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Acknowledging barriers in adopting person-centered planning.
1New York State Office of Mental Retardation and Developmental Disability, Institute for Basic Research, Staten Island 10314, USA.
Mental Retardation
|May 25, 1999
Summary
Person-centered planning can seem system-centered, creating employee reservations. Addressing these conflicts through open discussion helps agencies better support individual needs.
Area of Science:
- Social Sciences
- Healthcare Management
Background:
- Person-centered planning (PCP) implementation faces inherent contradictions.
- Agency employees express valid reservations regarding PCP adoption.
- Ambiguities arise when systems attempt personalized support.
Purpose of the Study:
- To address employee reservations about person-centered planning.
- To reconcile conflicts between system-centered approaches and PCP.
- To facilitate understanding and successful PCP implementation.
Main Methods:
- Qualitative analysis of employee perspectives on PCP.
- Exploration of conceptual and practical difficulties in PCP adoption.
- Presentation of group-developed solutions for PCP challenges.
Main Results:
- Employee reservations about PCP are well-founded and require acknowledgment.
- Acknowledging uncertainties and inviting discussion aids PCP adoption.
- Collaborative problem-solving fosters effective support strategies.
Conclusions:
- Addressing employee concerns is crucial for successful person-centered planning.
- Open dialogue about PCP challenges promotes understanding and reconciliation.
- Agency administrators can model collaborative approaches to support individual needs.
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