The Advocate

April 2005

Choosing a Community of Faith:

Obstacles on the path to self-determination

On Friday evenings after dinner, Albert clears the dresser in his bedroom and places two candles, a bible, and a bowl of water on the worn surface. He is dressed in a black robe with a folded white scarf around his shoulders and a thin white cloth around his waist. He wears a necklace with a large silver cross. For thirty minutes he says mass. If you ask him what he is doing he says, “Thaying Math.”

At first, a few months ago, staff laughed at Albert. Then they decided the behavior needed to be eliminated because as one staff said, “This is pretty weird behavior.” After several days of unsuccessful attempts to eliminate the ritual, staff decided to ignore it.

Every Sunday Albert attends a Sunshine Bible Study Class at a local church with several of his housemates. A large group of persons with disabilities attend this special class. Another class starts later in the morning for children and pre-teens who are not disabled. It is called Sunday School.

Albert’s new independent support coordinator, Larry, read Albert’s record, watched him perform mass, and learned that he grew up in a Catholic family and regularly attended church with them until they became ill and were unable to care for him. He was admitted to his current provider agency eight months ago where he lives in a group home and attends a sheltered workshop.

Larry asked Albert if he wanted to go to a Catholic Church instead of Sunshine Class and Albert said yes. He asked Albert if he would like to go to a Catholic Church and continue going to the Sunshine Class. Albert said he would rather just go to the Catholic Church. Larry promised to bring it up at Larry’s upcoming annual meeting.

At an annual meeting to review Albert’s plan of care, Larry told Albert’s support team that during discussions with Albert, he said he would rather go to a Catholic Church instead of the Sunshine Class because he was Catholic.

Team members said it was impossible to arrange because there weren’t enough vans and staff to take Albert to a separate church. Larry wondered if it would be possible to find someone from the Catholic Church who would be willing to take Albert to church and bring him back.

Support team members said they didn’t feel comfortable letting Albert go to a separate church because they couldn’t do it for everyone. They suggested it might be against the rules by which they receive funding. Besides, the manager said, “Albert is happy where he is at.” When she asked Albert if he was happy and would rather stay in the Sunshine Class with his friends he bowed his head and said nothing.

Larry dropped the request so that he could investigate it more fully. He sensed the growing anger by support team members, the embarrassment Albert was experiencing, and the presence of emotional and other obstacles he hadn’t considered.

After he got back to the office, Larry called a friend of his and together they found a family that would be happy to meet Albert and see if he wanted to go to church with them.

He decided to wait and think about the funding and other issues before taking any further action.

The next day, he received a telephone call from the Sunshine Class director who in an angry tone told Larry they had worked too hard to get this special class for people with disabilities and any further attempt to move Albert would end in a formal complaint being issued. The director told Larry, “We work hard to minister to people with mental retardation. That is why we provide this special class for them. It is one of the bedrocks of our ministry.” “At our special class people with disabilities truly feel welcome, valued, and loved. Albert is a member of our class and we want him to stay.”

Larry was upset and shocked at how the situation had gotten out of hand. As he explained to his supervisor, “I thought we were supposed to help people identify natural supports that would allow them to be part of the community. I guess I didn’t realize there were so many obstacles. Where did I go wrong? What do I do now?”

If you were Larry’s supervisor, what would you recommend?

The following thoughts were submitted by Arc members:

Larry did a great job of respecting Albert’s right to celebrate mass in his own way, taking the time to learn the history behind Albert’s actions, asking Albert his wishes, being proactive in identifying a natural support without making a commitment to it, waiting to do anything further until a way can be found to resolve the other issues. Larry needs help from his supervisor in developing a strategy for finding team members who support Albert’s wishes, winning converts to helping Albert, and dealing with the barriers and angry feelings expressed by others. The supervisor may want to help Larry find individuals who could act as peacemakers and mediators but who also are supportive of Albert’s desire to attend the church or churches of his choice. This should not be thought of as a power curve that requires immediate resolution. The healing will take time.—John Warren, Assistant Director, CCArc, Jackson, Alabama

Albert has the freedom to worship at the church of his choice. Asking if a person wants to worship, where, and with whom is one of the important duties of an independent support coordinator as well as people who serve as support team members. Belonging to a church of one’s choice is an important connection a person has with others in their community. It is part of a person’s passport that demonstrates the individuality they bring to the world. It also demonstrates to the world the relationship a person wants with God. It is the responsibility of team members to find ways to make Albert’s choice happen. Larry’s work to find a natural support is right on target and he should be encouraged to continue those efforts. If natural supports (people who want to take Albert to and from church) are not available, Larry should work with the provider agency to find a staff person to take Albert to church. As a supervisor I would support Larry’s efforts and help him talk with the agency and the Sunday School Director. The subject of that discussion should be how we could collaborate in meeting Albert’s needs as he sees them. After discussion with Albert, if he wants to continue to attend the Sunshine class and go to his chosen church, accommodations should be made to help him do both. If at any time he changes his mind we should respectfully assist him. If the agency that serves him cannot or refuses to give Albert the respect he deserves for choices that are important to him, he needs to be offered choices of different agencies that would provide the needed supports—Melissa Lincoln, ISC, The Arc of Washington County.

Affirmative Action Policy:

The Gift of Sacred Potential

Many affirmative action reports document the conclusion that the organization is free of practices that promote gender and/or racial bias. Many are not read by more than a few staff. The “plan” is often a shadow of enforced civil rights legislation rather than a joyful recognition that diversity adds richness to organizational cultures.

Affirmative Action is a term that turned bitterly contentious after civil rights legislation was signed into law by President Johnson in 1964, nearly three years after the birth of our Arc. Affirmative Action is rooted in the democratic tradition of assuring equality and equity for all.

The promises of equality and equity have been forced to endure the mine fields of contentiousness and worse as they moved from theory to practice. Many people have given their lives so that these promises could move beyond legislated mandates to become the credos we willingly and enthusiastically live by. When they become our credos, they become the beliefs we share, words we speak, and the lives we live. Our lives are made whole.

Much has been written about federal, state, and individual organizational attempts to create a “level playing field for all Americans” the past 50 years. Despite the many gains made in creating inclusive work environments, there is much to accomplish on our long road to equality and equity for all.

After 40 years of law enforcement designed to make equity and equality a “fact and a result” in our culture, we are at a place in history where perhaps it is the “end of the beginning” of a long struggle for us to adopt the values and behaviors that lead to each person cultivating and respecting the gifts each person brings to the world. As a nation we have yet to experience the wisdom, joy, and growth the inclusion of all people brings to our workplaces, houses of worship, and the places we call home.

For our organization, every annual review of our aspirations for an inclusive work force is a new beginning.

For us, “Affirmative Action” is less about achieving compliance with external executive orders and laws than it is about finding ways to live and celebrate our belief that every individual has sacred potential.

As an Arc serving the life needs of people with disabilities, their family members, and the communities in which we live; we commit ourselves to focusing our human and organizational resources on the visions of the people we serve. We support the needs of the people we serve to work, love, play, and worship in fellowship with others.

To accomplish these aims we believe it is important to seek collaboration with families and to have people working within our Arc who can contribute a natural resource called diversity to our efforts. We are needful of the gifts diversity brings to each of us and our organization.

The past few years we have experienced an increase in the number of families of African American and Hispanic heritage served by our Arc. To insure we possess in-house human resources that will enable us to respect and cultivate the gifts people bring to our organization we have established the following goals for the next year:

Recruitment of one or more persons of Hispanic heritage for board service.

Hiring of one or more persons of African American heritage for full time positions within our Arc.

Hiring of one or more persons of Hispanic heritage for full time positions within our Arc.

Education of our workforce, membership and colleagues concerning our Affirmative Action vision, strategies, and accomplishments.

Member Profile: Jerry Skelton

People Who Make A Difference

Nourishing a reputation for creativity and dedicated service to the people he serves, family members, and colleagues; “Pumpkin” as he is known to some, and Jerry Skelton as he is known to all, is one of the newest Independent Support Coordinators and a person you should know.

“Jerry brings laughter during times of stress and I have found him to be a wealth of knowledge on so many of the issues that confront us in the delivery of support coordination services,” says Associate Director Independent Support Coordination, Lorie Copas, “We are fortunate to have him as a colleague.”

According to Sharon Good, Executive Director of Opportunities Unlimited, “Jerry is one of the recent positive additions to the partnership between the Arc of Washington County and Opportunities Unlimited. His colleagues say he is a person who brings a fresh outlook to many of the service delivery issues support coordinators face when trying to unite the needs of the person, family members, agency staff, and the Division of Mental Retardation rules and procedures.

Tammy Lowe, ISC Manager says “Jerry is well respected by direct care staff he works with and his support plans are well written in ways that show he knows a considerable amount about the needs of the people he serves.” His colleagues and management staff agree that Jerry has excellent people skills that lead to a great deal of mutual respect from the people he serves and works with.

Prior to joining our Arc, Jerry worked as a residential director where he was responsible for 18 homes of individuals with mental retardation, and he has worked as a supported employment counselor in middle Tennessee.

Jerry is a member of the Higher Ground Church. He attended college on a musical scholarship. He plays the trumpet and “hums off tune” according to colleague Jerry Winters. He is currently finishing a degree in special education.

Special Insert

April 2005-05-24

Frontier Health:

Making A Difference In The Lives Of Persons

With Disabilities

Frontier Health contributes to the array of services from which consumers may choose by offering employment, residential and community activity programs to people and families living in East Tennessee.

According to Sharon Good, senior vice president at Frontier Health, Frontier Industries, which operates in Bristol and Kingsport, serves people with mental retardation and mental illness. Frontier Industries’ network of support includes supported living / independent living, community-based employment, vocational rehabilitation, work adjustment, assessment of work habits and skills, in-house employment, industrial contracts and pay based on performance.

“We serve 99 individuals and 43 have jobs in the community,” Good said. “Some jobs are full time, some are part time. Some people work at local colleges, veterinary offices, motels, and, of course, restaurants.

According to Bill Schiers, executive director of the Arc of Washington County, “Frontier Health is a leader in helping people with disabilities obtain jobs in the community. Recent data from the Tennessee Employment Consortium shows Frontier Health as one of the top six out of 58 agencies in East Tennessee in their ability to help people with disabilities find work in the community.”

“We have a thrift store that we operate located in Johnson City on Bristol Highway — Frontier Industries Thrift Store. We have individuals who work at that site, as well.”

Other clients work at nursing homes, doing tasks like cleaning or working in the kitchen.

Debbie Adair, coordinator of customer services for Frontier Health, said, “Placement is based on an individual’s wishes and interests, and may include employment at sheltered workshops.”

“Some produce products like necklaces and different kinds of soaps and candles and sell them,” Good said. “They make them at our Frontier Industries site.”

Through the Victory Center, a psychosocial rehabilitation program for people with physical, mental and/or emotional disabilities, individuals receive hands-on job training and preparation for employment. Services include pre-vocational training, vocational planning, job readiness training, job placement, job coaching and socialization activities.

“They have a kitchen, and they have a computer lab where they teach computer classes, just basic knowledge,” Adair said. “We have job coaches if an individual is hired and needs on-the-job training. A job coach will be there with them until they learn the job. We also do follow up.”

Employment is just one component of the three-pronged AIM (Achieving Individual Milestones) program, and some consumers choose to pass on employment opportunities. AIM also offers education and community components, Adair said.

Education opportunities include classes on employability skills, daily living skills, personal awareness and safety.

“They also do community outings like going to the library or the park or to special events going on in the community,” she said.

Frontier Health also offers residential programs, ranging from highly structured homes that are group homes to supported living homes, where people rent or own their own homes.

Group homes for eight to 10 residents with developmental disabilities provide support for community living and psychosocial support and teach daily living skills. Homes are staffed 24 hours a day with either overnight awake or asleep staff.

Other kinds of supported living include Medicaid Waiver Supported Living with not more than three people living in a home or apartment. Homes are provided 24-hour staff as defined by each person's service plan. Awake overnight staff is also present to serve the needs of individuals who live within the community.

State-Funded Supported Living, previously Independent Living, involves living in apartments or homes without overnight asleep or awake staff. The individuals have 24-hour access to independent living support workers for medical, social, vocational and financial needs.

“We have two people who are in independent living,” Good said.

For Frontier Health employees, working with Arc is a pleasure. “They are the best out there,” Good said. “They serve some of the same customers we serve. They are very thorough in their approach, and they are very person centered.”

Terrie Grubbs, ISC for The Arc of Washington County, returns the compliment, when asked about her relationship with Frontier Health employees. “They are very helpful, very good to work with,” she said. “They try to make it happen.” Schiers agrees, “Sharon Good and her staff promote a collaborative relationship in our shared responsibilities for helping people with disabilities. This environment of collaboration on behalf of persons served runs throughout their organization.”

Grubbs said of her relationship with Farrah Stout, residential coordinator with Frontier Health, “We have an awesome relationship. If I need anything, she’s very helpful and gets the information right back to me, and I do the same for her. They’re all good to work with.”

Ultimately, it is up to the consumer, their families or conservators to decide which services are right for them.

“I let them know who the providers are and let them make the choice,” Grubbs said. “All care is centered around the person, their wishes, what is best for them.”

Good knows Frontier Health cannot be all things to all people. “It’s important to find what you do very well and offer that service,” she said. “We really focus on those things we think we’re very good at, for example, employment.

“Most people I know want a job. It helps our individuals to be a real part of our communities and to be contributing taxpayers as well.”

Still, like many agencies, Frontier feels the strain of increased demand.

“We have been flooded with referrals, and we’re looking toward expansion,” Good said. “There’s a possibility of personal assistance (services). We’re going to expand our employment program. We would love to see our on-site work programs become fully integrated to offer better work support on site to people we serve.”

“I would like to have as many non-disabled workers on site as disabled. That’s a dream of mine. I would love to see that happen.”

Good admits the service delivery system is changing. “Getting those changes in place is very challenging right now,” she said, adding the system is improving through change.

“We are able to offer opportunities to individuals that we’ve never been able to before. Things that have historically not been available are now available. It creates a challenge to make that happen for everybody quickly, but we do our best.

“When people can have jobs and live in their own homes, they can develop meaningful relationships. It’s just wonderful to see that happen and to watch them be good community members and enjoy the community.”

These Frontier Health programs are open to qualified individuals who are 18 and older.

For more information, visit the Web site at www.frontierhealth.org or contact:

Frontier Industries

498 Industrial Drive

Bristol, TN 37620

Phone: 423.878.1600

Fax: 423.878.1606

Frontier Industries

2017 Stonebrook Place

Kingsport, TN 37660

Phone: 423.224.1417

Fax: 423.224.1418

Victory Center

2243 Eddie Williams Road

Johnson City, TN 37601

Phone: 423.975.6000 or 423.928.5627

Fax: 423.928.4222