The major goal for the CRP-RCEP IX (funded 2001-2006) will be to complete at least five organizational studies through a structured diagnosis to determine staff education and training needs that can be met through the Career Ramp approach (see graphics of Career Ramp and OD Flow Chart). In addition, the following efforts are being implemented for 2002.

 

Regional Leadership for Quality Rehabilitation Forum

CRP-RCEP IX at SDSU is planning a program that targets approximately 20 aspiring leaders within the region from organizations that provide community supports and employment services for persons with disabilities. The individuals selected through a process of nomination and application will receive a unique learning opportunity. The Regional Leadership for Quality Rehabilitation Forum [RLQRF] is a post-employment training in rehabilitation administration. The RLQRF will include various learning formats such as workshops, seminars, distance teaching, individual instruction, technical assistance, simulation and train the trainers. The successful participant will gain skills in leadership critical to rehabilitation programs and can apply to receive academic credit for the coursework. The RLQRF is meant to be an experience to interact with other leaders from the region in developing unique approaches to leadership and learning in rehabilitation. As an additional incentive, the referring program for each accepted candidate will receive two days of technical assistance from the CRP RCEP IX to assist with the quality movement of that organization. Projected start date is April 2002.

Content will include critical skills and knowledge in various aspects of leadership and management. We have learned that these administrative areas include critical ability and specific skills. The rehabilitation leader today needs the ability to work with boards, community groups, employer /employee groups. Key skills emphasized in the RLQRF are the areas of organization development in rehabilitation, leadership development, human resource development, personnel management, state/fed legal /legislative issues, program evaluation, fiscal management, advances in community and adaptive technology, policy development, marketing strategies and diversity. Information was sent to all state directors and CRP liaisons for feedback and recommendations.

For more information, see our brochure
or contact: kgaleai@interwork.sdsu.edu

Middle Management Training for California CRPs

In cooperation with the California Resources Development Section (DR liasons with CRPs) staff, a series of 4 training workshops this Spring will be offered. The workshops will focus on the needs of middle management in CRPs. As part of the workshop, surveys will be distributed to participants to identify areas of need and interest in order to design a follow-up series. The format and credit status will be determined by the responses. The goal is to identify 25-30 individuals who are interested in a long-term certificate program, i.e., two or three follow-up sessions scheduled over 9-12 months. Through this format, participants will be able to try out new strategies for several months, meet again to analyze successes and remaining challenges, and return to their organizations to implement new ideas after comparing notes with their peers. Depending on the success of this effort, we will offer similar opportunities in other parts of the region.

Dates:

 

Core Area 5 Efforts

In order to meet the needs of "front line" staff, associate degree level courses are being offered throughout Region IX, customized according to local needs. As of spring 2002, two Disability Professionals Services Certificate courses (15 unit) will be available online for California students. We are working with a number of community colleges across the region to design similar opportunities. Experimenting with a variety of "hybrid" models of instruction utilizes expertise of local CRP staff in order to build capacity within the organization. For example, a number of CRP program managers were hired directly by a community college after having co-taught courses with SDSU instructors (supported by CRP resources). Three students (who all work at CRPs) who entered the rehabilitation counseling program at SDSU this fall who began the Career Ramp by completing the Disability Services Management Certificate at Grossmont Community College.

 

New Collaborative Efforts

We are collaborating with other CRP-RCEP staff from across the country and with the Association for Persons in Supported Employment (APSE) in order to develop standards for job coaching services.

Interwork staff first meet with CRP administrators to complete an organizational diagnosis by identifying agency needs and introducing continuing education and training opportunities. Next, CRP personnel complete a needs assessment to identify individual training needs, interests, and comfort level with the various training modalities. The career ramp is then designed for CRP personnel and informational staff meetings are held to introduce options, prerequisites, deadlines, and costs. CRP administrators are encouraged to provide incentives, such as tuition reimbursement, raises, or bonuses. Potential students are formed into cohorts according to targeted certificate and degree programs. Next, Interwork identifies academic and instructional partners to design or modify existing programs. After training and education are delivered, evaluations are completed to determine student satisfaction, instructor effectiveness, and content value. As cohorts complete each level of the career ramp, interviews with CRP administrators help determine the effect on each individual, the organization, and the people they serve. Finally, the next cycle of organizational diagnosis begins to identify new cohorts and needs for continued training and education.