The Arc of Ohio has and will continue to support the elimination of the requirement for a GED or High School Diploma.  We have also supported the proposal of DSP levels as Jamie suggested.

We would prefer a requirement or at least a standard that staff be able to communicate with the person he/she is supporting in whatever means of communication required.

Gary Tonks, CEO
The Arc of Ohio

On Wed, Feb 20, 2019 at 2:29 PM Jamie Steele <jamie.steele@ovrs.org> wrote:
Than is a curmudgeon.   But on this I have to agree with him.   I believe our system is professional and sophisticated enough to train/monitor caring and loving individuals regardless of their educational status.

Of course there are some things they can’t do such as medication administration (although I have college grads who struggle), but as far as providing companionship, integration and friendship, I think a degree won’t guarantee those qualities.

I think we should consider having this restriction lifted and a DSP scale be developed (DSP1,DSP2, etc).    A wage differential could also be developed.

I would invest in the cost and training in a caring, dedicated DSP1 who would like progress to the next level, but to so they need a GED.  I’d also respect those that want to stay at a DSP1 level.

Providers can choose if they want to employee an individual without a GED or not.  It shouldn’t be forced on a provider, but it should be an option.

It’s time.

Jamie





From the phone of:
James W. Steele, MSW
Executive Director
Ohio Valley Residential Services
2261 Victory Parkway
Cincinnati,  Ohio. 45206
513-281-6800 x102
513-200-3695

On Feb 20, 2019, at 2:10 PM, Brad Vincent <bvinc@siffrin.org<mailto:bvinc@siffrin.org>> wrote:

Shelby,

Being in this field for over 40 years has given me the blessing to see how far we have come in our support of people with disabilities.  It has also given me the knowledge that it does not take a high school diploma to be a wonderful care giver.  I can remember in years past having to let go several outstanding staff and caring staff when it became required to have a high school diploma.  It was like breaking up a family.  I am sure you have heard the argument that turnover has never been so high in this industry and well  now they are all high school graduates.  I am in agreement with Than on this issue.  I feel that a competent and thorough training program administered by the provider and overseen by the department  can give non graduate DSP’s the necessary knowledge they need to fulfill their responsibilities.  What can better prepare a caregiver than to have been a caregiver your entire adult  life?  I come from a rural upbringing where family was more important than graduating, either through love or necessity or both. I also come from an area where there is a large Amish population and there were many Amish girls taking care of the young and the elderly without a diploma.  So I advocate for non-graduates being certified through a training course(s) and being able to become DSP’s.
Now as for Than being a curmudgeon, I cannot speak to that.

Thank you for this forum.

Brad

Bradley L. Vincent
CEO
Siffrin

<image001.jpg>

CARF Accredited since 1993

From: opra_members@opra.simplelists.com<mailto:opra_members@opra.simplelists.com> [mailto:opra_members@opra.simplelists.com] On Behalf Of Shelby Rhodes
Sent: Wednesday, February 20, 2019 1:40 PM
To: Than Johnson
Cc: Traci Miller; Jeff Davis; homefarms450@gmail.com<mailto:homefarms450@gmail.com>; opra_members@opra.simplelists.com<mailto:opra_members@opra.simplelists.com>; Christine Touvelle; Scott DeLong; Jarred Vordemark
Subject: Re: GED waiver request

You're not be a curmudgeon, Than.

I think the very nature of a waiver suggests that we CAN employee the person. If we wait until the person got their GED, there is no point in the existence of a waiver.

Thanks!

On Wed, Feb 20, 2019 at 1:34 PM Than Johnson <TJohnson@crsi-oh.com<mailto:TJohnson@crsi-oh.com>> wrote:
I’m sorry, but I may be a curmudgeon on this.
Given the immediacy and depth  of the workforce crisis in supporting individuals with disabilities, putting an additional hardship on a DSP (without a GED) by requiring them to seek a GED even if they were successful in providing support for individuals, were chosen by the individual to continue being their DSP, completed their orientation successfully and further required training, most likely worked large amount of overtime hours, sacrificed time with their own families and at the end of a period of time we tell them
 ‘Thanks for your commitment to supporting a individual with disabilities but you are FIRED now for NOT being successful in either trying or achieving a GED certification’  that has little relationship to your success as a DSP.
Then,  who tells the individual with disabilities who has connected with that DSP,  why that DSP will not be supporting them tomorrow ????

That ‘unsuccessful DSP’ starts work the next day at McDonalds(not required to have a GED) and provides a quarter pounder with cheese  to the individual with disabilities .

What’s wrong with this picture???
Than
Sent from my iPhone



Than Johnson
Chief Executive Officer, CRSI
Office: 937-653-1307
Mobile: 937-776-5515

On Feb 20, 2019, at 12:20 PM, Traci Miller <tracim@havar.org<mailto:tracim@havar.org>> wrote:
So, back to this waiver for GED/HS DIPLOMA... Can you employee someone in a DSP position while you are waiting on the waiver to be approved/denied?

On Mon, Jul 31, 2017 at 1:28 PM Bethany Toledo <btoledo@oadsp.org<mailto:btoledo@oadsp.org>> wrote:

Hello OPRA Members,



The HS Diploma/GED debate is something that the Ohio Alliance of Direct Support Professionals has been working to balance for the past couple of years.  There is strong (and understandable) opposition at the state, provider, advocacy, and family level to abolish the requirement altogether.  While OADSP does NOT feel that a total elimination of  the HS Diploma/GED requirement is in the best interest of gaining recognition for the DSP profession, we do feel that there could be some creative approaches to satisfy both sides of the debate.  We all know that we are in a workforce crisis and that COMPETENT staff are needed to fill staffing vacancies.  It is OADSP’s position that DODD should support the creation of a standard waiver (as opposed to the current waiver, which must be applied for on an individual basis) that would allow providers to hire someone who does not have a GED, and give them a period of time to meet the GED requirement.  It is also widely known that Ohio’s GED test is incredibly HARD, and (as it has been mentioned in this thread) a HS diploma/GED does not guarantee competent staff.  For this reason, OADSP is also working with the Ohio Department of Education to explore having a competency based curriculum identified as an alternative pathway to a GED (as it has been for high school students), so that adults can earn a GED through competency based training relevant to our field.  This, we feel, would satisfy the concerns on both sides of the GED debate, while opening up a new pool of applicants to us that could go to work immediately.  A written proposal to this effect has been submitted to DODD in a few different versions over 2016 and 2017.  The most recent proposal was submitted on April 14, 2017.  DODD has since indicated they will grant a PILOT of this concept for Licking County.  The Licking County Board will be collecting data while providers follow staff through this “Employment to GED” program.  It is our hope that this pilot will garner positive results and lead to the widespread implementation of “Employment to GED” programs across Ohio.



OADSP welcomes your input on this, and other issues pertinent to our field.  Please feel free to contact me directly, and watch your email for information about our bi-annual stakeholder meeting being held on September 13, 2017.



Happy Monday everyone!



Bethany


On Mon, Jul 31, 2017 at 9:00 AM, Jeff Davis <jdavis@opra.org<mailto:jdavis@opra.org>> wrote:
Well…something like this would require statutory change. So the Legislature would have to approve it and all of our system’s stakeholders would have the opportunity to weigh in. Might I suggest that we take this issue up in Policy Committee and actually come up with language with some clear parameters (safeguards) and present it for everyone’s and our Board’s review and approval.

This time around we would need to be much more detailed about what they could or couldn’t do and what supervision is appropriate. Also we could touch on the issue of competency outside of the high-school degree.

I suspect DODD would oppose our efforts but that doesn’t mean in the end we can’t be successful if we choose to move forward.

I think Becky Sharp is the perfect person to lead this as Policy Chair (but I haven’t mentioned it to her yet :)). Let’s put this on our August 21st Policy Agenda. So if you are interested I hope you can plan to participate…

Jeff

From: opra_members@opra.simplelists.com<mailto:opra_members@opra.simplelists.com> [mailto:opra_members@opra.simplelists.com<mailto:opra_members@opra.simplelists.com>] On Behalf Of homefarms450@gmail.com<mailto:homefarms450@gmail.com>
Sent: Sunday, July 30, 2017 9:50 PM
To: opra_members@opra.simplelists.com<mailto:opra_members@opra.simplelists.com>
Subject: Re: GED waiver request

It is my understanding that a waiver of a rule can be requested.  See:  5123:2-3-10

Bear in mind, I am most familiar with Rules for Licensed Facilities.  This one was effective 10/1/2016.

“(1) For adequate reasons and when requested in writing by a licensee, the director may waive a condition or specific requirement of a rule in Chapter 5123:2-3 of the Administrative Code or a rule in other chapters of the Administrative Code adopted by the department to license or regulate the operation of residential facilities.”

SUGGESTION: when requesting a waiver of a rule, you are doing it ON BEHALF OF YOUR CLIENTS.   Example: your clients have developed a relationship with said staff and said staff contributes to the health and safety of they individuals for whom they serve.  IF you have house meetings, you can ask your individual’s their opinions and include that in your waiver request.

bev brubaker
The Home Farms Residential Services, LLC
Preble County
homefarm@voyager.net<mailto:homefarm@voyager.net>


From: Wendy Bejaige
Sent: Sunday, July 30, 2017 6:17 PM
To: Anita Allen
Cc: opra_members@opra.simplelists.com<mailto:opra_members@opra.simplelists.com> ; opra_hr@opra.simplelists.com<mailto:opra_hr@opra.simplelists.com> ; opra_workforce@opra.simplelists.com<mailto:opra_workforce@opra.simplelists.com>
Subject: Re: GED waiver request

So, to be clear..this waiver only applies on folks working towards GED?  is there any accountability of this?  what happens, if after a year, our caring, hardworking, punctual, honest staff has not for some reason attained the GED?  Is this the only way around hiring someone without diploma/GED?

Are there any programs out there for employers to assist employees in getting their GEDs?

I apologize, I am a little late to the game.

Wendy Bejaige
Triad Residential Solutions
Director


Wendy Bejaige, MOL
Director

Triad Residential Solutions
1605 Holland Road, Suite A-4
Maumee, Ohio 43537
419-482-0711<tel:(419)%20482-0711>

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Bethany Toledo
OADSP Executive Director



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Thank You,
Traci Miller
Chief Financial Officer
Havar, Inc.



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________________________________

Confidentiality Notice: This e-mail message, including any attachments, is for the sole use of the intended recipient(s) and may contain confidential and privileged information. Any unauthorized review, use, disclosure or distribution is prohibited. If you are not the intended recipient, please contact the sender by reply e-mail and destroy all copies of the original message.
You are receiving this important information as a Member service of the Ohio Provider Resource Association. Unless messages and/or replies are specifically directed, each posting/response is sent to the entire listserv group, a large and diverse body. The views of individual listserv users do not necessarily reflect the views of the OPRA Board or Staff. To send a message to this listserv, please use the reply button. To reply only to the original sender, please respond to the email listed after -on behalf of- in the FROM line of the message header. Thank you.


--
Mr. Shelby Rhodes,
Executive Director

Havar, Inc.
396 Richland Ave.
Athens, OH 45701

(740) 594-3533 (ext. 106)


CONFIDENTIALITY NOTE:  This message (and its attachments) is intended for use only by the individual or entity to which it is addressed and may contain information that is privileged, confidential, Protected Health Information (PHI) as defined by HIPAA or exempt from disclosure under applicable law.  If the reader of this is not the intended recipient, you are hereby notified that any dissemination, distribution or copying of this communication or any attachments is strictly prohibited.  If you have received this communication in error, please erase/destroy all copies of the message and its attachments and notify the securityofficer@havar.org <mailto:security.officer@havar.org>  or HIPAA Security Officer (740-594-3533) immediately.
You are receiving this important information as a Member service of the Ohio Provider Resource Association. Unless messages and/or replies are specifically directed, each posting/response is sent to the entire listserv group, a large and diverse body. The views of individual listserv users do not necessarily reflect the views of the OPRA Board or Staff. To send a message to this listserv, please use the reply button. To reply only to the original sender, please respond to the email listed after -on behalf of- in the FROM line of the message header. Thank you.
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