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| Lynndale, Inc. 2007-2008 Outcome Measurement Report July 2008 Access Objectives Since services are in high demand, Lynndale Inc. established an access objective to minimize time to program entry. As indicated by the time between approval from the Single Point of Entry to Lynndale program entry. The target goal expectancy was 90% with actual results of 100% for this fiscal year. This period covers the time of the single point of entry’s approval, and receipt of all paperwork to program entry to Lynndale. The Regional Office has placed a lot of emphasis on placing participants into the programs at a faster rate than the last fiscal year. As a result, it has greatly reduced the amount of time spent by the Director of Intakes completing numerous follow-ups and requests. Business Objective Lynndale makes it a priority to provide multiple sites for enclave work in the community. A business objective for the organization was to increase or maintain the number of group placement sites. As indicated by the number of contracted worksites in the community. The goal to maintain or increase the 7 sites was not met. We maintained 6 work sites throughout the year. The economy has affected the lodging industry and in turn reduced the need for our housekeeping services. Another business objective for the organization was establishing a new service (Lynndale Faithful Personal Assistance) that will generate income for Lynndale, Inc. to increase financial resources and better serve program participants. Our goal for this year was to generate at least $1,000.00 in revenue. The goal was not met as no funds were generated from the new service. A third business objective for the organization was to increase revenue from the retail furniture showroom from $ 26,856 last year by at least $1,000.00. Our total sales for the fiscal year were $15,953.00.The goal was not met and the decision was made to close the retail furniture store and use the space to serve additional participants. Community Integration Services Many Community Integration program participants enjoy interacting with their peers in the community. An effectiveness objective of the program this year was increase the number of volunteer sites in the community, during the fiscal year. We began the fiscal year with eight sites and maintained eight sites. This measurement is important because our program participants are integrating in the community and increasing their self-esteem, being on the “giving” end of volunteer activities. We would like to maintain this measurement, and improve our active participation at the volunteer sites. A drawback is not having enough staff to staff the activities on an individual basis. The second Effectiveness Measurement is to maintain participation in community activities. This is based on the percentage of individuals who participate in at least one community activity per month. The goal was to have 92% participation in community activities. The result was 95 %( 41 of 43).This measurement is important to continue. Community Integration Program’s Efficiency Measurement was to increase or maintain cost efficient recreational activities available at the center. Our target of 100% of recreational activities available at the center that cost less than $100.00 is met with twenty-four (21) of twenty-four (21) events during that period that cost less than $100. Twenty (20) of the twenty 21 (21) were no cost to Lynndale. This was achieved by using donations of prizes, programs pro bono, and grants to pay for the activities. Financial restraints are a major factor in the type of activities that we are able to offer at Lynndale. We will continue to look for cost effective ways to offer recreational activities at the center by using donations, grants and the generosity of others. A satisfaction/ input objective of the program was that 95% of the program participant would answer yes to the question; do you have a good day when you come to Lynndale? 100% of the program participants said that yes, they do have a good day when they come to Lynndale. All staff agrees that this is an important goal and we will strive to maintain a level of excellence. Another satisfaction/input measure was that 95% the families served would answer yes to the question; does Lynndale provide the support that your family needs? 100% of the families said that we provide the support that their family needs. This exceeds the target goal of 95%. Direct Care Service Providers, Drivers, and the Social Service Technician and Program Manager will continue to provide the best service for our program participants. Community Services Coordination Community Services Coordination serves participants in their homes and in the community. An effectiveness objective of the program was to enable 60% of the people served to have at least 10 hours of recreational time in the community each month. Target goal expectancy was 75%. Actual results were 83%.Of the eighteen (18) who chose to participate in the activities, thirteen (13) participated in at least 10 hours each month. An efficiency objective for the program was to increase number of community resources accessed by program participants. The goal was to access at least seven (7) community resources. The result was that eleven (11) resources were accessed. A satisfaction/input objective for the program was to increase or maintain the percentage of program participants who are satisfied with the quality of their day. As indicated by the percentage of program participants who answer "yes" to Satisfaction Survey question; do you have a good day when you come to Lynndale? The target goal expectancy was 95% .The goal was met with actual results showing that 100% (7of 7) of the persons served answered yes. Another satisfaction/input objective for the program was to increase or maintain the percentage of families who feel that Lynndale provides the support that their family member needs as indicated by The percentage of families who answer "yes" to Satisfaction Survey question # 1;does Lynndale provide the support that your family member needs? The goal was 95% this was achieved. 100% (7 of 7) of the families who responded reported that they received the support that their family needed. Organizational Employment Services Through paid work opportunities, Organizational Employment Services provides training in order for program participants to develop work skills. An effectiveness objective for the program was to increase or maintain the percentage of program participant who meet at least one work objective within one year. The results were 75 %( 30 of 40).The targeted goal expectancy was 65%.The expectancy was low due to the fact that an analysis of the work objectives revealed that the criteria set at the time of goal development were not realistically achievable in one year. Training was provided to assist in the development of objectives that are achievable within twelve months. An efficiency objective for the program was to utilize down time more efficiently by training on job related safety issues. As indicated by every program participant receiving at least one hour of safety training each month. The target goal expectancy was 100% with the actual results of 100 %( 51 of 51). Management will continue to remind and spot check for regular training and ensure that documentation is complete. A satisfaction/input objective for the program was to increase or maintain satisfaction with employment placements. As indicated by the percentage of program participants who answer "yes" to Satisfaction Survey question # 2; are you satisfied with your job placement? The goal was 95% with actual results being 100 %( 51 of 51) for this fiscal year. Another satisfaction/input objective for the program was to increase or maintain the percentage of families who feel that their family member benefits from services. As indicated by the percentage of families who answer "yes" to Satisfaction Survey question # 5; do you think that your family member benefits from Organizational Employment services? The goal was 95%. It was met. 100% (51 of 51) of the families served by the program felt that their family member benefited from Organizational Employment Services. Employee Development Services Employee Development Services provide training to assist program participants in developing or re-establishing skills, functional abilities, personal characteristics, appropriate attitudes and work attitudes. An effectiveness objective for the program was to increase or maintain appropriate responses to situational work questions regarding interactions with supervisors. As indicated by the percentage of program participants who increase their appropriate responses to situational work questions regarding interactions with supervisors. The goal was 87%. There were no participants enrolled in this program during this fiscal year. Therefore, there was nothing to measure. The decision has been made to discontinue offering this service next fiscal year. The employee development needs will be addressed on an individual basis during job development phase of Community Employment. Another effectiveness objective was to increase or maintain appropriate responses to situational work questions regarding interactions with co-workers. As indicated by the percentage of program participants who increase their appropriate responses to situational work questions regarding interactions with co workers. As indicated by the percentage of program participants who increase their appropriate responses to situational work questions regarding interactions with co workers. The goal was 85%. There were no participants enrolled in this program during this fiscal year. Therefore, there was nothing to measure. The decision has been made to discontinue offering this service next fiscal year. The employee development needs will be addressed on an individual basis during job development phase of Community Employment. An input/satisfaction objective of the program was to increase or maintain program participants who feel that they benefited from Employee Development Services. As indicated by the percentage of program participants who answer "yes" to Satisfaction Survey question # 5; do you think that you benefited from Employee Development Services? The goal was 95 %. Therefore, there was nothing to measure. The decision has been made to discontinue offering this service next fiscal year. The employee development needs will be addressed on an individual basis during job development phase of Community Employment. Another input/satisfaction objective of the program was to increase or maintain the percentage of families who feel that their family member benefits from services. As indicated by the percentage of families who answer "yes" to Satisfaction Survey question # 5; do you think that your family member benefits from Employee Development services? The goal was 95%. Therefore, there was nothing to measure. The decision has been made to discontinue offering this service next fiscal year. The employee development needs will be addressed on an individual basis during job development phase of Community Employment. Community Employment Services The Community Employment Services Program serves individuals in the community in both group and individual employment placements. One of the effectiveness objectives was to increase the percentage of program participants in individual placements who maintain employment for at least twelve months. As indicated by the percentage of people working individually who are enrolled in the program for at least one year and maintain employment for at least twelve months. The goal was 93%. The actual result was 89% (31 of 35).The following is a list of actual reasons program participants either quit or were terminated from their jobs: offensive behavior patterns, failure to meet employer expectations due to limitations, learned poor work ethics, lack of interest in particular aspects of the job, inability to process multiple step directions quickly, conflicts with coworkers and the perceived threat of loosing Social Security benefits due to working. We will continue to discuss these barriers to maintaining employment with program participants and discourage them from quitting jobs without careful consideration. We will also encourage good work habits that will increase their likelihood of maintaining employment. Another effectiveness objective for the program was to increase the percentage of group placement program participants who receive a pay increase as indicated by the percentage who receives a performance evaluation resulting in a pay increase. The goal was 50%. The result was 46 %( 21 of 46). An efficiency objective for the program was to minimize the time taken to become employed in an individual placement in the community to 45 days. As indicated by the amount of time taken for each program participant to become employed. The goal of 75% was not achieved. The actual result was 40 % (6 of 15). Due to necessary budget cuts, the job procurement specialist position was eliminated. Each Job coach now performs their own job procurement for their caseload as well as those who are coming to employment from other programs and are assigned to them on a rotational basis. At this time, the majority of job placements are not occurring within 45 days. Consideration is being given to reducing the caseload of one job coach to enable her to provide more time for job procurement. Another efficiency objective was to increase the number of program participants who meet at least one objective on their ISP as indicated by the number of program participants who meet at least one objective during the measurement period. The goal was only 40% due to the same issue with criteria that were not achievable within twelve months that was previously used. The result was 85 %( 39 of 46) An input/satisfaction objective for both the group and individual placement program participants was to increase or maintain satisfaction with employment placements. As indicated by the percentage of program participants who answer "yes" to Satisfaction Survey question # 2; are you satisfied with your job placement? The goal was 95%.Of the 64-group placement, 100% program participants answered yes. Of the 34 individual placements that responded, 97 %( 33 of 34) answered yes. Another input/satisfaction objective of the program for both groups was to increase or maintain the percentage of families who feel that their family member benefits from Community Employment Services. As indicated by the percentage of families who answer "yes" to Satisfaction Survey question # 5; do you think that your family member benefits from Community Employment services? The goal was 95 %.Of the 64 group families that responded 100% said yes. Of the 28 families that responded, twenty seven (27) said yes. Other Stakeholder Input and Satisfaction Other than program participants and families, Lynndale attempted to gather input and satisfaction from our employers, discharged program participants, retail customers, our primary funding source and our contracted support coordination agency. Our primary funding source and support coordination agency were asked to respond to the question; are you satisfied with the services provided by Lynndale, Inc. Our goal was that both of them, 100%, would answer yes. Our regional office responded, yes. The support coordination agency after multiple attempt to solicit input, did not respond. The discharged program participants were asked if they thought that they benefited from Lynndale services. Our goal was that 90% would answer yes. The actual results were 100% (2 of 2). Lynndale contracts with local hotels to provide enclave work sites in the community. The contracted hotels were surveyed and asked if they were satisfied with the services provided by Lynndale. The goal of 95% was exceeded with results that indicated that 100% (6of 6) of the employers answered yes. Lynndale also contracts with companies through Organizational Employment Services to provide center based work for our program participants. Our goal was 95% would answer yes. The result was that 100 %( 2 of 2) answered yes. Our individual placement employers were also surveyed and asked if they were satisfied with the services provided by Lynndale. The goal of 95 % was exceeded when 100 % (26 of the 26 employers who responded answered yes. We give each greenhouse, retail furniture store and furniture-refinishing customer a survey to complete. We asked them if they were satisfied with the product or services that they purchased form Lynndale. Unfortunately, only 8 responses were received during the measurement period. The goal was 95% was not met when 88% (7 of 8) indicated that they were satisfied with the product or services that they purchased form Lynndale. Each year, we survey all staff and ask them to rate the resources and information that they are given to do their jobs. Our goal was that 80% would rate the resources and information as “excellent”. The result was 82% (40 of 49) Supplemental Objective Lynndale makes safety a high priority. Another objective for the organization was to maintain or decrease the number of accidents or injuries. Our goal was that the number of accidents or injuries would stay at or below 75 for the fiscal year. The goal was met with 63 accidents or injuries occurring during the fiscal year.
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