Creating Social Program
HSM240 Week Nine
10/14/2012

|

Introduction
Human services is more than just helping people, it is a network of values, structure, leadership, and planning. Beyond is an organization that will provide support services to adults with disabilities. This organization will establish itself as a leading resource to better help aid disabled Americans. In order to complete exception services, the for-profit organization will build on its profits to establish new and creative opportunities in rehabilitation, employment, and job trainings. The organization will establish a foundation by developing a mission, value statement, and purpose. A team of ethical leaders will establish a mission statement, code of ethics, and leadership in the community.

Description
The target population Beyond will provide services for are adults with disabilities. The minimum age to be a client with the organization is 21 years of age. In addition, clients must provide a professional medical documentation stating their disabilities in order to become a client of the organization. Client’s disabilities will range from individuals that utilize wheelchairs to adults with personality disorders. Employees will be certified and trained to supervise adults with disabilities in employment opportunities and rehabilitation services. Rehabilitation services will act as a foundation to develop the skills necessary to function in the community and employment. Employment will be provided through highest contracts with community organizations with a standing reputation. The organization will be responsibility for locating new employment and development opportunities for the adults that are transitioning from rehabilitation services.
Clients will require funding to take part in the rehabilitation and habilitation services with the organization. This funding will help fund the services they are receiving. Clients can receive private funding from Medicaid in order to receive services (Chambers & Wedel, 2005). The organization will operate as a for-profit organization. This will help us be able to perform with competitors and position the organization in a more secure financial position. The organization will operate as a trusted human service organization that follows all ethical guidelines economically, socially, and politically (Kettner, 2002).
The organization will operate as a third party in ensuring adults with disabilities locate and gain employment experience in the community. It is the responsibility of the organization to provide trainings for skill building for employment services. These trainings will help build important skills for employment. The organization will have specialist in rehabilitation and habilitation services. In addition, the organization will protect the rights of the clients. People with more severe disabilities cannot normally defend for themselves. This results in a number of human rights violations and exploitation of people with disabilities. The organization will provide advocacy trainings and human rights seminars for the clients to ensure the clients are aware of their rights.

Mission and Values
The mission is to establish Beyond as a leading resource for adults with disabilities in employment, rehabilitation, habilitation, development, and support services by providing exceptional and honest services to aid adults with disabilities in the community and daily living.

The mission statement not only tells clients about our services, but also let them know that the organization is a leading resource for opportunities and support for adults with disabilities. Clients will come from all over the community to see what the organization have to offer. In addition, clients will be able to know we strive for exceptional services with honesty to adults with disabilities. The mission statement supports all aspects of the ethical system. It is inspiring and acts as guidance to the organization (Manning, 2003).
The community will be able to know what to aspect from the organization and the type of services we provide. Adding the term “community” into the mission statement help clients understand that we value the community involvement and criticism. The increase in America’s disabled population can create major trends in this country. The needs are growing, but the funds are not moving with the needs of people. If we realize that people with disabilities are citizens in this country, we can start moving toward more community-based support and treatment for the disabled.

The organization core values are:
•Make ethical decisions and business strategies to better support clients.
•Create an environment of honesty and integrity amongst clients and employees.
•Support clients with exceptional services in rehabilitation and employment development in all areas of the organization.
•Advocate for the rights and justice for people with disabilities.
•Build a strong community-based organization by integrating clients with everyday activities to ensure clients become an active part of the community.
•Implement new and creative ideas to enhance the quality of life and the development of the organization strategic plan.
•Honoring clients and with dignity and respect.
•Establish the organization as a leading resource for people with disabilities.
•Encourage and establish partnerships with other organizations that support the clients and the mission of the organization.
It is imperative to ensure the clients that the organization serves are satisfied. The organization has to take in annual feedback and surveys to establish a foundation of trust between workers and clients. In addition, employees of the organization must be influenced and inspired to be a part of an organization that goes beyond to support the client’s needs.
Leading the World in human services organization is the key to making the organization available to as many clients as possible. Helping people with disabilities to overcome employment obstacles due to their disabilities is the main objective. The values establish everything that is stated in the mission statement. That is to lead in services and supporting clients. Furthermore, the level of services must meet all clients’ needs and develop clients for the community and future of employment opportunities. Last, the reputation of the clients and the organization is imperative to remain positive in society. Clients must be treated with dignity and respect within the organization.

Benefits and Service Delivery
According to Chamber & Wedel (2005), Client-Centered Management and “Inverted Hierarchy” Service-Delivery Systems will deliver better social services precisely for the clients. To avoid the struggle of power amongst the management, this delivery method will help Beyond focus directly on clients. The programs will be more person-centered planning versus the survival of the organization.
Beyond have many eligibility rules for the clients when it comes to services that are offered. In general, Beyond will provide resources to adults with disabilities. Having documented disability is the first criteria and eligibility rule of receiving benefits. In addition, depending on your disability will determine what benefits you may qualify. Some disabilities may be mild to severe and require additional training and habilitation before reaching employment status at Beyond. If clients are placed in habilitation centers, they must require funding from private givers such as Medicaid. In addition, they may require out-of-pocket funding. Funding may be local government or Federal Medicaid. The mean test is used to determine how much funding an individual receive for the services (Chambers & Wedel, 2005). Administrative discretion is used during the intake process and 60-day assessments at Beyond. Clients must be able to utilize and take part in the resources offer without interfering with the safety and operation of the programs. Administrators have this ability to determine who receive what benefits through proper justifications and documentation. In addition, professionals are required to evaluate the clients to determine if they can successfully complete the 60-day assessment. These professionals are therapist, counselors, social workers, or behavior specialist that works with clients and are certified according to legislative.

Adults with disabilities face much social and physical discrimination in community settings. The design of the program is to prevent discrimination and integrate clients into community environment with employment and habilitation opportunities.

I. Program Theory i. People with disabilities are often not employed because of lack of training for specific careers. Employers expect people with disabilities to be able to complete responsibilities with and without accommodations. II. Program Design ii. Providing job training for specific skills and careers 1. Teaching to perform duties with and without accommodations 2. Train clients on job responsibilities and duties iii. Provide employment assessments 3. Give clients opportunities to complete assessments or probation periods to ensure quality work performance iv. Train employers on sensitivity to people with disabilities 4. Conduct seminars and meetings with employers seeking to hire clients 5. Conduct quality assurance with employers to ensure clients rights are protected III. Program Specifications v. Resources and training tools will include 6. Adaptive equipment 7. Videos and live demonstrations 8. Hands-on experience with employers (career choice) 9. Volunteers and internships from professionals in related career field 10. Therapy and rehabilitation for more intensive care vi. Monthly evaluation and review 11. Meetings with team of professionals and clients to review goals and objectives 12. Scheduling assessments with employers for opportunity to have hands-on experience 13. Written documentation regarding progress with goals vii. Employment follow-up 14. Follow-up with clients to ensure progression is made in new employment and careers 15. Reschedule clients for additional training to enhance and maintain skills

The organization overall theory is to enhance the skills of people with disabilities to obtain employment and careers. If the program is able to provide training and resources to enhance these skills, people with disabilities will have better chances of employment. The organization wants to encourage employers to hire people with disabilities and provide the level of recommended accommodation needed to perform that job duty. Employers should not worry about rather a person with disabilities will be able to perform their job duties. The organizations goal is to get clients to a state of performing specific job responsibilities.

Financing and Budget
The organization must have a detailed budget in place to ensure the funds being received are used accordingly as assigned by the donor and funder. If the budget is missing information, spending the money could lead to unethical behavior in the organization (Manning, 2003). This may result in the funds being returned to the original giver. The budget will include both operating and personnel cost. This includes the employees’ salaries and benefits that it will require to employ workers in the program. The number of clients for this program will be 1,000 for the first year. In the second year, the number of Clients will double to 2,000 students. A budget will require projecting the second year of the number of clients.

Below is the operating expense that will be needed to operate the program. The program will allocate the money in two different ways, 60% to basic skills department and 40% to vocational department. The entire program will have 1,000 eligible clients for participation.

Operating Expenses: | Per Year | Rent | $125,000 | Utilities | $100,000 | Office supplies | $25,000 | Equipment/lease | $50,000 | Transportation and travel | $100,000 | Outside consultants | $100,000 | Overhead costs | $100,000 |

Personnel expenses: | Annual Salary | Number of FTEs | Executive director | $100,000 | 1 | Training supervisor | $80,000 | 1 | Trainers | $50,000 | 10 | Administrative coordinator | $45,000 | 1 | Administrative staff | $25,000 | 3 | Employee-related benefit expenses @ 25% | $200,000 | |

Line Item Budget | Basic skills Program | Vocational Program | Indirect and overhead cost | Total functional budget | Operating Expense: | | | | | Rent | $75,000 | $50,000 | | | Utilities | $60,000 | $40,000 | | | Office Supplies | $15,000 | $10,000 | | | Equipment/Lease | $30,000 | $20,000 | | | Transportation/Travel | $60,000 | $40,000 | | | Outside Consultant | $60,000 | $40,000 | | | Overhead Cost | $60,000 | $40,000 | | | Personnel Expense: | | | | Executive Director | N/A | N/A | $100,000 | | Training Supervisor | N/A | N/A | $80,000 | | Trainers x10 | $300,000 | $200,000 | | | Administrative Coordinators | $27,000 | $18,000 | | | Administrative Staff x3 | $45,000 | $30,000 | | | Total Wages and Salaries | $372,000 | $248,000 | $180,000 | | Employees related benefits @ 25%Excluding Executive and Supervisor = $155,000 | $93,000 | $62,000 | | | Executive director and supervisor Employee related benefits | | | $45,000 | | Total Budget for Year 1: | $825,000 | $550,000 | $225,000 | $1,600,000 | Total Budget for Year 2:50% increase | $1,237,500 | $825,000 | | |

| Basic Skills Program | Vocational Program | Indirect and overhead cost | Total functional budget | Total Cost of Program Year 1: | $825,000 | $550,000 | $225,000 | $1,600,000 | First Year Total cost per students:1,000 Clients | $825.00 | $550.00 | $225 | $1,600 | Total Cost of Program Year 2: | $1,237,500 | $825,000 | | | Second Year Total cost per Client:2,000 Clients | $618.75 | $412.50 | | |

Employees and Evaluation Beyond is committed to the satisfaction of the clients. An ethics committee will be in place to put whistle blowing on unethical behaviors. Employees will be hired based on qualifications and trainings. These trainings and development will be paid for by the organization. Employees are to follow the missions, values, and objectives of the organization. Yearly evaluations will be conducted to ensure employees are meeting the qualifications of continuing employment and development. Clients and employee satisfaction surveys will evaluate the programs. In addition, routine audits will be conducted on the budget and ethics of the organization to ensure quality services are delivered. The board of directors will take part in assigning key figures within the organization by completing an ethics audit of questions to help guide with the process. The structure of the organization will be divided amongst different departments to ensure no one person holds absolute power. Manning (2003), list four important factors to the functional structure.
•The Division and Distribution of Authority
•The Division and Distribution of Work
•Formal Lines of Communication
•Decision Processes

All of these factors help shape the organization and the standard operations. It is important to know that no missing links can be within the level of authority, work, communication, and decision process. Beyond is encouraged formal communication of e-mails and documentation. These written communications is essential to the daily operation and evaluation process of the organization. Decisions will be made by those who are skilled and knowledge in a specific area to open the floor for development and employee independence. In addition, teams will take on self-projects that will be measured on its ethics, empowerment, and creativity. Each project will help shape the organization.
Human services have many underlying messages that each organization addresses differently. The missions and values statements are the core of the organization and its employees. It guides individuals to make ethical decisions and follow a code of ethics. When these codes of ethics are violated, the board of directors must have a plan in place to oversee these problems. These problems can be addressed through organizational planning and structure.

Reference Page:

Chambers, D. E., & Wedel, K. R. (2005). Social policy and social programs: A method for the practical public policy analyst (4th ed.). Boston, MA: Allyn & Bacon.
Kettner, P. (2002). Achieving excellence in the management of human service organizations. Boston, MA: Allyn and Bacon.
Manning, S. S. (2003). Ethical leadership in human services. Boston, MA: Allyn and Bacon.