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MAX has always relied on the dedication of members to work together on accomplishing the goals and
objectives of the association.
MAX is increasingly being recognized for effectiveness in identifying
issues, developing plans of action and completing projects that promote the mission of the association. Although comprised of a diverse group
of organizations MAX has been successful because of shared core values that
keep us working towards common goals or in tackling projects that other would be fearful or hesitant to touch. This is due to the talent, resourcefulness, energy and trust that we recognize within
each other. MAX has
filed for federal tax exemption as a 501(c)(3) and
we should have exempt status by September 2005. This will allow MAX to directly pursue
grant activities on behalf of membership.
MAX members served on various committees over the
past year as we continue to develop relationships with the
Montgomery County Office of MH/MR/D&A, Workforce Investment Board, CareerLink, Montgomery
County Community College
and the Montgomery County
Collaborative. The monthly MH and MR committee meetings have hosted
interesting and informative speakers on relevant topics for members.
Committee reports follow or are included in this report.
For a second year, MAX’s Quality Management training subcommittee worked
with six agencies on defining a problem or area of improvement within their
organization that required attention. Small groups were identified by each
agency and these individuals participated in
a five part training program, which taught them
several techniques that could be useful when bringing about change in
organizations. The agencies involved
presented to MAX membership on the issues
and strategies they used to improve
operations or service delivery within their
organization. Agencies were able to learn from each other
and to consider various processes of problem solving that resulted in
beneficial outcomes.
MAX’s Legislative Committee
hosted two functions this year, which are detailed in legislative
committee summary in this report. It was a personally rewarding for me to
work the Voter’s Education and Registration campaign this
year. When you give people the tools or
knowledge to feel comfortable in going behind the curtain into a voting booth and actually learn how to operate the voting machines, this becomes empowering to the individuals who now understands that this is a way for their voice to be heard. It was obvious that people had a strong feeling
about whom they wanted to elect into office. MAX’s
goal of demystifying the voting process and providing basic voting
information was accomplished for 160 consumers and their support staff this fall. The League of
Women Voters stationed representatives at each location to assist
individuals complete the registration forms when needed. The League was instrumental in the planning and implementation of this successful campaign. The power
of change is in the hands of active and politically aware voters.
In April, 2005 the MAX legislative committee in conjunction with the Montgomery County Office of MH/MR/D&A held an education and
advocacy session for elected officials in Montgomery County. Innovative Services – Uncertain Futures demonstrated
our pride in being a provider of services in Montgomery County yet apprehensive about dwindling resources and the affect this has on the lives of the vulnerable people we support and the dedicated personnel that rely on us for employment. Eleven elected
officials (i.e. commissioners, state representative and senators) or their legislative assistants attended this event and participated in the discussion regarding the proposed
state budget and the overhaul of the Medical Assistance system.
MAX continued to receive
funds this year from Montgomery County Office of MH/MR earmarked for Recruitment and Retention activities. MAX also submitted a proposal to the Montgomery County Economic and Workforce Development and secured
$9,750 of funding support for the MAX
Recruiter stationed at CareerLink. MAX has been
able to assist members in the following area through Recruitment and Retention
projects:
v The enhancement of the MAX web based training calendar
for members to register vacant training opportunities within their organization and open it up to other member agencies. Agencies
are reimbursed through MAX for making these trainings available.
v The development of the Direct Support Professional home page
where DSP’s can register to receive specific MAX
mailings, share information on a Bulletin Board, provide links to other relevant websites, keep informed of MAX activities, an agency event
calendar and a Q&A section hosted by a panel of MAX members. MAX wants to enrich the image, create a sense of pride and offer support for the many DSP’s who have selected a career in the MH/MR/D&A service industry. MAX has assembled a subcommittee of
primarily DSP’s to work on enhancing this site over
the next few months and to promote the benefits of this informational site to other Direct Support Professionals in Montgomery County.
v For a third year, MAX commissioned a Turnover and Vacancy Rate Survey on Direct
Support Professionals for fiscal year 2003-04. Twenty agencies participated
in this survey, which found the overall
weighted vacancy rate is 14% showing little variation over the three years. The weighted
turnover rate was 30% however noted was significantly
longer periods of tenure among those employees staying. We continue to experience difficulty with
employees leaving within the first six months of employment however this rate
has dropped which may suggest that retention strategies identified by
agencies are working.
v MAX committed almost half the funds we received this year toward the goal of developing a qualified workforce through our partnership
with Montgomery County Community College. MAX continued to pay for member agencies to
send staff to the MH/MR Partnership courses held on the campus in Blue Bell. The issuing of $750
agency voucher was designed and offered to members for use towards
the cost of holding MH/MR
Partnership courses at their offices in order to further eliminate barriers that interfered with staff attendance. This was
warmly received by 18 agencies that used these vouchers over the last six months.
v The MAX Recruiter/Employment
Specialist stationed at CareerLink
brings interested employment candidates to members through candidate list
alerts, by attending job fairs, posting of generic job vacancies on the internet and by presenting information on the MH/MR field to individuals considering work in the human service industry. This
year MAX plans on re-structuring this program and is in a position to provide
better project management with the hire of MAX’s Executive Director.
v MAX hosted a Recruitment
and Retention Forum titled Building a Qualified
Workforce for individuals within your organization responsible for
interviewing, hiring and training personnel. This was well received and the attendees will form a new subcommittee in order to collaboratively
address the issues identified in the Employee Satisfaction Survey, which continue to impact service
delivery.
In the fall of 2004, the officers of MAX hosted an agency Leadership
Roundtable in order to gain feedback on the role of this association today and into the future. Overwhelmingly,
members felt that additional business activities should be explored since other collaborative projects show promise or have proven to have
favorable outcomes. In order to move
our agenda ahead MAX needed to dedicate resources towards a paid position of
leadership. Since the by-laws address an Executive Director role, the Board voted to proceed and fill this position. Beth Hiriak started with this association in May and is eager
to take on the challenges that lay ahead.
MAX President
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