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Q - If an ISC has a 1999 letter from the Division identifying a staff can work as a service coordinator even though that person does not meet the requirements of a Qualified Intellectual Disabilities Professional (QIDP) can the incoming ISC hire that person to provide ISC duties and responsibilities?
A - No, the incoming ISC cannot hire that person to perform case management duties and responsibilities. Developmental Disabilities services in Illinois has changed since the letter was sent to ISCs in 1999. Most notably, there are significantly higher expectations for conflict-free case management and person-centered planning for those participating in Medicaid Home and Community Based Services waivers. The Federal expectations are clear - case management (including eligibility determination, planning, linkage to qualified providers, and monitoring of plan implementation) must be done by a staff person who meets the requirements of a Qualified Intellectual Disabilities Professional (QIDP). Although the communication from DHS in September 1999 did allow staff who did not meet the QIDP requirements to continue to assist with some duties at the ISC agencies, that communication did not "grandfather" those employees into the QIDP role nor did it result in those employees being added to the QIDP database maintained by the Division. Therefore, they may not serve in any role that requires the staff person to meet QIDP requirements - PAS, Bogard, or ISSA - even if their work is reviewed and signed by another staff person who is QIDP. (Please see Required Experience, Job & Educational Requirements for QIDPs which may be found at http://www.dhs.state.il.us/page.aspx?item=48211. The decision to hire or retain non-QIDPs rests with the leadership of each ISC. If those staff continue to be employed, ISC administration will need to ensure that their duties do not include the functions of PAS, Bogard or ISSA.
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Q - Will ISC staff hired from the current ISC agency have to be retrained on OIG, DCFS, etc. or can these certificates essentially be transferred?
A - Training information within Attachment A requires retraining in Rule 50 at the time of hire and before any direct contact with persons receiving services. Although Rule 50 expectations do not change from employer to employer, the local process for alerting supervisory staff, etc. may be different. Therefore, the person should be retrained. A specific course is not required so the retraining may be a brief refresher on Rule 50 requirements plus additional information about any expectations specific to the new employer. The same is true for DCFS mandated reporter training and APS training. Agency specific requirements need to be addressed with the new employee. Following is additional information from Section VIII Part N of Attachment A: ISC Providers must ensure all employees successfully complete DHS OIG approved 59 Ill. Adm. Code 50 training at the time of hire (before the employee assumes any regular duties or responsibilities of the position) and a biennial (every two years) refresher training course approved by DHS OIG pursuant to Rule 50.20 (d)(2); are trained at the time of hire (before the employee assumes any regular duties or responsibilities of the position) and biennially (every two years) about reporting requirements for DCFS; and are trained at the time of hire (before the employee assumes any regular duties or responsibilities of the position) and biennially (every two years) regarding Adult Protective Services.
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Q - What if the incoming ISC is supplying employment information to the current ISC Executive Director but the information is not passed down to employees? Is there any support DHS can provide incoming ISCs in this situation?
A - It is in the best interest of the people served to continue services with familiar staff. Also, for continuity of care the current ISC staff providing the services should be hired by the incoming ISC. Communicating this information to current ISC staff is very important for the people served.
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