Frequently Asked Questions
The FAQs provide guidance and answers to common questions related to how to use this website and its tools to assist your organization. New FAQs will be added as the website evolves.
The FAQs provide guidance and answers to common questions related to how to use this website and its tools to assist your organization. New FAQs will be added as the website evolves.
Getting Started
How can the Employment Supports Transformation website (esta-ny.com) help an organization with its transformation process?
The Employment Supports Transformation website provides tools, resources, training materials, and exercises that target the steps necessary to initiate a process of culture change within an organization — a process that moves the agency toward greater community inclusion and positive employment outcomes for the individuals it serves.
How do you navigate the esta-ny.com website?
It is recommended that you begin by clicking on Navigating the Process tab. The website is structured on a foundation of organizational self-assessment facilitated through a menu of comprehensive self-assessment tools, webinars, articles, videos, and suggested readings and websites. Navigating the Process will help you to explore the available resources and become familiar with the website.
What is the Transformation Trail?
You will find the Transformation Trail under Navigating the Process tab. The Transformation Trail depicts the transformation journey using a series of anticipated landmarks that will be encountered along the way. Because organizational change rarely follows a straightforward process, the trail is portrayed as a winding path to reflect the challenges of transformation. Organizations are reminded to expect unforeseen forks in the road, to make frequent stops for continuous quality improvement (CQI) checks, and to be prepared for hazards or barriers that may slow the journey or require a change of direction. The trail ultimately leads to success with the organization’s goals for culture change and transformation. CQI Stops are important keys to meeting those goals, and you will notice that the landmarks include several points when you are reminded to do a CQI check. You will find the Transformation Trail under Navigating the Process.
Where do I begin the journey?
It’s best to begin organizational self-assessment with an eye towards culture change. Review the resources available under the Culture Change section of the website to explore transformation as organizational culture change.
The ESTAs
What is the Employment Supports Transformation Assessment (the ESTA)?
The Employment Supports Transformation Assessment (ESTA) is a self-assessment tool designed to help organizations identify areas that may have been overlooked or present challenges and barriers in developing a broader, all-inclusive context for initiating and implementing employment supports to individuals receiving services. Organizations and the individuals within them are guided to engage in a process of self-assessment in 9 targeted transformation domains considered to be key elements in a successful transformation. The ESTA is offered in 3 accessible versions available under Assessments and via various hot links throughout the website.
How do I access the Employment Supports Transformation Assessment (ESTA)?
Click on the Assessments tab. You will find information about the Employment Supports Transformation Assessment (ESTA), and recommendations and tips for using each version to enhance and support your transformation process. a description of each. Click on the Areas of Focus tab and there are discussion questions that will support your assessment process in each of the 9 domains. You will also be able to navigate to each version of the ESTA from multiple hot links provided throughout the website.
Why are 3 versions of the Employment Supports Transformation Assessment (ESTA) offered — the ESTA, the Mini ESTA, and the Electronic ESTA?
The 3 ESTA versions were created to offer flexible options for individual organizations. All 3 versions are based upon the 9 Domains considered to be key elements in successful transformation. Organizations and their stakeholders/partners are able to choose the version of the ESTA that works best for them at any given point in the transformation process. Factors to consider in choosing a version of the ESTA include how much time the organization is able to dedicate to the self-assessment at a given point in time, who is considering each of the questions — an individual, leadership, individuals receiving services and their families, the Board, community partners — or a dedicated team of individuals representing all sectors of the organization. For more information, review the descriptions, recommendations, and tips for each version of the ESTA, available under the Assessments tab, as well as discussion questions for each domain, available under the Areas of Focus tab.
What does the ESTA include?
The ESTA is the most comprehensive self-assessment tool of the three versions; it is comprised of 41 questions across 9 domains and designed to be answered using a Likert scale. The Likert responses may be self-scored for each domain; individual domain scores can also be tabulated to obtain an overall score. When the ESTA is completed through a time-intensive team process that incorporates the discussion questions for each domain and includes representatives from all areas of agency operations, organizations will be able to identify with accuracy domain areas of greatest strength as well as those in need of improvement.
What does the Mini-ESTA include?
The Mini ESTA is an abbreviated version of the ESTA, consisting of 20 questions that are answered using a Likert scale. Responses to the Mini ESTA may be self-scored for each domain and individual domain scores can then be tabulated to obtain an overall score. The Mini ESTA offers an ideal opportunity to consider the aspects of transformation in a concise, quick process and begin to understand the implications of the more comprehensive, time-intensive self-assessment and transformation processes. Ideal for sharing with individuals from various areas of the organization — particularly family members, board members, and community partners — the Mini ESTA can be used to encourage all stakeholders to learn about and invest in the transformation process.
What does the Electronic ESTA include?
The Electronic ESTA is a web-based version of the ESTA that may be electronically completed by multiple individuals. The responses to questions are aggregated and the ESTA is auto-scored. A report is generated for each organization summarizing and aggregating the scores of individual respondents to arrive at overall scores for each domain and providing recommendations and links to resources within each domain. NOTE: An individual must complete the entire assessment in one sitting; there is no save and return later function.
What is the recommended process for completing the ESTA?
Organizations will achieve the most accurate results by completing any version of the ESTA as part of a team process. Because true transformation impacts each area of an organization, accessing the perspectives of representatives from each area of the organization, stakeholder groups, and community partners will provide a more comprehensive picture of how transformation is understood and where the organization as a whole stands in the transformation process. Explore resources for conducting an effective group process and recommendations and suggestions for including stakeholders and partners in the self-assessment process under the Resources tab, as well as tips for completing the various versions of the ESTA, under the Assessments tab.
Now that we have completed the ESTA, how do we prioritize moving forward?
The 9 ESTA Domains build upon each other, so that each domain is constructed using the discussions and insights obtained from the prior domains. Because the organization is responsible for driving the change process, it is essential to address the Leadership, Strategic Planning, and Financial Sustainability domains first. Begin with these foundational domains and move forward with a comprehensive strategy across all the domains. Don’t be tempted to focus only on those areas with the lower scores; you will meet your goals most efficiently by paying attention to all of the aspects targeted by the 9 Domains.
ESTA Domains
What are the ESTA Domains?
The Domain Resources, provide thought-provoking discussion questions under each of the 9 domains which are designed to be completed as Group Discussion Exercises. By gathering information from the perspectives of various stakeholders and using the questions to frame solutions and develop action steps, these exercises will add clarity to issues and initiate deeper examinations of the key elements in each domain. Organizational self-assessment when completed as part of a structured group/team process encourages engagement and buy-in from all stakeholders and addresses the concerns and anxieties that result from insufficient information sharing.
What are the most important domains?
All domains are of equal importance for successful transformation. That being said, the Leadership, Strategic Planning, and Financial Sustainability domains are the foundational building blocks for transformative change. Organizational leadership should consider them priority areas of focus.
What will be assessed and what will we learn in the Leadership domain?
Effective leadership drives transformation. The Leadership Domain assesses the effectiveness of the agency leadership’s processes for understanding, communicating, and implementing the changes necessary for successful culture change and transformation. This domain will help in gaining a better understanding of Leadership’s role in transforming services to community-based models that offer opportunities for integrated competitive employment:
- Understanding of and responsibility for agency culture change
- Identifying and implementing necessary policy changes
- Implementing two-way communication processes
What will be assessed and what will we learn in the Strategic Planning domain?
Strategic Planning is critical for guiding the direction of the organization and the attainment of transformation goals. Comprehensive, agency-wide strategic planning is essential to the development of a cohesive approach. Effective planning results in the development of a road map (i.e. Strategic Plan) that identifies the goals and objectives needed to achieve success. This domain focuses gaining an understanding of the importance of comprehensive, inclusive, organization-wide strategic planning to realize the goals of the transformation process. Effective implementation of these objectives leads to a Strategic Plan that has been vetted by the agency’s Board of Directors:
- Understanding the impact of transformative change on all aspects of the organization
- Recognizing the importance of incorporating multiple stakeholders in the Strategic Planning process
- Understanding the need for objectives, time frames and a CQI process to monitor and manage progress against the Strategic Plan
What will be assessed and what will we learn in the Financial Sustainability domain?
The Financial Sustainability domain assesses the steps the agency has taken to evaluate the “current state” of agency operations and projecting a “future state” based on the financial implications of the changes noted in the Strategic Plan. This fiscal analysis leads to a determination of the likelihood of the fiscal viability of projected plans. This domain will help in gaining a comprehensive understanding of the steps necessary to complete the assessment of the organization’s current financial status and the fiscal viability of the changes planned through the transformation:
- Understanding and conducting an assessment of the organization’s current financial state
- Recognizing all external factors to include in financial projections for business models
- What is included in fiscal modeling to align costs/revenues with strategic plan objectives
What will be assessed and what will we learn in the Strategic Partnerships domain?
Strategic Partnerships are vital in bringing the strategic planning process in alignment with local and regional economic needs. These partnerships must be mutually beneficial and may go beyond the scope of the agency’s current relationships in order to broaden business and social opportunities. This domain focuses on the development of a better understanding of effective approaches for developing new partnerships and enhancing existing partnerships and the external factors to pay attention to:
- Understanding the local economic environment and labor market
- Involvement of the business community and establishing mutually beneficial relationships
What will be assessed and what will we learn in the Corporate Structure domain?
Transformation may result in an organization considering changes to its corporate structure (e.g., the establishment of a for-profit business entity). The Corporate Structure domain assesses how well the agency has been able to define the steps it must take to determine a corporate structure that optimizes its position for successful transformation of employment supports to integrated, community- based, competitive opportunities. This domain focuses on the development of a better understanding of steps to be taken when an agency is considering if any changes are needed or are planned to be made to its corporate structure:
- Understanding the relationship of a “mission-driven” philosophy to the corporate structure.
- Understanding the various types of corporate structures and the purposes
- The importance of understanding both the legal and financial basis for the structure
What will be assessed and what will we learn in the Continuous Quality Improvement (CQI) domain?
Continuous Quality Improvement (CQI) processes are critical for an organization to ensure the most effective, high quality services and operations. The CQI domain assesses the agency’s implementation of a CQI process to support strategic planning and measure the transformation of services to integrated, community-based employment opportunities. The CQI process builds upon Quality Assurance models by focusing on the broader organizational and systems changes that lead to successful transformation. This domain focuses on the development of a better understanding of effective approaches for developing CQI processes at the organizational, program and individual levels:
- Understanding CQI processes in relation to monitoring and managing the Strategic Plan and Business Plans
- The importance of establishing timelines, metrics, and measures to assess progress, identify areas for improvement and to make modifications as necessary
- Building from the agency Quality Assurance process in the implementation of person-centered planning with a process for regular individualized service plan reviews, and development of measurable outcomes
What will be assessed and what will we learn in the Strategies for Community Inclusion domain?
The Strategies for Community Inclusion domain assesses the agency’s established partnerships with community organizations that support inclusion. Such provider and community partnerships may include Independent Living Centers, peer and family mentors, faith-based organizations, public facilities, advocacy and self-advocacy groups, health and fitness options, transportation and many other organizations and opportunities in the community. This domain focuses on the development of a better understanding of the importance of person-centered planning that
is comprehensive and addresses all areas of a person’s life:
is comprehensive and addresses all areas of a person’s life:
- Establishing networks with a wide range of community resources
- Knowledge of, and access to, comprehensive networks of resources, with collaboration and communication among MSCs, circles of support, other service providers and community partners.
What will be assessed and what will we learn in the Workforce Preparation and Human Resources domain?
The Workforce Preparation and Human Resources domain assesses the agency’s understanding of the role of Human Resources Leadership in transformation and the agency’s staff understanding of, participation in, and commitment to, the transformation of employment supports to integrated, community-based employment opportunities. This domain focuses on the important role of Human Resources in workforce development and the adequate preparation of staff to obtain the knowledge and competencies necessary in the transformed system, as well as in Human Resources policy development to support new models:
- Understanding staff competencies, including skills in providing employment supports in community-based integrated and competitive job settings and identify training needs
- Ensuring that staff understand and support the transformation culture by developing policies and training/communication protocols as necessary
What will be assessed and what will we learn in the Individual and Family Collaboration domain?
The Individual and Family Collaboration domain assesses the success of the agency’s efforts in engaging and collaborating with individuals and family members around the transformation to integrated, community-based employment opportunities. This domain focuses on gaining a better understanding of developing effective approaches that ensure the meaningful participation of individuals and families in the transformation process: models:
- Clarifying communications processes and protocols to ensure the sharing of accurate, timely information
- Understanding the value of Peer Mentors to support individuals through the transformation
- Effective individualized assessment and service plan development processes to ensure smooth transition in support of the individual’s goals
The Workplan
How do we complete a workplan that prioritizes the key areas?
A Sample Workplan with instructions is provided under the Resources Tab. These instructions will ask you to identify measurable goals, timeframes, objectives, and individuals responsible for completing each task. This framework will guide your steps in the transformation process.
What is a Continuous Improvement Process (CQI) as related to the Transformation Trail and transformation?
As each action step is taken, the Continuous Quality Improvement (CQI) team reviews and assesses, asking “Is there a way we could have done this better? What are the opportunities to improve as we move to the next step?” When a CQI process guides the journey, the integrity and efficiency of comprehensive transformation is evaluated and fine-tuned repeatedly as a matter of course, supporting effective implementation of the organization’s goals.
How can CQI be incorporated into the Workplan?
The Workplan defines measurable goals, objectives, metrics and timeframes. A CQI process is incorporated into the management of the Workplan by building in specific mechanisms that require regular and routine reviews of each area so that progress in meeting objectives and timelines is continuously assessed. An effective CQI process also includes mechanisms to “course correct” and make improvements in those areas that are not meeting expectations.