change

Job classification No change

Salary (including R&R if applicable) No change

Benefits No change

Retirement No change

Time accrual rate No change

Time base (full time, part time) No change

Bid vacation process No change

Work schedule Varies

Work location Varies

Work duties Varies

Supervision* Varies

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COMMUNITY STATE STAFF PROGRAM

HOW DID IT START?

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HOW DID IT START ?

In January 2005, the Department of Developmental Services submitted a plan to close Agnews Developmental Center.

This plan differed significantly from the plans implemented for the two past closures of developmental centers in California—Stockton Developmental Center in 1996, and Camarillo State Hospital and Developmental Center in 1997.

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Those closures resulted in the transfer of large numbers of individuals to other State-operated facilities.

In contrast, this plan was not just about closing a developmental center; it was also about the development of an enhanced community service delivery systems in the Bay Area that would meet the needs of the majority of Agnews’ residents.

This innovative strategy continues to be the core driver of today’s development of the Community State Staff Program.

HOW DID IT START? (cont.)

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HOW DID IT START? (cont.)

The planning process for the closure of Agnews Developmental Center started in FY 03-04.

The first employee began working in the community on August 3, 2004.

In January 2006, AB 1378 (Chapter 538, Statures of 2005) legislation authorized existing state employees to serve as direct care staff, to provide clinical and other support services, and/or to manage homes to ensure the health and well being of former Agnews’ residents.

This effort led to three Bay Area Regional Centers and three Providers having contracts with the State for services of state employees.

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Within the three Providers, approximately 75 individuals (former Agnew residents) continued to receive direct care services from familiar State staff.

As of March 23, 2009, (last resident to leave Agnews) a total of 109 Agnews’ employees were selected to work in the Community State Staff Program.

HOW DID IT START? (cont.)

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The following is a table identifying the classifications that were selected/assigned to each Regional Center/Provider as of March 2009:

REGIONAL CENTER AND PROVIDERCONTRACTS (Agnews)

US/ SRN

RN INST

RN PT INST

SPT PT PTA LVN RT OCCTHER

OFF TECH

PYSCHASSOC

TOTAL

RC #1 2 2 1 1 2 1 1 10

RC #2 1 1 1 1 4

RC #3 1 1 1 3

PROVIDER #1 1 10 1 3 27 8 .50 .40 51

PROVIDER #2 1 4 1 3 8 3 .50 .50 21

PROVIDER #3 1 4 2 2 8 3 20

TOTAL 4 1 21 1 7 10 44 14 1 4 1 1 109

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AS OF JUNE 2015

As of June 1, 2015, 18 Agnews Community State Staff still provide services in the community.

Of the original 109 state employees, 91 employees have separated from the Agnews Community State Staff Program.

Of the 91 employees separated from the state program, 39 employees continued private employment with the provider.

Six years later, the Agnews CSS program continues to be a strong role model for future community organizations and Developmental Centers to replicate.

At the end December 2014, when Lanterman transitioned the last client into the community, two Providers have signed contracts with Lanterman Developmental Center. One Provider has contracted 12 state staff and the other Provider has contracted 2 state staff to work in the Community State Staff Program.

As of June 1, 2015, 9 Lanterman Community State Staff still provide services in the community.

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A contract needs to be in place between a Developmental Center and an interested entity or organization for the hiring process to begin.

The interested entity or organization will identify the number of positions/classifications they wish to be included in the contract.

A contract is agreed upon, signed and in place to ensure all parties accept the terms.

HOW DOES THE CSS PROGRAM

WORK?

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Works directly with the Community Contractor to identify the specific services they are looking for from the state. These services will vary by assignment or organization, but can

include: Direct Care, Consultant, and Administrative. Coordinates the advertisement and all hiring activities for

each position identified in the contract.Directs the advertisement of the community job, recruits staff, set up

the interviews, schedule an orientation session for interested staff with the Community Contractor, and schedule required training for selected state staff.

WHAT ARE THE RESPONSIBILITIES OF THE COMMUNITY STATE STAFF COORDINATOR? (CSSC)

Direct Care: State staff are needed to provide direct care services, within the scope of the staff’s license/certificate, to consumers living in the 962 /853 type homes, as well as RCFE, SRH, ICF-DDH, ICF-DDN and SLS. This could include working with a wide range of consumers ranging from persons with significant behavioral issues to those with significant medical & nursing issues.

Consultant: Consultation services are provided in areas of professional expertise, providing training to consumers, families, staff and individual providers. They assist in setting up programs, plans or data systems as indicated by need and expertise. Some consultant positions work directly with the regional center in supporting the transitions of people leaving developmental centers. State staff may provide assessment, plan development and participate on the person’s transition team.

Administrative: State staff may serve as Home Administrators. Other positions could include providing leadership to direct care staff on duty during the assigned shift. Some administrative state staff positions provide direct care support and assistance to consumers as needed.

WHAT ARE THE TYPE OF SERVICES OFFERED?

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The five main hiring steps are:Job Announcement

Orientation ProcessInterview Process Selection Process

Selection Made

WHAT ARE THE STEPS IN THE HIRING PROCESS?

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The Community State Staff Coordinator will: Work directly with each Community Contractor to develop a duty

statement and Job Opportunity Bulletin (JOB) that corresponds with each upcoming community employment opportunity.

Work closely with Personnel to ensure JOB announcements and duty statements corresponds with the MOUs and CalHR laws and rules.The JOB will specify duties to be performed, work location, hours of

work, & time-base.The JOB will be posted in a prominent place on the units/work

environments and advertised via email throughout the state. All JOB will be posted no less than 7-14 calendar days (depending on

the specific MOUs.)

JOB ANNOUCEMENT

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Prior to the final filing date of applications, the CSSC will: Schedule an orientation session with the Community

Contractor to allow employees to meet and ask questions.

Help the employee to understand the assignment and decide whether they want to apply.

ORIENTATION PROCESS

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Questions will be developed by the Community Contractor in concert with the CSSC.

Questions will be reviewed and approved by the Developmental Center’s Equal Employee Opportunity Coordinator and Personnel Officer.

The interview panel will include a Community Contractor Representative, CSSC or designee, and others as deemed necessary.

INTERVIEW PROCESS

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The Community Contractor and CSSC will complete the competitive interview and selection process for each community opportunity to identify the best candidate for the position.

The Community Contractor has the final decision in the selection of the state staff.

Upon selection of the best candidate, the CSSC will initiate the hiring packet.

The background check (Fingerprints & Physical) and references will be completed by the Community Contractor.

Written notification of the interview results will be given to each candidate by the hiring Community Contractor and tracked by the CSSC.

Employees may request and shall receive feed back on their interview to mentor and help them prepare for future interviews for other jobs in the community.

SELECTION PROCESS

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Candidate offered a community assignment may be allowed with their supervisor’s approval if within geographic area (less than 50 miles) to visit the new job site, meet the supervisor, meet other staff, and talk with people who are employed at the community work location.

Once a candidate accepts a new assignment, the CSSC and the Community Contractor will work together to ensure the selected staff receives an orientation and training to their new assignment.

Selected Candidate will be released to the Community Contractor upon a mutually agreed date.

SELECTION MADE

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SUCCESS

The success of the Community State Staff Program has exceeded all expectations.

Through partnership and collaboration with the community contractors, the Community State Staff fosters a respectful and integrated team approach and promotes meaningful life choices for the individuals served.

Drawing from years of experience as state employees, the Community State Staff have developed a repertoire of expertise beyond their formal education.

At a public hearing held December 13, 2003, two Regional Center Executive Directors were quoted: “State employees represent a significant resource that is an essential to ensuring the smooth transition of, and

ongoing services to, consumers moving from state facilities into the community. Their continued service to persons with developmental disabilities will provide a safety net for those consumers with significant issues that at times far exceed the challenges that can be addressed by community service providers.

“The State must ensure that the expertise of … employees be maintained in the service delivery system to facilitate the smooth transition of consumers to the community. …… state employees can provide continuity of services that will allow consumers to maintain stable community living arrangements and are fully integrated into their home communities.”

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Public Comments & Testimonials

Testimonial letters share personal comments regarding their experience with the Community State Staff Program: “The RNs and Occupational Therapist working with us have far exceeded our expectations. We have experienced

eyes to evaluate the need for DME. We have experts in psychiatric medication use and chronic medical conditions that have added value to our clinical base of knowledge. I wouldn’t hesitate to hire again from a pool of people interested in jobs outside the DC. The Community State Staff have not let us down.” August 2012, A Regional Center Registered Nurse

“We utilized the State Staff Program starting in 2005 to augment hiring staff from the community…..We found the state staff to be high quality employees who continued with very little turnover to work for us. This past year we decided that we were ready to transition our direct care staff. We extended employment offers to our State direct care staff and 14 out of 15 accepted and are now our employees. In summary, the program was instrumental in allowing us to establish and scale up its program to one that has been recognized for its outstanding quality of care by families and DDS.” August 2012, A Provider, Executive Director.

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Testimonial letters share personal comments regarding their experience with the Community State Staff Program: “Working with the Regional Center has provided me with satisfaction of knowing that Developmental Center

consumers are continuing to get the best care. By remaining a state employee, I have also been able to accrue additional years to my years of state service that will benefit me when I retire. I have been very happy with my decision to become a Community State Staff employee.” August 2012, Current Community State Staff Occupational Therapist

“The consumers truly seem to feel at home now as compared to the institutional setting where they have spent most of their lives, getting lost in large groups, being rushed from place to place. I have found it to be, though difficult at times, an experience filled with rewards, combining 50% developmental center and 50% community staff, working together in order to form a single mind and purpose, providing the highest quality care and service for these individuals. Perhaps the most rewarding aspect is seeing overall effect of this new more pleasing environment on consumers. They are gaining a sense of ownership and safety where individuality is nurtured, allowing personalities to blossom.” August 2012, Current Community State Staff Unit Supervisor

TESTIMONIALS

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No. When a contract has been established between a community contractor and a Developmental Center, it is not a binding obligation and there is no cost to the community contractor unless they employ staff through the CSSP.

FREQUENTLY ASKED QUESTIONS

If a contract is established , is the community contractor obligated to employ state staff or pay hiring fees?

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No. The assignments may be designated as part time. Note: Full time employees at Developmental Centers who assume part-time CSS assignments may work the remaining portion of the time-based at the Developmental Center. The community contractor will only be charged for the time the employees worked in the CSS assignment, not the time worked at the Developmental Center.

Do the assignments have to be full time?

How long does the assignment last?

The length of each CSS assignment is based upon the needs of the contracted agency and the individual employee. If either of the two determines that the assignment is no longer needed, a thirty day written notice is given to the other to end the assignment. Contracts are renewed each fiscal year and may be amended as needed.

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How does the billing occur?

The community contractor will be regularly billed by DDS through the contract for the costs of the employees in the program, which includes the selected employees’ current salaries and benefits. The employee will continue to receive a state paycheck either at the Developmental Center or through direct deposit.

What type of training will the state provide to prepare state staff to work in the community?

The Department supports the employees’ preparation and training for the CSS assignment. While awaiting the effective date of transfer, the employee may participate in trainings identified by the community contractor (such as Direct Support Professionals (DSP) training or the community contractor’s new employee orientation and/or cross-training activities with the specific individuals that will be observed at the future work location in the community.)

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If a state staff leaves a contracted agency, will the agency be required to payout the accrued balance of sick and vacation leave?

No, the accrued balance of sick and vacation leave stays with the state employee.

As a DDS employee, how can I learn about future employment options in the community?

Look for any Job Opportunity Bulletins (JOB) that are posted via email or on your residence/department area. Community positions will be clearly marked as Community State Staff Opportunities.

◦ Obtain a copy of the duty statement from personnel for any JOB posted for community state staff positions.

◦ Contact the Community State Staff Coordinator to ask questions or set up a tour with the Community Contractor.

◦ Apply and interview for positions that interest you. Consider these opportunities to increase your experience and to develop confidence in the selection process.

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The Community Contractor assumes responsibility for training and expenses, as well as deployment/scheduling, assigning duties and functional supervision of the state employee. The community agency manages the employee’s work schedule and submits monthly timekeeping reports to the Developmental Center’s CSSC.

What are some of the responsibilities of the Community Contractor?

How do I become a Community Contractor?

You may contact the nearest Developmental Center and request a meeting. The Community State Staff Coordinator will work directly with the community entity or organization to identify the specific services they are looking for from the state.

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For more information, please contact either:

Maggi Haller at (916) 654-2420 Maggi.Haller@dds.ca.govOR

Sandy Middleton at (714) 957-5593 Sandy.Middleton@fdc.dds.ca.gov

For more information, go to www.dds.ca.gov

Everyone is encouraged to pursue information about the CSSP. Appointments are available but not required to learn more about the program, and there is no obligation to participate or use the program if an orientation is attended.

How can I find more information?