Bigby et atl qualty of staff practice in group homes what makes a differnce -findings from year 1 of a 5 year study of the implementation of active support. presented asid confernce nov 2014
Bigby et al qualty of staff practice in group homes for people with intellectual disability. What makes a differnce -findings from year 1 of a 5 year study of the implementation of active support. Presented asid confernce nov 2014
What makes a difference to outcomes for people with intellectual disability l...Christine Bigby
Presentation of interim resaerch findings at NDS conference in May 2014. Points to the significance of practice leadership to staff practices in group homes.
The document summarizes the key topics from an employee forum held by the organization in June 2013. It includes feedback from previous forums, an overview of the organization's goals and metrics, ways employees can help achieve the goals, and next steps around action planning based on an employee engagement survey. The document provides updates on goal progress through May 2013 and survey results that identify areas of lower engagement to focus on. Managers will create action plans in an online tool to address engagement priorities and track progress.
The document discusses factors that influence staff turnover in the hotel industry, specifically in Gauteng, South Africa. It reviews literature showing high staff turnover is common due to casual/seasonal work and a lack of effective induction and training programs. The author aims to determine if induction/training programs increase organizational commitment and reduce turnover. A quantitative survey of hotel employees will analyze the relationships between these variables and potential moderators like income, department, and tenure. Hypotheses are presented expecting induction/training to positively impact commitment and negatively impact turnover.
Exploring empowerment transitions of women and men in BangladeshCGIAR
This presentation was given by Audrey Pereira (International Food Policy Research Institute), as part of the Annual Scientific Conference hosted by the University of Canberra and co-sponsored by the University of Canberra, the Australian Centre for International Agricultural Research (ACIAR) and CGIAR Collaborative Platform for Gender Research. The event took place on April 2-4, 2019 in Canberra, Australia.
Read more: https://www.canberra.edu.au/research/faculty-research-centres/aisc/seeds-of-change and https://gender.cgiar.org/annual-conference-2019/
Nds forum acheiving quality outcomes 20 10 2013Christine Bigby
Achieving Quality Outcomes in Group Homes. Presentation at the Vic NDS forum on Housing and Support for People with Disabilitie, 21 October 2013. Professor Christine Bigby, Living with Disability Research Group, La Trobe University.
This evaluation report summarizes the Community Action on Alcohol Pilot Project, which provided training to five community task forces on alcohol-related harm and mobilizing communities. The training aimed to increase knowledge of alcohol harms, develop community action plans, and promote evidence-based approaches. The evaluation found that the high-quality training increased knowledge and supported action planning. However, limited resources, lack of stakeholder engagement in some areas, and the need for ongoing support pose challenges to sustainability. The report recommends investing in community coalitions, tailoring training delivery to groups, and maintaining long-term support.
This document discusses the growing costs and prevalence of chronic health conditions and how employers can promote employee wellness to improve health and reduce costs. It provides data showing chronic conditions and obesity are increasing in the US workforce. Poor health contributes significantly to medical and productivity costs. The document outlines MaineGeneral Health's successful wellness program which reduced health risks and costs through health coaching, incentives, and measuring outcomes. Their program shifted many employees to lower risk categories, lowering claims costs by nearly $1 million. The summary emphasizes how wellness programs can systematically improve workforce health and enhance business performance if they take a long-term, data-driven approach to health behavior change.
What makes a difference to outcomes for people with intellectual disability l...Christine Bigby
Presentation of interim resaerch findings at NDS conference in May 2014. Points to the significance of practice leadership to staff practices in group homes.
The document summarizes the key topics from an employee forum held by the organization in June 2013. It includes feedback from previous forums, an overview of the organization's goals and metrics, ways employees can help achieve the goals, and next steps around action planning based on an employee engagement survey. The document provides updates on goal progress through May 2013 and survey results that identify areas of lower engagement to focus on. Managers will create action plans in an online tool to address engagement priorities and track progress.
The document discusses factors that influence staff turnover in the hotel industry, specifically in Gauteng, South Africa. It reviews literature showing high staff turnover is common due to casual/seasonal work and a lack of effective induction and training programs. The author aims to determine if induction/training programs increase organizational commitment and reduce turnover. A quantitative survey of hotel employees will analyze the relationships between these variables and potential moderators like income, department, and tenure. Hypotheses are presented expecting induction/training to positively impact commitment and negatively impact turnover.
Exploring empowerment transitions of women and men in BangladeshCGIAR
This presentation was given by Audrey Pereira (International Food Policy Research Institute), as part of the Annual Scientific Conference hosted by the University of Canberra and co-sponsored by the University of Canberra, the Australian Centre for International Agricultural Research (ACIAR) and CGIAR Collaborative Platform for Gender Research. The event took place on April 2-4, 2019 in Canberra, Australia.
Read more: https://www.canberra.edu.au/research/faculty-research-centres/aisc/seeds-of-change and https://gender.cgiar.org/annual-conference-2019/
Nds forum acheiving quality outcomes 20 10 2013Christine Bigby
Achieving Quality Outcomes in Group Homes. Presentation at the Vic NDS forum on Housing and Support for People with Disabilitie, 21 October 2013. Professor Christine Bigby, Living with Disability Research Group, La Trobe University.
This evaluation report summarizes the Community Action on Alcohol Pilot Project, which provided training to five community task forces on alcohol-related harm and mobilizing communities. The training aimed to increase knowledge of alcohol harms, develop community action plans, and promote evidence-based approaches. The evaluation found that the high-quality training increased knowledge and supported action planning. However, limited resources, lack of stakeholder engagement in some areas, and the need for ongoing support pose challenges to sustainability. The report recommends investing in community coalitions, tailoring training delivery to groups, and maintaining long-term support.
This document discusses the growing costs and prevalence of chronic health conditions and how employers can promote employee wellness to improve health and reduce costs. It provides data showing chronic conditions and obesity are increasing in the US workforce. Poor health contributes significantly to medical and productivity costs. The document outlines MaineGeneral Health's successful wellness program which reduced health risks and costs through health coaching, incentives, and measuring outcomes. Their program shifted many employees to lower risk categories, lowering claims costs by nearly $1 million. The summary emphasizes how wellness programs can systematically improve workforce health and enhance business performance if they take a long-term, data-driven approach to health behavior change.
1) The document provides an overview of the Shingo Model for Operational Excellence and the HCVLN assessment process.
2) It introduces the HCVLN assessment team and their goals of establishing an assessment process using the Shingo Model to help members identify gaps and progress towards lean enterprise.
3) The benefits of the assessment process are outlined for both network members and volunteer assessors, including understanding organizational progress and unique development/learning opportunities.
This document provides a client snapshot of a large care provider in Western Australia with over 1,000 employees. As the care provider wanted to improve quality of care and address engagement issues across different teams, they used the CISCA assessment tool to measure care capability, employee engagement, consumer satisfaction, and organizational culture. The results showed that the "great" teams had much higher consumer net promoter scores and employee engagement than the "good" and "low performing" teams, due to having more people-focused leadership and a genuine care for each other.
Keeping People Housed
Presentation by Richard Kruszynski, Director of Consultation and Training/Center for Evidence-Based Practices at Case Western Reserve University
An Evidenced Based Practice (EBP) is an intervention for which there is strong research (randomized clinical trials) demonstrating effectiveness in achieving positive consumer outcomes.
Studies have demonstrated positive outcomes in programs where the most common diagnoses were schizophrenia, schizoaffective disorder, and bipolar disorder and consumers showed substantial functional impairment.
Other studies have documented benefits for consumers with co-occurring substance abuse disorders.
Center for Evidence-Based Practices (CEBP)
Case Western Reserve University
10900 Euclid Avenue
Cleveland, Ohio 44106-7169
216-368-0808
Integrating technology into mental health and addiction treatment can help overcome barriers to access. E-health programs like SHADE and iTreAD provide online cognitive behavioral therapy to treat comorbid depression and substance use through modules addressing behaviors, thoughts, cravings and relapse prevention. While some populations may be wary of e-health due to concerns about trust, privacy and impersonal nature, studies found no differences in alliance, satisfaction or outcomes between online and in-person CBT. With proper promotion and transparency about program development, e-health can effectively expand treatment access for comorbid disorders.
Outcomes for children and young people seen in specialist mental health servicesNHSECYPMH
This workshop aims to enable viewers to take evidence from recent research as well as the collective ‘on the ground’ learning from the Child Outcomes Research Consortium (CORC) members and apply it to their service or individual practice in order to improve mental health outcomes for children and young people.
Assertive Community Treatment (ACT) is an
evidence-based practice that improves
outcomes for people with severe mental
illness who are most at-risk of
■ Homelessness
■ Psychiatric hospitalization
■ Institutional recidivism
Recovery Relationships
ACT services are delivered by a
multidisciplinary team of providers who
conduct assertive outreach in the
community.
Team members develop consistent, caring,
person-centered relationships with clients.
These relationships have a positive impact
on outcomes and quality of life.
People who receive ACT services tend to
utilize fewer intensive, high-cost services
such as emergency department visits,
psychiatric crisis services, and psychiatric
hospitalization. They also experience more
independent living and higher rates of
treatment retention.
Assertive Community Treatment (ACT) began
over 40 years ago and has been studied widely.
Research shows that ACT has consistent, positive
effects upon individuals who have the
most severe symptoms and experience the
greatest impairment. ACT consistently
■ Reduces hospitalization
■ Increases housing stability
■ Improves quality of life
Importance of Fidelity2
Research also shows that fidelity to the ACT
model has a positive effect upon hospitalization
rates. People with mental illness who
receive services from ACT teams that achieve
higher levels of fidelity to the model tend to
experience a greater reduction in hospital days
This document summarizes the results of a survey evaluating prepared childbirth classes. The survey found that over half of participants intended to take action to improve their health after the class. Additionally, the convenience of class times correlated with better learning outcomes and satisfaction, while fees did not affect satisfaction. Instructor performance was also linked to learning achievement. Results varied by race and location, with Hispanic and African American participants most motivated and outcomes differing between facilities.
Early indicators of concern in adult care settings E40Sophie40
Workshop that highlights the work done with the University of Hull to identify early indicators of concern in care settings which may, if unresolved, affect the safety and well being of residents. Further development has been undertaken to develop these early indicators into good practice guidance, which assists staff members and other relevant stakeholders to work in a preventative way and promotes good partnership working. Contributed by: Dundee City Council
Mr Grant Brand: Lessons Learned in the First Nine Years of the Glasgow ARBD TeamAlcoholForum.org
The document summarizes lessons learned from the first nine years of the Glasgow Alcohol Related Brain Damage (ARBD) Team. It discusses how the team was set up, missed opportunities at the beginning, and what they have learned over time. Key points include broadening the referral criteria, conducting thorough multidisciplinary assessments, using legislation to help with harm reduction, providing rehabilitation services, and training other services on ARBD. It emphasizes the need for a public health approach, clear strategy, and person-centered flexible services for those with ARBD.
3.6.2 AWHN Conference 6 2010 Chancellor 6:
MOSAIC (MOtherS’ Advocates In the Community) a randomised trial of mentor mother support to reduce partner abuse and depression among pregnant and recent mothers
Dr Stephen Williams was one of the true pioneers in the area of occupational stress diagnostics and stress management. OPRA began our relationship with Dr Williams back in the late 1990’s and this continued up to his unfortunate passing in the mid 2000’s. During this time Dr. Williams did many presentations across our regions discussing the benefits of a proactive approach to managing stress at work. The following is a key note address on the topic that he gave at the 2003 HRINZ Conference: Releasing individual potential through employee wellbeing.
HXR 2016: Behavior Change Design -Dr. Sherry Pagoto, University of Massachuse...HxRefactored
This document discusses using social media for health behavior change and weight loss interventions. It summarizes several studies on this topic. Key findings include: 1) Obesity and health habits spread through social networks, so online social networks may help support weight loss; 2) People find peer support and information from others' health experiences online helpful; 3) Early pilot studies found online social networks with coaching can support weight loss and engagement; 4) "Superusers", or participants incentivized to post frequently, helped increase engagement in a Facebook weight loss group compared to a standard online group without superusers. More research is still needed to optimize online social network interventions for health behavior change.
Presentation by Kathryn Falloon, Dr Serene Teh and Tracy Coward - A positive behavior support approach for mental health consumers. Presented at the Western Australian Mental Health Conference 2019.
08_Employers & international developments by Barbara JaworskiDon Presant
The document discusses programs and initiatives in Canada and Australia that support employment opportunities for mature workers. It provides examples of previous winners of an award that recognizes organizations with effective programs for employing workers over 50. It also outlines several approaches other countries take to integrating or maintaining older workers, as well as programs in Australia that provide assistance tailored to individual needs, training incentives, on-the-job support, and grants to increase mature workers' skills.
MW08_Employment Opportunities for Mature WorkersDon Presant
The document discusses programs and initiatives in Canada and Australia that support employment opportunities for mature workers. Some key points:
- The Best Employers Award for 50 Plus Canadians recognizes organizations with effective programs for employing mature workers. Previous winners include hospitals, retailers, and government agencies.
- Australia provides various services through organizations like Centrelink and Job Services Australia to help mature workers find jobs, including training programs, small business assistance, apprenticeship incentives, and on-the-job support.
- The Workplace Institute's 45+ Engagement Model identifies factors like flexibility, training, career development, and recognition that can increase mature workers' engagement, productivity, and employers' profitability.
The line between EAP and staff is often very distinct, for reasons of confidentiality. This presentation provides options for staff, supervisors and management to greater strengthen EAP usage, while maintaining confidentiality.
Promoting Exchange, Enhancing Resources: How Connecting Organizations Improve...BCCPA
Improving workplace safety in continuing care often means undertaking significant culture change. Organizations often find themselves re-creating the same programs as neighbouring organizations, with similar outcomes. The PEER Resource Network was initiated by SafeCare BC to address two key issues raised by the continuing care sector:
1. Managers lack the resources to support the development of a safety culture within their organizations;
2. Continuing care organizations largely face the same root workplace safety issues.
In this workshop, participants will:
1. Learn about PEER’s innovative model and the preliminary results of the initiative (both quantitative and qualitative data).
2. Understand how PEER’s structure contributes to collaborative learning – and how this supports organizational excellence in workplace safety.
3. Engage with fellow participants in PEER-like exercises to glean insight into solutions for their organization’s own safety challenges.
4.Develop new connections to support the implementation of those solutions.
Presented by:
- Jennifer Lyle, Executive Director, SafeCare BC
- Saleema Dhalla, Workplace Health and Safety Programs Director, SafeCare BC
Bigby et al, perspectives of people with intellectual disability about suppor...Christine Bigby
Paper presented at ASID conference in Perth - Initial findings of a study of supported living for people with intellectual disability. Focus groups uncover the perspectives of people with intellectual disability about supported living
More than just getting there insights into enabling social inclusion ncid c...Christine Bigby
Professor Christine Bigby and colleagues synthesized findings from several studies over 5 years examining supports for social inclusion of people with intellectual disabilities. They found that despite policies since 1986, social inclusion has largely failed with most people occupying distinct social spaces and experiencing ongoing exclusion. Multiple factors contribute including ambivalence among support services, tensions in community groups, and a lack of skills in supporting meaningful inclusion. The studies indicate inclusion requires a multifaceted approach including direct support hours, indirect support to build community connections, and practice leadership to focus efforts and shift planning to optimize support for social inclusion.
1) The document provides an overview of the Shingo Model for Operational Excellence and the HCVLN assessment process.
2) It introduces the HCVLN assessment team and their goals of establishing an assessment process using the Shingo Model to help members identify gaps and progress towards lean enterprise.
3) The benefits of the assessment process are outlined for both network members and volunteer assessors, including understanding organizational progress and unique development/learning opportunities.
This document provides a client snapshot of a large care provider in Western Australia with over 1,000 employees. As the care provider wanted to improve quality of care and address engagement issues across different teams, they used the CISCA assessment tool to measure care capability, employee engagement, consumer satisfaction, and organizational culture. The results showed that the "great" teams had much higher consumer net promoter scores and employee engagement than the "good" and "low performing" teams, due to having more people-focused leadership and a genuine care for each other.
Keeping People Housed
Presentation by Richard Kruszynski, Director of Consultation and Training/Center for Evidence-Based Practices at Case Western Reserve University
An Evidenced Based Practice (EBP) is an intervention for which there is strong research (randomized clinical trials) demonstrating effectiveness in achieving positive consumer outcomes.
Studies have demonstrated positive outcomes in programs where the most common diagnoses were schizophrenia, schizoaffective disorder, and bipolar disorder and consumers showed substantial functional impairment.
Other studies have documented benefits for consumers with co-occurring substance abuse disorders.
Center for Evidence-Based Practices (CEBP)
Case Western Reserve University
10900 Euclid Avenue
Cleveland, Ohio 44106-7169
216-368-0808
Integrating technology into mental health and addiction treatment can help overcome barriers to access. E-health programs like SHADE and iTreAD provide online cognitive behavioral therapy to treat comorbid depression and substance use through modules addressing behaviors, thoughts, cravings and relapse prevention. While some populations may be wary of e-health due to concerns about trust, privacy and impersonal nature, studies found no differences in alliance, satisfaction or outcomes between online and in-person CBT. With proper promotion and transparency about program development, e-health can effectively expand treatment access for comorbid disorders.
Outcomes for children and young people seen in specialist mental health servicesNHSECYPMH
This workshop aims to enable viewers to take evidence from recent research as well as the collective ‘on the ground’ learning from the Child Outcomes Research Consortium (CORC) members and apply it to their service or individual practice in order to improve mental health outcomes for children and young people.
Assertive Community Treatment (ACT) is an
evidence-based practice that improves
outcomes for people with severe mental
illness who are most at-risk of
■ Homelessness
■ Psychiatric hospitalization
■ Institutional recidivism
Recovery Relationships
ACT services are delivered by a
multidisciplinary team of providers who
conduct assertive outreach in the
community.
Team members develop consistent, caring,
person-centered relationships with clients.
These relationships have a positive impact
on outcomes and quality of life.
People who receive ACT services tend to
utilize fewer intensive, high-cost services
such as emergency department visits,
psychiatric crisis services, and psychiatric
hospitalization. They also experience more
independent living and higher rates of
treatment retention.
Assertive Community Treatment (ACT) began
over 40 years ago and has been studied widely.
Research shows that ACT has consistent, positive
effects upon individuals who have the
most severe symptoms and experience the
greatest impairment. ACT consistently
■ Reduces hospitalization
■ Increases housing stability
■ Improves quality of life
Importance of Fidelity2
Research also shows that fidelity to the ACT
model has a positive effect upon hospitalization
rates. People with mental illness who
receive services from ACT teams that achieve
higher levels of fidelity to the model tend to
experience a greater reduction in hospital days
This document summarizes the results of a survey evaluating prepared childbirth classes. The survey found that over half of participants intended to take action to improve their health after the class. Additionally, the convenience of class times correlated with better learning outcomes and satisfaction, while fees did not affect satisfaction. Instructor performance was also linked to learning achievement. Results varied by race and location, with Hispanic and African American participants most motivated and outcomes differing between facilities.
Early indicators of concern in adult care settings E40Sophie40
Workshop that highlights the work done with the University of Hull to identify early indicators of concern in care settings which may, if unresolved, affect the safety and well being of residents. Further development has been undertaken to develop these early indicators into good practice guidance, which assists staff members and other relevant stakeholders to work in a preventative way and promotes good partnership working. Contributed by: Dundee City Council
Mr Grant Brand: Lessons Learned in the First Nine Years of the Glasgow ARBD TeamAlcoholForum.org
The document summarizes lessons learned from the first nine years of the Glasgow Alcohol Related Brain Damage (ARBD) Team. It discusses how the team was set up, missed opportunities at the beginning, and what they have learned over time. Key points include broadening the referral criteria, conducting thorough multidisciplinary assessments, using legislation to help with harm reduction, providing rehabilitation services, and training other services on ARBD. It emphasizes the need for a public health approach, clear strategy, and person-centered flexible services for those with ARBD.
3.6.2 AWHN Conference 6 2010 Chancellor 6:
MOSAIC (MOtherS’ Advocates In the Community) a randomised trial of mentor mother support to reduce partner abuse and depression among pregnant and recent mothers
Dr Stephen Williams was one of the true pioneers in the area of occupational stress diagnostics and stress management. OPRA began our relationship with Dr Williams back in the late 1990’s and this continued up to his unfortunate passing in the mid 2000’s. During this time Dr. Williams did many presentations across our regions discussing the benefits of a proactive approach to managing stress at work. The following is a key note address on the topic that he gave at the 2003 HRINZ Conference: Releasing individual potential through employee wellbeing.
HXR 2016: Behavior Change Design -Dr. Sherry Pagoto, University of Massachuse...HxRefactored
This document discusses using social media for health behavior change and weight loss interventions. It summarizes several studies on this topic. Key findings include: 1) Obesity and health habits spread through social networks, so online social networks may help support weight loss; 2) People find peer support and information from others' health experiences online helpful; 3) Early pilot studies found online social networks with coaching can support weight loss and engagement; 4) "Superusers", or participants incentivized to post frequently, helped increase engagement in a Facebook weight loss group compared to a standard online group without superusers. More research is still needed to optimize online social network interventions for health behavior change.
Presentation by Kathryn Falloon, Dr Serene Teh and Tracy Coward - A positive behavior support approach for mental health consumers. Presented at the Western Australian Mental Health Conference 2019.
08_Employers & international developments by Barbara JaworskiDon Presant
The document discusses programs and initiatives in Canada and Australia that support employment opportunities for mature workers. It provides examples of previous winners of an award that recognizes organizations with effective programs for employing workers over 50. It also outlines several approaches other countries take to integrating or maintaining older workers, as well as programs in Australia that provide assistance tailored to individual needs, training incentives, on-the-job support, and grants to increase mature workers' skills.
MW08_Employment Opportunities for Mature WorkersDon Presant
The document discusses programs and initiatives in Canada and Australia that support employment opportunities for mature workers. Some key points:
- The Best Employers Award for 50 Plus Canadians recognizes organizations with effective programs for employing mature workers. Previous winners include hospitals, retailers, and government agencies.
- Australia provides various services through organizations like Centrelink and Job Services Australia to help mature workers find jobs, including training programs, small business assistance, apprenticeship incentives, and on-the-job support.
- The Workplace Institute's 45+ Engagement Model identifies factors like flexibility, training, career development, and recognition that can increase mature workers' engagement, productivity, and employers' profitability.
The line between EAP and staff is often very distinct, for reasons of confidentiality. This presentation provides options for staff, supervisors and management to greater strengthen EAP usage, while maintaining confidentiality.
Promoting Exchange, Enhancing Resources: How Connecting Organizations Improve...BCCPA
Improving workplace safety in continuing care often means undertaking significant culture change. Organizations often find themselves re-creating the same programs as neighbouring organizations, with similar outcomes. The PEER Resource Network was initiated by SafeCare BC to address two key issues raised by the continuing care sector:
1. Managers lack the resources to support the development of a safety culture within their organizations;
2. Continuing care organizations largely face the same root workplace safety issues.
In this workshop, participants will:
1. Learn about PEER’s innovative model and the preliminary results of the initiative (both quantitative and qualitative data).
2. Understand how PEER’s structure contributes to collaborative learning – and how this supports organizational excellence in workplace safety.
3. Engage with fellow participants in PEER-like exercises to glean insight into solutions for their organization’s own safety challenges.
4.Develop new connections to support the implementation of those solutions.
Presented by:
- Jennifer Lyle, Executive Director, SafeCare BC
- Saleema Dhalla, Workplace Health and Safety Programs Director, SafeCare BC
Bigby et al, perspectives of people with intellectual disability about suppor...Christine Bigby
Paper presented at ASID conference in Perth - Initial findings of a study of supported living for people with intellectual disability. Focus groups uncover the perspectives of people with intellectual disability about supported living
More than just getting there insights into enabling social inclusion ncid c...Christine Bigby
Professor Christine Bigby and colleagues synthesized findings from several studies over 5 years examining supports for social inclusion of people with intellectual disabilities. They found that despite policies since 1986, social inclusion has largely failed with most people occupying distinct social spaces and experiencing ongoing exclusion. Multiple factors contribute including ambivalence among support services, tensions in community groups, and a lack of skills in supporting meaningful inclusion. The studies indicate inclusion requires a multifaceted approach including direct support hours, indirect support to build community connections, and practice leadership to focus efforts and shift planning to optimize support for social inclusion.
Understanding the development of self advocacy in victoria frawley & bigby, i...Christine Bigby
Understanding the development of self advocacy in Victoria, Frawley and Bigby with the Reinforce History Group. Presentation at the IASSID congress in Halifax Canada, 2012
Researching as a collaborative group la trobe workshop sydney inclusive resea...Christine Bigby
Researching as a collaborative group Presentation at the one day conferenced on inclusive research, Sydney 2012, Reinforce History Group and LaTrobe University
Using Volunteers to Supporting Incusion for People with Intellectual Disabili...Christine Bigby
The document discusses the history and evolution of a language over time. Certain sounds and word structures were lost or changed as the language was influenced by other languages and evolved across generations of speakers. However, the core roots and foundational structures remained intact despite the changes to sounds and words. Overall, the passage examines how a language naturally transforms in small ways over a long period of time through the normal processes of language change and borrowing from other tongues.
Empowerment through research nov 2009 afdo conference reinforce history group...Christine Bigby
Presentation at the Australian Federation of Disability Organisations Conference. On Inclusive Research. by Reinforce History Group and LaTrobe University
Bigby & Frawley
Self advocacy and social inclusion – learnings from the speaking up over the ...Christine Bigby
This document summarizes a research project on self-advocacy and social inclusion led by Professors Christine Bigby and Patsie Frawley. The project examined the history and experiences of self-advocacy groups in the UK and Australia through collaborative work with a history group of 27 participants and a PhD study of 6 self-advocacy groups. Key findings included that self-advocacy groups provide opportunities for friendship, confidence, engagement and having a voice that support individual social inclusion. They also demonstrate participation by people with intellectual disabilities and influence social policy to promote inclusion. Factors that support self-advocacy include strong relationships, commitment from members, and flexible funding, while risks include lack of
Self advocacy and social identity sian anderson feb 2014Christine Bigby
Overview of findings from Sian Anderson's PhD on Self Advocacy and Social Identity, part of the Self Advocacy and Social Inclusion research project. Feb 2014
Culture in good group homes keynote presentation scope conference melbourn...Christine Bigby
What makes a difference to outcomes in group homes for peopel with severe and profound intellectual disability - practice and culture. Keynote presentation decribing the very different culture in group homes that have positive outcomes and good practice.
Arthur McCoy contracted HIV/AIDS in 1987 and lived a destitute life on the streets of Chicago before receiving help from the Salvation Army. He later moved to Las Vegas where he volunteered with Aid for AIDS of Nevada (AFAN) as a peer educator, sharing his story of survival with at-risk groups. McCoy now works full-time at AFAN managing the food pantry and as a spokesperson, helping others who come to AFAN seeking hope. The 16th annual AIDS Walk Las Vegas on April 23rd will help raise proceeds for AFAN to support nearly 1,500 people living with HIV/AIDS in Nevada.
Building the Evidence Base on Supported Decision Making Christine Bigby
Presented t an ADA Australia forum on supported decision making, these slides review the existing evidence about supported decision in Australia from 6 pilot schemes between 2010-2015 and summarise work done at Latrobe University on understanding the processes of support for decision making and development of a practice framework
Bigby culture in group homes better and underperforming june 2016 Christine Bigby
This presentation summaries research about the culture in group homes in Australia - it contrasts the positive culture in better group homes which is respectful, coherent, enabling and empowering with culture in underperforming group homes. the difference is not accounted for by resources but organisational factors such as leadership, strong HR policies and translation of values into expectations for staff.
Doing the history – collaborative group inculsive research self advocacy and ...Christine Bigby
Overview of the collaborative group method of inclusive research - illustrated through work with the History Group and the Self Advocacy and Social Inclusion project Feb 2014
Delivering on promises: NDIS and people with intellectual disabilities Bigby ...Christine Bigby
The document discusses challenges and promises of the NDIS for people with intellectual disabilities. Some key points:
- The NDIS promises choice and control, but people with intellectual disabilities have difficulty making decisions independently and exercising choice without support.
- Specific challenges include lack of advocacy, difficulty navigating the system, complexity of support needs, and reliance on others.
- Research shows the importance of supported decision-making and enabling people to participate in their communities through skilled support staff.
- Broader issues include the need for evidence-informed purchasing to avoid low quality or segregated services, and pressure on mainstream services to be more inclusive.
Final dimensions of culture in supported accommodation services for people wi...Christine Bigby
This paper presented at the IASSID congress in August 2016, brings together a program of work on culture in group homes, identifying 5 dimensions common to group home culture and comparing the more positive ends of these dimensions in better performing homes with those in under performing homes. The importance of culture to quality of life outcomes is illustrated and some of its generative factors considered.
Final dimensions of culture in supported accommodation services for people wi...
Similar to Bigby et atl qualty of staff practice in group homes what makes a differnce -findings from year 1 of a 5 year study of the implementation of active support. presented asid confernce nov 2014
The Division of Student Affairs at the University of North Texas conducted a climate survey of its employees in Fall 2014. The survey aimed to develop a better understanding of how DSA employees relate to one another and their level of job satisfaction. Over 380 employees responded, with most having worked at UNT for 1-5 years. The survey found generally positive ratings of aspects like feeling part of a team and appreciation from supervisors. However, fewer employees agreed they have clear career paths or that their opinions count within DSA. The results will help DSA identify areas of strength and opportunities for improving inclusion, equity and job satisfaction.
The Top 5 Realities Physicians Wish Recruiters KnewPracticeMatch
This document summarizes the results of a survey and panel discussion on physician job opportunities, onboarding programs, and retention programs. The survey received responses from MDLinx subscribers. A panel of three physicians in private practice discussed their experiences with job emails, onboarding, and retention. The survey found that nearly half of physicians expect to seek a new job within 5 years, with most willing to relocate. Onboarding programs are more common than formal orientations, and networking with colleagues is key for learning an organization's culture. Work-life balance, practice culture and family reasons were the major factors for physicians leaving within 3 years.
This document discusses research on using technology to enable peer supervision for social workers in rural and remote areas of Australia. It outlines the need for regular supervision, definitions of key terms, and the methodology used. Interviews and focus groups with participants provided largely positive feedback on the peer supervision experience and benefits like sharing knowledge and feeling less isolated. Challenges included costs, availability, and high turnover of rural social workers. The research aims to contribute to acceptance of peer supervision and use of technology to overcome geographic barriers to supervision.
The 2016 Wiley Society Membership Survey ResultsWiley
Wiley surveyed 13,000 people (Wiley contacts) in the academic research community about what they felt about scholarly society or association membership. Over half of the respondents were members of a society and the other half give valuable insights into what would get them to join one and why they were not members.
The document summarizes a pilot of single session therapy that was conducted at the University of Cumbria. Key points:
- Referrals to the university's mental health and wellbeing team had been increasing year over year. The team implemented a pilot of single session therapy to help reduce wait times for students.
- Data was collected before and during the pilot to evaluate outcomes. The pilot appeared successful in reducing staff stress, shortening wait times for students, and maintaining or improving student outcomes and experience based on measures.
- Unexpected benefits included lower rates of students missing appointments and evidence that single session therapy helped improve mood and retention for some students. Overall, the pilot seemed to meet its goals of helping staff cope
Reform of the disability service system in Australia – will greater resources...Christine Bigby
The document discusses reform of Australia's disability service system and the introduction of the National Disability Insurance Scheme (NDIS). It provides:
1) An overview of issues with the current ineffective, underfunded system and goals of the NDIS to give individuals more choice, control and certainty of support.
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Bigby et atl qualty of staff practice in group homes what makes a differnce -findings from year 1 of a 5 year study of the implementation of active support. presented asid confernce nov 2014
1. latrobe.edu.au
Quality of life for people with
intellectual disability who live in small
group homes: What makes a difference
Professor Christine Bigby
Dr Emma Bould
Dr Julie Beadle-Brown
Living with Disability Research Centre
c.bigby@latrobe.edu.au
CRICOS
Provider
00115M
2. Outcomes for people with intellectual disabilities in
supported accommodation
§ Half disability expenditure is on accommodation services – most
on group homes
§ Policy aims improving quality of life
§ Outcomes are very variable
§ 2 factors reliably predict:
̶ active support
̶ adaptive behaviour
§ Consistent use of active support increases engagement, growth
in skills, more choice and control and reduces challenging
behavior (see Mansell and Beadle-Brown 2012 for a review)
§ Does not require more staff nor cost significantly more – uses
available resources more efficiently in services (Beadle-Brown et al, in
press)
3. Person-centred active support
§ Providing enough help to enable people to participate
successfully in meaningful activities and relationships (an
enabling relationship),
§ So that people gain more control over their lives, gain more
independence and become more included as a valued member
of their community,
§ Irrespective of degree of intellectual disability or presence of
extra problems (Mansell and Beadle-Brown, 2012)
§ One of a family of person centred approaches
§ But research evidence for the impact of the other approaches on
quality of life is currently very weak
4. Implementing active support - Australia
§ For over 10 years – organisations in Australia have been adopting
active support - led by Victoria in 2003/04
§ Active support figures as method of staff practice in Qld and Vic state
policy
§ But has proved difficult to embed in organisations
§ Largest study to date in Australia 6 organisations – implementing A/S for
1-8 years (Mansell, Beadle Brown, Bigby, 2013)
§ Less than 1/3 people received consistently good support
§ Only consistent high levels of active support in one organisation
§ Substantial variation within and between homes
Research Question
§ What organisational factors are associated with high levels of active
support and improvements over time?
5. Conceptual Framework
Organisa6onal
Systems,
Structures
&
Processes
Prac6ce
Leadership
Quality
of
Ac6ve
Support
Assistance
Other Staff
Contact
Engagement
and
quality
of
life
6. Embedding active support in accommodation
services
§ Linkage study 9 industry partners
§ Implementing Active Support for varying periods*
̶ Golden City Support Services (2003,10 yrs)
̶ Jewish Care (2004, 9 yrs )
̶ DHS Eastern Region (2004, 9 yrs)
̶ Yooralla (2005, 8 yrs)
̶ Sunshine (2006, 7 yrs)
̶ annecto (2009, 4 yrs)
̶ Endeavour (3 years)
̶ Karingal (18 months)
̶ Greystanes (2012, 1 yr)
*correct
at
.me
of
data
collec.on
7. Method
§ Measures of resident outcomes [engagement] and staff practices [active
support, contact & assistance] and leadership
§ Structured observations for 2 hours, 4 - 6pm
§ Resident engagement
§ Challenging behaviour
§ Frequency of contact and assistance from staff
§ Active Support Measure (quality of support)
§ Observed Measure of Practice Leadership - interview and observe
§ Resident needs and characteristics completed by keyworker
§ Staff surveys - training, qualifications, satisfaction, knowledge and
attitudes
§ Annual data collection for 5 years
§ longitudinal same houses alternate years [plus existing data]
§ representative sample from audit
§ Annual reports – feedback and development
8. Settings and participants year 1 2012/2013
§ 58 group homes (9 organisations), average 4 people (1 – 9)
§ 189 residents observed
§ 36 - 76 yrs, mean age 42
§ Relatively able group - wide range - org 7 exception
§ Each organisation supporting at least one person with more
severe disabilities
§ 153 staff surveys (52%).
§ 46 front line leaders interviewed and 38 returned the practice leader
survey (82%).
§ 20 (77%) Managers of practice leaders survey (77%)
9. Quality of support and outcomes
Mean Range
Active support score (%) 50% 2 – 97%
Percentage of time receiving
assistance 3% 0 – 28%
Percentage receiving no
assistance to be engaged 65%
Percentage of time engaged 47% 0 – 100%
Relatively low on all indicators
10. Summary results and what it is possible to achieve
LaTrobe Study Year 1
Skilled support study
Good active support
Whole
sample > 151 <151 >151 < 151
Those with
PIMD
ABS Average 139 198 88 197 78 56
Engagement 47 68 31 67 53 49
• Social activity 15 49 24 20 21 23
• Non social activity 35 68 31 55 39 33
Active Support 49 64 38 84 80 78
Staff Assistance % 3 4 2 15 10 5
Staff Contact % 17 17 17 16 37 51
Staff Assistance + Contact % 20 21 19 31 47 56
Time spent receiving
assistance + contact Mins 12 13 11 19 28 34
§ Relatively poor active support compared to what has been shown to be
possible
§ Good active support = score greater than 66%
§ Assistance over 10% is possible and necessary
§ Poorer outcomes for people with more severe impairment except contact
11. § High and Lower Performing Organisations
§ Sample average and people with higher support needs – variability
across and within services
Whole Sample
Org 1
Org 2
UK study
Good active
support
(Ashman, Beadle-brown,
2006)
Engagement in
meaningful activity
and relationships
47% (31%)
64% (54%)
25% (16%)
60%(54%)
Quality of Support
(Person Centred
Active Support)
49% (38%)
67% (64%)
28% (12%)
79% (79%)
Time spent receiving
assistance and
contact from staff
12 mins (11)
18 mins (15.5)
7.5 mins (6)
23 mins (25)
Variability - outcomes and staff practice
Work in progress Bigby et al.,
12. Active Support: people with more severe disabilities do
much worse than people with less severe disabilities
100
80
60
40
20
§ More able people experience better active support - except Orgs 6 & 7
§ Only 3 orgs provide consistent good active support for more able people
Sig
difference
0
Org1
<151
Org
1
151
+
Org2
<151
Org
2
151
+
Org3
<151
Org3
151
+
Org4
<151
Org4
151
+
Org5
<151
Org5
151
+
Org6
<151
Org6
151
+
Org7
<151
Org7
151
+
Org8
<151
Org8
151
+
Org9
<151
Org9
151
+
Whole
<151
Whole
151
+
Percentage
score
on
ASM
Target
66%
13. Observed opportunities and support for choice
28%
63%
12%
53%
32%
9%
52%
41%
28%
36%
28%
13%
76%
27%
37%
45%
0%
28%
40%
31%
100%
80%
60%
40%
20%
0%
-‐20%
-‐40%
-‐60%
-‐80%
-‐100%
Not
offered
any
choice
Supported
well
to
make
choices
Org
1
n=20
Org
2
n=16
Org
3
n=17
§ Discrepancy staff rated and observed choice.
§ Only 1/3 residents observed as supported well to make choices - much higher
staff rated scores (51%).
Org
4
n=17
Org
5
n=23
Org
6
n=13
Org
7
n=25
Org
8
n=31
Org
9
n=27
All
N=189
14. Observed support for communication
All
O1
O2
O3
O4
O5
O6
O7
O8
09
N/n
63
2
12
3
0
8
6
23
3
6
Number
receiving
good
adapted
communica.on
4
1
0
2
N/A
0
0
0
1
0
§ 32% of sample no verbal communication
§ Only 6% of non verbal residents received any adaptive communication
that appeared to be effective.
15. Practice leadership - defined
§ Focusing, in all aspects of the front-line manager’s work,
on the quality of life of service users and how well staff
support this.
§ Allocating and organising staff to deliver support when and
how service users need and want it, providing consistency
and predictability.
§ Coaching staff to deliver better support by spending time
with them providing feedback and modelling good practice.
§ Reviewing the quality of support provided by individual
staff in
̶ regular one-to-one supervision and;
̶ in team meetings
16. Quality of practice leadership
Mean Range Median Percentage of services good or
excellent (score of 4 or 5)
Allocating staff 2.43 1-5 2 17%
Coaching staff 2.33 1-5 2 11%
Supervision 2.30 1-5 2 11%
Team meetings 2.80 1-5 3 22%
Focus on QoL 2.61 1-5 3 20%
Mean score 2.50 1-5 2.4 11%
Total score 12.2 5-25
Percentage score 36% 0 – 100
§ Practice leadership generally poor
§ Only one organisation (3) had high scores
§ Discrepancy between observational measures and staff ratings of PL,
17. Correlations between practice leadership and
quality of support
Any
engagement
Active
Support
measure
Assistance
from staff
Other
Contact
from staff
At service level (n=43)
Allocating Staff 0.192 0.36* 0.176 0.355*
Coaching 0.127 0.504** 0.215 0.375*
Supervision 0.117 0.332* 0.139 0.317*
Team meetings 0.255 0.411** 0.192 0.175
Focus on QOL 0.178 0.474** 0.242 0.243
Mean PL score 0.201 0.484** 0.224 0.345*
* = p< 0.05 ** = p< 0.01
§ First evidence of relationship between PL and Active Support
§ Significant correlations between A/S and PL – overall and each domain
§ Strongest correlation A/S and – coaching domain
§ Correlation other staff contact, overall score, allocation of staff,
coaching and supervision
§ PL too low for very strong relationships
18. Same picture at service user level
Any
engagement
Active
Support
measure
Assistance
from staff
Other
Contact
from staff
At service user level (n=166)
Allocating Staff 0.208** 0.222** 0.01 0.229**
Coaching 0.100 0.363** 0.055 0.203**
Supervision 0.157* 0.214** 0.017 0.175*
Team meetings 0.245** 0.315** 0.046 0.115
Focus on QOL 0.197** 0.336** 0.044 0.131
Mean PL score 0.212** 0.338** 0.039 0.201**
§ But also shows correction between PL and Engagement on 4 of 5
domains.
19. Comparing weak and strong practice
leadership
Mean scores
when PL weak
(below 3)
n=143
Mean scores PL
higher (3 and
above)
n = 46
Significance
Active Support % score 46% 63% t(171) =3.88 ***
% time receiving Assistance 3% 4% Not. Sig.
% time receiving other contact from staff 16% 20% Not. Sig.
% time Social activity 13% 20% z = -2.159 *
% time Non- social activity 33% 44% z = -2.001 *
Any engagement 44% 59% t(169) =2.63 **
* = p< 0.05 ** = p< 0.01 *** = p< 0.001
§ Active support significantly better in services where practice leadership
overall was better and service users more engaged (Mann-Whitney U
Tests)
20. Individual PL items
Allocating staff Coaching Supervision Team meetings Manager focus
Weak PL
Better PL
Weak PL
Better PL
Weak PL
Better PL
Weak PL
Better PL
Weak PL
N=121
N=68
N=115
N=74
N=107
N=82
N=85
N=104
N=89
Better PL
N=100
% score on Active
support
44 58 49 50 47 53 42 56 45 54
% time receiving
assistance
3 3 3 3 3 3 2 4 3 3
% time with other
contact
16 19 15 20 15 20 16 18 15 19
% time Any
engagement
39 61 52 39 45 50 41 53 46 49
Total score on ABS
Part 1
129 157 156 113 141 136 137 141 145 134
Mean Age 42 43 43 42 43 41 42 42 43 41
Mean score on ABC 14 17 15 16 16 14 14 16 14 16
21. Main story is……..
§ Active support is significantly better for people who are living in
services where the score on allocation of staff , team meetings and
front-line manager overall focus on quality of life is higher.
§ However for allocating staff, there is an interaction with level of
ability – services users in services where better systems exist for
allocation of staff to meet needs and maximise engagement were
generally more able. This probably at least partially explains the
significantly higher levels of engagement too.
§ For the domain of coaching, services users in a service where
coaching is better tend to be engaged less but this is likely to be
explained by significantly lower levels of adaptive behaviour for
these individuals. When team meetings are in place and at least
used to review service user needs and quality of life, levels of
engagement are higher.
22. Staff Support: Active support - People Observed
with PL Absent vs. People Observed with PL
Present
2
2
2
4
3
4
1
1
3
3
3
2
2
2
2
3
2
3
2
3
Target
66%
§ Staff support better when the PL present in the house during the
observation
Sig
difference
100
80
60
40
20
0
Percentage
score
on
ASM
Mean
PL
Score:
23. Summary
§ Outcomes and staff practice well below what is possible - for
same cost
§ Substantial variability within and between organisations
§ People with more severe disabilities get poorer outcomes and
support
§ Change can happen - with a focussed attention
̶ Improvement in most of the organisations over 3 years
§ First evidence that practice leadership is important in
determining quality of support and engagement
§ Practice leadership is fairly poor
§ Staff and Practice Leaders overestimate quality of their
practice
24. Conclusions and Implications
§ Importance of PL skills and support for PLs
§ Articulate and build staff and front line leader competencies
in active support and PL
§ Power of Observation to make judgements about service
quality – should at least be part of QA
§ Funding bodies and NDIS should not fund poor outcomes
and poor staff support
§ Set benchmark expectations for outcomes such as
engagement – demonstrable use of active support
§ Future data will help to understand other organisational
structures and processes
25. References
Beadle-Brown, J et al., (in press) Outcomes and Costs of skilled support for people with severe intellectual disability and complex needs
Mansell, Jim and Beadle-Brown, Julie (2012)Active support: enabling and empowering people with intellectual disabilities. Jessica Kingsley Publishers,
London
Mansell, Jim and Beadle-Brown, Julie and Macdonald, Susan et al. (2003)
Functional grouping in residential homes for people with intellectual disabilities. Research in Developmental Disabilities, 24 (3). pp. 170-182. ISSN
0891-4222
Schalock, R., Brown, I., Brown, R., Cummins, R. A., Felce, D., Matikka, L., et al. (2002). Conceptualization, measurement, and application of quality of
life for persons with intellectual disabilities: Report of an international panel of experts. Mental Retardation, 40(6), 457-470.
Mansell., J., Beadle-Brown, J., & Bigby, C. (2013) Implementation of active support in Victoria, Australia: an exploratory study. Journal of Intellectual and
Developmental Disabilities 38(1), 48–58 (download from http://hdl.handle.net/1959.9/206149 )
Bigby, C., Knox, M., Beadle-Brown, J., Clement, T., Mansell., J (2012). Uncovering dimensions of informal culture in underperforming group homes for
people with severe intellectual disabilities. Intellectual and Developmental Disabilities 50, 6, 452–467 (download from
http://hdl.handle.net/1959.9/206141 )
Bigby, C., Cooper, B., & Reid, K. (2012). Making life good in the community: Measures of resident outcomes and staff perceptions of the move from an
institution. Melbourne: Department of Human Services: (http://hdl.handle.net/1959.9/200242 other Making life good reports also)
Bigby, C. (2013). Tackling the crisis in disability group homes. Opinion on line,
http://apo.org.au/commentary/tackling-crisis-group-homes-people-intellectual-disability
Clement, T. & Bigby, C. (2010). Group homes for people with intellectual disabilities: Encouraging inclusion and participation. London, Jessica Kingsley.
Bigby,
C.
Knox,
M.,
Beadle
Brown,
J.,
Bould,
E.
(2014)
Iden6fying
good
group
homes
for
people
with
severe
intellectual
disability:
Qualita6ve
indicators
using
a
quality
of
life
framework.
Intellectual
and
Developmental
Disability
,
52,
5,
348-‐366
Bigby, C., Knox, M., Beadle-Brown, J., & Clement. T., (in press) ‘We just call them people’: Positive regard for people with severe intellectual disability
who live in of group homes. Journal of Applied Research in Intellectual Disability.
26. Thank you
Contact
c.bigby@latrobe.edu.au
e.bould@latrobe.edu.au
j.d.beadle-‐brown@kent.ac.uk