Practice Statement: Personal Outcomes

Personal Outcomes are the major expectations that people have in their lives. The person is in the best position to know what he or she wants and needs. The Discovery Interview and personal Outcomes Plan is the process designed to assist a person to make plans for their future.

The Outcomes process used for person-centred planning and the plans that result are flexible. As people’s interests and priorities change, the process is revisited as often as necessary to ensure that both major and day-to-day decisions also change in response.

The Discovery Interview includes conversation and sharing of information. A good Discovery Interview and assessment process helps the person, support people, families, communities and friends understand what kind of life the person desires.

Outcomes consist of 21 specific measures, where people identify what is most important to them. This process is modified across services for relevance, eg Home Support, Aspirations, Transitions Services and Business Enterprises.

Practice Definition: Personal Outcomes

What would be observed in practice:

  • Listen and learn as much as possible about the person and how the organisation supports them
  • Do not form prior assumptions, opinions or preconceptions about the person
  • Copies of goals are placed in the diary (just before the weekly planner), distributed to those involved and kept on file
  • Permanent weekly activities relating to goals are written up on personal weekly planner
  • Activities, outings, active support etc are added to weekly planner each shift
  • Goals and active supports are highlighted on weekly planner
  • Diary writing reflects goals and active supports
  • Key worker reports and team minutes reflect goals and active support progress
  • There is an understanding that Outcomes Plans are living documents which are individualised, updated throughout the year and reviewed and updated annually

Role-based Resources

Residential Staff

Discussion Questions

  1. How many of the people you support can understand their Outcomes Plans? How often do they look at it?
  2. Look at the ideas in the Personalised Plans document – would any of these be a better way to present a person’s goals? What other ways can you think of that would suit the people you support?
  3. In the absence of Discovery Interviews, what kind of information do you think you will need to gather prior to a person’s planning meeting?

Community Services

Discussion Questions

  1. Why is it important to get to know a person before supporting them and their families to set goals? What kind of information is useful for goal setting and should you be bringing to a planning session?
  2. How many of the people you support can understand their Outcomes Plans? How often do they look at it?
  3. Look at the ideas in the Personalised Plans document – would any of these be a better way to present a person’s goals? What other ways can you think of that would suit the people you support?

Hub and Support Staff

Discussion Questions

  1. More to come…

Activities

  1. More to come…

Managers and Coordinators

Discussion Questions

In September this year, we will start using the My Life Survey to measure Quality of Life for the people we support and an updated approach to personal goal planning. The key aspect of the updated goal planning approach is that it is person-directed and therefore flexible to the person’s wants and needs and personalised such that the person owns their own plan.

  1. Read page 42 of the document, Person Directed Planning and watch the video Understanding Goal Exploration and why it is important. Both provide some different perspectives on goal planning approaches. Would some of these be useful for people supported by your services? How can we support staff to identify different approaches that would better suit different people?
  2. Staff have been tasked this month with exploring different ways of presenting goal plans such that each person that we support can understood their own plans. Consider what components a good personalised plan needs to cover and how to guide staff to think more creatively about them?