Welcome to TRI-MED Consumer Directed Personal Assistance Program (CDPAP). The Consumer Directed Personal Assistance Program is a Medicaid funded home care program in the New York State. The program allows people with disabilities and/or personal care needs to have more control over their personal assistance services.
TRI-MED “CDPAP” enables individuals who are independent and non-independent to, self-directing home care service consumers to directly affect their quality and continuity of home care services. The self-directed consumer is responsible for the recruiting, interviewing, hiring, training, scheduling, supervising and terminating Personal Assistant(s) of their choice.
TRI-MED is readily available to assist you in becoming a consumer of the CDPAP. On the following pages enclosed in this packet, we provide literature describing some of the key components of our unique program. If you would like to know more about the program or receive free consultation, please call our office at 347-727-7200.
We are located at 16-12 Central Avenue, 3rd. Floor, Far Rockaway, NY 11691. The office is open Monday to Friday from 8AM to 5PM, and on Saturday from 9AM to 3PM.
TRI-MED “CDPAP” is a Consumer Directed Personal Assistance Program, a viable alternative to conventional home care services, which promotes consumer independence.
The program enables self-directed consumers and/or advocates to recruit, interview, hire, train, schedule, supervise and dismiss Personal Assistance(s) of their choice. Self-directed consumers and/or advocates assess needs, determine how and by whom these needs should be met, and monitor the quality of services received. Individuals independently make all decisions and manage services directly.
To participate in the Consumer Directed Personal Assistance Program, the consumer must be:
The program enables independence and consumer empowerment by gaining more control over their personal care needs. A consumer can:
Consumers must sign an agreement to fulfill the following responsibilities:
PAS includes, but is not limited to, assistance with: dressing, eating, taking medications, personal hygiene, cooking, respite, communication, shopping, reading paying bills, daily planning, getting in/out of bed, and assistive technology.
Whether you are looking for a personal assistant for the first time, or have utilized personal assistance services for many years, the CDPAP presented by TRI-MED believes this manual offers excellent tips on locating, training and managing an assistant. Remember you have the right to choose an assistant that best matches the qualities and experience you desire.
With what tasks do you need assistance from a personal assistant? It may be helpful to break down your daily living needs, and include these tasks in a written job description. Examples of tasks include: dressing, undressing, shaving, bathing, bowel care, cleansing after toileting, communication assistance, writing or typing, brushing teeth, grooming, skin care, hair care, medications, cooking, laundry, mobility, transferring, trimming nails, transportation, turning at night, shopping or errands, use of assistive devices, cleaning equipment.
Assess when you need the most assistance, and approximately how long each task will take. It is also helpful to include the qualifications/skills you would like your assistant to have, and any equipment you use. You may only need assistance at certain times of the day. Or you may need an assistant for a block of time each day.
If you receive your services through a state assistance program, there may be restrictions placed on what your assistant can and cannot perform. Check to see if the state program you are on covers tasks that may be delegated by a registered nurse to personal assistant.
Consumers should encourage a safe and pleasant work atmosphere. This can happen when everyone cooperates and commits to appropriate standards of behavior.
The following is a list of behaviors that the consumer may consider unacceptable. Any employee found engaging in these behaviors may be subject to disciplinary actions including reprimand, warning or dismissal:
In recruiting a personal assistant, it is essential to determine what qualities or training level you desire in a personal assistant and find someone who is able and willing to perform the job.
There are many methods of advertising and recruitment that a person can utilize when looking for a good dependable personal assistant. Below are some suggestions for finding prospective employees:
The more complete the information the more you can be sure that the prospective employees that contact you are truly interested, and potentially qualified for the job. It is a good idea to include:
Optional but helpful information you may include:
The following is a sample advertisement that can be a guide for your own publication:
Personal Assistant- Needed to assist with personal care, shopping and light housekeeping. Part-time, 4 days a week – Flexible schedule. Driver’s license preferred. Ideal for college student. Prime location near school.
Call all those applicants that appeared to be good prospects and schedule each for a face-to-face interview. Allow plenty of time between each interview. About one hour for each interview is usually good. The interview is important because this is the time when you let the applicant know about the job in detail and gather information about the person you may hire as an assistant.
When the prospective assistant arrives there are a few suggestions that can make the interview successful as follows:
The following are a few questions you may choose to ask during the personal interview to help choose your assistant:
If you are hiring a friend or relative known to you, you may choose not to check references. Before you check each person’s make a decision about hiring a stranger as an assistant, check each person’s references. Call a former employer if possible as listed on your application. Look carefully at how long they were employed at each place. Ask former employers if the applicant worked there and the dates worked. You may ask any and all questions you like, but the previous employer is not legally required to provide you the information. If work references are not available, check personal references.
Once you narrow down your choices to the individual(s) you wish to hire, call them and offer them the position, Set up a tie when you give them more details about the job, review the job requirements, arrange a time and day for the to start, and have them fill out a Contract Agreement if you desire to formalize the arrangement. You can hire the personal assistant on a trial basis (for example, three months probationary then review continued employment cased on your assessment of job performance.
Back-Up or substitute assistants are persons you can call in the event that your regular assistant cannot work. Substitutes can be used when your attendant is on vacation, is ill, or quits without notice. It is highly suggested to keep a list of four or five back-up assistants to guarantee you get help when you need it. It is a good idea to advertise, screen, and file applicants at the start of care on the program for back-up positions.
You can find substitutes in several ways. Whichever method you choose, it helps to have a phone list of substitutes within reach in time of an emergency fill-in.
The following is a list of suggestions that will help you in training your personal assistant:
As with any employment situation there are bound to be some areas of conflict at times between you as the EMPLOYER and YOUR assistant as the employee. Sometimes conflict is due to poor job performance. Perhaps the training the assistant received did not answer all their questions about procedures and techniques that you would like to, or must have done. If you suspect this might be the case, re-train your employee on the aspects of the job that are causing them difficulty. Many times this “refresher course” will solve what seem to be serious problems.
Punctuality is a frequent problem for some assistants. If a pattern begins, confront your assistant. Convey the importance of their timelines to your life. Get them to agree to a timeframe. If they violate that timeframe, let him/her go.
There are other times when an assistant and an employer simply just do not get along due to personality differences. Perhaps the person you thought would be the perfect assistant turns out just the opposite. Before you give you give up completely on the relationship here are a few suggestions to try to solve the problem.
If all else fails then you must take the responsibility of terminating your employee. The exact method you use is up to you. A face-to-face exit interview or per phone call. You need to discover your comfort level in this situation. Make arrangement for employee to receive final paycheck. A simple statement of “I won’t need your services any more” is sufficient. It is your choice as to whether or not you give the traditional two week notice. Analyze what went wrong, to avoid a similar situation in the future.
It is recommended that you arrange a backup prior to terminating your employee.