Common use of IDT Staff Responsibilities Clause in Contracts

IDT Staff Responsibilities. It is the responsibility of the IDT staff to: 1. Provide information regarding the philosophy of SDS and the choices available to members within SDS. The information provided to members must include: a. A clear explanation that participation in SDS is voluntary, and the extent to which members would like to self-direct is the members’ choice; b. A clear explanation of the choices available within SDS; c. An overview of the supports and resources available to assist members to participate to the extent desired in SDS; and, d. An overview of the conditions in which the MCO may limit the level of self-management by members, the actions that would result in the removal of the limitation, and the members’ right to participate in the grievance process, as specified in Article XI, Grievances and Appeals, page 144. 2. On a yearly basis, obtain a dated signature from the member or member’s authorized representative on a form, or section of an existing form, where the member must do the following: a. Affirm the statement below: “My interdisciplinary team has explained the self-directed supports option to me. I understand that under this option I can choose which services and supports I want to self-direct. I understand that this includes the option to accept a fixed budget that I can use to authorize the purchase of services or support items from any qualified provider.” b. Affirm one of the two statements below: i. “I accept the offer of self-directed supports and the interdisciplinary team is helping me explore that option.” ii. “I decline self-directed supports at this time but understand I can choose this option at any time in the future by asking my interdisciplinary team.” 3. Maintain the signed form required in paragraph 2 above as part of the member’s file. 4. Work jointly with members during the comprehensive assessment and member- centered planning process to ensure all key SDS components are addressed, including: a. What specific service/support do members want to self-direct; b. To what extent does the member want to participate in SDS in this service area; c. Are there areas within the comprehensive assessment that indicate that members may need assistance/support to participate in SDS to the extent they desire; d. Identification of resources available to support members as needed, including a thorough investigation of natural supports, as well as identifying the members’ preferences regarding how/by whom these supports are provided; e. Identification of potential health and safety issues related to SDS and specific action plans to address these; f. Development of a budget for the support members have chosen to self- direct, and a plan that clearly articulates to what extent members would like to participate in the budgeting/payment process; g. Identification of what mechanism members have chosen to assure compliance with requirements for the deduction of payroll taxes and legally mandated fringe benefits for those employed by members; and, h. For members with guardians, the identification of the need for guardian training in the area of identification of member preferences, and member self-advocacy training. 5. Ensure all key SDS components are included in the member-centered plan, including: a. Desired outcomes related to SDS; b. Supports/resources that will be utilized to ensure members’ participation in SDS to the extent they desire; and, c. Identification of potential health and safety issues, and a plan of action to address them. 6. Ensure mechanisms are in place for ongoing check-in and support regarding the members’ participation in SDS, including: a. Systems for ensuring member’s expenditures are consistent with the agreed upon budget; b. Identification of any changes needed in the SDS budget or identified supports/resources; c. Check-in regarding potential health and safety issues and the action plans developed to address them; and, d. Check-in regarding potential conflicts of interest – other persons’ views taking precedence over the members’ outcomes and preferences.

IDT Staff Responsibilities. It is the responsibility of the IDT staff to: 1. Provide information regarding the philosophy of SDS and the choices available to members within SDS. The information provided to members must include: a. A clear explanation that participation in SDS is voluntary, and the extent to which members would like to self-direct is the members’ choice; b. A clear explanation of the choices available within SDS; c. An overview of the supports and resources available to assist members to participate to the extent desired in SDS; and, d. An overview of the conditions in which the MCO may limit the level of self-management by members, the actions that would result in the removal of the limitation, and the members’ right to participate in the grievance process, as specified in Article XI, Grievances and Appeals, page 144151. 2. On a yearly basis, obtain a dated signature from the member or member’s authorized representative on a form, or section of an existing form, where the member must do the following: a. Affirm the statement below: “My interdisciplinary team has explained the self-directed supports option to me. I understand that under this option I can choose which services and supports I want to self-direct. I understand that this includes the option to accept a fixed budget that I can use to authorize the purchase of services or support items from any qualified provider.” b. Affirm one of the two statements below: i. “I accept the offer of self-directed supports and the interdisciplinary team is helping me explore that option.” ii. “I decline self-directed supports at this time but understand I can choose this option at any time in the future by asking my interdisciplinary team.” 3. Maintain the signed form required in paragraph 2 above as part of the member’s file. 4. Work jointly with members during the comprehensive assessment and member- centered planning process to ensure all key SDS components are addressed, including: a. What specific service/support do members want to self-direct; b. To what extent does the member want to participate in SDS in this service area; c. Are there areas within the comprehensive assessment that indicate that members may need assistance/support to participate in SDS to the extent they desire; d. Identification of resources available to support members as needed, including a thorough investigation of natural supports, as well as identifying the members’ preferences regarding how/by whom these supports are provided; e. Identification of potential health and safety issues related to SDS and specific action plans to address these; f. Development of a budget for the support members have chosen to self- direct, and a plan that clearly articulates to what extent members would like to participate in the budgeting/payment process; g. Identification of what mechanism members have chosen to assure compliance with requirements for the deduction of payroll taxes and legally mandated fringe benefits for those employed by members; and, h. For members with guardians, the identification of the need for guardian training in the area of identification of member preferences, and member self-advocacy training. 5. Ensure all key SDS components are included in the member-centered plan, including: a. Desired outcomes related to SDS; b. Supports/resources that will be utilized to ensure members’ participation in SDS to the extent they desire; and, c. Identification of potential health and safety issues, and a plan of action to address them. 6. Ensure mechanisms are in place for ongoing check-in and support regarding the members’ participation in SDS, including: a. Systems for ensuring member’s expenditures are consistent with the agreed upon budget; b. Identification of any changes needed in the SDS budget or identified supports/resources; c. Check-in regarding potential health and safety issues and the action plans developed to address them; and, d. Check-in regarding potential conflicts of interest – other persons’ views taking precedence over the members’ outcomes and preferences.

IDT Staff Responsibilities. It is the responsibility of the IDT staff to: 1. Provide information regarding the philosophy of SDS and the choices available to members within SDS. The information provided to members must include: a. A clear explanation that participation in SDS is voluntary, and the extent to which members would like to self-direct is the members’ choice; b. A clear explanation of the choices available within SDS; c. An overview of the supports and resources available to assist members to participate to the extent desired in SDS; and, d. An overview of the conditions in which the MCO may limit the level of self-management by members, the actions that would result in the removal of the limitation, and the members’ right to participate in the grievance process, as specified in Article XI, Grievances and Appeals, page 144155. 2. On a yearly basis, obtain a dated signature from the member or member’s authorized representative on a form, or section of an existing form, where the member must do the following: a. Affirm the statement below: “My interdisciplinary team has explained the self-directed supports option to me. I understand that under this option I can choose which services and supports I want to self-direct. I understand that this includes the option to accept a fixed budget that I can use to authorize the purchase of services or support items from any qualified provider.” b. Affirm one of the two statements below: i. “I accept the offer of self-directed supports and the interdisciplinary team is helping me explore that option.” ii. “I decline self-directed supports at this time but understand I can choose this option at any time in the future by asking my interdisciplinary team.” 3. Maintain the signed form required in paragraph 2 above as part of the member’s file. 4. Work jointly with members during the comprehensive assessment and member- centered planning process to ensure all key SDS components are addressed, including: a. What specific service/support do members want to self-direct; b. To what extent does the member want to participate in SDS in this service area; c. Are there areas within the comprehensive assessment that indicate that members may need assistance/support to participate in SDS to the extent they desire; d. Identification of resources available to support members as needed, including a thorough investigation of natural supports, as well as identifying the members’ preferences regarding how/by whom these supports are provided; e. Identification of potential health and safety issues related to SDS and specific action plans to address these; f. Development of a budget for the support members have chosen to self- direct, and a plan that clearly articulates to what extent members would like to participate in the budgeting/payment process; g. Identification of what mechanism members have chosen to assure compliance with requirements for the deduction of payroll taxes and legally mandated fringe benefits for those employed by members; and, h. For members with guardians, the identification of the need for guardian training in the area of identification of member preferences, and member self-advocacy training. 5. Ensure all key SDS components are included in the member-centered plan, including: a. Desired outcomes related to SDS; b. Supports/resources that will be utilized to ensure members’ participation in SDS to the extent they desire; and, c. Identification of potential health and safety issues, and a plan of action to address them. 6. Ensure mechanisms are in place for ongoing check-in and support regarding the members’ participation in SDS, including: a. Systems for ensuring member’s expenditures are consistent with the agreed upon budget; b. Identification of any changes needed in the SDS budget or identified supports/resources; c. Check-in regarding potential health and safety issues and the action plans developed to address them; and, d. Check-in regarding potential conflicts of interest – other persons’ views taking precedence over the members’ outcomes and preferences.

IDT Staff Responsibilities. It is the responsibility of the IDT staff to: 1. Provide information regarding the philosophy of SDS and the choices available to members within SDS. The information provided to members must include: a. A clear explanation that participation in SDS is voluntary, and the extent to which members would like to self-direct is the members’ choice; b. A clear explanation of the choices available within SDS; c. An overview of the supports and resources available to assist members to participate to the extent desired in SDS; and, d. An overview of the conditions in which the MCO may limit the level of self-management by members, the actions that would result in the removal of the limitation, and the members’ right to participate in the grievance process, as specified in Article XI, Grievances and Appeals, page 144135. 2. On a yearly basis, obtain a dated signature from the member or member’s authorized representative on a form, or section of an existing form, where the member must do the following: a. Affirm the statement below: “My interdisciplinary team has explained the self-directed supports option to me. I understand that under this option I can choose which services and supports I want to self-direct. I understand that this includes the option to accept a fixed budget that I can use to authorize the purchase of services or support items from any qualified provider.” b. Affirm one of the two statements below: i. “I accept the offer of self-directed supports and the interdisciplinary team is helping me explore that option.” ii. “I decline self-directed supports at this time but understand I can choose this option at any time in the future by asking my interdisciplinary team.” 3. Maintain the signed form required in paragraph 2 above as part of the member’s file. 4. Work jointly with members during the comprehensive assessment and member- centered planning process to ensure all key SDS components are addressed, including: a. What specific service/support do members want to self-direct; b. To what extent does the member want to participate in SDS in this service area; c. Are there areas within the comprehensive assessment that indicate that members may need assistance/support to participate in SDS to the extent they desire; d. Identification of resources available to support members as needed, including a thorough investigation of natural supports, as well as identifying the members’ preferences regarding how/by whom these supports are provided; e. Identification of potential health and safety issues related to SDS and specific action plans to address these; f. Development of a budget for the support members have chosen to self- direct, and a plan that clearly articulates to what extent members would like to participate in the budgeting/payment process; g. Identification of what mechanism members have chosen to assure compliance with requirements for the deduction of payroll taxes and legally mandated fringe benefits for those employed by members; and, h. For members with guardians, the identification of the need for guardian training in the area of identification of member preferences, and member self-advocacy training. 5. Ensure all key SDS components are included in the member-centered plan, including: a. Desired outcomes related to SDS; b. Supports/resources that will be utilized to ensure members’ participation in SDS to the extent they desire; and, c. Identification of potential health and safety issues, and a plan of action to address them. 6. Ensure mechanisms are in place for ongoing check-in and support regarding the members’ participation in SDS, including: a. Systems for ensuring member’s expenditures are consistent with the agreed upon budget; b. Identification of any changes needed in the SDS budget or identified supports/resources; c. Check-in regarding potential health and safety issues and the action plans developed to address them; and, d. Check-in regarding potential conflicts of interest – other persons’ views taking precedence over the members’ outcomes and preferences.