Person-centered services focus on what’s important to a person with IDD.

It is not uncommon that when an agency or system enters the picture to help a person with IDD, they take over that person’s life instead of supporting it.

CLEARWATER, Fla. (PRWEB)
July 14, 2021

Direct support professionals (DSP) provide essential services to people with intellectual and developmental disabilities (IDD), but they’re in short supply. Before COVID-19, almost 46% of DSPs quit their jobs every year.(1) Of those that continue to support people with IDD, many lack the training necessary to ensure they take a “person-centered” approach to support. These two factors place individuals with IDD at increased risk for physical, mental, and emotional difficulties as their personal needs are left unfulfilled.(2)

DSPs provide around-the-clock care for people with IDD, supporting them as they accomplish daily tasks, develop life skills, and achieve other personal goals. It is critically important for these DSPs to allow—and encourage—people with IDD to make choices and retain autonomy over their own lives. Dr. Craig Escudé, President of IntellectAbility, a leading provider of tools and training for person-centered support, says, “It is not uncommon that when an agency or system enters the picture to help a person with IDD, they take over that person’s life instead of supporting it. We need to train more people who provide support to empower people with IDD and help them retain control over their lives.”

Person-centered services focus on what’s important to a person with IDD. According to Patrick Lane, IntellectAbility’s Person-Centered Services Mentor, this approach to support and care places the person’s priorities and life goals at the forefront of their daily experiences. However, it can be difficult to know what these priorities are, especially if the person with IDD communicates without using words. That’s where IntellectAbility’s six discovery skills can help.

Discovery skills help DSPs find out what a person with IDD values, plus what others value for that person. Tools like Communication Charts, Relationship Maps, Good Day/Bad Day, Rituals and Routines, and Reframing Reputations, along with training on creating a service continuum all help DSPs create closer connections to a person with IDD. “We want to enable staff with [person-centered] skills and language that respects the autonomy of those they support”, says Lane.

Most DSPs receive little to no training in person-centered support, and better trained staff are more likely to stay in their current position.(2) Other factors contributing to many DSPs leaving the profession include:

• 
      An average hourly wage of about $11/hr.(3)
•     Lack of affordable health insurance for themselves and their families.(4)
•     Little to no public recognition for the importance of their role.
•     Persistent staff shortages that increase workload.(4)

Johnathon Crumley, COO of IntellectAbility, says, “Turnover is high for many reasons. Oftentimes, DSPs find employment elsewhere where the wage is higher and they’re not responsible for someone’s life. And that’s not just the person’s healthcare needs that DSPs need to focus on; it’s also transportation, cooking food, cleaning, and more.”

The need for DSPs is expected to rise by a full 50% by the year 2026.(5)

On the importance of person-centered care, DeAndrea McMullen, Director of Case Management at The Arc of South Carolina, an organization dedicated to promoting and protecting human and civil rights of individuals with IDD, says, “It allows [people with IDD] to feel comfortable with you to provide information that they may not normally share. It builds a real relationship…to keep them included in all decisions about their life. Regarding the proper steps to implementing person-centered practices, we need to first gain traction and increase awareness on a state level. By showing how person-centered care can change lives, we can gain more attention on a national level.”

Expand the Knowledge

According to Dr. Escudé, “the majority of people know very little about the life of people with IDD. It is imperative that the values, wishes, and desires of a person with IDD be considered, and it must be done in a person-centered manner.” A ruling from the Centers for Medicare and Medicaid Services (CMS) now requires person-centered support for those with IDD.(5)

In its ruling, CMS specifies that service for participants in Home and Community-Based Services (HCBS) “must be developed through a person-centered planning process that addresses health and long-term services and support needs in a manner that reflects individual preferences and goals.” The ruling goes on to explain how this “planning process, and the resulting person-centered service plan, will assist the individual in achieving personally defined outcomes…ensure delivery of services in a manner that reflects personal preferences and choices, and contribute to the assurance of health and welfare.”(6)

Choosing a DSP

The right DSP can enhance the life of a person with intellectual or developmental disabilities tremendously. But it can be tricky to make a match that provides the most benefit. In general, when choosing a DSP, people should look for a few key traits:

•     A willingness to take direction and work cooperatively with the person they’re supporting to provide a good quality of life.
•     Compatibility with the person with IDD, including shared interests.
•     The DSP should have received the tools and training they need to provide person-centered support.

Efforts to increase awareness of the troubles people with IDD face—as well as education, better financial support, and opportunities for career advancement for DSPs—can help keep people in support roles longer.

“We need to empower people with IDD with the ability to fully integrate into society. This is the only situation where we tolerate segregation of an entire group of people. Getting better DSPs into support roles for people with IDD can help bring these people back into the world and dramatically improve their lives,” says Dr. Escudé.

About IntellectAbility:

IntellectAbility provides tools and training to agencies, governmental entities and supporters of people with intellectual and developmental disabilities to foster early recognition and mitigation of health risks thereby improving health and wellness. One such tool is the Health Risk Screening Tool (HRST), of which they are the sole developer, producer, and distributor. The web based HRST is the most widely used and validated health risk screening instrument for people with intellectual and developmental disabilities. IntellectAbility also provides numerous health-related and person-centered service trainings for supporters of people with IDD. With unrelenting focus, IntellectAbility works to fulfill its mission of improving health and quality of life for people with intellectual and developmental disabilities and other vulnerabilities. For more information, visit ReplacingRisk.com.

Sources

1.    Hansen-Turton , Tine, and Mike Clark. “Government Must Invest in Direct Care Professionals to Support Those with Disabilities during the Pandemic: Opinion.” inquirer.com, The Philadelphia Inquirer, 26 Mar. 2021, inquirer.com/opinion/disability-support-provider-shortage-pandemic-20210326.html.

2.    Grensing-Pophal, Lin; “The Critical Link Between Effective Training and Retention”; 18 Nov 2019; HR Daily Advisor; hrdailyadvisor.blr.com/2019/11/18/the-critical-link-between-effective-training-and-retention/

3.    Yonkunas, Rachel. “A Workforce in Crisis: Disability Services Are Seeing a Shortage of Direct Support Staff.” fox43.Com, 13 June 2021, fox43.com/article/news/local/direct-support-professionals-workforce-crisis/521-46f28311-b88f-43cf-b0dc-3f7f9349b715.

4.    “Direct Support Professionals and the Disability Community.” The Arc, 8 June 2021, thearc.org/policy-advocacy/direct-support-professionals/.

5.    Courtney , Rep. Joe (D-Conn.), and Shanna York. “Fixing the Disability Workforce Crisis.” The Hill, The Hill, 2 Mar. 2020, thehill.com/blogs/congress-blog/politics/485583-fixing-the-disability-workforce-crisis?rl=1.

6.    Centers for Medicare and Medicaid Services Newsroom; “Home and Community-Based Services: Affordable Care Act Compliance Legislation”; 10 Jan 2014; CMS; cms.gov/newsroom/fact-sheets/home-and-community-based-services | Accessed 12 July 2021

Best Place to Work for Disability Inclusion

“Inclusion is at the very core of who we are and what we do so this top recognition from DEI affirms our ongoing work to ensure a workplace where everyone feels welcome and included.

AUSTIN, Texas (PRWEB)
July 14, 2021

ZVRS and Purple Communications (ZP), a leading provider of communication solutions for the deaf and hard of hearing community, is pleased to announce that for the second consecutive year it has been named one of the “Best Places to Work for Disability Inclusion” and again earned a top score of 100 percent on the 2021 Disability Equality Index® (DEI).

The DEI, a joint initiative of leading nonprofit organizations the American Association of People with Disabilities (AAPD) and Disability:IN, is considered the world’s most comprehensive benchmarking tool for disability inclusion in the workplace.

ZP has more than 2,800 employees and 72 percent of its non-interpreter workforce is deaf or hard of hearing. This year, ZP joins 191 companies out of a total of 319 DEI participants to receive a top score of 100.

“We are so pleased to once again be recognized as a Best Place to Work,” said Sherri Turpin, CEO of ZP. “Inclusion is at the very core of who we are and what we do so this top recognition from DEI affirms our ongoing work to ensure a workplace where everyone feels welcome and included. While we are very honored to have earned a top score for two consecutive years, our work for disability workplace inclusion is far from done.”

The 2021 DEI measured: culture and leadership; enterprise-wide access; employment practices; community engagement; and supplier diversity. New assessments for 2021 following the pandemic year included: innovative technology to advance accessibility; mental wellness benefits; flexible work options and services for deaf and hard of hearing employees.

“The Disability Equality Index shines a spotlight on companies that believe they have a stake in creating a more equitable society for people with disabilities,” said Maria Town, President and CEO of AAPD. “It is a conduit for our work championing disability rights for the 60 million Americans with disabilities and knocking down barriers to employment, technology and healthcare, and we’re thrilled to see the progress being made today.”

“We are so pleased to partner with 319 companies this year on the Disability Equality Index,” said Jill Houghton, President & Chief Executive Officer, Disability:IN. “Part of corporate commitment to disability inclusion is recognizing your stance and using it as an ‘aha moment’ to drive the business investments needed to scale change. Inclusion and accessibility cuts across the enterprise, from cultural representation in the workforce, to technology acceleration, to incorporating supply chain diversity. These are tangible opportunities that leading companies can leverage to create sustainable impact for their business and brand.”

About ZVRS and Purple Communications

ZVRS and Purple Communications (ZP), divisions of ZP Better Together, LLC, are communications solution-makers dedicated to delivering the highest-quality and most innovative communication services to meet the unique needs of each Deaf and hard-of-hearing individual. Our commitment extends across hardware, software, and in-person solutions within these four areas of service: Video Relay Service (VRS), Video Remote Interpreting (VRI), Communication Access Real-Time Translation (CART), and On-Site Interpreting. These four pillars of service are the foundation of our commitment to the belief that every conversation matters. Whether it is at home, on the go, at school, or in the workplace, our mission is to grow and bridge two worlds with innovative, accessible communication solutions, creating more opportunities in our Deaf and hard-of-hearing community. For more information please visit ZP.

About the Disability Equality Index®

The Disability Equality Index (DEI) is a comprehensive benchmarking tool that helps companies build a roadmap of measurable, tangible actions that they can take to achieve disability inclusion and equality. Each company receives a score, on a scale of zero (0) to 100, with those earning 80 and above recognized as a “Best Place to Work for Disability Inclusion.”

The DEI is a joint initiative of the American Association of People with Disabilities (AAPD), the nation’s largest disability rights organization, and Disability:IN, the global business disability inclusion network, to collectively advance the inclusion of people with disabilities. The organizations are complementary and bring unique strengths that make the project relevant and credible to corporations and the disability community. The tool was developed by the DEI Advisory Committee, a diverse group of business leaders, policy experts, and disability advocates. Learn more at Disability Equality Index.

About the American Association of People with Disabilities (AAPD)

AAPD is a convener, connector, and catalyst for change, increasing the political and economic power for people with disabilities. As a national cross-disability rights organization AAPD advocates for full civil rights for the 50+ million Americans with disabilities. Learn more at AAPD.

About Disability:IN®

Disability:IN is a global organization driving disability inclusion and equality in business. More than 270 corporations trust Disability:IN to activate and achieve disability inclusion across their enterprise and in the broader corporate mainstream. Through the world’s most comprehensive disability inclusion benchmarking; best-in-class conferences and programs; and expert counsel and engagement, Disability:IN works with leading businesses to create long-term business and societal impact. Join us at disabilityin.org/AreYouIN #AreYouIN.

Media Contacts:

The Durkin Agency

karen.durkin@thedurkinagency.com

ZVRS and Purple Communications

AnnMarie Killian

amkillian@zvrs.com

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AHRC’s partnership with Minority Millennials, Inc., is a way to bridge the future leadership gap, and do so while offering meaningful career opportunities… Stanfort Perry, Executive Director, AHRC Nassau.

BROOKVILLE, N.Y. (PRWEB)
July 13, 2021

As Long Island continues to become more diverse, two local nonprofits, AHRC Nassau and Minority Millennials Inc., are strengthening meaningful career opportunities for future Black, Indigenous and people of color (BIPOC).

AHRC Nassau, one of the largest disability agencies and employers in New York State, is joining Minority Millennials, Inc., a nonprofit focused on local BIPOC workforce development, to increase awareness of career opportunities and growth in the field of disability. The partners seek to respond to Nassau County’s increasingly diverse population, where approximately one out of every three Long Islanders is a person of color.

“AHRC’s partnership with Minority Millennials, Inc., is a way to bridge the future leadership gap, and do so while offering meaningful career opportunities,” said Stanfort Perry, Executive Director, AHRC Nassau. “I started my career 30 years in the disability field as an entry-level direct support professional. I am proud to now lead operations impacting more than 2,000 people with developmental disabilities, their families and the community. This partnership is a way to welcome the next generation of leaders.”

Together, AHRC Nassau and Minority Millennials, Inc., will seek to develop BIPOC staff members at all levels by offering authentic avenues of engagement for Long Island’s population of color.

Along with sharing AHRC’s open positions with partner organizations, Minority Millennials, Inc. virtual initiatives include resume assistance, job education events, recruitment events, and community building.

“We appreciate the opportunity to partner with a fellow nonprofit who shares the same vision of a more economically, culturally and socially sustainable future,” said Dan Lloyd, Founder & President, Minority Millennials, Inc. “AHRC walks the walk. It is an agency culture dedicated to the inclusion and advancement of all people.”

Minority Millennials, Inc. plans to position AHRC’s DSP job openings to its member network and the powerful community it represents across Long Island. If you are a job seeker and would like to join AHRC Nassau, click here and contact Minority Millennials, Inc. to submit a resume or request resume assistance.

—————————-

About AHRC Nassau

AHRC Nassau, a chapter of The Arc New York, is one of the largest agencies on Long Island supporting people with intellectual and developmental disabilities (I/DD). Based in Nassau County, the nonprofit empowers people to lead fulfilling lives, together with family, friends and community. AHRC’s programs include a wide array of support for people with disabilities and their families, including vocational and employment services, adult day habilitation and community-based services, guardianship, family support services and respite/ recreation opportunities, as well as residential services. AHRC Nassau was recently re-accredited by New York State’s Office for People With Developmental Disabilities as a COMPASS agency. This distinction of excellence is held by only four agencies in New York State. The agency is also part of an elite group of international agencies accredited by CQL | The Council on Quality and Leadership for Person-Centered Excellence Accreditation With Distinction.

About Minority Millennials, Inc.

Minority Millennials, Inc. is a grassroots not-for-profit organization dedicated to helping young people of color access jobs, build wealth, and become more civically engaged. They accomplish this mission by developing and strengthening the region’s diverse talent with the resources they need to understand how to influence meaningful change and exposing them to various industries and sectors.

—————————-

Contact:

Daniel Lloyd

Founder and CEO

Minority Millennials

daniel@minoritymillennials.org

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Denise Fyffe, PhD

“Our results are important,” asserted Dr. Fyffe, “because they empower rehabilitation counselors, policy makers, and families to support, set, and manage realistic employment goals while encouraging sensitivity to the negative perceptions that people hold about their illness or return to work.”

EAST HANOVER, N.J. (PRWEB)
July 07, 2021

A team of researchers identified nine meaningful reasons that prevent people with disabilities from seeking employment. Their findings provide a much-needed understanding of this population’s motives for remaining unemployed, which can inform programs and policies that promote labor force participation of people with disabilities. The article, “Understanding Persons with Disabilities’ Reasons for Not Seeking Employment” (doi: 10.1177/00343552211006773) was published in Rehabilitation Counseling Bulletin on April 15, 2021.

The authors are Denise C. Fyffe, PhD, Anthony H. Lequerica, PhD, and John O’Neill, PhD, of Kessler Foundation; Courtney Ward-Sutton, PhD, and Natalie F. Williams, PhD, of Langston University; and Vidya Sundar, OT, PhD, of the University of New Hampshire. Drs. Fyffe, Lequerica, and O’Neill also have academic appointments in the Department of Physical Medicine and Rehabilitation at Rutgers New Jersey Medical School.

In 2016, just 26 percent of people with disabilities were employed, versus 72 percent of people without a disability. Unraveling the socioeconomic, medical, and personal reasons for the chronic low employment rate among people with disabilities is a difficult task, in part because there is a scarcity of studies utilizing a nationally representative sample that includes narrative data. However, learning why people living with disabilities are not seeking or returning to work is critical to developing targeted employment interventions.

To gain a more precise understanding of unemployment among people with disabilities, a team of researchers analyzed responses to an open-ended question about employment from 3,013 participants in the 2015 Kessler Foundation National Employment and Disability Survey, the first nationally validated survey of the work experiences and perspectives of individuals with disabilities. The participants were adults of working age (18 to 64), representing 50 states and the District of Columbia. The majority identified as striving to work, defined as working, actively preparing for employment, searching for jobs, seeking more hours, or overcoming barriers to finding and maintaining employment. This analysis focused on 1,254 respondents who self-identified as being unemployed or not seeking employment and having one or more disabilities.

The results revealed a broad range of meaningful reasons why people with disabilities did not see themselves working in the near future. The most common reasons for not striving to work related to their perceptions about their medical conditions, functional limitations, or disability, which contributed to concerns about being able to find and keep a job. Other common responses cited problems related to bodily functioning and health issues, household responsibilities and educational conflicts, fear of losing disability benefits, and concerns about workplace culture, accessibility, and acceptance.

Participants’ reasons for opting not to work differed across demographic and sociodemographic characteristics, pointing to the pitfalls in relying on such characteristics as the framework for employment strategies rather than focusing on the underlying reasons for not striving to join the workforce.

Countering negative perceptions, which are often associated with diverse demographic and sociodemographic characteristics, is essential to developing successful return-to-work or employment interventions, according to lead author Dr. Fyffe, senior research scientist in the Centers for Spinal Cord Injury Research and Outcomes & Assessment Research at Kessler Foundation. “Our results are important,” asserted Dr. Fyffe, “because they empower rehabilitation counselors, policy makers, and families to support, set, and manage realistic employment goals while encouraging sensitivity to the negative perceptions that people hold about their illness or return to work.”

Funding sources: Kessler Foundation and National Institute on Disability, Independent Living, and Rehabilitation Research (NIDILRR) through the Rehabilitation Research and Training Center on Employment Policy and Measurement (H133B100030).

This research is an extension of Kessler Foundation’s 2015 survey, the first in a series of surveys on employment and disability includes:

• 
  2015 Kessler Foundation National Employment & Disability Survey
• 2017 Kessler Foundation National Employment and Disability Survey: Supervisor Perspectives
• 2020 Kessler Foundation National Employment and Disability Survey: Recent College Graduates

About Kessler Foundation: Kessler Foundation, a major nonprofit organization in the field of disability, is a global leader in rehabilitation research that seeks to improve cognition, mobility, and long-term outcomes, including employment, for people with neurological disabilities caused by diseases and injuries of the brain and spinal cord. Kessler Foundation leads the nation in funding innovative programs that expand opportunities for employment for people with disabilities. For more information, visit KesslerFoundation.org.

For more information, or to interview an expert, contact Carolann Murphy, 973.324.8382, CMurphy@KesslerFoundation.org.

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With the acquisition of Radiology Group, P.C. we will, as one organization, further the promise we have to our patients and the surrounding medical communities to provide the most advanced affordable imaging services available today.

MERIDEN, Conn., BRANFORD, Conn., and HAMDEN, Conn. (PRWEB)
June 30, 2021

Midstate Radiology Associates, LLC (MRA) announces the acquisition of Radiology Group, P.C. This acquisition enables Midstate Radiology Associates, LLC to continue expanding their award winning imaging services to more convenient Connecticut locations.

In addition to providing the highest quality and affordable imaging services, Midstate Radiology Associates, LLC can now offer patients in the Hamden and Branford areas more enhanced comprehensive continuity of imaging care that is carefully coordinated with their doctor.

“With the acquisition of Radiology Group, P.C. we will, as one organization, further the promise we have to our patients and the surrounding medical communities to provide the most advanced affordable imaging services available today. These imaging services are in convenient locations that patients consider “Close to Home”, focusing everything that we do to ensure patients with the best medical imaging experiences possible,” says Tom Cappas, MBA, MS RT (R)(MR) Director of Operations at Midstate Radiology Associates, LLC.

Radiology Group, P.C.’s two convenient locations in Branford, CT and Hamden, CT will continue to provide imaging services with the same welcoming and friendly staff. Highly decorated and Board certified radiologist, Jay Sokolow, M.D. has joined Midstate Radiology Associates, LLC’s team of esteemed Radiologists.

The imaging facility in Branford is located in the Stony Creek Medical Building at 6 Business Park Drive and the imaging facility in Hamden is located in the Whitney Medical Building at 2447 Whitney Avenue. The following comprehensive imaging services will be provided at these locations: Bone Density Testing (DEXA), CT Scan, Mammography, Ultrasound and X-Ray.

Radiology Group, P.C. was founded by Carl Pantaleo, M.D. over fifty years ago and was one of the first outpatient radiology practices in the state of Connecticut. From their very modest beginnings through today, Radiology Group P.C. earned a reputation for medical imaging excellence and accommodating patients by staying committed to their mission to always focus on providing outstanding accessible and affordable patient-centric imaging care and services.

Midstate Radiology Associates, LLC, founded in 1955 in Central Connecticut, has grown into a leading and well-established medical imaging practice, providing medical imaging services throughout the state of Connecticut. Nationally recognized for leadership, patient experience and effective management practices as well as being locally known for convenient imaging locations, Midstate Radiology Associates, LLC provides patients and the medical community with the latest imaging technology and affordable imaging services available today.

For more information, visit website: http://www.midstateradiology.com

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WASHINGTON (PRWEB)
June 28, 2021

Paralyzed Veterans of America, the nation’s only nonprofit organization dedicated solely to supporting veterans with spinal cord injuries, disorders, and diseases, today kicked off an annual checkout campaign just days before the fourth of July holiday with long-time partners Food City and champion racecar driver Richard Petty. Centered around celebrating PVA’s 75th anniversary and helping America’s heroes, all donations made at Food City supermarkets will go directly to PVA to provide life-changing programs and services to support America’s veterans FREE of charge so that they can live full, productive lives after injury.

“2021 is a big year for PVA,” said U.S. Air Force veteran and national president of Paralyzed Veterans of America David Zurfluh. “In addition to celebrating our 75th year of supporting veterans, we are also kicking off our 11-year partnership with Food City – that’s more than 4,000 days of working together to help veterans gain access to quality care, benefits, and career opportunities they deserve. Thanks to Food City, their generous customers, and long-time supporter Richard Petty, PVA can support more Veterans and their families around the nation (just like mine).”

The fundraising campaign will run at Food City’s supermarket chain stores from June 30, 2021, through July 27, 2021. Customers can select $1, $3, and $5 donations at Food City checkouts and their gift amount will be added to their order total.

“I am honored to support PVA and their partnership with Food City,” said Petty. “PVA has been around for a long time – empowering veterans through adaptive sports, fighting for greater accessibility, searching for a cure for paralysis, and so much more. Aligning myself with this important campaign is my way of not only relaying my gratitude to veterans for their service and sacrifice but also encouraging others to do the same.”

“We are also so grateful to our hardworking staff and loyal customers, said Steven C. Smith, Food City president and chief executive officer. “With their help, we raised over $560,000 last year to help PVA fulfill its mission of empowering America’s veterans to regain what they fought for: their freedom and independence! We look forward to working alongside PVA and Richard Petty again this year and many more record-breaking years yet to come!”

Visit PVA.org to learn more about the campaign.

About Paralyzed Veterans of America

Paralyzed Veterans of America is the only congressionally chartered veterans service organization dedicated solely to the benefit and representation of veterans with spinal cord injury or disease. For 75 years, the organization has ensured that veterans receive the benefits earned through service to our nation; monitored their care in VA spinal cord injury units; and funded research and education in the search for a cure and improved care for individuals with paralysis.

As a life-long partner and advocate for veterans and all people with disabilities, Paralyzed Veterans of America also develops training and career services, works to ensure accessibility in public buildings and spaces, and provides health and rehabilitation opportunities through sports and recreation. With more than 70 offices and 33 chapters, Paralyzed Veterans of America serves veterans, their families, and their caregivers in all 50 states, the District of Columbia, and Puerto Rico. Learn more at PVA.org.

About Food City

Headquartered in Abingdon, Virginia, K-VA-T Food Stores (Food City’s parent company) operates 137 retail outlets throughout southeast Kentucky, southwest Virginia, east Tennessee, north Georgia, and Alabama.

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