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Workforce ⁽⁹⁾

• Is there a comprehensive plan for the training and recruitment of staff?

  Yes. There is a workforce strategy underway to look at building and maintaining a professional work force that feels valued, respected, and adequately compensated for the work they do. 

• How should service providers balance the need to move forward with change management around the Remedy with staff?

  Change can be daunting, especially when there are periods of uncertainty while the Remedy implementation plan takes shape. In the short term, service providers can begin the work on leadership training, culture change, visioning and capability. Supporting staff to feel comfortable understanding how to deliver values-based, inclusion-oriented supports and how that differs from what we are currently doing will help them prepare for the changes to come. 

• For organizations that own buildings like small option and group homes, how will the physical structure be funded in the future in a way that provides stability for the service providers?

  Work is currently underway to develop individualized funding model that both provides choice to participants and funding stability for service providers. Given current housing shortages, DSP will work to ensure that as many community housing options as possible are available to persons with disabilities.

• How is the training, skills assessment, hiring, and performance standards, and accountabilities of support workers going to be different than it is now?

  Intensive training and leadership efforts to foster culture change are underway. These efforts will support a shift from institutional models of support and mindsets to values-based, inclusion-oriented skills and capabilities. These skills will include in-depth understanding of person directed care, supported decision-making, dignity of risk etc. 

• How will the Remedy support Service providers?

  Service providers are key partners in all of this, and the Remedy outlines various support measures for them. Stabilization funding will be available to help service providers adapt to new service domains and ways of working. Our aim is to retain service providers by offering opportunities in areas like agency-delivered supports, third-party administrative funding support, home sharing coordination, and more. We anticipate there being an increased need for service providers. Additionally, the Remedy provides a workplace strategy that will help with training and culture change for staff. There will also be a Service Development Transition Fund to support DSP service providers to manage the required changes in culture, capability and infrastructure as needed. 

• Will training be available for all staff?

  Yes. The Remedy commits to training for culture change, visioning and capability. 

• Will LACs and IPSCs monitor individuals in both licensed and non-licensed homes and apartments?

  Yes. Regardless of where an individual lives, LACs and IPSCs will be responsible for oversight and monitoring of the individuals they support. As the system moves away from a placement-based focus and because of the current licensing and building code review, there may be changes in how a particular living arrangement is labelled. 

• Will individuals have a say in choosing their support workers, and how will this process work?

  Yes.  Individualized Funding provides a means for individuals to choose their support workers. They may choose to hire their own, they may choose to work with a service provider that has a rotation of staff. It will be up to the individual to select an option that works best for them.

• Will peer support people be paid for their labour?

  Yes. In addition to encouraging people with disabilities to apply for roles as LACs and IPSCs, an individual can allocate funds for peer support in their personal budget.