| Understanding IPS Fidelity:
Organization # 8:
Executive Support for Supported Employment
Rationale: The purpose of this item is to ensure that the IPS implementation is not delegated to the IPS (employment) team. Implementation research studies have demonstrated that agency leadership is critical for successful implementation of the evidence-based practice.
When the supported employment program is not part of the mental health agency, some components of this item refer to both the agency where the IPS program is located (MaineHealth Vocational Services) and the mental health agency (CES host agencies), while other components refer only to the agency where the IPS supported employment program is located.
This indicator is scored 1-5 based on how many of the bulleted components (below) are in place at the time of an IPS Review. Below you will find each component of Organization #8, what IPS Reviewers look for (in red), and a helpful digital tool(s) to guide you toward success.
- Executive Director and Clinical Director demonstrate knowledge regarding the principles of supported employment.
Executive directors at both agencies should demonstrate basic understanding of IPS in order for reviewers to give credit for this component.
IPS Practice and Principles
- Agency QA process includes explicit review of the SE program, or components of the program, at least every 6 months through the use of the Fidelity Scale, or until achieving high fidelity and at least yearly thereafter. Agency QA process uses the results of the fidelity assessment to improve implementation and sustainability.
Reviewers learn about the quality assurance process at both agencies.
Fidelity Scale
- At least one member of the executive team actively participates at leadership team meetings (IPS steering committee meetings) that occur at least every six months for high fidelity programs and at least quarterly for programs that have not yet achieved high fidelity. The committee develops written action plans aimed at developing or sustaining high fidelity services.
At least one administrator from each agency participates in the leadership meetings (IPS steering committee meetings) to receive credit for this component.
Steering Committee Description,
Sample Action Plan
and
2022 Fidelity Review Manual
- The agency CEO/Executive Director communicates how IPS services support the mission of the agency and articulates clear and specific goals for IPS competitive employment to all agency staff during the first six months and at least annually. This item is not delegated to another administrator.
Both directors express their support for competitive employment and IPS employment services to receive credit.
Making the Case for IPS
- IPS program leaders share information about evidence-based practice barriers and facilitators with the executive team (including the CEO) at least twice each year. The executive team helps the program leader identify and implement solutions to barriers.
This component applies to the agency that employs the IPS staff.
IPS Quarterly data collection
IPS is an evidence-based practice. As such, IPS Reviewers assess implementation of this fidelity item through sources such as interviews with agency staff at all levels.
Reflection questions for executive leaders:
- Have there been opportunities for you to speak with your agency staff about IPS supported employment? How often?
- Is fidelity part of your quality assurance process? Are client outcomes reviewed?
- Do executives ever speak directly with the IPS Supervisor about outcomes? Program barriers?
- Do you know enough to explain the IPS program to others? How is it different than other employment programs?
- Do you share your goals for competitive employment with your staff?
- Do you think that employment is a critical component of services provided at your agency?
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