learn & earn program

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CAREER LADDER Learn & Earn SM

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Page 1: Learn & Earn Program

CAREER LADDERLearn & EarnSM

Page 2: Learn & Earn Program

Table of Contents

Mission 1

Welcome 2

Professional Development Contacts 3

Orientation 4

Post-Orientation 5

Mentoring Programs 6

Competency Programs

Direct Support Professionals 7

Leadership Staff 8-9

Educational Incentives 10

Educational Enhancements 11

Anderson Credit Classes 12-13

Conference Attendance 14

Professional Development Plan (Individual) 15

Strengths/Needs 16

Notes 17

Page 3: Learn & Earn Program

Mission & Statement of Values

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MissionAnderson Center for Autism is a person-centered not-for-profit organization that fosters independence and self-advocacy for children and adults with autism. We are committed to providing quality programs to our consumers and an ongoing integrated support network for their families and guardians, while partnering with community stakeholders. Anderson Center for Autism provides an enriched and positive environment designed to promote growth, independence, and social interaction while providing opportunities that enable individuals to make informed choices.

Statement of Valuesf Adherence to the highest ethical standards

f Commitment to the service of others and our community stakeholders

f Cultivation of an atmosphere of excellence and accountability

f Effective and meaningful recognition of excellence and achievement

f Promoting the interests of children, adults and families addressing Autism Spectrum Disorders (ASD)

f Belief in the value and importance of each individual and their intrinsic contribution

f Commitment to personal and professional growth

f LIFELONG LEARNINGSM in a positive and enjoyable atmosphere

f Advance awareness of state of the art evidence-based practices and research

Page 4: Learn & Earn Program

Welcome

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Welcome to Anderson Center for Autism (ACA). I have the honor of introducing you to Learn and EarnSM, a career ladder that we started shortly after my arrival in 2001, orchestrated by our very capable Human Resources and Staff Development departments. I encourage you to review this thoroughly and use it to develop a personalized professional development plan. As an employer, we seek to be a catalyst, inspiring our staff to broaden their horizons and build a successful and rewarding career. We strive to support staff in educating themselves to participate at levels that are more sophisticated, and to build careers that they will look back upon and say, “It started at Anderson, and I am proud of my accomplishments.”

I also point you to our Mission Statement and Statement of Values, both highly important in directing the work we do every day. It defines who we are, how we wish to treat each other and the quality of the services we seek to provide to children, adults and families.

In future publications of Learn and EarnSM we hope to address new advances in our opportunities such as the connection with our international learning program and additional certifications that we hope to spark. We pursue partnerships with colleges and universities to support our staff at all career levels. I encourage you to have discussions with the Staff Development department about these opportunities as you develop your career profile.

I look forward to seeing you in my future annual State of Anderson addresses, throughout my program visits and especially in follow up focus groups where I hear from you, helping define the future work and direction of Anderson Center for Autism.

Very truly yours,

Neil J. PollackExecutive Director

Page 5: Learn & Earn Program

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Professional Development Contacts

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Bill Wilson, Director of Human Resources/Staff Developmenttel: 845.889.9216

Laura Taylor, Assistant Director Human ResourcesEmployee Relations - Takes point on Direct Support Competency Programtel: 845.889.9225

Carol Weber, Assistant Director Human ResourcesEmployment Coordinator - Support for continuing educationtel: 845.889.9215

Cindy Mowris, Coordinator Staff DevelopmentInformation & support for all professional development activities tel: 845.889.9230

Claude Porter, Staff Development Specialist IIInformation & support for all professional development activitiestel: 845.889.9231

Jennifer Parsons, Staff Development Specialist IInformation & support for all professional development activitiestel: 845.889.9237

Christine Holder, Staff Development Specialist IInformation & support for all professional development activitiestel: 845.889.9240

Sally Gaffney, Human Resources Professional AssistantInformation & support for Educational Enhancement & Incentive Programstel: 845.889.9214

Rebecca Appollonia, Human Resources Professional AssistantInformation & applications for Educational Incentive Programstel: 845.889.9213

Page 6: Learn & Earn Program

Orientation

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All StaffA two-week orientation is provided for all new employees of Anderson Center for Autism (ACA). This part of the training period is meant to act as a foundation for all staff to learn the philosophy and approaches used to support the children and adults for whom we provide a variety of support services. This period of time is also uniquely designed to build a strong relationship between our employees and our Human Resources Department helping you throughtout your employment with Anderson. The training includes an overview of the organization as a whole, as well as the teaching/learning theories and approaches, agency philosophy, benefits and supports available for all stakeholders of Anderson.

Each employee is viewed as a valuable member of the ACA team and is expected to complete all training modules regardless of their position. This two-week period includes observation days to assure the employee fully understands their job duties and responsibilities, and includes multiple opportunities for reflection and discussion. The training modules reflect mandatory training required by ACA governing bodies, as well as others viewed as best practice. All training modules encompass and reinforce the Mission and Statement of Values of ACA.

Page 7: Learn & Earn Program

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Post-Orientation

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Program Staff and SupervisorsThis training occurs on a bi-monthly basis following orientation. It is meant to act as skill based reinforcement providing strategies for implementation of topics learned in orientation. The process is designed to be practical in nature and employees are engaged with hands on activities. This training is required only for those employees who, provide direct support services in anyway or supervise those who are required to do so.

f Reinforcement

f Behavior Support Plan Stategies

f Behavior Report Form Review

f Related Services (Speech Language)

f Shadowing and Graduated Guidance

f Health Services Review

f Related Services (OT/PT Sensory & Safety Strategies)

Page 8: Learn & Earn Program

Mentoring Programs

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All StaffStaff Development has worked closely with all departments throughout the organization to facilitate the creation of peer mentoring programs. Our philosophy is “who knows the job better than those who do it everyday - they are our best resource”. With this in mind, designated peer mentors support new employees to help understand how to implement the tools, approaches and strategies learned in orientation. This formal mentoring program is required for all employees regardless of their position.

Page 9: Learn & Earn Program

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Competency Program

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Direct Support ProfessionalsFrom the two-week employee orientation to 18 months of employment, you will be learning about Anderson Center for Autism, the children and adults we serve, and the many processes and systems that make Anderson Center for Autism work.

Anderson Center for Autism’s Competency Program will help you learn what you need to know to become a productive direct support staff member, and will financially reward you for gaining this knowledge.

You will learn what you need to know over a period of time working very closely with your supervisor and senior staff who will support and document your progress. Employees will be evaluated at six, twelve and eighteen months of direct support work. A positive evaluation will earn you up to $520 per year based on a 40 hour per week work schedule.

Once you have completed 24 months (two years) of employment and each year thereafter, you will be evaluated by your supervisor.

If you have any questions regarding the Competency Program, you may contact your supervisor.

Page 10: Learn & Earn Program

Competency Program

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Leadership Staff The Competency Program established in 2002 for direct support staff was expanded in 2006 to provide base and ongoing training to staff in the following positions:

f Classroom Teacher/Day Hab Instructorf Specialty Area Teacherf Speech Teacher/Therapistf Residence Manager/Day Hab Supervisorf Behavior Specialist/Analysisf Case Managerf Residential/Day Hab Coordinator/Education Specialistf COTAf Principalf Transition Coordinatorf CSE Chairf Recreation Coordinatorf Medicaid Service Coordinatorf Nursef Staff Development Personnelf Food Service Supervisor

IncentivesLeadership staff who are eligible and have completed all training sessions in the core competency area will have their annual salary increased by $500.00 (proated for part-time employment). Provided staff completes the second year’s leadership training curriculum and for each year of training following, a one-time salary payment of $250.00 will be issued upon completion.

Note These trainings are required and there is an expectation that all the modules will be attended in the time frame specified. In the event a staff member does not complete all the sessions in a timely manner, the incentives will be given effective at time of completion.

Staff starting prior to January 1st are eligible in September of that year. Staff starting on or after January 1st will be eligible the following year.

Page 11: Learn & Earn Program

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Competency Program

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Leadership Staff Round One - Program Specific

f Autism Spectrum Disorder

f Positive Behavior Supports/Applied Behavioral Analysis

f Functional Behavioral Assessment/Behavior Support Planning

f Designing Learning Environments/Environmental Assessment

f Instructional Design/Individual Assessment

f Curriculum

f Admissions/Discharge/Transition

Round Two - Management and Supervision Skills

f Understanding Workforce Challenges

f Making Employee Selection a Top Priority

f Welcoming & Supporting New Employees

f Understanding & Using Mentoring Programs

f Employee Recognition & Motivation

f Adult Learning Styles

f Performance & Evaluation

f Creating Opportunities for Staff Involvement

f Teamwork

f Building & Supporting a Successful Employee

Round Three - Communication

f Group Dynamics

f Running an Effective Meeting

f Parent Communication

f Documentation Standards

f Interviewing Skills

f Presentation Skills

f Audit Skills

Page 12: Learn & Earn Program

Educational Incentives

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All StaffIn addition to receiving other pay increases, Anderson Center for Autism will help pay for your tuition.

Complete an Anderson Center for Autism Education Incentive application (available through Staff Development or Human Resources) before you enroll in a college class.

Forward the form to your supervisor.

Receive an approval within a few days provided you meet all the requirements of the Incentive Program. (Please see the Incentive Application for complete rules and details.)

Submit your transcript, upon completion of the course, along with a copy of the approval to Human Resources, and you will receive a check with the next available payroll.

Payments are as follows:Undergraduate $100.00 per credit

Graduate $150.00 per credit

Non-credit * $75.00

* (10 hr. minimum)

Page 13: Learn & Earn Program

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Educational Enhancements

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Direct Support Professionals At time of employment the Human Resources department determines a starting salary based on previous experience and education. Once you begin your employment you may continue your education and receive salary add-ons for additional college credits.

At the completion of each of the following education levels you will receive a salary increase of up to $520 per year. By completing all levels of this enhancement program you may increase your pay by up to $5,200 per year.

6 credits 15 credits 30 credits 45 credits60 credits or Associate’s Degree75 credits 90 credits 105 credits120 credits or Bachelor’s DegreeMaster’s Degree

You may also obtain Anderson training hours to substitute for college credits. Designated training sessions will be offered throughout the year. Twelve Anderson training hours equals one college credit.

Check with your educational institution to see if you can apply this experience to life or independent study credits.

Page 14: Learn & Earn Program

Anderson Credit Classes

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Direct Support ProfessionalsAnderson Credit Classes provide all Direct Support Professionals with an opportunity to increase their skills, knowledge and salary if formal university classes are not a necessity or an option. These internal classes are measured in training hours. The base requirement for participation is a High School Diploma or equivalent.

Twelve Anderson training hours are equal to one university credit (see breakdown below). The number of training hours per class will be determined by Staff Development based on the Training Outline for that class. Staff Development will coordinate the class schedule through the training schedule located in the public folder on Outlook.

Upon completion, staff will need to apply for the salary increase by submitting the required paperwork to the Human Resources department. Staff may use university credits and Anderson training hours for Educational Enhancement increases.

Staff are required to complete educational enhancements and related course work during non-work hours. Classes outlined below are current approved Anderson Credit classes.

Round One - ACA Program Specific

f Autism Spectrum Disorder - 2 hours

f Positive Behavioral Supports/Applied Behavioral Analysis (PBS/ABA) - 2 hours

f Functional Behavioral Assessment/Behavior Support Planning (FBA/BSP) - 2 hours

f Environmental Design - 2 hours

f Instructional Design - 2 hours

f Admissions/Discharge/Transition - 2 hours

f Curriculum - 2 hours

Page 15: Learn & Earn Program

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Anderson Credit Classes

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Direct Support ProfessionalsRound Two - Supervision & Management

f Understanding Workforce Challenges - 2 hours

f Making Employee Selection a Top Priority - 2 hours

f Welcoming & Supporting New Employees - 1.5 hours

f Understanding & Using Mentoring Programs - 1.5 hours

f Employee Recognition & Motivation - 1.5 hours

f Adult Learning Styles - 2 hours

f Performance & Evaluation - 2 hours

f Creating Opportunities for Staff Involvement - 2 hours

f Teamwork - 2 hours

f Building & Supporting a Successful Employee - 2 hours

Round Three - Communication

f Group Dynamics - 2 hours

f Running an Effective Meeting - 2 hours

f Parent Communication - 2 hours

f Documentation Standards - 2 hours

f Interview Skills - 2 hours

f Presentation Skills - 2 hours

f Certification Survey Guidelines - 2 hours

Other Options

f Defensive Driving Class - 6 hours

f Visual Communication Strategies - 2 hours

f Looking for Fun - 2 hours

f Minnesota University-College of Direct Support - 55-60 hours

f Minnesota University-College of Frontline Supervision & Management - 55-60 hours

f Conference workshops/participation: if not required for position - pending

You may increase your pay by up to $5,200 per year based on a 40 hour per week work schedule. Please refer to Educational Enhancements for additional information.

Page 16: Learn & Earn Program

Conference Attendance

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Other Educational SupportsThere are opportunities for all employees to attend seminars, workshops and conferences to increase their skills and knowledge specific to their position and responsibilities. Information and approval on various conference options should be sought from the immediate supervisor. Requests for conference attendance will be approved in accordance with the Standard Operating Procedure.

f Mid-Hudson Coalition (for the Development of the Direct Support Practice)offers tuition support for university curricula specific to the human service field, grants for books and materials for university curricula related to the human service field, as well as scholarship and fellow-ship opportunities.

www.midhudsoncoalition.org

f Kennedy Fellows Scholarship Mentoring Program - In 1989, John F. Kennedy, Jr. started the Kennedy Fellows program for exemplary workers in health, education, and human services occupations. Initially designed for workers that live in New York and attend a City University of New York (CUNY) school, the program has recently expanded to Ireland. The program is designed to help professionalize the frontline workforce and to support the higher education and career advancement of exemplary staff. Fellowship recipients receive scholarships and career mentoring. www.jfkjrinstitute.cuny.edu/programs/KFP.html

f Fastweb.com warehouse of grants, scholarships and student loan opportunities.

f Finaid.org a guide to financial aid

Page 17: Learn & Earn Program

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Professional Development Plan

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Name:

Position:

Plan Requirements Due Date Complete

Mentor Program

Mentor’s Name:

Follow-up Training

One-Month Call Back Meeting

Post Orientation

Competency Program(s)

Annual Recertifications

SCIP-r

Bloodbourne Pathogens

Emergency Procedures

Fire Safety

Promoting Positive Relationships& Safe Environments for Peoplewith Developmental Disabilities

Corporate Compliance

Other Recertifications

CPR/First Aid (two years)

Page 18: Learn & Earn Program

Strength/Needs

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Page 19: Learn & Earn Program

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Notes

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Page 20: Learn & Earn Program

For additional information on ourCareer Ladder - Learn & EarnSM

please contactStaff Development or Human Resources.

Anderson Center for Autism4885 Route 9P.O. Box 367

Staatsburg, New York 12580

845.889.4034www.AndersonCenterforAutism.org

Anderson Center for Autismis an equal opportunity employer.

Copyright (c) April 2013, Anderson Center for AutismHuman Resources\Career Ladder 10 0318 Learn & EarnSM