WI AAMR believes that self-determination and an educated, stable workforce go hand-in-hand. This is due to the fact that self-determination only occurs in an environment that facilitates such an approach. Part of that environment includes the support system in an individual’s life.
Programs to improve the availability of highly qualified personnel need to be approached as regional and statewide problems. Solutions need to cross organizational and governmental barriers. Advanced training, recruitment and retention, and career ladders should not place organizations in competition with others with the same mission. Partnerships will increase the total pool of qualified employees in our state.
To that end, Wisconsin needs to improve the coordination of its educational programs, especially higher education and technical education, with service providers, policy makers, unions, and advocacy groups.
Demographic changes in Wisconsin's workforce have the potential of resulting in permanent shortages of qualified personnel. WI AAMR supports the formation of a collation of stakeholders to collectively form partnerships that can address this issue across our state.
Gaps in the availability of qualified health care professional exist and vary from region to region. WI AAMR believes that a coalition of stakeholders needs to begin addressing issues related to why these gaps occur. Such an analysis should lead to recommendations to improve this situation.
Career ladders for direct service personnel are necessary to retain experienced employees. WI AAMR supports coordinated efforts between organizations and employers of such personnel in order to keep qualified experienced people within the DD service delivery system.
Excellence in leadership and excellence in services go hand in hand. Tomorrow’s leaders will come from today's workforce. WI AAMR supports the idea of introductory programs for supervision and leadership, and advanced training for future leaders. Such programs will be most effective if they are shared.