Grantee Project Status Summary

FFY’ 18 Third Quarter Report For the period of April 1 through June 30, 2018

Table of Content

sGrantee Project Status Summary..............................................................................................1Transportation............................................................................................................................2Go Nevada! Transportation with Choice and Control.................................................................3SEARCHING for Success..........................................................................................................5Customizing Transitions.............................................................................................................7Integrated Employment............................................................................................................13Integrated Employment............................................................................................................19Systems Change......................................................................................................................21Working Progress.....................................................................................................................22Informed Choice through a NWD system (part 2)....................................................................24Glossary Of Terms....................................................................................................................27

Nevada Governor's Council on Developmental DisabilitiesCompiled 7/27/2018

By: Catherine Nielsen

Transportation Organization: Family Support CouncilProject Director: Steve DeckerProject Period: Oct 01, 2017 to Sep 30, 2018Total Grant Funds: $ 22,000

Goal 3, Objective 1: Create one transportation system model that is sustainable and replicable and will serve people with I/DD across the State.

NGCDD Expected Outcome(s): Progression will be made in moving the State into expanded, sustainable, universally

designed and accessible transportation through the development of a new system and/or expansion of the current transportation system.

Grantee Proposal: Demonstrate a viable model for rural transport of individuals with disabilities, with ongoing funding driven by non-medical transportation funds through the Rural Regional Center system. In the first 6 months, the web-based systems, mobile applications, outreach and training of volunteer's will take place. Once completed, FSC will run a six month pilot program in Carson City, Douglas, and Lyon counties to ensure all features are working as designed. FSC will collect and track data through the online cloud portal of each I/DD transported in real time to evaluate response time, length of transport, and effectiveness of the program. FSC will also gather stories and information on impact of the program for our passengers. At the end of the pilot, the program will be delivered to the NGCDD for dissemination. Activity Summary:

Activity 1A) Set up domain, hosting, web development and mobile applications.

Beta testing has been completed and several of staff recommendations were implemented. Staff is now fully able to access and use the app through both Apple and Android.

Activity 2A) Obtain and train paid and volunteer drivers.

The volume of transportation requests this quarter has continued to increase. A total of eight hundred and seventy-nine (879) vehicle requests were submitted through the application this quarter. A newly implemented change included a requirement of seventy-two (72) hours advanced notice to request a ride through the application. There were thirty-six (36) cancellations due to schedule changes and client services cancelled. Total transports this quarter came to one thousand one hundred and thirty two (1,132) rides.

A barrier noted is that during initial meetings with clients and case managers, it was determined many clients did not have access to upgraded smartphones to handle the applications, access to computers, WiFi/Internet, and the sheer # of weekly transport requests/client, all further client trainings were suspended temporarily. In the future, Case Managers will be incorporating Drive NV training into supported living arrangements as necessary technology becomes available.

Activity 3A) Complete referrals and outreach for passengers.

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The six-month pilot is completed. FSC continues to use Drive NV to the benefit of clients. Two (2) vehicles were donated to FSC during Q3. Three (3) vehicles experienced maintenance problems and were out of commission for three (3) or more weeks during the quarter or were retired from the company. Continued high volume of use will increase the costs to the organization. Depreciation of the vehicles and replacement costs must be factored into the program to continue and move forward.

Activity 3B) Track 30 passengers with I/DD using pilot system and satisfaction surveys (to include NGCDD surveys)

FSC currently tracks and provides transports for twenty-five to thirty (25-30) clients per month, under DriveNV. Clients and Staff in the Yerington Program do not currently use the Drive NV.

Activity 3C) Continuously collect and monitor data to demonstrate sustainability using existing funds already assigned to each RRC person served, in non-medical transport funds.

FSC is continuously giving out surveys for each of their activities. Surveys are due back in the Q4 by August 15th. Monitoring and data collection will continue through grant dates.

Deliverables Summary:

At the end of 6 months, a web based system with mobile applications and trained paid and volunteers will be operational.

During the second half of the grant year piloting will take place and data will be collected.

30 passengers w/I/DD will be tracked for pilot project. A completed pilot model will be delivered to NGCDD at the end of the grant year.

Of Note: During the end of the quarter, Lake Tahoe Transportation will cease service from Lake Tahoe to the Carson Valley in August 2018. The impact spreads beyond individuals with I/DD that utilize these services, but also impacts low-income individuals and families, and will greatly impact services levels in and out of Douglas County and surrounding rural communities. FSC notified the NGCDD of this impending change and is working with DART to bring attention to the LTC regarding the issues surrounding clients with I/DD should services be discontinued.

Go Nevada! Transportation with Choice and ControlOrganization: ADSDProject Director: Cheyenne PasqualeProject Period: Oct 01, 2017 to Sep 30, 2018Total Grant Funds: $ 38,000

Goal 3, Objective 1: Create one transportation system model that is sustainable and replicable and will serve people with I/DD across the State.

NGCDD Expected Outcome(s):

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Progression will be made in moving the State into expanded, sustainable, universally designed and accessible transportation through the development of a new system and/or expansion of the current transportation system.

Grantee Proposal:

ADSD staff will identify up to 25 individuals and families to participate in Go Nevada. Individuals who are not enrolled in formal services through ADSD, but who are seeking transportation services will be targeted for this pilot. In addition, individuals enrolled in case management or job day training services will be selected for participation in the pilot. Intake staff and Service Coordinators at Desert Regional Center will identify participants, educate them about transportation options available under the voucher, and make referrals to the program. A Transportation Coordinator will work with individuals and families to develop a spending plan for their monthly voucher. The Transportation Coordinator will also be responsible for monitoring vouchers, managing the Uber Central service, and administering client satisfaction surveys. The Chief of Supportive Services will be responsible for the overall program design, establishing partnerships to support transportation choices, and negotiating rates with local transportation providers (as applicable). While ADSD will pilot ‘Go Nevada’ in Clark county, we will establish a statewide workgroup of interested community transportation providers to share lessons learned as well as best practices. Through this project, ADSD will also gather data that can be used to shape public policy changes that will promote individual choice and control while also increasing capacity for transportation services in Nevada.

Activity Summary:

Activity 1A) Set up Uber Central service.

Meeting with Uber Central Representatives took place on April 25th. They discussed payment and billing options and followed up on Uber becoming an approved vendor through the State of Nevada.

Activity 1B) Implement Uber Central service in coordination with voucher program.

On June 7th a subsequent meeting with Uber was held to set up a line of credit for ADSD/Go Nevada! to access and use. This system will ensure reimbursements are in a more timely manner and that budgets are easier to manage.

Activity 2A) Convene statewide transportation workgroup to design transportation voucher guidelines and processes.

With the statewide transportation workgroup launching in March ADSD convened the first meeting on April 6th to review the grant and the goals of the work group. The goal of the group is to build a foundation from an array of transportation service providers to entities that fund transportation, to create buy-in for future innovations and policy changes.

Activity 2B) Identify up to 25 individuals with I/DD to participate in program.

Three meetings were held to discuss Go Nevada! with potential participants to begin May 1st, June 1st and July 1st, respectively. The first meeting (4/24) produced six (6) willing and qualified individuals. The second meeting (5/29) produced nine (9) willing and qualified individuals. The third meeting (6/18) produced fourteen (14) willing and qualified individuals.

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Activity 2C) Implement transportation voucher program.

Implementation was originally projected for April 1st. However, due to a delay in hiring of the Transportation Coordinator and their start date, the launch was delayed. The program officially launched April 24th, with the meeting of the first wave of individuals listed above. Ten (10) individuals began self-directing services, enrolling any individual providers with the state to be reimbursed for mileage.

Activity 2D) Gather data to shape public policy changes that will promote individual choice and control while also increasing capacity for transportation services in Nevada.

Data collecting began through the pilot months of May and June. Not only is ADSD tracking the use of the monthly budget, but also how and when the budget is used.

Deliverables Summary:

Nevada will pilot an Uber Central service project called Go Nevada Up to 25 individuals will participate in Go Nevada. Data will be gathered to shape public policy changes for transportation services in

Nevada.

Of Note:

Catherine and Kari met with Cheyenne in Las Vegas on April 13. We discussed the new transportation coordinator has been hired.

They will be starting with five (5) people, each getting twenty-five (25) vouchers. They feel they will be able to draw down their funds by September.

Catherine sent out a reminder e-mail to all grantees on July 5th, that their quarter three grantee project status summary reports would be due on July 10th. This information was also thoroughly explained by the previous PM, Kari Horn, when the grants were initially funded. Cheyenne e-mailed Catherine on July 11th, apologizing for not submitting her reports yet but they would be submitted by the end of the day on July 11th. No report was received. Catherine sent another follow-up email, inquiring about the report status on July 25th. Cheyenne quickly responded, stating the email was “stuck in her drafts folder” and sent the reports along at that time.

SEARCHING for SuccessOrganization: UCPNVProject Director: Monica ElsbrockProject Period: Oct 01, 2017 to Sep 30, 2018Total Grant Funds: $ 28,128

Goal 3, Objective 2: A minimum of 10 strategies identified in the Strategic Plan for Integrated Employment will be implemented through collaboration with major stakeholders.

NGCDD Expected Outcome(s): State policies will be created that promote integrated, competitive employment options. More people with I/DD will have integrated, competitive wage jobs in Nevada. Strategy #3 in Strategic Plan for Integrated Employment = Pursue creative partnerships

with employers to include job carving and job sharing and to provide on the job training, career readiness and self-advocacy training for people with IDD on their worksites.

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Grantee Proposal: Pursue creative partnerships with employers to include job carving and job sharing and to provide on the job training, career readiness and self-advocacy training for people with I/DD on their worksites through the creation of a Project SEARCH at a large business in Northern Nevada that will offer transition aged youth with disabilities that have graduated from high school an internship to experience the world of ‘real work’. UCPNV will become a Project SEARCH official affiliate. The Project SEARCH team will provide training for all the entities involved – the host employer, UCPNV, BVR, and the school district. This onsite training will serve as the structure by which 12 interns will complete the program with the expectation that 6 will gain full time employment. Sensitivity training will be offered to all levels of employees at host sites, to include disability etiquette and People First language as well as methods to best support any learning or training offered to the interns. UCPNV will stress the many benefits of having interns with disabilities in the workplace and support the interns until they have assimilated into the company culture and feel comfortable with the new position.

Activity Summary:

Activity 1A) Work with major businesses in the area to create Project SEARCH internship opportunities for 12 transition aged youth with I/DD per site per year. Interested stakeholders will include Renown Hospital, Marriott/Renaissance and Carson Tahoe Hospital.

The Renaissance Hotel has agreed to be a host employment site. The Renaissance Hotel is excited to provide a work site for individuals with disabilities to acquire vocational skills necessary for obtaining and maintaining employment. Due to the amount of funding, only one site was chosen this year.

A representative from the Renaissance Hotel attended the two-day Project SEARCH training in May. The training was hosted by a representative from Project SEARCH National and was held at the Renaissance Hotel.

Activity 1B) Interns will follow industry standards job descriptions with expectations to mirror coworkers at the site.

UCPNV, Vocational Rehab, and the Renaissance HR Department, created job descriptions, to be used by the interns through each rotation. These job descriptions mirror those of the paid positions of the host businesses. A WCSD teach, job coaches and the Renaissance Hotel management staff will work with interns to effectively gain knowledge of workplace expectations and task procedures.

Activity 1C) Job coaching will be provided to 12 interns, with coaching fading as the intern becomes more proficient on the job.

The Bureau of Vocational Rehab has committed to the Project SEARCH initiative in collaboration with Washoe County School District and UCPNV. The plan remains for skills such as learning job tasks, how to work on a team and how to work with a supervisor, among other skills, to be provided by the job coaches. The job coaches will act as a liaison between the Renaissance management staff and interns. Job coaches will provide support needed for interns to overcome individual barriers as they are encountered.

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Activity 1D) Classroom like support will start each day and end each day to allow interns time to review expectations, share difficulties on the job and review the day, and again share successes or concerns about the job.

Washoe County School District has allocated a teacher for the Project SEARCH internship. This teacher will be on-site each day of the internship and will provide the classroom instruction component of this program. Ideally, the classroom instruction will consist of discussion and role play examples of both hard and soft vocational skills. The hopes would be that these skills would then transfer to their on-the-job training they receive from management staff and job coaches. Renaissance has also designated a room available to Project SEARCH staff and participants to provide classroom trainings and a gathering place for program participants and staff.

Activity 1E) A projected 6 of the 12 interns will gain full time employment due to on the job training with the program.

WCSD utilized a vetting process to identify candidates that were able to meet the program criteria and have a strong desire to transition from an educational setting to a competitive employment setting. WCSD has identified eleven (11) students that will serve as interns during this program.

Activity 2A) Sensitivity training will be offered to all levels of employees at the host site to include disability etiquette and People First language as well as methods to best support any learning or training offered to the interns.

UCPNV, along with representatives from BVR, initially met with all participating department heads from the Renaissance Hotel on June 12th, 2018. The philosophy, goals, and projected outcomes, potential barriers that interns may face and possible solutions, were all discussed for this upcoming Project SEARCH. It was decided at these meetings that management staff would communicate any concerns directly to the on-site program coordinator for UCPNV. Any additional actions will be taken at that time. Additionally, information about Project SEARCH will be broadly communicated to all Renaissance staff at an upcoming staff meeting in July.

Deliverables Summary:

Project SEARCH will be implemented in Nevada Marketing materials will be created by 1/15/18 Trainings for employees to be completed by the end of January Intern applications to be reviewed during first quarter Services to begin Spring of 2018 12 interns (persons with disabilities) will participate in the Project SEARCH program 6 of the 12 interns will gain full time employment

Of Note:

Catherine and Amanda had a phone call on June 13th, 2018 as a mid-quarter check-in. Amanda informed me at this time that everything was still on track. Last grant quarter, UCP was late in submitting their reports to us, and forgot about the report from their second grant. This was mainly due to staff/management changes within the organization. I would like to note there was even more staffing changes during the third quarter. Despite this fact, UCP still turned in both reports to me complete and before

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the due date. UCP has also been extremely fast in providing follow up to any questions or clarification we may need. UCP is still on track with their projected start date of the 2018-19 school year.

Customizing TransitionsOrganization: Lyon County School District Project Director: C.J. FieldsProject Period: Oct 01, 2017 to Sep 30, 2018Total Grant Funds: $ 21,403

Goal 3, Objective 2: A minimum of 10 strategies identified in the Strategic Plan for Integrated Employment will be implemented through collaboration with major stakeholders.

NGCDD Expected Outcome(s): State policies will be created that promote integrated, competitive employment options. More people with I/DD will have integrated, competitive wage jobs in Nevada. Strategy # 1 in Strategic Plan for Integrated Employment = Invest in building the skills

of Employment Specialists, supervisors and key paraprofessional staff who work with people with IDD to improve competitive, integrated employment options.

Grantee Proposal:

Special education transition teams in the Lyon County School District will be trained in the implementation of Customized Employment (CE) processes for students with I/DD. Specifically, transition teams will be trained in the CE Discovery assessment process, developing CE vocational profiles, developing and holding CE planning meetings, and developing CE portfolios/visual resumes. Training in customizing self-employment and social security work incentives and programs will also occur. Transition teams will be assembled in each service area and while the make-up of each team within each area may vary to a small degree, teams will consist of a high school administrator, the Comprehensive Life Skills teacher(s), related service providers, paraprofessionals, parent representatives, and school psychologists. For each student for which CE will be implemented, the student and their family will become the most integral part of the CE team and information provided by these individuals as the CE service consumers will drive the CE process.

Activity Summary:

Activity 1A) Train transition teams in Dayton/Silver Springs; Fernley; and Yerington/Smith Valley) in the first 4 steps of (CE) Customized Employment (discovery, developing a vocational profile, developing and holding a customized planning meeting and developing a CE visual portfolio/resume).

Teams from Dayton, Silver Springs, Fernley and Yerington all received training on April 24th, 26th and May 2nd, respectively. Each day teams were provided with packets of pre-printed materials relevant to each day’s content. This content was put together so it could easily be added to the training binder previously provided by LC Transition Coordinator. Participants were asked to consider quality components of the visual portfolio and talked through the use of positive and appropriate language in the portfolio. Participants were provided an example portfolio of a student with Down Syndrome. Participants learned about best practices in assembling an e-Portfolio or video-based portfolio, including appropriate use, including ethical issues that arise from

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publishing e-Portfolios on social media. It was decided amongst the team that even if given permission from the parents of the student, the information provided would only be shared 1-1 with potential employers for job development purposed and would not be shared publicly. Participants were given examples of poor/inappropriate portfolios and those that utilize best practices. Significant discussion occurred about appropriate/inappropriate uses. Staff were also provided with an iPad which they used to edit preloaded videos into a rudimentary e-Portfolio. This was put together by the CE trainer. 31 people attended the trainings from Dayton, Yerington, Silver Springs and Fernley.

Creating the visual/e-Portfolio is a strategy designed to remove barriers related to disability terminology. It has been found that often employers are hesitant to discuss hiring individuals with disabilities upon hearing the term disability. The visual and e-Portfolios represent strategies to overcome terminology related barriers by providing an immediate way to show employers that students with disabilities have the skills and abilities to complete the job. Using the iPad provided broad consensus that this technology was the best for their schools to reduce the stigma and that with the use of these iPad’s students and families could develop their own e-Portfolios. Also, typically developing peers can assist with this process with the skills acquired in the LCSD high school CTE graphics programs.

A training on the introductory components of Customized Employment was provided to middle school staff on May 29th.

The middle school teams were provided with material including a presentation titled “Customized Employment for Middle School Teams. Participants were provided training on many topics including but not limited to: history of employment development for people with I/DD, currents statistics on employment for people with I/DD, broad overview of the components of customized employment, objectives for the middle school portion of customized employment, who, where and what of discovery, why person centered evaluation is important, etc. Overall the participants were provided the short and long term vision for transition change for which CE will be the catalyst. The middle school teams were also provided the protocols developed by the high school teams. There was a consensus among the middle school teams that the process could begin with them and that the Discovery record could begin prior to high school. Middle school teams were also provided the opportunity to join the Community Action Teams in their services areas. Four (4) people attending the trainings signed up to participate on Community Action Teams.

Twelve (12) people attending the training from Dayton, Yerington, Silver Springs, and Fernley.

Nevada’s current requirements are that transition planning start at age 14 (IDEA requirement being 16), however, the grantee feels that what is required by the State of Nevada for middle school students does not reflect best practices in transition planning. LCSD is committed to transition plans for middle school students reflecting best practice and not simply compliance. Their belief is that this will ultimately lead to improved outcomes for students. The training provided to the middle school teams will help ensure continuity in planning and programming between middle and high school.

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This will also help build high expectations for postsecondary outcomes for students and their families at an earlier age.

Activity 1B) Offer training in social security work incentives and developing self-employment opportunities using a CE approach.

Training days four and five of the Customized Employment Trainings were conducted in each of Lyon County School District’s three largest service areas and included training on Social Security Work Incentives and Customized Self-Employment.

Trainings were as follows:

- April 24th and 25th, teams from Dayton and Silver Springs - April 26th and May 1st, team from Fernley High School- May 2nd and May 3rd, team from Yerington

On Day 4, participants were provided information on SSI and SSDI. Participants learned how to direct parents and families to the state’s WIPA and CWICs for work incentive counseling. Participants learned where to direct parents to sign up for benefits, learned how each type of benefit works and about the various work incentives for each benefit type. Participants were also given explicit examples of all work incentives, including multiple ways the Plan for Achieving Self-Support can be written.

On Day 5, participants learned about microenterprises. They were given statistics from existing entrepreneurs with disabilities. Were provided case studies and information on local entrepreneurs. Participants completed a business startup activity and learned about the start-up process. Participants were also given information on the Property Essential to Self-Support and how when used with a business account represents a way to save without affecting social service benefits.

Thirty-one (31) people attended the day four training from Dayton, Yerington, Silver Springs, and Fernley.

Twenty-eight (28) people attended the day five training from Dayton, Yerington, Silver Springs and Fernley.

Advising families regarding the SS process will now become a part of the Lyon County’s regular transition process for students with I/DD. Self-employment, using the work incentives for development, will not become a targeted outcome for some students with I/DD in Lyon County.

Activity 1C) Assemble transition teams in each service area consisting of at least a high school administrator, the Comprehensive Life Skills teacher(s), related service providers, paraprofessionals, parent representatives, and school psychologists.

The community action teams in Lyon County School District, will act as liaisons between the community and the schools. They will help develop opportunities for students with I/DD and will work with the classroom teachers and staff to maximize competitive, integrated employment outcomes for LCSD students. The number of participants in each service areas are as follow: Dayton/SSHS: (11), Yerington: (8), Fernley, (8).

Lyon County has committed to facilitating collaboration through Community Action teams toward improving outcomes for students with disabilities.

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Deliverables Summary:

40 people will be trained in the CE processes by the district's Transition Coordinator. LCSD staff will develop an understanding of social security work incentives and the

development of self-employment opportunities using the CE process. Transition teams in LCSD service areas will become knowledgeable of and use the CE

process. Upon completion of grant, the CE process will be transitioned over in a streamlined

process to VR counselors from LCSD staff. LCSD to provide follow up information to NGCDD on the impact of the transition

process. = see of note

Of Note:- The third quarter of this grant is continuing to bring about some amazing impacts to the

attendees. There has been broad consensus that transition planning needs to begin in the middle school and before the age of 14.

- The Customized Employment training was focused on LCSD staff. Future activities will engage community participants. The next step for the grantee’s Community Actions Teams, beginning in the fall of 2018, will be the engagement of community groups and employers through Community Conversations, an evidence-based method for improving outcomes for students with I/DD through broad community collaborations.

- Attendees also expressed that opportunities to collaborate and spend time discussing potential processes in which these professionals and stakeholders will have a voice, is rare.

- Lyon County has committed to facilitating collaboration through the Community Action teams and other projects toward improving outcomes for students with disabilities. This is especially important for the YES! Program, which is starting in September in Lyon County.

Path to Independence and EmploymentOrganization: UNR/ Path to Independence (P2I) Program Project Director: Mary BryantProject Period: Oct 01, 2017 to Sep 30, 2018Total Grant Funds: $ 20,500

Goal 3, Objective 2: A minimum of 10 strategies identified in the Strategic Plan for Integrated Employment will be implemented through collaboration with major stakeholders.

NGCDD Expected Outcome(s): State policies will be created that promote integrated, competitive employment options. More people with I/DD will have integrated, competitive wage jobs in Nevada. Strategy #8 in the Strategic Plan for Integrated Employment = Provide opportunities for

paid or unpaid, hands-on work experiences including in the form of career-based assessments, internships, job shadowing, mentorships, volunteer work, and summer jobs.

Grantee Proposal:

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Provide Customized Employment (CE) services to 5 Path to Independence students by hiring a job developer. Through person-centered planning, P2I students will identify areas of employment interest and work with the job developer beginning in their first semester. At least 4 of the students will have integrated, paid employment and/or internships during the year. In addition, using a data collection system, P2I will determine if the current rate structure paid to job developers represents a living wage for the job developer and/or how many employment seekers are needed to make job developing a financially feasible career option.

Activity Summary:

Activity 1A) Provide CE services to 5 P2I students

With Council funding, the grantee was able to hire an employment coordinator at .5 FTE. In order to collaborate with VR, he needed to be ACRE certified and completed this training in May. During the Spring semester, P2I had eight (8) current students and one (1) graduate. Of these nine (9) students, all worked with the employment coordinator and had internships or paid student jobs. The more formalized CE services will begin in August for fall semester (due to the new EC starting in April and the semester ended in Mid-May).

Activity 1B) Of the 5 students, a minimum of 4 will obtain on campus or community paid employment and/or unpaid internships in their areas of interest.

All 9 participants were able to have either paid community employment, student employment or unpaid internships in an area of interest, due to the broad collaboration between P2I students and UNR departments/organizations.

IZ – Student employee in Student Union (Operations Department)

AC – Student employee at front desk of ASUN

JK – Unpaid internship in central receiving at UNR

JR – Student employee at front desk of ASUN

ZZ – Student employee in Student Union (Technology Department)

MJ – Unpaid internship as teacher’s aid in K-3 WCSD classroom (on UNR campus)

JR – Unpaid internship as assistant for UNR Women’s Basketball Team; Also Community job at MOD Pizza.

MW – Student employee in Wolf Shop; Tours of veterinary Hospitals

KK – Permanent job as prep cook at Laughing Planet

Activity 2A) Using data systems and VR payment records, produce a report determining the financial viability and break-even population data for CE services.

Currently, the employment coordinator is tracking time spent with each P2I participant. Since much of this report is during the summer months, grantee will report on this in final report.

Deliverables Summary:

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5 P2I students will have received CE services 4 of the 5 students will have integrated paid employment and/or unpaid internships 4 of the 5 (80%) students will indicate having access to CE services has increased their

ability to find and retain competitive, integrated employment. The Council will be provided with a report on the viability of the current VR financial

reimbursement model to help inform agencies that support CE services.

Of Note:

- As a reminder, grant to run April 1st-Sept. 30th (Council awarded half of initial funding requested)

- Catherine sent out a reminder e-mail to all grantees on July 5th, that their quarter three grantee project status summary reports would be due on July 10th. This information was also thoroughly explained by the previous PM, Kari Horn, when the grants were initially funded. No correspondence was received from the grantee. Catherine sent another follow-up email, inquiring about the report status on July 25th. Mary Bryant quickly called the office to speak with Catherine over the phone. The grantee stated that she had completely forgotten about the report and didn’t think she had the report template either. Grantee asked if Catherine could re-send it to her and that she would have the report turned in quickly. Catherine sent the report template to the grantee and received the report a few hours later.

Integrated EmploymentOrganization: Transition Services Inc.Project Director: Emily DavisProject Period: Oct 01, 2017 to Sep 30, 2018Total Grant Funds: $ 15,751

Goal 3, Objective 2: A minimum of 10 strategies identified in the Strategic Plan for Integrated Employment will be implemented through collaboration with major stakeholders. Has components of 3.1 (transportation)NGCDD Expected Outcome(s):

State policies will be created that promote integrated, competitive employment options. More people with I/DD will have integrated, competitive wage jobs in Nevada. Strategy #2 in Strategic Plan for Integrated Employment = Promote and expand travel

training services to high schools and for adult users Strategy #3 in Strategic Plan for Integrated Employment = Pursue creative partnerships

with employers to include job carving and job sharing and to provide on the job training, career readiness and self-advocacy training for people with IDD on their worksites.

Grantee Proposal: Identify and provide travel training to 10 individuals with I/DD served by the agency utilizing the Downtown Loop Route shuttle service, a free 6-12 month pilot program provided by RTC and funded by the City of Las Vegas. TSI will also provide travel training instruction for staff. Staff will work with individuals to identify goals they would like to accomplish using the shuttle service, including identifying opportunities for vocational, educational, and/or recreational activities of interest. Instruction will be provided in a classroom setting and in the community to include training on the specific route to be traveled, where to board and de-board, what to

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do in emergencies or in the event of becoming lost, as well as maintaining appropriate behavior in public. TSI will leverage current relationships with 10 local businesses and/or organizations to collaborate in developing opportunities for people with I/DD to work towards integrated, competitive employment, educating their leadership teams on the benefits of hiring people with I/DD, wage subsidy programs and strategies for recruiting, hiring, supporting, and retaining them. 3 businesses in total will be identified that are willing to partner with TSI to provide job shadowing, career readiness, self-advocacy, and/or on-the-job training for people with I/DD. 10 individuals with I/DD will participate in one or more of the aforementioned employment activities by September 2018.

Activity Summary:

Activity 1A) Include travel training instruction for staff members by 2/28/18.

This activity goal was met last quarter when a staff training was held on 2/16/2018. A total of one-hundred and four (104) staff attended the training.

Last quarter, the grantee was working to identify at least two staff members from each site to lead travel trainings. Although several staff have been interested, it has been difficult to establish a regular training schedule and a regular group of individuals to participate. The reason likely being the varying schedules of both our staff and our individuals. Group assignments also change from week to week and sometimes even day to day, which can make it hard to schedule any one person.

Activity 1B) ID 10 individuals w/I/DD served by the agency who have self-identified as having interest in participating in a travel training program, and help them identify travel related goals and skills they want to accomplish.

During Q3, the grantee went through a major change with the location on Charleston Blvd., being moved. This move presented a unique opportunity for travel training for twenty-six (26) of the individuals who work at this site. These individuals, who currently use the public bus to get to/from work, needed and wanted to be trained on how to travel to the new site on the city bus. This number does far exceed the original goal of 10 individuals, however they were only provided a handful of training sessions. Also, these individuals have not shown a need to continue travel training activities after having learned the new route and demonstrating the ability to successfully complete the trips independently. Because of this, the grantee is not counting these individuals in the original goal of training ten (10) individuals.

In addition, the grantee has continued their efforts to encourage others to participate in travel training activities through conducting informational interviews to learn more about interests, and providing access to enjoyable community-based activities. However, due to limited staff, time and other resources, the grantee has chosen to focus less on recruiting new trainees and more on working with the ones who have shown sustained interest. The number of new participants has decreased since last quarter. Last quarter there were six-teen (16) group interviews and fifteen 15) one-on-one interviews. Ten (10) of the fifteen (15) were new to the program and the remaining five (5) were those that either had not previously indicated interest but who are interested now, or who had already been participating prior.

This quarter, the grantee conducted ten (10) group interviews and eleven (11) one-on-one interviews on the topics of both travel training and employment goals and interests.

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Of the eleven (11) individuals interviewed, five (5) were with people who have already been participating, while the remaining six (6) were new to both. The individual who was previously mentioned as being a potential participant, but that they refused on several occasions, has now agreed to participate. His progress is described in the following section on Activity 1C.

Activity 1C) Provide quarterly classroom and community based travel training activities to individuals identified.

Six (6) individuals with sustained interest in travel training. Five (5) of the six (6) were new to the program, while one of the six has participated before.

The individual mentioned in 1B, with the new interest in travel training, is of the five (5) mentioned here.

The one person who has been regularly participating in travel training activities, met his goal of learning how to navigate to a local park early this past quarter. He has since created a new goal. He also recruited four (4) of his co-workers to participate and to work towards similar goals. One of these individuals wanted to learn how to increase her confidence in giving direction to others.

Many others participated in impromptu travel training activities that were not targeted towards specific individuals or specific goals, but were instead based around teachable moments identified during other site based and community based activities. One of these activities, was created by a staff member, Rich, at the Circles Magazine job site. Part of the job is delivering magazines all throughout the Las Vegas valley. A large map was obtained and put on the wall. Push pins were used to show locations of the drop-offs. With this tool they were able to map out a route using pieces of yarn. While this activity was not designed around a specific person/goal, it did created a learning environment where several people participated (approx.. 5).

There has been a trend of individuals wanting less classroom based and more community-based training opportunities. A trend of individuals wanting to participate in paid work experiences or community outings, over participating in travel training, has increased. The grantee is attempting to work on this trend by re-creating the lessons contained in the work sheets in the form of conversations that can be held while individuals are working on other activities at the same time.

The two main barriers in regards to providing travel training this quarter were: first, the unfortunate Las Vegas weather has caused some activities to be considered unsafe to continue due to the high heat. The second set back was at the Spring Mountain location. During the second/third quarter, this site moved locations to a new site across the valley. This has decreased client engagement exponentially.

Activity 2A) Identify and establish relationships with 10 local businesses and/or organizations to develop opportunities for people w/I/DD to gain integrated, competitive employment.

The focus of the grantee this quarter was less on quantity and more on quality. This shift has also applied to the building of employers relationships portion of this grant. The grantee is continuing to reach out to new potential business contacts as well as follow up with those they have reached out to in past quarters. In focusing the efforts, the grantee has been able to create opportunities their individuals can use to work

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more in depth on achieving their employment and training goals. Progress on the goals of these individuals will be included in Activity 2D.

In making contact with the businesses, they are continuing to target organizations that are of interest to the individuals and that would likely lead to opportunities such as volunteering or job exploration. Last quarter, seven (7) of eleven (11) businesses that were communicated with, partnered in creating activities like those listed above. This quarter, six (6) new businesses were reached: two for-profits, two non-profits, and two government run entities. Of the six (6), two (2) were new contacts and four (4) were follow ups. In total, four (4) of the businesses responded to the outreach efforts and activities were arranged with all of them. Continued participation with two business partners made in previous quarters, also commenced.

Some sites have proven difficult to work with due to strict volunteer requirements such as TB testing. There is currently communication with leadership to see if a workaround or exception can be made for the individuals, though no solution has been found yet.

Activity 2B) Work with leadership within these businesses to provide education on benefits of hiring people with I/DD, strategies for recruiting, hiring, supporting, and retaining individuals w/I/DD and wage subsidies.

Last quarter, the grantee stated they were working to put together an educational guide for employers. They are still working on accomplishing this goal. As they are trying to create a high quality product. Their final document/pamphlet goal is to have a product that can be left with management to explore and learn from as is appropriate given their hiring needs.

They have identified two types of employers. Ones willing to hire persons with disabilities and those not. The ones who are not currently willing, will be given the pamphlet in hopes they will keep it and references it in the event that they become ready to look into hiring new workers. For those ready to start the hiring process, TSI is aiming to sit down with the employer and go through the information in detail; giving the chance to any/answer any questions they may have.

The first resource TSI researched to try and present to employers turned out to be something of great concern to the grantee. The Bureau of Vocational Rehab (BVR) offers financial incentive programs to employers willing to hire individuals with disabilities. However, the grantee discovered some information that was making it difficult to rationalize presenting many of the programs to potential business partners. The largest barrier is that individuals must referred to by BVR in order for the employer to receive financial benefits of hiring them. The process of getting enrolled with BVR includes registering, attending an orientation that is only offered once every two weeks, scheduling intake meetings, and completing job-readiness skills assessments. Going through this process can take a long. The grantee stated that they also learned that the vast majority of those who go through the job assessment process through BVR, do so through Goodwill stores. As such, there is extra time added to the wait for an assessment based on when and where Goodwill has open spaces for assessment candidates. There are also concerns that the skills a worker may be able to be assessed for in a retail environment may differ greatly from the skills they may need in their chosen career field.

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One specific case for the grantee, the employer chose to forgo the financial incentive, because getting the employee set up with BVR would’ve taken too long and they could not wait to fill their open position. Thankfully, they chose to hire the employee anyway.

They have learned BVR has an option to doing community based assessments but this approval process takes a long time and is very limited. This also requires the potential employee to work with a job coach unfamiliar to them.

For all the reasons described above, they feel hesitant to present this information to potential employers. The grantee stated they feel that doing so is counterproductive if the employer cannot utilize the financial incentive.

Activity 2C) Identify 3 businesses willing to partner with TSI for job shadowing, career readiness, self-advocacy, and/or on the job training.

The grantee has far surpassed the initial goal of 3 businesses. Last quarter they worked with four. Including the Cactus Nursery. The nursery then offered the employee the job listed at the end of 2B. The Nursery has also agreed to work trainings of self-advocacy and career readiness into the employees work day. The grantee will provide information on that next report. They have also continued their job shadowing, educational and volunteer activities at the museum. While they don’t currently have any job offers on the horizon, many of the individuals are able to receive basic training on certain skills that may be applicable to careers in the future.

In addition to continuing to work with the nursery and the museum, they began activities with four new business partners. Two (2) non-profits, one (1) for-profit, and one (1) government run organization. They use the approach of reaching out to businesses that actively recruit volunteers.

Many of the individuals want to pursue careers where they can work with people who may need a little extra help. Unfortunately, due to the barriers mentioned in 2B, (like TB testing), it is proving to become difficult to make that happen. To process, cost, and long-term impact of having to go through these checks often prohibit individuals from participating in volunteer activities at such places.

One place in particular with the listed barriers has been the St. Jude’s Ranch for Children. Although, they are working with management to see if anything can be done to help with the process.

Activity 2D) 10 individuals w/I/DD will participate in one or more of the employment activities listed above.

This goal was met this last quarter with a total to date of fourteen (14) individuals participating in these specific activities. They also had other individuals, that were not included in the total number, participate in some employment related activities that were more exploratory in nature.

Under 1B, it was mentioned that the grantee conducted ten (10) group interviews regarding both travel and employment related goals. From these interview, they identified twenty-one (21) individuals who had interest in participating in general job exploration activities. Of those, eight (8) showed a great deal of clarity in their employment goals, including the desired field of employment. All eight (8) participated in the employment related activities mentioned in 2C.

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During this quarter, the individuals attended thirty-six (36) community-based employment activities. Some attended in the purely exploratory capacity, while others participated as part of their career preparation and advancement process. These outings included volunteering at the UNLV Art Museum, the Community Center, and the food bank.

In addition, to the existing partnerships, four (4) new organizations joined in arranging activities. They also learned many individuals are interested in the food services industry. Due to this, they arranged activities with two (2) organizations that operate within that field. Three square food bank and the local farmers market. These are helping individuals learned various skills such as clean food prep, identifying and discarding spoiled food, food handling and safety, sales and how to run your own business.

They also have individuals looking to work in the animal care industry. They have partnered up with the local animal sanctuary, to tour and learn from the director about basic care of household and barn animals.

With the partnership at the local community center, they are able to practice a variety of career exploration goals, such as: washing and folding laundry, clearing rooms and distributing lunches for campers, and preparing art supplies and sample projects for art programs. This has appeal to several people who like to work in casinos and some would like to work with art or children.

Some barriers they have experienced, include the issues with volunteer requirements and some issues with licensing. The grantee runs a small doggie daycare type program out of their Cheyenne location. Some staff would also bring in their own personal animals to allow the individuals to learn about animal care. The grantee had also looked into turning the spot into a commercial doggie daycare program, but after looking into licensing requirements they determined it was not possible at this time. This upset some of the individuals. However, they did use it as a learning experience, as it taught the individuals some of the “back end” complexities it takes to run a business.

The grantee put on hold the plans to volunteer with Spread the Word. This is due to the site move at their Spring Mountain Location. They also sited that the unwillingness from last quarter, about the not wanting to select non-paid activities over paid work tasks, as a reason for lower than ideal participation rates. There are some individuals for which this is still the case, however, some individuals that were reluctant before have now joined, so the hopes is that more will follow.

Deliverables Summary:

TSI staff will have been educated in travel training by 2/28/18 10 individuals with I/DD will have developed their travel goals by 3/31/18 The same 10 individuals will have participated in quarterly community-based travel

training activities by the end of the grant year 15 local organizations/businesses will have been identified, contacted, and visited by

3/31/18

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3 of those 10 interested businesses will partner with TSI for job shadowing, career readiness, self-advocacy and/or on the job training by 5/31/18

10 individuals w/I/DD will have visited employers and participated in the previously mentioned vocational activities by the end of the grant year

Of Note:

One of the major successes the grantee would like to highlight this quarter is the success of their individual, Chris. He went from having an unpaid internship with the Cactus Nursery. The individual now has the offer of a paid job on the horizon. Chris and his support team have identified what it would take to get him there and he is actively working at this goal. Because Chris is not eligible to utilize paratransit services and cannot afford services such as Uber or Lyft, the team decided that he would need to learn to ride the city bus. Before this point, he had been reluctant to try or learn the bus. Chris has since changed his mind and decided he would like to received paratransit services. Chris is now successfully able to take the bus to and from work. His ability to behave appropriately in public has also greatly improved, which has allowed him to improve his social skills with his co-workers and the customers. Chris states he is very proud of his accomplishments. He struggled in the past with managing frustration and now he doesn’t complain actively or passively about having to do tasks he may have not liked before. He is improving overall and will hopefully be hired in the near future for his successes.

Integrated EmploymentOrganization: Family Support Council of Douglas CountyProject Director: Steve DeckerProject Period: Oct 01, 2017 to Sep 30, 2018Total Grant Funds: $ 40,000

Goal 3, Objective 2: A minimum of 10 strategies identified in the Strategic Plan for Integrated Employment will be implemented through collaboration with major stakeholders.

NGCDD Expected Outcome(s): State policies will be created that promote integrated, competitive employment options. More people with I/DD will have integrated, competitive wage jobs in Nevada.

Grantee Proposal:

FSC will create a model of employment that connects a pool of employers with those looking for work that aligns with their interests, skills and abilities. Rather than “job seek’ for each individual, they will aim to create a coalition of employers that are eager to hire people with I/DD. Using strategy #1 from the Strategic Plan for Integrated Employment (Invest in building the skills of Employment Case Managers, supervisors, and key paraprofessional staff who work with people with I/DD to improve competitive, integrated employment outcomes.), Employment Case Managers will conduct non-traditional employment practices by assessing the business requirements, identification of non-urgent tasks that businesses frequently require assistance with, and identify the skills the job seeker has in order to be a good fit for the job. Employment Case Managers will develop connections with employers, not on a case by case basis, but rather build a large diverse set of employment opportunities that individuals can apply for. By establishing a network of employers that are all committed to finding

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individualized and competitive jobs for the population, FSC can shorten the job search and accommodation time, and increase the options for those with disabilities.

Activity Summary:

Activity 1A) Create a web-based network database for employers and tracking purposes.Potential employers are contacted by e-mail or in person for a presentation of HireNV.org and shown how it could best be used in their operation. A monthly public presentation is given to the members of the Carson Valley Chamber of Commerce.

An Apple and Android version of the app are available for download for FSC Employees.

Activity 1B) Utilizing partnerships, community referrals and the local Chambers, Employment Case Manager will connect with employers in the area to join the network.

Forty (40) potential employers were contacted, twenty-six (26) HireNV.org packers were distributed and seventy (70) people total were educated about the HireNV.org program.

Activity 1C) Employers in the network will identify their employment needs and work with the Employment Case Manager in developing job descriptions, available hours, and training opportunities.

The Employment Case Manager, during direct meetings with employer HR departments at C.O.D. Casino, Grocery Outlet, and Greenhouse Garden Center, discussed modifying job requirements to meet specific skills and abilities of individuals with I/DD.

A barrier identified during this quarter surrounded transportation to and from job sites. When possible DART is used however, limited schedules an unreliable scheduled prohibit clients from dependable transportation needed for employment.

Activity 1D) As RRC provides referrals into the program, Employment Case Manager will assign individuals to placements through the employer network.

The Client’s Case Manager and the Employment Case Manager are continuing to work together by looking weekly for employment opportunities that potentially would meet their client’s skills and abilities. They may also potentially complete job applications, arrange interviews and possible employment.

In discussion with RRC, FSC is restricted to providing JDT services to clients only in the Minden/Gardnerville townships. This is a restrictive mandate for FSC due to the IE Grant covering Carson, Douglas and Lyon Counties.

Activity 1E) FSC staff will provide on-site and remote training to employers on how their HR dept. can update listings and show openings. FSC staff will train HR staff or management on people-first activities and programs that help the success of placements.

The Employment Case Manager assists employers with information and education on the benefits of on-site job coaching to help ensure successful placements and continued employment of individuals with I/DD. Employers can access HireNV.org to add/change/delete current open positions or ask Employment Case Manager to assist in making changes.

Activity 1F) Employment Case Manager will work with employers to ensure jobs are continuously updated and discuss ways to improve the process for success.

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The Employment Case Manager “hides” closed postings and acquires up-dates to existing/future open positions on the HireNV.org website. Employers have direct accesses to HireNV.org web-site to update or make changes.

Deliverables Summary:

1 Database will be created for employers and tracking purposes A network of employers will be created and piloted in to be piloted in Douglas, Carson

and Lyon Counties for future referencing/hiring of individuals w/I/DD 20 adults will have jobs of their choice through Council efforts 20 people will be trained in employment through Council efforts 20 individuals will be trained in systems advocacy about employment through Council

efforts 20 family members will be trained in systems advocacy about employment through

Council efforts

Of Note:

- Three (4) individuals with I/DD have applied for four (6) open positions through the HireNV.org web-site. As of August, four (4) person had gained employment.

- Out of the 99 packets distributed to local businesses, nineteen (19) jobs were placed on the HireNV.org website.

- The grantee also notified Catherine on June 26th, that the Tahoe Transportation Services in Douglas County would no longer be offered. This not on effects one (1) of their clients, who travels to/from Lake Tahoe and the Carson Valley to get his services, but would also effect the low-income families that use these services to go to/from work in the Lake Tahoe/Carson Valley area. This in turn causes ripple effects that impact the area.

Systems ChangeOrganization: Washoe County Health District (WCHD)Project Director: Christina ContiProject Period: Oct 01, 2017 to Sep 30, 2018

Total Grant Funds: $ 30,000

Goal 3, Objective 3: Develop and/or strengthen a minimum of one system that improves quality of services and access to quality services and supports for individuals with I/DD in their local communities by working with agencies to bring awareness and training to public safety and emergency responder throughout the State of Nevada.

NGCDD Expected Outcome(s): A higher level of care and service will be provided to individuals with I/DD by Public Safety

Entities through the development of a program that provides awareness and training to Emergency Personnel across the State.

Individuals with I/DD in Nevada will experience a decrease in traumatic impact during an emergency situation, while maximizing a higher level of care and service.

Grantee Proposal:

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Develop 2 training videos focusing on identification of procedures that an officer/EMS personnel could employ when encountering an individual with an I/DD when there is no imminent threat (neighborhood evacuations, shelter operations, etc.) Additionally, identify indicators a person with I/DD may have and provide communication techniques required to effectively interact with the individual. Video trainings will be accessible and utilized by public safety and first responders across the State. Trainings will target the agencies training curriculum by enhancing the existing trainings available for interactions with citizens with an I/DD during a 9-1-1 response and expand the scope of the training programs for these agencies. Monitoring video training effectiveness and providing edits will also be completed.

Activity Summary: PCC education (train at least 50 people w/I/DD)Activity 1A) Develop a 10 minute video on how to interact with individuals w/I/DD during non-emergency events.

Staff sent a draft of the short training video to TMCC and REMSA Education Coordinators on May 24th to pilot with their EMT/paramedic students.

The EMS Program has experienced some barriers with the selected contractor. Specifically, the individual assigned to the project accepted another position for a different agency and left in May. On June 19th, notice of their replacement was received. On July 2nd, EMS Program Staff reviewed the short video for final edits/comments.

Activity 1B) Develop a 30 minute interactive training module with Continuing Education Units (CEU) on how to interact w/individuals w/I/DD and the resources available to them (could be integrated into annual training requirements for EMS personnel/healthcare providers to broaden their training curriculum).

Grantee met with Center for the Application of Substance Abuse Technologies (CASAT) staff to review the training materials and developed quiz questions on April 13th. Online training was also developed for individuals who take the training can get one EMS continuing education unit (CEU).

Final review/input from partners for the long training was received on May 3rd.

The EMS Project Manager met with State EMS Office Personnel on May 10th to better understand the CEU process for providers.

On June 6th, the contractor for videos sent an assembly cut of the longer training video to be reviewed by the EMS staff.

On June 22nd, the contract sent a draft of the training to be reviewed by the EMS program. Staff reviewed the video on June 25th. The contractor send a final draft for review on June 29th.

Activity 2A) Analyze effectiveness of trainings, providing edits if needed before the end of the grant year.

The grantee began working with various agencies (law enforcement, EMS, fire and healthcare) to let them know about the future online training opportunities concerning individuals with I/DD and developed a list of agencies to distribute the trainings to once the videos are finalized.

Deliverables Summary:22

1 10 min. training video outlining how to interact w/individuals w/I/DD during non-emergency events.

1 30 min. interactive training video with CEU’s outlining how to interact w/individuals w/I/DD and resources available.

Video’s to be completed by February. Ongoing analysis of trainings, providing edits by the end of the grant year if needed.

Of Note:- The grantee notified the Projects Manager on July 30th, that the videos are now

complete an distributed to the region. There is a short training video and a 30-mnute training video. WCHD is still actively trying to gain contacts in Southern Nevada to get the video distributed down there.

- The in-person trainings have taken place with the JUSTin Hope Foundation and were held June 4th-6th.

- 911 registry – currently only 63 families have registered in Reno.

Working ProgressOrganization: UCPNVProject Director: Monica ElsbrockProject Period: Oct 01, 2017 to Sep 30, 2018Total Grant Funds: $ 31,095

Goal 3, Objective 4: Annually educate a minimum of 100 persons with I/DD and their families to be able to make informed choices throughout their lifespan.

NGCDD Expected Outcome(s): People with I/DD will become educated on PCP, NWD and other health related

resources and services. People w/I/DD in Rural Nevada will have greater access to services. People with I/DD will be provided educational information that will give them the ability

to make decisions throughout their lifespan guided by informed choice.

Grantee Proposal: Provide education for up to 90 participants with I/DD on developing communication strategies that support consumer awareness to help people understand their role in person centered planning, transportation, career exploration, and job prep with 5 sessions in Reno, Carson City, Gardnerville and Elko. Follow up supports will provide additional resources for career development and competitive employment.

Activity Summary:

Activity 1A) Present and inform community leaders and members about the Employment First Initiative and WIOA throughout the year, reaching a minimum of 50 people in the general public. (Falls under Obj. 3.2/strategy #4 NV Strategic Plan)

The grantee is continuing to work on providing more local businesses the opportunity to learn about the benefits of hiring people with I/DD. The hope is to facilitate an increase of individuals with disabilities obtaining competitive employment.

Activity 1B) Present and inform providers, direct support staff, and agencies in the community 23

about the importance of employment in the general community impacting at least 100 members of the community.

A brochure was prepared to reflect the upcoming dates that the workshop would be offered, along with program locations and program contracts for interested individuals. UPCNV hosted a table at the WCSH Family Summit event, where brochures were available for students and families, and the grantee had the opportunity to verbally explain this workshop to several families. Service Coordinators from several local regional centers were also made aware of this workshop; some brochures were distributed among them.

Activity 2A) Plan and implement 2 Working Progress sessions in Reno/Sparks (up to 50 participants)

The first Sparks session was completed June 18th – June 22nd. The second session date has been set as July 23rd - July 27th. The goal remains to discuss all aspects of self-advocacy, highlighting the importance of individuals with disabilities to be an active presence when making decisions for their life. Self-advocacy was a topic of discussion during the initial Working Progress workshop in Sparks.

Activity 2B) Plan and implement 1 Working Progress session in Carson City (up to 15 participants)

Session date has been set as the following: August 6th – August 10th.

Activity 2C) Plan and implement 1 Working Progress session in Gardnerville (up to 15 participants)

Session date has been set as the following: August 20th – August 24th

Activity 2D) Plan and implement 1 Working Progress session in Elko (up to 10 participants)

The Elko session was held June 18th – June 22nd. The session provided a curriculum that allowed participants to build fundamental skills needed to obtain and maintain employment.

Deliverables Summary:

Provide outreach, training and support to up to 150 employers, providers, direct support staff and public to dispel myths and fears, and to educate them about hiring people with I/DD, the benefits to doing so, and the job supports available to sustain these employees.

Up to 50 participants will receive Working Progress training in Reno Up to 15 participants will receive Working Progress training in Carson City Up to 15 participants will receive Working Progress training in Gardnerville Up to 10 participants will receive Working Progress training in Elko

Of Note:- Projects Manager, Catherine Nielsen, spoke at the Sparks graduation on June 22. The

talk including information on the Council, self-advocacy and how the graduates could get involved in making the changes that affect their lives. Catherine is scheduled to speak at the Carson and Gardnerville graduations as well.

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Informed Choice through a NWD system (part 2)Organization: ADSD Project Director: Cheyenne PasqualeProject Period: Oct 01, 2017 to Sep 30, 2018

Total Grant Funds: $ 43,880

Goal 3, Objective 4: Annually educate a minimum of 100 persons with I/DD and their families to be able to make informed choices throughout their lifespan.

NGCDD Expected Outcome(s): People with I/DD will become educated on PCP, NWD and other health related

resources and services such as MCO’s in Nevada. People with I/DD will be provided educational information that will give them the ability

to make decisions throughout their lifespan guided by informed choice. Persons with I/DD will receive accessible and appropriate information on available

healthcare resources.

Grantee Proposal: ADSD will build upon the previous grant through a coordinated expansion of efforts and person-centered counseling initiatives to expand consumer choice in publicly funded long term services and supports. First, efforts will continue towards person centered counseling through the development of quality assurance processes to measure compliance with the person-centered counseling standards developed last year. Secondly, ADSD will work towards an enhanced service array that is developed in coordination with stakeholders, including consumers and their families through outreach and education. This will include piloting a support needs based assessment into the service planning process to strengthen support for individuals and their families in meeting their goals and needs.

Activity Summary: PCC education (train at least 50 people w/I/DD)Activity 1A) Develop quality assurance process for person centered counseling.

During this quarter, there was another change in staffing at ADSD. Project was transferred to the new NWD Coordinator who continued to work on the Secret Shopper scenarios and the QA Protocols.

Activity 1B) Implement and report on quality assurance processes.

ADSD staffing changes continue to delay implementation of the QA Processes. Working to start collecting data through Secret Shopper scenarios in August with new staff.

Activity 2A) Work with Human Services Research Institute (HSRI) to engage stakeholders, including individuals with I/DD and their families, providers, and state staff, to inform policy changes that support a comprehensive array of services.

The first focus groups hosted for stakeholders was held June 1st. Forty (40) individuals attended session in Las Vegas and Reno.

Activity 2B) Implement an input and communication plan to identify strategies, including policy changes that will expand the service array and enhance individual choice and control in long term services and supports.

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Based on staffing changes, ADSD staff worked with the DD Council Staff to re-evaluate activities to be implemented in fourth quarter of the grant. ADSD will support three statewide mini conferences, focus groups and community assessments.

Activity 2C) Pilot Supports Intensity Scale (SIS) as a measure of a support need in Nevada.

Training for the six (6) Regional Center Staff was conducted the third week of May.

Deliverables Summary:

Input will be gathered from at least 300 from people with I/DD and their families on what services/supports are considered important to them.

SIS (support needs assessment) will be administered to at least 50 individuals with I/DD.

Nevada will have a quality assurance process for monitoring PCP/NWD systems.

Of Note:

Catherine sent out a reminder e-mail to all grantees on July 5th, that their quarter three grantee project status summary reports would be due on July 10th. This information was also thoroughly explained by the previous PM, Kari Horn, when the grants were initially funded. Cheyenne e-mailed Catherine on July 11th, apologizing for not submitting her reports yet but they would be submitted by the end of the day on July 11th. No report was received. Catherine sent another follow-up email, inquiring about the report status on July 25th. Cheyenne quickly responded, stating the email was “stuck in her drafts folder” and sent the reports along at that time.

Grantee also reported that the NWD Coordinator, Kris’s last day with ADSD was June 26. In addition, the temporary staff person, Lorraine O’Leary’s last day was June 29. Since that time, Cheyenne has worked with existing temporary staff to take on the duties that Lorraine was doing and to help them finish up this grant. Cheyenne states they will continue “using the talents of 3 temporary staff to fulfill the final requirements in the grant and anticipate we will meet our goals”.

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Glossary Of TermsActivity Summary = A summary of a grantees progress on their activities for that period. Information is summarized from grantee reports and from Project Manager meetings with grantee.

Best Practice: A practice that incorporates methods or techniques that has consistently shown results superior to those achieved with other means, and that is used as a benchmark.

Deliverables Summary: Specific measurable outcomes the grantee said they would accomplish in their application.

Goal(s) = Over-all goal(s) identified by the Council in their current five-year state plan that the grantees are helping the Council accomplish through their grant award. Several grantees can be working toward the same goal but through different objectives.

Grantee Proposal = What the grantee said they would do to in their application.

NGCDD Expected Outcome(s) = What the Council expects to see as a result of grantee efforts.

Objective(s) = What the grantees have specifically agreed to accomplish during their grant period and how they said they would accomplish it.

Of Note = Any concerns, issues and/or additional information the Council needs to know. Will include any previous recommendations from the Council and the grantee’s progress toward those recommendations.

Performance Measures = Specific number of people effected by Council efforts.

Promising Practice = A practice with an innovative approach that improves upon existing practice and positively impacts the area of proactive. The practice should demonstration a high degree of success and the possibility of replication in other agencies or settings, but has not been tested.

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