Reflecting back to 3 years ago when we started our CQL Personal Outcome Measures (POM) re-launch journey, AHRC NYC is proud and happy to announce the recertification of 12 staff members from across the organization!
Congratulations to the following:
- Asante Breland, Advocacy, Interviewer
- Jason Conover, Family & Clinical Services, Interviewer
- Matthew Crowley, Adult Day Services, Interviewer
- Laura Cucinotta, Quality Improvement, Interviewer & Trainer, Project Manager
- Susan Derwin, Administration, Interviewer
- Matthew Estep, Advocacy, Interviewer
- Nathaniel (Larsen) Gable, Employment and Business Services, Interviewer
- Naeem (Nick) Hassan, Residential Services, Interviewer
- Allyson McGlynn, Residential Services, Interviewer & Trainer
- Sam Patrick, Residential Services, Interviewer & Trainer
- Julia Shapovalova, Quality Improvement, Interviewer
- Beth Ann Silvestri, Residential Services, Interviewer
According to CQL, POM is a person-centered discovery tool to explore the presence, importance, and achievement of personally defined outcomes, along with the supports that help people attain their individual goals and dreams. Twenty-one indicators are used to gain insight into the lives of youth, adults, and older adults with intellectual and developmental disabilities, and psychiatric disabilities. The interview covers a variety of topics, including choice, health, safety, social capital, relationships, rights, employment, and more.
The CQL POM Certification process can be intense and a bit stressful—it involves doing a POM interview/conversation with someone receiving services at AHRC and a support staff member, all while being observed by a CQL Quality Enhancement Specialist. On top of that, you have to match decision-making outcomes with at least 85% accuracy! But our amazing CQL Certified Interviewers and Trainers stepped up, powered through, and crossed that finish line like pros!
We wouldn’t be able to do the meaningful, person-centered POM work we’re doing without these CQL Certified Interviewers using the POM tool so consistently and reliably. Huge gratitude to each of them—and to all of the employees across the organization—for their support and collaboration in making this work possible.
Reflections from Certified Employees
Susan Derwin: “I knew very little about CQL and virtually nothing about Personal Outcome Measures before I applied for POM Training. I applied just because I wanted to learn. During the group interview process I discovered that most or all other applicants worked in a Program Department; I work in Administrative Services, so I thought my inexperience with Program would put me at a disadvantage. Three years later, I’ve learned from every conversation I’ve had, and the process keeps growing.”
Naeem (Nick) Hassan: “I have learned to embrace the idea in order for any person to fully participate in the direction of their life choices, they need to have the education, exposure, and experience to not only thrive but fully embrace dignity of risk within and with their support staff/family.”
Sam Patrick: “The POM interviews have been beneficial in my role as a Behavioral Intervention Specialist. Participating in these interviews has significantly enhanced my person-centered skills. They’ve allowed me to better identify effective interventions that meet individuals where they are, ensuring we provide the right support to promote long-lasting, meaningful behavior change.”
POM Follow Up
AHRC NYC’s organization practice is for each POM report to be reviewed and validated and then shared with internal circles of support so that follow up and discussions can occur directly with the person interviewed. We also upload the report to our internal databases and distribute certified POM reports to people’s Care Managers. The goal is that the POM report is just the start of the conversation and for the person’s wants, needs, hopes and dreams to progress forward in partnership with their circle of support.
In partnership with Employment and Business Services Staten Island staff, AHRC NYC has created and piloted a POM follow up tool. The tool outlines each recommendation made in the POM report including if the person wants to take meaningful action, identifying next steps, who needs to be brought into the conversation along with roles.
Similarly, with Residential team members in Queens, we’ve been creating systems of practice for a cohort of people to measure, track follow up and change over time. This brought forward a new pilot tool for aggregating follow-ups across the cohort. The Quality Improvement department is proud to partner with departments to help create and inform our organizational practices. We know that bringing together multiple lenses and on the ground experiences from our front-line managers and staff is essential in finding solutions. We’re excited to continue to evolve both tools and practices over time to provide even better support.
We’re proud of our organizational work and commitment to POM. Person-centered thinking and practices are at the core of our organization and culture. We’ve worked hard to get where we are to date and are excited about building and growing our POM work in the future.