Self-Determination Basics for Self-Directed Employers

Self-Determination Basics for Self-Directed Employers 

One of the most challenging steps to implementing the Self-Determination option for individuals is to directly hire and manage their support services. Training and education for the employer and employee roles within a Self-Determined arrangement are necessary and important to successfully offer this option. The material in this course is based on the work of The Center for Self-Determination and provides a foundation of learning tools for individuals who want to self-direct their supports and services, as well as for those who work within a self-directed arrangement. The course sections cover the meaning and essential tools of Self-Determination, understanding the role of the employer in a self-directed arrangement, understanding the funding requirements, recruiting employees to find the “right fit,” and understanding the role of a Fiscal Management Agency. You will be provided with both foundational and practical tools for the role of the Employer within a self-directed arrangement. This course can be used by individuals who choose to self-direct their supports and services and those that provide supports and services to them, including but not limited to families, friends, advocates, organizations, paid and unpaid caregivers or staff. In addition to written content, the course utilizes audio, visual and interactive learning tools for maximum learning potential that is fun as well as informational.


Hours: 2.00


Certificates provided by accrediting body (0 Match)

Course Details

Hours: 2
Type: Online Course
Content Expiration Date: 10/31/2020
Learning Objectives:
Explain the meaning of Self-Determination.
Describe the role of an employer within a self-directed arrangement.
Explain the role of a fiscal management agency within a self-directed arrangement.

Section 1: Introduction A. Course Contributors B. About This Course C. Learning Objectives Section 2: The Meaning of Self-Determination A. History of The Movement (Video) B. What Self-Determination Means To Me (Video) C. Its Principles D. Freedom E. Support F. Authority G. Responsibility H. Confirmation I. Request Interactive Exercise J. Its Purpose, Investing in The Lives of Individuals K. Ensuring One’s Civil Rights L. Prove You Are The Expert on Self-Determination M. Section Summary Section 3: Essential Tools of Self-Determination A. Ray’s Story: From Institutions To A Home Of My Own (Video) B. Person Centered Planning C. Personal Individual Budgets Based on Self-Determination D. Direct Hire Support Options E. Fiscal Management F. Request Interactive Exercise G. Real Life Quality Outcomes H. Health and Safety I. A Place of One’s Own J. Community Membership K. Relationships L. Economic Security M. The Production of Income N. Control Over Issues of Transportation O. Setting an Emergency Backup Plan P. Multiple Choice Vignette Q. Section Summary Section 4: Understanding the Funding Requirements A. Responsible Use of Public Dollars B. Balancing Entitlements and Medical Needs with Desired Supports C. Staying Within Budget D. Natural and Community Supports E. The Responsibility Factor F. Section Summary Section 5: The Role of the Fiscal Management Agency A. Fiscal Management Agency B. Functions and Responsibilities C. Personal Touch D. Location and Access E. Individual Budget Allocation That is Conflict of Interest Free F. The Supportive Role of the Fiscal management Agency G. Section Summary Section 6: Recruiting & Hiring Employees A. Story: Staff Not To Hire B. Finding the Right Fit C. Preparing For The Face To Face Interview D. References E. Making The Job Offer F. Learning From Ben’s Mistake (Video) G. Getting Ready To Hire Your Employee H. Written Job Duties and Agreements I. Setting Up The Employee File J. Interactive Exercise K. Summary Section 7: Orientation and Ongoing Supervision A. New Hire and Ongoing Training B. Taxes C. Workers’ Compensation D. Labor Laws E. Employer or Independent Contractor? F. Time Sheets G. Overtime Guidelines H. Employee Pay I. Resolving Employee Performance Issues J. Evaluation Section 8: Conclusion A. Summary B. References

Instructor: Elaine Taverna, LBSW
Elaine Taverna, LBSW is the writer of this course. Mrs. Taverna is a graduate of Eastern Michigan University and is the Director of Long Term Care and Business Development at Community Living Service, Inc. (CLS), a nonprofit organization based in Wayne County Michigan. For the past 15 years, Mrs. Taverna has led system transformation projects from traditional supportive models to person-centered, self-determination service models for people served within the community mental health and long-term care systems. More recently, she has been working within health services across the public and private sectors to transform organizations from fragmented, fee-for-service models to managed and integrated care models. Mrs. Taverna has over 25 years of experience working in the human services field in the areas of long-term care, developmental disabilities, mental health, and substance abuse. She is a trainer and educator and has presented both statewide and at national conferences. Disclosure: Elaine Taverna, LBSW has declared that no conflict of interest, Relevant Financial Relationship or Relevant Non-Financial Relationship exists.
Expert Reviewer: Thomas Nerney, M.A
Thomas (Tom) Nerney, M.A is the content expert for this course. Tom Nerney is a nationally recognized researcher, writer, and trainer in the areas of special education, developmental disabilities, mental health and health and human services public policy. Mr. Nerney has over 43 years of experience in the field of disabilities and long-term care and has been Executive Director of The Center for Self-Determination since 2000. He has a Master’s degree in Community Development, a graduate fellowship in philosophy at Trinity College, a certificate in ethics from Georgetown University, and both a Kennedy Fellowship in Public Policy and a Mary Switzer Distinguished Fellowship at the Institute on Rehabilitation Research and Rehabilitation. Disclosure: Thomas Nerney, M.A has declared that no conflict of interest, Relevant Financial Relationship or Relevant Non-Financial Relationship exists.
Target Audience:
The target audience for this course is: Entry level General Staff.
Relias will be transparent in disclosing if any commercial support, sponsorship or co-providership is present prior to the learner completing the course.
Course Delivery Method and Format
Asynchronous/Online Distance Learning; please see certificate details for specifics on delivery format.
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All characteristics and organizations referenced in the following training are fictional. Any resemblance to any actual organizations or persons living or dead, is purely coincidental.
To earn continuing education credit for this course you must achieve a passing score of 80% on the post-test and complete the course evaluation.
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