STRATEGIC PLAN – 2008-2011 –September 2009

        Governance:

  1. The Executive Director’s Report has now been streamlined to include strategic priorities and progress made on outcomes achieved.
  2. An Ad hoc Committee met and revised the Performance Management process for the Executive Director.  An Evaluation has been completed in January 2009 and vetted through the whole Board in February.
  3. Board annual evaluation completed in June 2009.  Results will be tabled at the September Board meeting with an action plan developed.
  4. Orientation of new Board Members took place on September 3rd, 2009.
  5. Executive Director Performance Evaluation was completed in January/February 2010.
  6. The Board regularly assesses how they are doing and if anything more is needed to ensure they are functioning effectively.
  7. The Board is participating in the Governance Domains in preparation for Accreditation in 2012.
  8. The Board annual evaluation will be sent out in June. Results will be tabled at the September Board Meeting in order to develop and action plan for the coming year.
  9. A Board calendar has been developed – highlighting the key areas that will be covered at each meeting.
  10. A New Board Calendar has been sent out for the coming year.
  11. Work continues on the Governance Domains in preparation for Accreditation in 2011.
  12. The Annual Board Evaluation was circulated to members to complete in June of 2010. The results will be compiled for our October Board Meeting.
  13. Board Orientation was completed for one of the New Members in August.
  14. A Strategic Planning Day will be held on October 23rd, 2010.

 

Day Supports Transition:

  1. Day Supports are no longer segregated.  The Staff are working with the people supported to achieve their individual goals and dreams.  The staff is no longer in a Program Management Role but in a true support role.  The Association no longer operates any menu driven programs.  The staff are working daily to engage community partners and to find a variety of ways for the people supported to achieve success.  The staff in Community Support continues to be flexible with their hours to meet the goals identified for people supported.
  2. The Drama production has now become the responsibility of the Manager of Community Development.  She is being assisted by three staff from the Community Support Program
  3. A Newsletter from Community Support has been sent out to all the families and people receiving support highlighting the accomplishments of some of the people supported and their successes.  This newsletter will be expanded to include Residential accomplishments as well.  This newsletter will be internal and published quarterly.
  4. We have received approval to hire a fourth year marketing student to develop an Agency Wide Marketing Strategy. One of the critical factors in the success of the strategic plan is how we engage and education our stakeholders.  This position should assist us greatly with this factor.
  5. We are continuing to engage Staff through staff meetings, participation in Personal Life Plans for People Supported and the introduction of an Inclusion Wall that will be at 615 Industrial for all to see.
  6. Family Members and People Supported are being asked to sit on a variety of Committees within the Agency.  Their input is a welcome addition and assists us to move forward with our vision. 
  7. Volunteer Recruitment continues to be a priority.  The increased need for Leisure Buddies particularly in Residential is key due to the single staffing component. 
  8. Family Support and Community Support continue to work closely with the local High Schools to ensure a successful transition.
  9. Three new volunteers and four students have been placed with Community Support.  The staff has been very successful at creating valuable and meaningful experiences for the people we support and the volunteers.  They have been sharing success stories.  The volunteers are assisting with transportation and support at the YMCA.  One volunteer is working in partnership with the Adult Literacy Council to tutor a gentleman once a week. A new leisure buddy match has been made for one of the ladies who live at our Madison group home.
  10. Several new Inclusive Opportunities for people supported took place throughout the summer. 
  11.  Community Support staff are no longer involved with a drama production.
  12. People supported are members of a variety of committees relating to day supports implementation plans as well as the rights initiative and self-advocacy
  13. Messaging of vision for Community Supports through the newsletter, face to face meetings with family members and people supported. Surveys sent to stakeholders.
  14. Some of the staff in Community Support has adjusted their working hours to include evenings and weekends if an opportunity arises.
  15. Planning Day held on April 12th to look at ways to move forward from here. Excellent day – Staff are motivated and moving forward towards inclusion for all.
  16. Increased the number of volunteers to assist staff.
  17. Families are now bringing forth ideas for inclusive opportunities in the Community.
  18. All of the Services for Children within the Agency have become inclusive.
  19. Staff has moved forward with all the recommendations from their planning day held in April.
  20. Many new Inclusive Opportunities have been found for people.
  21. Respite Program has proved beneficial for families and people supported.

      Quality Assurance: 

  1. A Quality Assurance Newsletter is being prepared quarterly and circulated widely to all.
  2. Quality Assurance has become a focal point at all staff meetings.  A Quality Assurance Newsletter has been developed and circulated to all.  The Manager of Quality Assurance attends various staff meetings to highlight the role, expectations and any concerns staff may have. 
  3. Manager of Quality Assurance has become a validator with the Focus Accreditation Group. This has helped us greatly when moving forward to our own accreditation.
  4. The Rights, Respect and Responsibility training is dependent upon Welland/Pelham Association.  This has created a delay for us in this area, but we are hopeful for a resolution shortly in order to train all the people supported by CLFE.
  5. A get together for Stakeholders will be planned for during the summer to highlight our Vision for the future and to respond to any questions/concerns.
  6. Manager of Quality Assurance has continued to attend Team Meetings and the Residential Planning Day. This has increased the amount of questions and conversations with the Staff around Accreditation.  This is great has it is clear that people are much more comfortable and interested in knowing about the process, what it means to the agency and how it will affect them.
  7. As of the end of June 2009, The Management Team completed the initial Gap Analysis. It was an excellent learning experience/tool for the Team.  A better understanding of the Accreditation Standards that will be reviewed throughout the next two years was achieved thorough this exercise.
  8. The 3 R’s Project that we are partners with Community Living Welland Pelham is now on track – we have received the tools to begin the training we are just awaiting the user guide.
  9. The new focus accreditation guidelines and domains are being circulated to all the Mangers to begin to use and work on.
  10. Satisfaction Surveys are being sent out to People Supported, Family Members, Direct Support Staff. These surveys will gather information on our strengths and weaknesses as well as hear any comments and recommendations.
  11. A self-advocates council has been formed – this is to empower the people supported by giving them information and guidance.
  12. The Manager of Quality Assurance has made herself available to staff and people supported to answer any question around our accreditation journey, how they fit in to the process and what will be required as we move forward.
  13. Self-Advocates Council is fully operational. They have elected their Executive and are meeting on a Monthly basis.
  14. The Monthly Accreditation Newsletter is being circulated.
  15. Manager of Quality Assurance is working closely with all the staff to prepare for Accreditation.
  16. The Web Site has been expanded to include a variety of initiatives taking place within the Organization.
  17. Two Staff are working with People Supported around the three R’s – Rights, Respect and Responsibility.

  Enhancing Residential Services:

  1.  We have engaged the services of a local realtor to seek out appropriate sites for an enhanced SIL Location. 
  2. Through the new life plan process all the people supported in residential are able to identify their preferences, whether it be where they live, work or participate in leisure opportunities. 
  3. Residential continues to encourage natural supports for the people supported in 24 hour settings.  As well we continue to recruit leisure buddies and volunteers.  Community Support Staff are able to assist with some of the supports to free up the residential staff to do some individual supports for people. 
  4. The Properties are continually being upgraded and maintained.  The Managers of Residential and the Manager of Operations frequently meet to ensure we are responding to the need to provide quality accommodations for the people who receive service. 
  5. It has been decided not to pursue an enhanced SIL location at this time.  Opportunities for more independence are being created in the current residential locations for those that have expressed an interest. 
  6. Staff have been asked to submit lists of people supported who could benefit from some type of volunteer support 
  7. The Manager of Community Development has been attending Residential Team Meetings to encourage discussion around meaningful volunteer activities and residential priorities 
  8. Residential Staff attended a Planning Day in August to look at their roles in relation to the rest of the Association and to get a better understanding of how our new vision and mission will affect what they do. How the Strategic Plan relates to them and their day to day work. Accreditation was highlighted and explained. 
  9. Staff at Madison Group Home received two days of training on Autism from the Geneva Centre.  This will enable them to better support a person who resides there.    
  10. Staff is working very hard at offering residents opportunities for inclusive opportunities in the community. 
  11. Increased use of Leisure Buddies has proved very successful. 
  12. Looking at a variety of ways to enable people living in the group homes to form natural friendships. Looking at each person and taking one step at a time. 
  13. Program Managers continue to work with staff teams to educate and motivate around our vision and the opportunities it creates. 
  14. Staff attended a training on August 25th, 2010. A vision for Residential Services was created.  
  15. Staff are finding a variety of ways for people living in Group Homes to participate in their community. Many new doors have been opened up.  
  16. Increased use of Volunteers and Leisure Buddies has proved very beneficial.  
  17. Computers in the Homes have increased Communication and Learning Opportunities.

  Human Resource Planning

  1. We are continuing to participate in the Provincial Initiative around core competencies, training and recruitment.  As well we have participated in the new apprenticeship initiative through Community Colleges. 
  2. All staff has received a copy of the Strategic Plan and Implementation Strategy.  Regular updates are given at staff meetings and through internal newsletters and communications. 
  3. Our Collective Agreement was ratified on June 17th, 2009 for two years.  This should assist with staff stability. 
  4. A forum around Core Competencies will be held in Toronto. Maureen to attend and bring back the information to the Board and Management Team.  How will this affect us and how we will be required to do business in the future? 
  5. The core competencies have now been circulated and pilots are now taking place. We should hear shortly about the outcome and how this will impact on us. 
  6. Staff retention for 2009/2010 was very high. Turnover was generally due to people being offered full time positions. 
  7. Work is continuing on refining our hiring practices.  
  8. A new Employee recognition took place in May. This was very well received.  
  9. Staff turnover is still very low. Currently hiring for Casual/Part-time.  
  10. Concerns expressed by the Union around the Public Sector Wage Freeze proposed by the Government.  

Strategic Financial Planning: 

  1. New fund raising opportunities have decreased our dependency on Lottery.   Through budget reorganization and some cutbacks we are in a balanced budget position.  Staff has worked very hard to save funds and work within the budgeted amount. 
  2. The Board receives a monthly financial spreadsheet indicating our position. 
  3. We have currently upgraded our computer system through a grant from Trillium.  This will assist with enhancing the data analysis and ensuring accountability. 
  4. A variety of Grants have been received to enhance services and supports to the agency and to people supported and their families 
  5. The Annual Performance is a fund raising event.  Many sponsors have already committed for this year. The event is for two evenings December 4th and 5th, at Crystal Ridge Community Centre.  All participants are volunteers.  
  6. We have added a link on our web site to CanadaDonate.org for online donations. 
  7. We are currently in the process of organizing a new fund raiser. Due to the lack of necessary human resources needed to continue with our drama fundraiser this has become necessary. 
  8. We have totally removed our dependency on lottery. 
  9. Board reporting has changed to include any additional funds raised by grants or other means other than our Ministry funding. 
  10. Computers are now in all our group living locations – This was as a result of a grant from Canadian Tire Acceptance. This will help with communication and reporting. 
  11. Looking at ways to become more flexible with our funding to people supported.   
  12. Received Grants for our Summer Programs.  
  13. Spaghetti Fundraiser very successful.  
  14. Annual Fund Raiser Scheduled for December 4th at Crystal Ridge. Over $8,000.00 received in Corporate Sponsors to date. Many table sponsors have already committed and we have some new sponsors this year.  
  15. Regional Trillium Grant received for Volunteer Promotion and equipment.  

 Addressing Bill 77 Directions:

  1. We continue to get our message out to stakeholders and will increase this hopefully through the efforts of the Marketing Student we will be hiring in May.
  2. The Ontario Government booklet in Plain Language “About the Services and Supports to Promote the Social Inclusion of Persons with Developmental Disabilities Act 2008) will be mailed or delivered to all staff and Stakeholders.
  3. Participated in the discussions around the new regulations for the Social Inclusion Act.
  4. Highlight the new legislation in our newsletters and correspondence.
  5. Have participated in Regional Groups around specifics of the legislation ie application entities.
  6. Continue to circulate information on Transformation through a variety of mediums.

 Other Considerations:

The Personal Life Plan will be reviewed by a committee in the summer.  They will make recommendations on any changes that will improve the tool and ensure that we are getting all we need on behalf of the people supported. This tool will assist staff to work on the Priority areas identified by the person receiving support to ensure success.

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