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GUIDING PRINCIPLE: Choice and control for people with disabilities are basic human rights. All people with disabilities should have control over all aspects of their lives, including which services they use, who works for them, where and with whom they live, how they spend their days, who they love and with whom they spend their time.

WHAT THE RESEARCH SHOWS: Like people without disabilities, people with intellectual and developmental disabilities have a fundamental right to choice and control over their lives and services. Yet, for many people with IDD, decisions are made for them by staff, family members and others, on their behalf. The Organizational Priorities and Practices Inventory measures priorities and practices related to autonomy, decision making, and control first, as it is central to the structure and work of all disability organizations. Indicators in this category were selected because research has demonstrated that these are the factors that contribute to higher rates of choice and control for people who are using services. In the past few decades, researchers have consistently found that when people are supported to have choice and control in their lives, they have higher qualities of life and are more likely to experience meaningful outcomes, such as employment, relationships, living as they choose, and participating in their chosen communities.

To learn more about how the OPPI measures Autonomy, Choice, and Control, download this one-page resource

GUIDING PRINCIPLE: People with disabilities are better off when they live in and are engaged in their communities. Communities are better off when people with disabilities belong to them. All people with disabilities should be supported to live, work, and become meaningful members of their communities and should serve in the same valued roles as people who do not have disabilities.

WHAT THE RESEARCH SHOWS: Like choice and control, access to one’s chosen community is an essential aspect of the lives of people with intellectual and developmental disabilities. When people with IDD live, work, and are engaged in their communities, they are more likely to have higher qualities of life and are more likely to have autonomy and control over their services, schedules, and experiences. Recently, research has been published showing that physical placement in a community setting, alone, does not necessarily yield benefits to people with IDD. People need to be meaningfully involved and connected to others in their chosen communities. The questions related to this area focus on the factors that lead to meaningful community engagement, beyond physical presence.

To learn more about how the OPPI measures Community Living, Employment, and Engagement, download this one-page resource

GUIDING PRINCIPLE: Organizations in the disability service sector are ultimately responsible to people with disabilities, their families, regulators, and funders. All governing and management practices are informed by people with disabilities and their families and should reflect principles of person centeredness and self-determination.

WHAT THE RESEARCH SHOWS: When organizations have strong management and governance policies, they are more effective and sustainable. In the IDD service sector, this means that best-practice organizations include the input of people with intellectual and developmental disabilities and, often, their families in agency governance, evaluation, and strategic planning processes. Research in our field shows that agencies are more committed to principles and practices of self-direction and self-determination when agency leadership, policies, and practices include and are informed by people with IDD.

To learn more about how the OPPI measures Stakeholder Input into Organizational Management and Governance, download this one-page resource

GUIDING PRINCIPLE: For employees to provide, oversee and support quality, person-directed services that promote the rights of people with disabilities, they must know that they are valued, important, and supported in their organizations. Organizations assure that all employees have a voice, are valued and respected, influence organizational decisions, receive praise and recognition, receive regular supervision and support, and access the appropriate training, development, and support opportunities needed to succeed in their roles.

WHAT THE RESEARCH SHOWS: Nonprofit and business sector experts and researchers consistently site staff engagement as an essential factor in organizational sustainability and success. Engaged employees are clear in their roles, feel that they have a meaningful impact on organizational decisions and, ultimately, feel valued and supported to be successful in their positions. Research specific to the IDD services sector supports these findings, adding that when agencies adopt participatory and supportive practices, employees tend to be more committed to self-direction and self-determination in theory and practice.

To learn more about how the OPPI measures Staff Participation, Value, Impact, and Support, download this one-page resource

GUIDING PRINCIPLE: The success of an organization depends on the effectiveness of its leaders. Leaders must have the skills and values needed to develop and run sustainable organizations that strive to achieve best-practice standards. To assure this, leaders are developed at all levels of the organization.

WHAT THE RESEARCH SHOWS: Leadership is a critical catalyst toward organizational effectiveness, sustainability, and success. Well-led organizations manage change more effectively, are better prepared for a crisis, have higher staff retention rates, and provide higher quality products and services. Experts in quality services and supports for people with IDD rate investment in leadership as a top priority for agencies that seek to provide quality individualized, person-directed, services and supports. These findings are supported by research at the organizational and systems level and demonstrate that the quality of leadership and management practices impact an organizations’ turnover rates, capacity to transition to individualized services, and ability to provide quality person-directed supports.

To learn more about how the OPPI measures Leadership Strength and Skill Development, download this one-page resource

GUIDING PRINCIPLE: It is essential that all organizations are committed to including, recognizing, and valuing peoples’ cultures, race, ethnicity, language, disability, gender, gender identity and expression, sexual orientation, age, religion, and other cultural identities. Organizations are responsive to the unique cultural beliefs, perspectives, and traditions of all people they employ, people they support, and people who are impacted by their work. Ultimately, organizations create and nurture accessible, inclusive, and equitable cultures by combatting oppression and valuing differences. Any manifestation of racism, xenophobia, homophobia, ableism, cisgenderism, misogyny, or harassment are addressed quickly consistent with policies and procedures and may result in personnel action up to and including termination.

WHAT THE RESEARCH SHOWS: Organizations are more successful, attract and retain a more talented workforce, have stronger cultures, and foster safer work environments when they commit to inclusion and value diversity. While the disability service sector, workforce, and many organizations are diverse, there continue to be disparities within agencies and across the system. Disparities influence access to community and quality of life for people with disabilities as well as the opportunity for sustainable wages/ income and career and leadership advancement opportunities for people who work in this field. Researchers have demonstrated that when organizations explicitly focus on equity in their policies, practices, trainings, and leadership they are more likely to have sustainable and effective diversity and inclusion practices.

To learn more about how the OPPI measures Diversity, Equity, and Inclusion, download this one-page resource