Reports

The New Jersey Department of Human Services created this report to design and implement services that support individuals with disabilities as they secure and sustain employment in an integrated setting. The project developed a five-year transportation plan to identify and document transportation barriers to work for people with disabilities and made recommendations related to addressing the barriers and providing enhanced transportation services in a variety of settings throughout the state.

This report by the GAO reviewed the extent to which HHS ensured that Section 1115 Waiver demonstrations will be budget neutral to the federal government and maintain Medicaid’s fiscal integrity. Specifically, the report examined the projected spending associated with two waivers granted to Florida and Vermont. Review the shortcomings in these specific approvals as well as recommendations for further congressional oversight and HHS procedural reform.

New Jersey WorkAbility was implemented in February 2001 and extends basic Medicaid coverage to working-age residents who are employed, have a permanent disability, and have income and asset levels below specified thresholds. Find an evaluation of this program, including a description of current and former enrollees, an evaluation of the program focused on employment variables, earning trends and more, and a series of recommendations for the future.

This report gathers information on Regional Council Membership. The term Quality Councils refer to stakeholders (including representatives from the state agency, family members, providers, and consumers) who convene to address improvement in the quality of services delivered to individuals with developmental disabilities and their families. Find out how information is shared between regional and statewide councils, costs associated with operating, accomplishments, constraints and cautions.

This project was designed to refine, test and deliver a National Training Institute for Frontline Supervisors using a "Train-the-Trainer" model and a distributed learning, technical assistance and consulting model to assist community human service employers, families and consumers from across the country to recruit, retain, and train direct support professionals and Frontline Supervisors. This project used the logic model to guide the evaluative inquiry.

In what ways can the hospital discharge process divert institutional placements or trigger follow-up during the initial weeks following a nursing facility admission? This paper is intended to help states, ADRC pilot sites, or other community organizations to evaluate their options for establishing a hospital-based diversion program and, where appropriate, take steps toward implementing a successful program.

This report provides an overview of 33 states’ initiatives (FY02 CPASS and Real Choice Grantees) to improve their LTC systems and the enduring improvements achieved. It includes lessons learned and recommendations that can guide states that are undertaking similar initiatives. Grantees made enduring systems improvements in five major areas—many states in more. Virtually all agreed that prior to introducing new policies and programs, it is essential to obtain stakeholder buy-in and commitment.

Created in 2006 and comprised of representatives from nine federal agencies, the taskforce was charged with developing multi-agency strategies to address the aging of the workforce. This report summarizes the Taskforce’s findings and recommendations including self-employment, flexible work arrangements and customized employment. Notably they suggest exploring the increasing the employment focus of Aging and Disability Resource Centers and enhancing collaboration with One-Stop Career Centers.

Partners for Change funded by the Health Care Financing Administration as a Systems Change for Community Living grant, was designed to test the concept and practice of Individualized Budgeting on Guam and the application for Community-Integrated Personal Assistance Service and Support for individuals with disabilities who require such supports to live in the most integrated community settings. This report offers recommendations, interview results, references and testimonial letters.

A series of reports, commissioned by The Massachusetts Council of Human Service Providers, contain an analysis of the human services workforce in Massachusetts and its implications for the future. Identified in the first report, job recruitment and retention are a growing concern. This second report focuses on factors contributing to the human services workforce shortage and provides insight into challenges faced by providers across the Commonwealth. Key features and strategies are outlined.