Good morning all,
The A-Team (Including a Mr T) is a group of four support workers who provide community access, personal development, and all the those things needed to give there one client a meaningful and inclusive life. They are employed by a local non government service provider here in central qld Oz, but were hand picked by my wife Frances and me, as the client is our daughter Amanda.
With the service provider's consent and support, we have made the A-Team self managing. This is a pilot and as a consequence the team has:
1.. selected a team leader from its members
2.. has the authority and responsibility - within broad policy directions - to develop, deliver and assess programmes and activities that give Amanda the life style and personal development that best meet her needs and preferences.
3.. Is accountable to the service provider.
We introduced the pilot less than two weeks ago and , there is much enthusiasm in the team. Changes and improvements have been made already, and I expect it to get better. As this team is very loyal to Amanda and has a superb culture and value base, I would not have expected anything less! However to develop the project we need to give the team through training and by encouraging them to think about, and develop the issues, policy and process, so we get a model that is shaped around this team, but can also be introduced elsewhere in not too dissimilar situations.
The challenge is now for the team to define the model, and document what makes it work. I am sure that self management of small teams is not unique. I do not believe in re-inventing the wheel, and so would dearly love some assistance and advice from people who have been down this path before:
a.. case studies/experiences with selfmanagement, including brief analysis of why it did or did not work
b.. Policy and process
c.. relevant training material
d.. job descriptions and selection criteria for co-ordinators, team leaders and support staff.
e.. anything else that may seem relevant.
many thanks, rgds John
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