Veronica L.

Trathen
Wilmington University
Capstone 2017
Compellation
 Getting Started: Chapter 1
Feelings
Anxious
Excited
Overwhelmed
Concerns for balancing work and personal life
Challenges
No previous experience in the area of volunteering
Starting from scratch on new concept
Needs
Clear vision for project from FRN
Goals & Strategies outlined
Touch points with Supervisor Am I on the right track?
Getting Acquainted:
Chapter 2
Agency Mission:
FRN is dedicated to offering individuals and their families with
continuing needs the greatest opportunities, resources and services
to support a full and happy life.
Serving specifically children and adults with intellectual
developmental disabilities

State-wide organization
Locations: Hamilton, Barrington, Parsippany and Brick
Some affiliation with various states throughout the U.S.

Direct Services Include:

After school care for children 6-13 with Autism and other intellectual
and developmental disabilities
Behavioral Services in-home ABA services
Employment
Health & Wellness
Recreation
Respite

What Have I learned?

With only 4 offices the context of serving state-wide is hard
Barriers with competitors who have a presence locally
The need for county based connections verses physical location
 Taking Care of Yourself: Chapter 9
I am no exception to the rule
It is okay to be unsure
Think smarter not harder about the execution of my daily responsibilities.
Simplify my life in some areas so that I can focus on others.
Remind myself why I am doing this and why this is so important to me for
motivation.
Take each step in stride if I am going to manage these stressor's
effectively. (Kiser, P. 282)
Self-awareness and understanding.

Reference:
Kiser, P.M. (2016). The human services internship: getting the most from your experience. Australia:
Cengage Learning.
 Learning to Learn from Experience:
Chapter 4
In the first step of the Integrative Process Model you are asked to observe the event
carefully in order to perceive information about the situation and about the behaviors,
actions and/or interventions of the various participants. (Kiser, 2016)

Example

Reflect and changes over the course

Reference:
Kiser, P.M. (2016). The Human Services Internship: Getting the Most from Your Experience (Eds.4)
 Using Supervision:
Chapter 5
It is important to have mutual respect
Clear Expectations
Accept constructive criticism
Brainstorming sessions
Wanting to learn and being open to the process
Everyone can improve
Challenges:
Knowing the agency longer then my own supervisor
and the vision for the project was not always the
same provided my thoughts in a positive way and
when it was asked. I then did as my supervisor
asked.
Having a younger supervisor everyone has
something to offer and my respect for her eventually
overweighed the age concerns
Supervisor is always helpful when its the right supervisor.
If not, having a mentor to be a sounding board would be a
great alternative.
Supervisor is not just about my style of supervision but
always what works best for the individual knowing this
can be a huge help.
 Communicating: Chapter 6
Current Role
Administrator
Disconnected from families
Community Connections
Communication with my staff is key
Supporting children as well as adults - completely different
Working with each family is unique
Strengths
Interviewing individuals and/or families
Ability to see hierarchy within families
See cycles in interactions
New ways to identify solutions
Improvements over the course
Approach families with a unique mindset
Sincerity and unjaded by a tough system
Keep connected with individuals TOO
Working with an entire family
 Writing and Reporting: Chapter 8
Samples:
Volunteer Guide
CASA Report
Alzheimers Task Force
My Autism Presentation to the High School Students
Presentation to FRN Staff about Volunteer Center.
Strengths Oral
Weakness Written
Goals
Triple check my work
Look to others for proof reading and input
Look to work in Teams where our strengths and weaknesses
compliment each other
 Developing Ethical Competence:
Chapter 3
Ethical standards the organization has for
the people we support
Ethical standards we have as employees
of that organization.
Example of employee for an organization
Hard Decisions
Uncomfortable predicaments
Character Building and Integrity
 Cultural Competence: Chapter 7
Individuals and families of individuals with disabilities are a culture unto
themselves.
Joined provider and family groups in my effort to meet families.
Hear their common needs and system issues.
Earn their trust.
Knowledge & resources so that I could position myself to be if nothing else
a reliable
Listening to families
In order to help I needed to understand the culture on a deeper level
Ways to understand:
information gatherer for plans of care.
interview individuals and their families about their day to day needs
and future goals.
person-centered thinking classes to help prepare me for getting to
know people.
ask questions in a conversational way
development of a plan in partnership with each family.
 Cultural Competence Continued
Challenges
Within the culture of people with disabilities and their families there were sub cultures.
Example: hard to separate themselves from the culture wanting to only be viewed as a
contributing member of their communities. Others who believe in the stability and
protection of institutional type supports conceding to the ideals that their inabilities keep
them from ever being anything but dependent on others.
It is a challenge to support each of these cultures despite my own thoughts and
perceptions about people with disabilities.
I have come to realize I need to meet families where ever they are at. This means that
despite how I feel I need to help the families help themselves in a way that works for them.
I have been in this field for 20 years now and though I am still learning I will continue to
develop the skills I need. Each experience teaches me something new and valuable to
take with me to the next.
I still have a lot to learn but I feel my willingness to ask questions, listen and be open I can
take with me to any different cultural experiences I encounter. It is not easy to understand
something that you have never experienced yourself.
 Ending the
Capstone: Chapter
10
Appreciated a hands on
experience.
Get involved = staying
connected.
No Regrets
Excited to Continue
 Planning Your
Career:
Chapter 11

Director of Quality
Assurance
When: May 2018
How to get there?
Shadow
Educational
Opportunities
(Trainings,
Webinars)
Use my strengths
and natural themes