Sunday, January 5, 2014

Federal Definition of Developmental Disability


1.    DEVELOPMENTAL DISABILITY

A.    IN GENERAL.—The term “developmental disability” means a severe, chronic disability of an individual that—

                                                    i.        is attributable to a mental or physical impairment or combination of mental and physical impairments;

                                                   ii.        is manifested before the individual attains age 22;

                                                  iii.        is likely to continue indefinitely;

                                                 iv.        results in substantial functional limitations in 3 or more of the following areas of major life activity:

                                                  v.        Self-care.

                                                 vi.        Receptive and expressive language.

                                                vii.        Learning.

                                               viii.        Mobility.

                                                 ix.        Self-direction.

                                                  x.        Capacity for independent living.

                                                 xi.        Economic self-sufficiency; and

                                                xii.        reflects the individual’s need for a combination and sequence of special, interdisciplinary, or generic services, individualized supports, or other forms of assistance that are of lifelong or extended duration and are individually planned and coordinated.

B.    INFANTS AND YOUNG CHILDREN.—An individual from birth to age 9, inclusive, who has a substantial developmental delay or specific congenital or acquired condition, may be considered to have a developmental disability without meeting 3 or more of the criteria described in clauses (i) through (v) of subparagraph (A) if the individual, without services and supports, has a high probability of meeting those criteria later in life.

 

 

 

Monday, December 23, 2013

Ways to Give Non-Monetary Gifts During the Holidays


Recent budget cuts have greatly impacted both the developmental disabilities and human service fields. For many agencies, pay raises and bonuses will not happen. There are other ways to show staff, your appreciation through non-monetary means:

 

1.       Gift cards- staff will appreciate gas cards, spa treatments, or favorite shopping store

 

2.       Memberships to a local gym

 

3.       Movie tickets

 

4.       A handwritten thank you note.

 

5.       A Christmas luncheon

 

6.       Pay for a fun class such as spinning or cooking

 

Sunday, December 22, 2013

Choosing the Right Person for the Right Job.


Mary, a Program Coordinator, recently posted an in-house position for a Day Habilitation Specialist. Sarah, a day habilitation assistant, applied for the position, as well as Courtney, relatively new to the agency, however, she comes with great experience. Mary’s dilemma is who is more qualified and would be a good fit for the job. Sarah, has a great work ethic, and works well with the participants in the classroom. She however, has had many run-ins with fellow co-workers. Courtney on the other hand, has great leadership ability, but is still relatively new to the agency. Who should Mary hire for this position?

Often times, when it is difficult to make a decision on which applicant to hire, addition factors should be considered:

1.      Writing skills. Allow the applicants to show you a writing sample. The writing sample should include, basic writing skills, scenarios on how they would handle a difficult situation, and what would be their plans and goals for the program.

2.      Speaking. In many programs, the habilitation specialist is responsible for running meetings and interacting with people from the community, and families. Have the applicant run a mock meeting. Ask other supervisors in the program to play the role of family members, agency representatives, and clinical staff.

3.      Observation. Give the applicants an opportunity to run the program during the busiest time of the day. This will give you a chance to see how they interact with both staff and participants in the program, and what ideas they will bring to the table.

Although it will take more of an effort on your part, it will be worth the time in choosing the right person for your program.

 

Sunday, December 15, 2013

2013 Annual Disability Statistics Compedium


The Annual Compendium on Disability Statistics provides National and State level statistics on people with disabilities and government programs that serve the population with disabilities.

 

·         For individuals ages 18-64 living in the community, West Virginia had the highest prevalence rate of 17.0 percent, while New Jersey had the lowest prevalence rate of 7.7 percent.

·         For individuals over the age of 65 years, Mississippi had the highest prevalence rate, 44.5 percent, while Vermont and New Hampshire had the lowest prevalence rates, 31.4 percent.

·         In 2012, 4.3 percent of the population had a cognitive disability.

·         The employment rate for people with cognitive disabilities was the highest in South Dakota (44.3 percent) and the lowest in West Virginia (14.4 percent).

·         The employment gap between individuals with and without disabilities ages 18 to 64 years living in the community was 40.8 percent, an increase compared to 2011 with 40.2 percent.

·         8.4 percent of the population received special education services under IDEA. Idaho and Hawaii, had the smallest percentage (6.3 percent), while New Jersey and the District of Columbia had the largest percentage (11.2 percent).

Wednesday, December 4, 2013

The Johns Hopkins, School of Medicine Office of Contiuing Medical Education, will sponsor a conference on the topic of: Spectrum of Developmental Disabilities, March 17-19, 2014.

Topics include, the neurobiology of Intellectual Disabilities, X-Linked to Intellectual Disabilities, Evaluating Untestable Children, Etc.

The event will take place at Johns Hopkins School of Medicine, Turner Auditorium, 720 Rutland Avenue, Baltimore, MD.
For More Information

Sunday, December 1, 2013

The Cycle of Burnout in the Helping Profession


People who work in the helping profession (human services) are more likely to burnout than in any other profession. This is due to working in an environment that impacts the emotions, low pay, inadequate funding, little support, and a lack of criteria for measuring one’s accomplishments.

According to Edelwich and Brodsky, 1980, there are five stages of burning out:

1.      Enthusiasm. This is when a person is new to the profession and will often display a high level of enthusiasm. They are ready to take on the world, thus having an unrealistic expectation of the job.


2.      Stagnation. Once a person has been on the job for a while, the job is no longer exciting. The person may now turn to meeting their own personal needs.
 

3.      Frustration. During this stage, people begin to experience the limitations of the job. For example, there may not be enough resources to perform the job effectively or there may be a lack of support from both supervisors and co-workers. At this stage, emotional, physical and behavior problems begin to occur.

 
4.      Apathy. It is at this stage when a person is chronically frustrated on the job. They may begin to complain on a regular basis and do as little as possible to protect their own emotional state. For some people, the paycheck becomes more important than the care of the people they serve.

 

5.      Intervention. This stage breaks the cycle. People may decide to make changes in their personal and professional life. Perhaps seeking a higher paying job or going back to school. After this stage, one can return to any of the four previous stages.

 

It is important however to recognize burnout, the stages so that you can take immediate action.

 

Monday, November 18, 2013

Person-Centered Planning Resources



Person-Centered Planning should be part of a plan for individuals with developmental disabilities. The truth of the matter is that it is a fundamental right for all people to not only be in control of their life but to direct it as well. I have include resources on Person-Centered Planning which includes, the definition, facilitators manuals, books, and state agency resources.


DEFINITIONS

Wikipedia 

Cornell University 

BOOKS

A little Book About Person Centered Planning Vol.1 

Make a Difference 

FACILITATORS MANUALS

Increasing Person-Centered Thinking 

Person-Centered Planning: What To Expect


STATE AGENCIES

Arizona 

California 

Colorado 

Connecticut 

Delaware 

Florida 

Georgia 

Idaho 

Illinois 

Indiana 

Iowa 

Kentucky 

Maine 

Michigan 

Minnesota 

Nevada 

New Hampshire 

New Jersey 

New York 

North Carolina 

Ohio 

Oregon 

Pennsylvania 

South Carolina 

South Dakota 

Tennessee 

Virginia