EmpDay20_RFR_FINAL_Restated Sept 2023 Final.docx

The Commonwealth of Massachusetts Department of Developmental Services (DDS)

Address: 1000 Washington Street Suite 410, Boston, MA 02118

Contact Name: Elizabeth Sandblom

Email: DDSPOSProcurement@state.ma.us

Request for Response (RFR)

Document Title: Employment and Day Services - 20

COMMBUYS BID Number: BD-19-1023-1023C-1023L-35242

DDS RFR Document Number: EmpDay20

Restated: September 21, 2023

It is the responsibility of the prospective Bidder and awarded Contractor to maintain an active registration in COMMBUYS and to keep current the email address of the Bidder’s contact person and prospective contract manager, if awarded a contract, and to monitor that email inbox for communications from the Purchasing Department, including requests for clarification. The Purchasing Department and the Commonwealth assume no responsibility if a prospective Bidder’s/awarded Contractor’s designated email address is not current, or if technical problems, including those with the prospective Bidder’s/awarded Contractor’s computer, network or internet service provider (ISP) cause email communications sent to/from the prospective Bidder/Awarded contractor and the Purchasing Department to be lost or rejected by any means including email or spam filtering. To register go to www.COMMBUYS.com.

This BID requires the submission of electronic quotes. All Bidders are advised to allow adequate time for submission of their quotes by considering potential online impediments like Internet traffic, Internet connection speed, file size, and file volume. DDS is not responsible for delays encountered by Bidders or their agents, or for a Bidder’s local hardware failures, such as computers or related networks, associated with bid compilation or submission. Bids submitted via COMMBUYS are time stamped by the COMMBUYS system clock which is considered the official time of record.

1.0 Procurement Scope and Description:

The Massachusetts Department of Developmental Services (“DDS” or the “Department”) is releasing an RFR to create a qualifying list of providers of Individual Supported Employment, Group Supported Employment, Community Based Day Supports (CBDS), and Transportation services.

1.1 Introduction

The mission of the Department is to create, in partnership with others, innovative and genuine opportunities for individuals with intellectual and developmental disabilities, including Autism Spectrum Disorder (ASD), to participate fully and meaningfully in, and contribute to, their communities as valued members.

The Department recognizes the importance and value of employment and is committed to promoting and expanding work opportunities for the individuals to whom we are providing services. It is a strong belief that having a job has a positive impact on the quality of life of individuals. There are many benefits including increased self-confidence; a sense of pride and personal fulfillment; improved economic well-being; opportunities to develop social relationships and friendships; and being perceived by others in a more positive light. In addition, businesses benefit by having a diverse workforce that is reflective of the communities they serve and their customer base.

The intent of these Supported Employment and Community Based Day Support services is to promote fulfillment of the Department’s mission for the adults to whom we provide services. These services are designed to provide individuals with opportunities, experiences and supports in order to obtain employment and move into socially valued roles in their communities in diverse and varied ways. Services should offer flexibility, choice, and opportunities that provide different pathways to seek employment and other meaningful options to be actively engaged in community life.

The services in this procurement are designed to provide individuals with an array of supports during the day to acquire, improve, or retain skills and abilities which enable them to obtain employment, participate in inclusive community experiences and activities, and/or engage in meaningful and purposeful socialization, enrichment, or retirement activities. The procurement supports flexibility and choice in designing the mix of services and supports that can be tailored to be most responsive to an individual’s needs at different times and life stages. This procurement encourages the development of innovative service options to provide creative opportunities and different ways to provide supports to enable individuals to lead productive, fulfilling and valuable roles in employment and community life.

The services in this procurement are intended to be responsive to individuals with a diverse array of abilities, gifts, challenges, and support needs. This encompasses individuals with an Intellectual Disability, including those with ASD and behavioral challenges/support needs, as well as those with vision loss, mobility needs, and communication challenges, among others. In addition, these services are intended to be responsive to adults with Autism Spectrum Disorder who do not have an intellectual disability, and who may require different supports and strategies to enable them to achieve success in employment and other meaningful pursuits. The array of service options is intended to be utilized in different combinations that are responsive to the needs of individuals at varying stages of life, from working-age through retirement, to develop pathways toward the goals of employment, meaningful community engagement, and other socially valued roles.

1.2 Background - State and National Context:

Relationship to Other Department Initiatives:

The Department has several overarching principles and initiatives that serve as a framework guiding the delivery and intended outcome of these services.

The principles of individual choice and self-determination are central principles in this procurement. This involves choice in the selection of services that the individual and their family/guardian think best meets their assessed needs, as well as choice of service providers, and satisfaction with their supports. Thus, there is flexibility to enable individuals to make changes in services and/or with service providers, within the constraints of availability related to factors such as geographic location, capacity, etc.

The adoption and integration of Positive Behavioral Supports (PBS) is a departmental initiative intended to transform services provided to individuals. PBS includes a broad range of strategies for helping individuals improve their social and functional skills while preventing problem behaviors. PBS incorporates person-centered practices, is pro-active by focusing on changing the physical and/or social environment that triggers difficult behaviors in order to prevent them from occurring, and incorporates gentle teaching approaches.

The Department has a strategic focus on transition-age young adults to promote the successful transition from school to adult life. Emphasis is on facilitating the movement from school directly into employment by providing career planning and assistance with job development, and/or assisting individuals to maintain jobs obtained while in school through provision of necessary job-related supports and/or supplemental services. Central to this work is strong partnerships with local school districts and other state agency partners including the Massachusetts Rehabilitation Commission, the Massachusetts Commission for the Blind, and the Department of Elementary and Secondary Education.

In 2010, the Department adopted an Employment First Policy which established that for working age adults served by DDS, integrated, individual employment should be the preferred service option and outcome. To support fuller implementation of this policy, in 2013, the Department, in collaboration with service providers and other stakeholders, issued the Blueprint for Success: Employing Individuals with Intellectual Disabilities in Massachusetts. The overall goal and intent of this five-year plan was to transform the existing work and day services to promote increased access to quality supports that would lead to integrated employment outcomes, as well as re-design of community-based day support services to serve as the foundation and pathway to employment and other avenues for skill development and meaningful community engagement. In 2016, the Department, in partnership with employment providers, phased out use of sheltered workshop services. An array of training, technical assistance, and capacity development activities have been implemented to promote increased integrated employment outcomes at businesses in the community. This procurement is designed to continue the momentum and build off the progress and accomplishments achieved through implementation of the Blueprint for Success, and to strive towards making employment a reality for more individuals supported by DDS.

Relationship to National Trends and Policies:

Workforce Innovation and Opportunity Act:

The Workforce Innovation and Opportunity Act (WIOA), passed in 2014, is designed to help job seekers access employment, education, training, and support services to succeed in the labor market and to match employers with the skilled workers they need to compete in the global economy. WIOA reforms are intended to “improve services to individuals with disabilities; WIOA increases individuals with disabilities' access to high quality workforce services and prepares them for competitive integrated employment.” https://www.doleta.gov/wioa/Overview.cfm. This procurement is intended to align Department services with relevant WIOA provisions. The following definitions, derived from WIOA, are useful in understanding the services and service delivery encompassed by the EmpDay20 RFR:

Competitive Integrated Employment:

Work performed on a full-time or part-time basis (including self-employment) that pays minimum wage or above, and not less than the customary rate paid by the employer for the same or similar work to individuals who have similar training, experience, and skills.

· With eligibility for the level of benefits provided to other employees in similar positions;

· At a location where employees interact with other people who are not individuals with disabilities to the same extent as other employees without disabilities in comparable positions;

· As appropriate, presents opportunities for advancement that are similar to those for other employees who are not individuals with disabilities and who have similar positions.

Supported employment is competitive integrated employment for those with more significant disabilities that involves the provision of ongoing support services.

Customized employment is supported employment that involves matching an individual’s strengths to an employer’s needs through specialized types of arrangements and negotiations. This includes customizing a job description based on current employer needs or previously unidentified and unmet employer needs; developing a set of job duties, work schedule and job arrangement, and specifics of supervision; and the provision of employment services and supports from a provider to facilitate the placement and at the job location.

The passage of WIOA placed new limits on the payment of subminimum wages, under Section 511. (Effective July 22, 2016). The use of subminimum wage is limited to ensure that individuals with disabilities, especially students and youth, have opportunities for meaningful experiences to support their potential to be successful in competitive integrated employment. Providers who qualify to deliver the services outlined in this procurement must adhere to the requirements of applicable federal and state law, including WIOA, Section 511.

Home and Community-Based Waiver Program Settings:

In March 2014, the Centers for Medicare and Medicaid Services (CMS) promulgated regulations for Home and Community Based Services (HCBS) containing criteria for community-based settings where services may be delivered under the HCBS Waiver Program. 42 CFR 441.301(c)(4). The intent of the rule is to assure that individuals receiving long-term services and supports through HCBS programs have full access to the benefits of community living and the opportunity to receive services in integrated settings.

Services provided under this RFR shall be compliant with HCBS settings requirements set by CMS. This includes assuring individuals are integrated in the broader community and have choices and control similar to those individuals who do not receive HCBS services. Within this framework, specific standards for Supported Employment and CBDS services include:

· Activities are individualized

· Activities are based in the community and are not specific to disability, providing individuals with opportunities to engage in community life

· Activities optimize autonomy and independence in making life choices, including choices regarding services and supports and who provides them

· Individuals are treated with privacy, dignity and respect in all settings

· Individuals are supported to develop natural supports and relationships

· Setting(s) are integrated in the community

· Setting (s) are physically accessible, providing access in the community

1.3 DDS Home and Community Based Waiver Services

All of the services under this procurement are HCBS Waiver services. In order for individuals to receive a particular service they must have an assessed need. Waiver services have specific service limits, which consists of limits on frequency and duration. In addition to the requirements set forth in this RFR, services must also be provided in accordance with the standards set forth in the HCBS Waiver Programs. Individuals eligible for DDS Adult Community Disability Supports and who do not have Intellectual Disability will not be enrolled in an HCBS Waiver program at this time, but this may change over the length of the procurement.

1.4 DDS Licensure and Certification

Providers must have a license in good standing from the Department in order to provide services under this RFR, except as described herein or in DDS regulations at 115 CMR. Providers will be removed from the DDS qualified provider list if they do not maintain licensure in good standing. Providers in deferred status or on a track for de-licensure will be maintained on the qualified provider list until all applicable processes (e.g., follow-up, corrective action plans) have been completed and a decision regarding licensure status is finalized. Providers in either deferred status or on a track for de-licensure shall not be referred any new business unless and until they move out of that licensure status.

Providers that are not currently licensed by DDS must submit a request for licensure to DDS prior to initiation of service(s) under this RFR and are subject to an initial review of the health, safety, and human rights protections, within 60 days.

Licensure of Providers New to DDS Qualified providers who are not previously licensed and have received referrals to begin a service subject to DDS licensure must notify the DDS Office of Quality Enhancement (OQE) of their intent to provide services and must begin the application for licensure. Additionally, OQE will conduct an Initial Review within 60 days of initiating services that focuses on essential safeguards related to health, environmental and personal safety and protection of rights. OQE will conduct a full licensure/certification survey within six months of the Initial Review.

1.5 Procurement and Contract Structure:

This Request for Response incorporates all relevant provisions of 801 CMR 21.00 Procurement of Commodities and Services, the Standard Contract Form and Instructions, the Commonwealth Terms and Conditions for Human and Social Services, Operational Services Division’s REQUIRED SPECIFICATIONS for POS and Attachment C.

This procurement will result in a master list of providers who have been deemed Qualified to provide one or more of the services described in Section 2.0. Responses will be reviewed and scored by one of four regional Procurement Management Teams (PMT). Bidders whose response meets the scoring thresholds set forth in Section 9.1 will be awarded a Master Agreement contract. Bidders whose responses fail to meet the scoring thresholds will be given one opportunity to submit written clarifications and the revised response will be re-scored by the PMT. Bidders whose scores are still below the scoring threshold will be deemed not qualified and will need to submit a new response to the RFR in order to be considered again. Bidders may not seek qualification for the same service more than three times during the lifetime of this procurement.

The Master Agreement contract will specify services the bidder is qualified to provide. The Master Agreement contract does not guarantee that the bidder will be engaged by DDS to provide any services. Providers must receive written authorization from DDS prior to delivering services under this RFR. Funding will be managed by the DDS Regional Offices either through a Service Summary Form or other mechanism determined by Department to track authorized units of service.

1.6 Applicable Procurement Law

Executive Branch Goods and Services

1.7 Whether Single or Multiple Contractors Are Required For Contract(s):

Check One (“X”):

1.8 Calendar Rule Type:

1.9 Acquisition Method:

1.10 Use of Procurement by a Single or Multiple Departments:

The Purchasing Department reserves the right to add or remove additional authorized users during the contract term.

1.11 Expected Duration of Contract:

Anticipated Initial Duration: Contracts will be awarded for up to ten (10) years

Final End Date of this Procurement: June 30, 2029

1.12 Anticipated Expenditures: $1,900,000,000

At any time during the duration of the contract, the Department may conduct reviews of services and may consider taking corrective action, up to and including cessation or termination of all or part of the services covered under the Contract. Reasons for taking corrective action include: the provider has not satisfactorily achieved performance goals; the needs of the consumers change to the extent that they can no longer be appropriately served under the original terms of this procurement; or other issues or circumstances arise that support the conclusion that a significant change in services is in the best interests of the individuals served or the Department. Generally, unless a termination notice has been given pursuant to the Commonwealth Terms and Conditions for Human and Social Services, the contract will remain in force for the duration of the procurement. The Department reserves the right to make contract awards for a shorter duration when it is in the best interests of individuals, the Department, or the Commonwealth.

Check One (“X”):

Will Federal Funds be used to fund any part of Contract(s)?

*Providers receiving federal grant funds will be considered sub-recipients for federal grant purposes and will be required to comply with applicable federal requirements, including but not limited to sub-recipient audit requirements under OMB Circular A-133.

Capital, Trust and Federal Accounts Only:

Any funds designated in the budget that are unspent in any fiscal year will not be available for expenditure in the subsequent fiscal year.

Notice concerning rates of payment: G.L. c. 118E Contractors will be reimbursed based on rates established by EOHHS in 101 CMR 415.00, 101 CMR 419.00 and other applicable rate regulations as may be amended from time to time during the duration of the Contract. Rates of payment and reimbursement structures may change during the life of the Contract.

Commercial Earnings Fees: Refer to 808 CMR 1.00: Compliance, Reporting and Auditing for Human and Social Services, 1.03 (6).

2.0 Service Descriptions:

2.1 Supported Employment Services

The Supported Employment Services purchased through this procurement are intended to provide an array of supports to individuals seeking to explore career opportunities, develop skills, and attain employment, with the ultimate goal of attaining competitive integrated employment.

Supported Employment Core Service Elements:

1. Providing person-centered career planning that identifies an individual’s career preferences, specific job goals and support needs which might include non-traditional employment options such as evening or weekend hours, self-employment, etc.

2. Developing communication and maintaining ongoing cooperative relationships with the local business community and other employment resource agencies to create and maintain resources that will increase opportunities for long term and successful employment.

3. Assisting individuals to acquire, get to and from, and maintain a job in an integrated setting within a reasonable distance from home receiving the same pay and benefits as co-workers.

4. Serving as an employment consultant and liaison for the individual worker and employer, providing supplemental job training, assistance with accommodations, and supports as needed, while working to optimize natural employer and co-worker supports.

5. Providing training and consultation to individuals and families regarding public benefits programs such as Social Security and MassHealth and the impacts of employment and income on benefits. Staff should maintain ongoing competency in these programs and be knowledgeable of any statutory and regulatory changes.

6. Working collaboratively with the individual, her/his family, DDS, and other providers to ensure that supported employment services fit cohesively within the full array of supports the individual receives.

2.2 Individual Supported Employment (Activity Code 3168)

Individual supported employment services provide a program of supports to enable an individual, for whom integrated individual employment is unlikely absent the provision of supports, to acquire and sustain employment in an integrated community setting. It may also include self-employment or temporary/seasonal employment which may assist a participant in securing an individual position within a business.

Individual supported employment programs will reflect an array of services designed to create and sustain opportunities for long term and successful employment.

Individual Supported Employment Core Service Elements:

Person-centered career planning

· Identify career goals and interests

· Assess skills and support needs

· Highlight barriers to independent employment

· Plan for reliable transportation to/from job

· Provide guidance on impacts of employment and income to public benefits

Assistance to individuals in locating a job or developing jobs on behalf of individuals

· Develop ongoing relationships with local business community

· Identify career opportunities that align with individuals’ stated interests and goals

· Assist individuals to develop opportunities through their own networks

· Support a diverse array of employment opportunities and industries, including those with flexible hours such as evenings and weekends

· Assist in negotiation with prospective employers

Initial employment supports

· Provide training and systematic instruction complementary to the training resources offered by the employer to develop, maintain, and/or improve job skills and other skills directly related to maintaining employment

· Job coaching in the form of regular or periodic assistance

· Provide training and guidance to employer/co-workers regarding working with people with disabilities

· Identify opportunities for utilization of assistive technology

· Develop natural supports in the workplace

Ongoing Employment Supports

· Maintain periodic check-ins with individual and respond to issues as they occur

· Provide ongoing training to facilitate job retention

· Respond to issues raised by employer

· Continue to develop natural supports and independence within the workplace

· Fading of job coaching and direct assistance

Transportation assistance

· Assess availability of transportation resources to the individual

· Provide travel training

· Provide transportation services if not available from other sources

Individual Supported Employment services are conducted in a variety of settings, particularly in typical work sites where persons without disabilities are employed. Emphasis is on work in an environment with the opportunity for participants to have contact with co-workers, customers, supervisors and others without disabilities.

Service Components As part of this procurement, the individual supported employment core service elements described above will be separated into two distinct service components for the purposes of contracting and payment. This bifurcation of service elements reflects the vision of individual supported employment programs as a spectrum of supports that individuals will transition through as they acquire and sustain integrated employment, leading to the fading of direct supports as individuals develop greater independence in the workplace.

These two service components will have the same activity code but will be paid at separate rates and in most circumstances will be contracted through separate engagement forms, at the discretion of DDS.

Intake, Job Development, and Initial Employment Supports The intake, job development, and initial employment supports component of individual supported employment includes a broad array of services designed to support the acquisition and retention of a job in an integrated community setting.

Person Centered Career Planning:

This service generally begins with a person-centered career planning process. Individuals referred for this service may have received varying levels of career planning services already; some may be transitioning from group employment or community based day supports where they have already started exploring career opportunities, others may transition directly into this service out of school and have had little to no career planning. It is important that career planning services incorporate the individual's prior planning and career exploration efforts, and are conducted collaboratively with DDS, the family, and other providers serving the individual, in order to ensure that employment will fit cohesively into the person's life.

Career planning starts with the identification of the individual's career goals and interests. As part of this process providers should help translate the individual's interests into potential job opportunities and help identify industries and opportunities that they may not have been aware of. This process may include a variety of job exploration and discovery experiences. Providers will also need to assess the individual's current skills and support needs and identify barriers to individual employment. Skill assessment is not limited to job skills, but also includes social and emotional skills that will be required to maintain a job. Career planning also includes identification of transportation barriers, planning for reliable transportation to/from a job, and understanding and planning for impacts of employment and income on public benefits.

As a result of this process providers should develop a positive personal profile of the individual and a plan for job development and placement based on the individual’s skills and interests.

Job Development:

Job development is a core element of individual supported employment that includes assisting individuals to attain jobs as well as ongoing work by the provider to develop and maintain relationships within the local business community to facilitate future placements.

Central to a successful program is an individually customized employment approach that takes into account the individual’s goals, interests, skills, and other additional considerations based on their particular disability and cultural/linguistic needs. Based on this individualized planning process, providers should identify potential employment opportunities for individuals and assist them in acquiring positions. Potential jobs may be identified through the provider’s relationships with the local business community or through developing opportunities within the individual’s own network. Providers should also discuss with employers potential “carve-out” opportunities.

When identifying positions, it is also important to consider transportation and potential work hours to ensure that the individual will be able to consistently get to/from work and that the hours are appropriate for their schedule. In some circumstances this may mean supporting positions with evening or weekend hours.

Once potential opportunities are identified, assistance should be provided in filling out job applications, interviewing, and negotiating with employers regarding wages, hours, and any accommodations the individual may require.

Initial Employment Supports:

Initial employment supports encompass a wide range of supports designed to assist an individual to become integrated into the workplace and to develop the skills and supports required to make employment a sustainable part of their life. Job coaches / employment specialists should primarily seek to facilitate these supports through identifying, activating, and developing natural supports that exist within the workplace and the individual’s network. Provision of direct job coaching and assistance is also a component of this service but should only be provided in the absence of a natural form of that support.

The primary focus of initial employment supports is to develop the individual’s capacity to perform her/his job, develop social and emotional skills required to sustain employment, facilitate integration and inclusion in the workplace, arrange for reliable transportation, and ensure the proper management and reporting of income.

Initially, it is important that the individual takes advantage of all training opportunities offered in order to learn job responsibilities and core skills. Individuals should always have access to the same training resources that are made available to other employees and the employment specialist should ensure these resources are utilized. Employment specialists may also provide additional training and systemic instruction complementary to what is offered by the employer, but primacy should be placed on accessing the training resources available from the employer. Supports will also include job coaching in the form of regular or periodic assistance in completing job duties, but the specialist should seek to minimize the amount of these direct supports required.

It is important that the employment specialist maintains a relationship with supervisory / management staff. The specialist should be aware of employer expectations and evaluations and ensure that the individual is aware of these expectations. The specialist should ensure that appropriate accommodations are made and that opportunities for use of assistive technology are utilized. Over time, the specialist should work with the employer to develop supervisory structures where expectations and feedback can be clearly communicated directly by the supervisor. Even as these supervisory structures are strengthened, the specialist should maintain availability to the supervisor to assist in resolving issues.

In addition to developing job specific skills, the employment specialist will assess and provide support in developing soft skills essential to maintaining employment. These include proper workplace conduct, basic hygiene and dress code, travel training, social and communication skills, workplace stamina, and maintaining a positive work orientation. They should also work with the individual to develop relationships with co-workers, family, residential support staff, and other natural sources of support in the individual’s life to help reinforce and retain these skills.

Facilitating integration and inclusion in the workplace is also a core element of the service. Individuals should have opportunities to have experiences that are similar to other employees in the business, and that allow for meaningful interaction with other non-disabled employees and/or customers. Critical to this is fostering of co-worker relationships; these relationships can serve as long term natural support for the individual, can help to develop socialization and interpersonal skills, and can serve as a source of camaraderie and friendship within the workplace. In addition, employment specialists should ensure inclusion in all company employee functions and social events, such as holiday parties or other celebrations, and actively promote the notion that employers will provide the same initial trainings, orientation, and ongoing training and professional development opportunities that would be offered to any other employees.

The initial employment period may also require training and guidance for the employer and co-workers on how to work with persons with disabilities. Over time, it is important to develop the individual’s capacity to communicate their needs directly.

The employment specialist is also responsible for keeping the individual informed about the impacts of income and that earnings are properly reported to the appropriate authorities. This may also involve coordination with the individual’s family or representative payee.

Ongoing Employment Supports The ongoing employment supports service component provides for the continuation of job coaching and support functions once an individual has stabilized in their job. Although many of the responsibilities in this component overlap with initial employment supports, the primary focus with ongoing supports should be developing the individual’s independence in an existing job such that these supports can fade over time. Providers will continue with on-going, intermittent job coaching and skills training to assist the individual to successfully maintain his/her employment. The specialist should conduct periodic check-ins with the individual and the supervisor and should be available on-call to the supervisor to assist in resolving issues or adapting to major changes in the workplace. Natural supports should continue to be developed and strengthened. Ongoing transportation services may be provided as needed. Specialists must also maintain expertise in public benefit programs and provide training and guidance to individuals and families. Of particular importance is understanding current minimum wage laws and the potential impact of increases in income on benefits, as well as staying up to date with changes in laws or regulations that impact the individual.

Transition from Initial to Ongoing Supports The determination to transition an individual from initial to ongoing employment supports will be made on an individualized basis in coordination with the DDS Area Office and the provider. Considerations will include: longevity in position; increasing independence and declining need for direct supports; documented success and increasing success over time; and the frequency and type of supports being provided by the employment specialist.

Individuals may also transition back to initial supports due to a change in job or a destabilizing event that requires supports to be significantly enhanced.

Transportation An individual’s ability to reliably get to and from their job is essential to sustaining long-term independent employment. The role of the Individual Supported Employment provider is to assess the transportation resources available to the individual and to work to assist in arranging reliable transportation options using those resources. As needed, staff should provide transportation training such that the individual can safely and reliably access the modes of transportation available to them.

If natural and community transportation resources are not consistently available, programs may provide direct transportation support to the individual. However, providers should continue to re-assess other transportation options available to the individual and make every effort to transition transportation supports entirely to natural and community based resources.

Staff Competencies In addition to DDS mandated trainings, Individual Supported Employment providers should ensure that employment specialists / job coaches are knowledgeable of and competent in the following areas:

· Person-centered planning

· Teaching/instruction/socialization skills

· Implementing support strategies

· Identifying and maximizing use of natural supports

· Identifying accommodations & assistive technology resources

· Supporting individuals with complex needs in work environments and community settings

· Training for specialized populations (such as ASD)

· Public benefit programs

While not all staff need these skills, Individual Supported Employment programs should additionally have competency in the following areas:

· Job Development

· Networking

· Negotiating Skills In addition to these competencies, staff also need to be well supported. This includes staff having access to technology for effective communication, clear procedures for how to deal with emergency situations in the community, and effective supervision for staff who spend the majority of their time in the community away from their direct supervisor.

2.3 Group Supported Employment (Activity Code 3181)

Group supported employment services support a small number of individuals (typically discrete groups of 2 to 8 at any given time), working in the community under the supervision of a provider agency. Emphasis is on work in an integrated environment, with the opportunity for individuals to have contact with co-workers, customers, supervisors, and others without disabilities.

Group supported employment programs will include an array of services designed to help individuals attain employment in a community setting, and to develop skills and independence that will allow them to transition into individual employment.

Group Supported Employment Core Service Elements:

Person-centered career planning

· Identification of career goals and interests

· Assessment of skills and support needs

Developing Group Sites

· Develop opportunities for group employment with community businesses

· Operation of small business enterprise or social enterprise

Job Coaching

· Skill building; building competencies

· Assist individuals to maximize productivity and independence

· Identify and develop natural supports in the workplace

· Facilitate engagement in workplace and interaction with people without disabilities

· Assist individuals in their social interactions

· Maximizing training opportunities

· Training individuals/families on the financial and benefit impacts of income

Transportation

· Provide transportation to/from job sites For many individuals, group supported employment should be a transitional service which will facilitate their movement into individual supported employment. This opportunity may provide individuals the chance to explore career interests and different types of work and work settings, and the development of work skills, work habits, endurance and/or independence that may be necessary for their successful transition to individual, integrated employment.

It is recognized that this employment model may be an appropriate alternative for some individuals on a long-term basis based on their high level of need for consistent support, structure and supervision in order to be successful on a job. However, these individuals should still be evaluated on an ongoing basis to determine their capability to transition into individual integrated employment.

This may also be a supplemental service for individuals who are individually employed part-time and are seeking additional employment opportunities.

Group Supported Employment Structures There are a variety of different employment structures that may be utilized in group supported employment programs. Individuals may be employed in community businesses or in provider business enterprises and social enterprises. Individuals may work as part of a small group completing a specific set of tasks for the employer, or may be employed as part of a mobile work crew working at multiple locations within the community. Individuals are typically considered employees of the provider agency, with the provider agency holding a contract with the business, but may also be hired directly by the business.

Enclave / Mobile Work Crews Enclave: A group of individuals who work at a business in the community completing specific job tasks and responsibilities, such as packaging or assembly work, with additional support and supervision provided by an employment specialist from the provider.

Mobile Work Crew: A group of individuals under the supervision of a job coach/employment specialist from the provider that performs work at multiple locations in the community, such as housekeeping, maintenance, or landscaping work.

Social Enterprises & Provider-Owned Businesses Provider organizations may develop their own agency-run business or social enterprise as a way to provide employment opportunities for individuals receiving DDS funded supports. The support services offered typically fall within the scope of group supported employment activities. These are typically small business ventures the provider has established with separate financial resources that provide employment for both individuals with and without disabilities. These social enterprises may provide employment on a permanent or temporary basis, and may also be used for skill training purposes.

These enterprises must be financially stable without support from DDS. Group supported employment funding for individuals employed at these enterprises may only be used to provide staffing supports just as they would be provided to individuals employed by community businesses. Funds may not be used to support the operational costs of the enterprise, including for employee wages.

It is expected that these social enterprises will ensure meaningful integration and inclusion in the workplace and community, and honor individual choice of the workers receiving DDS supports in the selection and hiring process for this employment opportunity. A recent publication, “Social Enterprises and Agency-Owned Businesses: Guidelines for Providers,” has been developed by DDS with support from the Institute for Community Inclusion at the University of Massachusetts Boston. This can be found at: https://employmentfirstma.org/pages/ada.html. This publication provides specific guidance for providers seeking to develop a social enterprise/provider-owned business that will employ individuals who receive employment supports from DDS, as well as gives guidance for providers with established business enterprises, to ensure promotion of inclusion in the workplace and fair wage payments.

Inclusive Work Environments Regardless of the group supported employment structure, emphasis should always be placed on work environments that maximize inclusion in the workplace by providing opportunities for individuals to have experiences that are similar to other employees in the business, and that allow for meaningful interaction with other non-disabled employees and/or customers. In negotiating with employers when establishing group sites, attention should be placed on specific workplace standards and expectations to support full inclusion. This includes physical considerations such as common entrances for the work crew with all other employees; use of common spaces such as bathrooms and lunchrooms; working alongside other employees in production areas, when possible; following typical routines and schedules including breaks and lunch to foster social inclusion; provision of same uniforms or other workplace requirements, such as ID badges; providing initial training and orientation that would be offered to any new employees; and inclusion of individuals in the group site in all company employee functions and social events, such as holiday parties or other celebrations.

Inclusive environments should also take primacy over group sizes; employers that can provide integrated experiences in their workforce for a higher number of individuals, such as through dispersed placements on a college campus, are preferable to smaller groups that work in separate, more isolated environments.

Minimum Wage The Department supports the goal of all individuals being paid the applicable minimum wage or higher. However, provider agencies that hold a Department of Labor certificate under Section 14(c) of the Fair Labor Standards Act may offer wages at a rate that is lower than the minimum wage. These programs must adhere to the rules and standards set forth in applicable law and regulation, including WIOA. Over the lifetime of this procurement, the Department may revise the policy regarding subminimum wages.

Quality Measures for Group Supported Employment Programs In the development of new group employment options, as well as in assessing existing programs, emphasis should be placed on the following quality indicators. These indicators should be seen as best practices and the optimal outcome of programs, not as the benchmark standard for all programs.

· small group placements (2 up to 5) with opportunities for individuals to be integrated or dispersed in the work setting

· individuals are hired by and paid directly by the employer

· individuals are paid minimum wage or higher

Staff Competencies In addition to DDS mandated trainings, Group Supported Employment providers should ensure that employment specialists / job coaches are knowledgeable of and competent in the following areas:

· Person-centered planning

· Teaching/instruction/socialization skills

· Implementing support strategies

· Identifying and maximizing use of natural supports

· Supporting individuals with complex needs in work environments and community settings

· Training for specialized populations (such as ASD)

· Public benefit programs

· Accommodations & assistive technology

While not all staff need these skills, Group Supported Employment programs should additionally have competency in the following areas:

· Job Development

· Networking

· Negotiating Skills

In addition to these competencies, staff also need to be well supported. This includes staff having access to technology for effective communication, clear procedures for how to deal with emergency situations in the community, and effective supervision for staff who spend the majority of their time in the community away from their direct supervisor.

Rate Determination Typically, individuals in Group Supported Employment will be supported in small group settings. Group Supported Employment does not usually allow for 1:1 staffing for individuals needing ongoing support. However, it is important to individualize supports without specifically providing 1:1 supports by means of a combination of thoughtful and effective group structures and staff’s ability to understand and respond to the needs of each individual in a group.

Rates of payment for Group Supported Employment will be established based upon the support needs of each individual, as determined by DDS in collaboration with the provider. The initial assumption will always be that the individual will be funded at the base Group Supported Employment rate. Individuals, however, may be funded at a higher rate based on an assessed need for enhanced ratios in order to maintain employment. Rates will be based on the level of support that the individual requires in order to maintain successful employment and not upon the specific group size of the job.

2.4 Community Based Day Supports (Activity Code 3163)

This program of supports is designed to enable an individual to enrich his or her life and enjoy a full range of community activities by providing opportunities for developing, enhancing, and maintaining competency in personal, social and community activities. Community Based Day Supports is primarily a community based program and services will typically be provided in an integrated community setting.

Services include, but are not limited to, the following service options:

· Career exploration including assessing interests through volunteer experiences or situational assessments

· Community integration experiences to support fuller participation in community life

· Skill development and training

· Socialization experiences and support to enhance interpersonal skills

· Pursuit of personal interests and enrichment activities

This service is intended for:

· Individuals of working-age who may be on a ‘pathway’ to employment, or who need a structured program to develop skills and behaviors necessary to create a pathway to employment

· A supplemental service for individuals who are…