The Positive Behaviour Strategy Sector and Workforce Development Project: Outcomes and Measures 1. A comprehensive model of 2. Positive Behaviour 3. Collaborative 4. Embedded 5. Skilled support Positive Behaviour Support for Support products and partnerships to Positive Behaviour are attracted and rollout across the disability tools available and support best Support practice retained in pilot services sector used in pilot agencies practice are in place leadership in pilot agencies across pilot Agencies agencies A document that describes the Service and file audits Qualitative evidence Positive Behaviour % of staff who have model and defines key terms. that focus on evidence of partnerships in Support practice completed awareness of: place and outcomes leadership positions training Commission policies that Restrictive achieved by the are in place in the support the model % of who have practices audits partnerships pilot agencies completed other Agency policies (For the this will Evidence of Positive Behaviour that support be within each pilot coaching and Positive Support related agency, between the 3 supervision Behaviour training (eg Active pilot agencies and practices that Support Support, positive Staff training in between the agencies include programming, Positive and the Commission) consideration of Communication) Behaviour Positive Behaviour Qualitative evidence Support Audit of job Support related of positive Individual risk descriptions, issues engagement with assessments recruitment and Evidence of Behavioural the disability sector selection practices assessments workplace and movement including use of Mental health leadership * (via towards broader psychometrics for new assessments specific training take up of Positive staff recruitment? (GP Communication procedure recording Behaviour Support tools? literature supports – sheets) Support/treatment that psychological Staff perceptions of suitability rather than supervision (pre and Reviews change through Formal approvals post) as measured training is best for use of by 12 month interval pre and post pilot
The Positive Behaviour Strategy Sector and Workforce Development Project: Outcomes and Measures 1. A comprehensive model of Positive Behaviour Support for rollout across the disability services sector 2. Positive Behaviour Support products and tools available and used in pilot agencies 3. Collaborative partnerships to support best practice are in place across pilot agencies 4. Embedded Positive Behaviour Support practice leadership in pilot Agencies 5. Skilled support are attracted and retained in pilot agencies A document that describes the model and defines key terms. Commission policies that support the model Service and file audits that focus on evidence of: Restrictive practices audits Agency policies that support Positive Behaviour Support Staff training in Positive Behaviour Support Individual risk assessments Behavioural assessments Mental health assessments Communication tools? Support/treatment Reviews Formal approvals for use of Qualitative evidence of partnerships in place and outcomes achieved by the partnerships (For the this will be within each pilot agency, between the 3 pilot agencies and between the agencies and the Commission) Qualitative evidence of positive engagement with the disability sector and movement towards broader take up of Positive Behaviour Support Positive Behaviour Support practice leadership positions are in place in the pilot agencies Evidence of coaching and supervision practices that include consideration of Positive Behaviour Support related issues Evidence of workplace leadership * (via specific training procedure recording sheets) Staff perceptions of supervision (pre and post) as measured by 12 month interval pre and post pilot % of staff who have completed awareness training % of who have completed other Positive Behaviour Support related training (eg Active Support, positive programming, Communication) Audit of job descriptions, recruitment and selection practices including use of psychometrics for new staff recruitment? (GP – literature supports that psychological suitability rather than change through training is best