SOLA Area Reports

6/2018

Our union received notice that DDA will expand SOLA.  The 2018 supplemental budget will add 16 homes to assist 47 clients transition from RHCs.  This expansion will create around 146 AC2, and 8 ACM positions.  This expansion will occur over the next 3 years.  The first five homes and clients have been brought online with the first two in the region and the next 3 in Snohomish County.   DDA could identify where the subsequent homes will be placed, but agreed to have open communication as the process continues and update our Union as home locations are identified.  

Our union has received notice that training requirements for SOLA and CCCS staff is changing due to revisions to WAC 388 829.   Our Union requested negotiations that occurred on June 27, 2018.  Management indicated that SOLA has been in compliance with the law, and this notice was to correct an oversight and make CCSS compliant.   Currently all CCSS and SOLA staff have the required training, or were “grandparented” if they were hired prior to 2016.  The change simply brought the WAC into compliance with the RCW and to reflect current training practices.

5/2018

Our union received notice that DDA will expand SOLA.  The 2018 supplemental budget will add 16 homes to assist 47 clients transition from RHCs.  This expansion will create around 140 AC2, and 8 ACM positions.  This expansion will occur over the next 3 years.   Our union has requested negotiations over this expansion—more to follow.

Our union has received notice that training requirements for SOLA and CCCS staff is changing due to revisions to WAC 388 829.   Our union has requested negotiations—more to follow.     

4/16/18

Our union received notice that DDA will expand SOLA.  The 2018 supplemental budget will add 16 homes to assist 47 clients transition from RHCs.  This expansion will create around 140 AC2, and 8 ACM positions.  This expansion will occur over the next 3 years.   Our union will request negotiations over this expansion.   

11/17/17

Following Region 3’s implementation, Region 2 is following suit and applying 3’s “lessons learned.”  

The intention is to start with a two-week (a pay period) pilot in two houses, assess and then roll out in a couple houses a pay period until all 14 homes have converted from the paper copies. 

Management’s intention is to train the first two houses on 11/15/2017, and start utilizing leavetracker for the staff in those houses on 11/16/2017.  

Prior to each house’s rollout, IT staff and an ACM will train the AC staff on the use of the leavetracker. 

SOLA will have increased staff/ACMs in houses to provide coverage during the training.   Additionally, IT will create resource documents, amended as needed,  for insertion into house books.   ACMs can be an onsite resource and train staff as they come onto the house.  

Management will have to evaluate the burden this places on ACMs, but believes leavetracker and the VPN will free up some of their time.