The Action Plan:
- Provide case resource managers ongoing training and support to help them understand the value and importance of clients having regular scheduled medical exams.
- Provide the regional leadership team with monthly report of clients in certified residential services who do not have a doctor visit and a dental visit recorded in the preceding 12 months of their annual assessment.
- Review performance data quarterly with central office and regional executive management teams to ensure targets are being met and to note areas of concern.
- Provide case resource managers ongoing training and support to help them understand the value and importance of clients having regular dental exams.
- Review performance data quarterly with central office and regional executive management teams to ensure targets are being met and to note areas of concern.
Success Measures:
- Maintain the percentage of clients receiving certified residential services who see a doctor at least once a year to 93% through June 2025.
- Increase and maintain percentage of residential clients that see a dentist annually at 80% by June 2025.
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Strategic Objective #2: Support individuals with developmental disabilities to be able to receive services that support them in living in their own communities rather than in facility-based settings.
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The Action Plan:
- Create and improve accessible online training modules that support open participation.
- Instructor lead sessions require:
- Participant to be nominated by the supervisor by an email
- Participant will demonstrate the ability to identify and correct issues in training examples
- Instructor lead sessions will be:
- Offered by regional or training unit staff
- Two sessions
- Initial session will incorporate instruction, issue identification, and issue correction
- Second session will incorporate group and peer review along with instructor lead insight and evaluation activities
Success Measures:
- Support at least 110 individuals annually to move from institutional settings to homes in their community of choice by June 2025.
- Increase enrollment in the Basic Plus waiver from 9,553. to 11,890 individuals by June 2025.
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Strategic Objective #3: Use available funding to provide the services and supports needed.
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The Action Plan:
- The waiver committee will review the capacity tracking report to determine available capacity prior to reviewing requests for enrollment.
- The waiver committee will conduct weekly meetings to review enrollment requests and determine if they should be approved or not.
- The DDA executive leadership team will review caseload activity each quarter.
- DDA will continue to monitor the waiver caseload to determine if there is capacity and funding available to support new enrollment requests for access to waiver funding and services.
- Provide a monthly report on capacity of the Core waiver and disposition of waiver enrollment requests to be reviewed by waiver committee.
Success Measures:
- Increase enrollment in the Core waiver from 4,556 individuals to 5,702 individuals by June 2025.
- Maintain an average quarterly caseload of at least 6,500 clients on the Individual and Family Services waiver through June 2025.
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Strategic Objective #4: Increase the number of working-age adults with a developmental disability who are employed.
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The Action Plan:
- Provide regional management teams and counties with quarterly data showing supported employment caseload and activities.
- Use appropriated funding to expand capacity on the Basic Plus waiver for individuals who are age 21, graduating from high school, Medicaid-eligible and interested in pursuing supported employment services.
- Review technical assistance provided by the Centers for Medicare and Medicaid Services to evaluate the value-based purchasing model. This may provide valuable information and options for financial and non-financial incentives to increase employment of clients with high needs.
Success Measure:
Increase the percentage of working-age adults with developmental disabilities receiving supported employment services who are employed to 60% by June 2025.
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Strategic Objective #5: Ensure that services and supports provided to clients in certified residential settings meet regulatory requirements and quality of care standards.
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The Action Plan:
- Provide certified residential service providers with training and technical assistance.
- Give residential service providers the option of a background check tracking tool.
- Review performance data quarterly with central office and regional executive management teams to ensure targets are met and to note any issues.
- Share community activity data and promote residential providers’ support of community activities at regional provider meetings.
- Follow up, involve case management and provide technical assistance as appropriate for clients identified to have two or fewer community outings in sampled weeks.
- Provide access to online training and encourage residential provider staff to support clients in accessing community-based activities.
Success Measures:
- Certified residential service providers sampled will support clients to access community-based activities at least five days per calendar week during the 2023-25 biennium.
- By June 30, 2025 DDA will offer 4-sessions of the updated Functional Assessment / Positive Behavior Support Plan curriculum using online modules and instructor lead training.
- Certified residential providers will receive fewer than five mandatory reporting-related citations per quarter by June 2025.
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Strategic Objective #6: Conduct timely assessments to ensure that services authorized are adequate in supporting identified health and welfare needs.
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The Action Plan:
- Provide a monthly assessment timeliness report to regional leadership teams.
- Review performance data quarterly with regional executive management teams.
- Provide case resource managers training and ongoing support to better equip them with knowledge and skills to administer an assessment.
Success Measures:
- Maintain a 99% on-time completion rate of initial assessments to ensure support needs are evaluated timely by June 2025.
- Maintain a 99% on-time completion rate of annual reassessments to review the effectiveness of authorized services and determine if support needs to have changed through June 2025.
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Strategic Objective #7: Continue to support and promote equity, diversity, access and inclusion in the workplace and public outreach through recruitment, hiring, training, retention as well as staff and stakeholder communications.
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The Action Plan:
- DDA will provide online and instructor-led trainings for employees to take in the Washington State Learning Center.
- DDA staff will provide quarterly reports to executive management team regarding progress achieved.
- DDA will add the requirement to complete at least one DSHS equity, diversity, access and inclusion training by June 2023 to DDA employee position description forms.
- Ensure certification for each diversity professional and diversity executive, and identify additional roles and responsibilities as essential for certification.
- Certified DDA employees will incorporate practices/principles of equity, diversity, access and inclusion in their respective facilities and offices.
- Report biannually the number of DDA employees identified as leaders in diversity and inclusion efforts.
- Review 7.01 plans and training schedule with Office of Indian Policy.
- DDA works with OIP staff to provide instructor-led training for employees through the Washington State Learning Center.
- DDA staff will provide quarterly reports to executive management team and the Indian Policy Advisory Committee subcommittee regarding progress achieved.
- Identify hiring managers to attend training.
- Provide quarterly reports to management teams regarding progress toward achieving this success measure.
- Require that hiring managers complete cultural humility training as part of their annual performance plans. Regional leadership teams will identify hiring managers to attend training.
- DDA staff will provide quarterly reports to management teams regarding progress toward achieving this success measure.
- DDA will add the requirement of completing cultural humility training and the Turning the Tide: Unconscious Bias Training in hiring manager’s annual performance plan. Review 7.01 plans and training schedule with Office of Indian Policy (OIP).
- DDA works with OIP staff to provide instructor-led trainings for employees through the Washington State Learning Center.
- DDA staff will provide quarterly reports to executive management team and the IPAC Subcommittee regarding progress achieved.
- Improve online access to information for clients and families with limited reading skills and visual impairments.
Success Measures:
- Maintain the percentage of DDA employees who complete a DSHS EDAI inclusion training at 90% or greater each quarter by June 2025.
- Maintain the number of DDA employees certified as diversity and inclusion leaders at 18 through the 2023-25 biennium.
- Triple the number of annual Government Delivery messages that include video messaging by June 2025.
- Improve access to DDA services by converting 100 percent of our fact sheets into plain talk, both in English and other languages. We will partner with culturally and linguistically diverse organizations, such as Open Doors for Multicultural Families to ensure access to historically underserved communities.
- Increase by 150, from a baseline of 987, the number of DDA employees who have completed 7.01 American Indian Policy or Government to Government, by June 2025.
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Strategic Objective #8: Train DDA employees to perform their duties in a manner that promotes safety in the workplace.
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The Action Plan:
- Offer an online training course for employees to take in the Washington State Learning Center.
- Provide regional and residential habilitation center management teams with monthly reports regarding the number of employees who have completed the training.
- Review performance data with the executive management team each quarter.
- Case resource managers will document scheduled, unannounced and refused visits in clients’ records.
- Review performance data with the executive management team each quarter.
- Provide Therapeutic Options training to residential habilitation center direct support professionals.
- Residential habilitation center program managers will provide monthly reports regarding the number of employees whose Therapeutic Options certification is in good standing and the number of those who need to be certified/recertified.
- Review performance data with the executive management team each quarter.
- DDA Emergency Management staff will develop a Continuity of Operations template for use by the SOLAs that is in compliance with requirements set forth in DSHS Administrative Policy 9.15.
- DDA Emergency Management staff will collaborate with the SOLA Operational Compliance Manager to ensure that each SOLA has a site-specific COOP by June 2023.
- DDA Emergency Management staff will collaborate with each of the four RHCs to review and update their respective COOP’s to ensure that their plans meet the required annual update of June 2023.
- DDA Emergency Management staff will review and update the DDA HQ COOP to ensure that the plan meets the required annual update of June 2023.
Success Measures:
- Increase the percentage of DDA employees completing online DSHS Active Threat safety training course from 68% to 75% by June 2025.
- Ensure all clients enrolled in the Enhanced Case Management Programs receive a visit from a DDA case resource manager at least once every four months. Maintain the percentage of required in-home visits that occur at 99%.
- Increase the percentage of Residential habilitation Center and State Operated Living Alternatives employees whose Therapeutic Options certification is current each quarter from 89% in July 2021 to 95% by June 2025.
- All RHCs, SOCR programs and the Regions will have written and approved emergency and COOP plans in place 100% of the time by June 2025.
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