Welcome to the Behavioral Health Division’s, Developmental Disabilities page for Participants and Families. You will find all you need on this page to apply for services, search for providers, and contact Division staff.
Reminder: Please contact your local Participant Support Specialist in your county to begin an application for the Waivers.
Participants and Families: Applying for Services
Medicaid Waiver Application for DD Waiver Services – Revised 12-5-2017, Effective 7-1-2017
Application Guide for Supports Waiver Word Doc Rev. 6.2017
Application Guide for Supports Waiver PDF Rev. 6.2017
Application Guide to the Comprehensive Waiver Word Rev. 5-2017
Application Guide to the Comprehensive Waiver PDF Rev. 5-2017
Application Guide to the Supports Waiver (Spanish Version) Does not reflect new definitions effective 7.1.2017 or change in Medicaid Waiver Application.
Participants and Families: Prospective Participant FAQ's
Q: Where can I find information on applying to the waiver?
A: Go to the link for the specific waiver you are interested in applying for.
Q: Who do I contact if I have questions regarding the application process?
A: Please contact a participant support specialist. Click here for contact information.
Q: Is there an application on-line?
A: There is not an application on line. This is a complicated process and the Division wants the opportunity to explain the eligibility process either in person or over the phone.
Q: Where can I find information on each waiver the Division administers?
A: Go to the link for the specific waiver you are interested in applying for.
Q: What are the eligibility requirements?
A: An applicant must meet residency requirements, clinical eligibility, and financial eligibility. In general, the case manager you choose will first ask general information to see if you meet the level of care for services, then assist you in the required testing – A psychological or neurological evaluation and a functional assessment called the ICAP. The Division will pay for the required evaluations, there is no cost to the applicant.
The Participant Support Specialist will go over the specific requirements of each waiver when they talk with you. You can also find the Resource Guide for each waiver under the link for the specific waiver you are interested in.
Q: What are the financial eligibility requirements?
A: As of January, 2009, an applicant may have no more than a gross monthly income of no more than $2022 and assets of no more than $2000. If you have specific questions about your income eligibility, you should contact your local Department of Family Services office.
For children applicants, only the child’s assets are reviewed.
Q: How long does it take to become a waiver participant?
A: It depends on how quickly all the information and testing is completed. As a general rule, it takes about 6 months for an Adult or Child DD applicant to complete the required testing. Applications for the Acquired Brain Injury waiver take longer because medical documentation from the time of the brain injury and a neuropsychological evaluation are required. Once all the required evaluations are completed, you will receive either a denial letter or waiting list letter.
Q: What is a waiting list?
A: As of August 2010, there is a waiting list for services on all 3 waivers. Because we have more eligible applicants than funding opportunities, individuals who are eligible go onto a waiting list. When funding becomes available, the Division takes people off the waiting list using 2 criteria: the length of time the person has been waiting and the level of severity of the person’s disability.
As of August 2010, individuals have been waiting on the Adult DD and Child DD waivers for over 2 years and individuals waiting for services on the Acquired Brain Injury waiver have been waiting for about one year. There is currently no new funding to fund those individuals on the waiting lists. The Division continues to fund emergencies and those children who are currently receiving services on the Child waiver and are moving over to the Adult waiver.
While you are on the waiting list you are not considered a waiver participant. You will be considered a waiver participant once funding becomes available for you and the Division has approved your plan of care.
Participants and Families: Waiver Service Definition Index
Service Index Effective 4/1/2018
- Waiver Service Index Comprehensive and Supports Waiver (Word) Updated 4/10/2018
- Waiver Service Index Comprehensive and Supports Waiver (PDF) Updated 4/10/2018
Spanish Version of Service Definition Index from 7/2015
- Comprehensive, Supports and ABI Waiver Service Definition Index (Spanish Version) Does not reflect changes effective 7.1.2017 or 4/1/2018
Participants and Families: Abuse, Your Right to Be Safe
Participants and Families: Fee Schedules
Waiver Fee Schedule Effective 4/1/2018
- Waiver Fee Schedule Comprehensive and Supports Waiver (PDF) – Effective 4/1/2018
Old Fee Schedules for Reference
- ABI Waiver Fee Schedule – (PDF) Effective 7/1/2017
- Waiver Fee Schedule Comprehensive and Supports Waiver – (PDF) Effective 7/1/2017
- Revised Fee Schedule with 4.6% increase– (for participants with a level of service need score of 4,5, or 6 on Supports and Comprehensive Waivers only) effective July 1, 2015
- Fee Schedule for Supports and Comprehensive Waivers (levels 1, 2 & 3) and ALL ABI effective July 1, 2015
- April 1, 2014 Service Rate Table for Supports and Comprehensive Waivers
- SFY14 Service Rate table effective October 1, 2013
- SFY14 Service Rate table July 1, 2013 -September 30, 2013
- Service Rates for FY2011-FY13
Participants and Families: Case Manager Selection
Participants and Families: Guidebook to Team Meetings
Participants and Families: A Guide to Independent and Supported Living
*The Independent and Supported Living Guide was developed to assist individuals and teams make decisions and set attainable goals regarding Independent Living options. The Guide and the included Skill Building Assessment Tool are designed to be used together to facilitate a successful transition to independent living. A successful transition can take months even years. It is important to consider the individual’s strengths and support needs throughout the process.
This is a DRAFT version of the Guide. We would appreciate any feedback you would like to offer regarding the use of this Guide to be incorporated into the final version. Please direct your questions, comments and suggestions to:
Participants and Families: A Guide to Planning for Youth to Adult Transition
- Guide to Planning for Youth to Adult Transition
Participants and Families: Self-Directing Services
WHAT IS SELF-DIRECTION?
Self-direction allows you and your family to decide which services would best meet your needs, encourages you to design your own plan of care, manage your own budget, decide who to hire to provide support for you, and negotiate the wages you want to pay to your employees.
I WOULD LIKE TO SELF-DIRECT. WHAT ARE THE STEPS TO GET STARTED?
Step 1 Tell your case manager that you would like to self-direct services!
Step 2 Select a Support Broker from the provider list. (Your case manager can provide you with a copy of this list and will help you add this person to your plan of care.)
Step 3 Decide the way you want to self-direct and the amount of money from your budget that you and your team want to use for self-directed services and your case manager will modify your plan of care to include a self-directed service budget.
Step 4 Choose to use either the Fiscal Employer Agent (Public Partnerships LLC) to do the employer paperwork so you can be the boss and hire your own staff, or choose an Agency with Choice to help you be a “co-employer” and the agency will help you hire staff.
For more information on self-directing your waiver services, review the self-direction handbook or talk with your case manager about this great opportunity!
The Division has developed several tools for assisting Participants, Families, & Support Brokers to successfully self-direct services.
Below are several guides to assist with self-direction:
- Self-Direction Handbook in PDF format revised Oct 2010
- Self-Direction Handbook – Spanish Version (Spanish Version) – in PDF format
- IPC Planning Workbook in PDF format
- Self-Direction Employee Training Guide in PDF format
- Fast Facts on Person-Centered Planning in PDF format
- Who is in Your Circle? in PDF format
- What Kind of Assistance Do You Need? in PDF format
- Request for Goods and Services Instructions in PDF format
Note: Looking for the Support Broker Opt Out form? It is located on the Case Manager Forms webpage, since the participant has to submit a request to opt out from the case manager.
Self-Direction and Financial Management Service options:
Agency with Choice in PDF
Agency with Choice Provider Information
If you or your organization plan to become an Agency with Choice under the new self-direction option, please click here to read Agency with Choice Provider Information.
Q: Does ACES$ notify the participant that the employee is ready to go?
Q: How are participants/guardians notified by ACES$ when their enrollment is complete?
Participants and Families: Self-Direction FAQ's
Q: Has there been much interest in Self-Direction?
A: Yes, we have had over a hundred people attend informational sessions on self-direction, and we have many July plans that have been submitted with self-direction on them.
Q: Could you explain a little more about how to fill out the pre-approval page for self-directing?
A: In the self-direction section, you list the services that the participant plans on self-directing and then in the box under the subtotal, type in the amount they want to self-direct so it can be deducted from the IBA. The number of units for self-directed services are not necessary, since those are negotiable depending on the wage and ways that it may change. Also, if they end up choosing a different service to self-direct then what was listed, that is still okay. We want to make sure when we are approving the plan of care that services are being planned to meet the person’s needs. As a reminder, goods and services and unpaid caregiver training must be prior authorized by the Division before being self-directed.
Q: What would the area look like, do you put respite and the number of proposed units for example just like on the traditional waiver?
A: Just list “respite” and the total amount planned to self-direct. You as the case manager will then put this amount into the PPL web portal to “authorize” those funds for services.
Q: What would the area look like on the pre-approval form? Do you put respite and the number of proposed units for example just like on the traditional waiver?
A: Just list “respite” and the total amount planned to self-direct. The case manager will then put this amount into the PPL web portal to “authorize” those funds for services.
Q: Can we hire a person to provide respite for over 40 hours a week when we go out of town or do we need to hire to employees?
A: The Division worked with the Fiscal Employer Agent, ACES$, to implement a Daily Respite unit that can be provided to up to two participants. When a provider works over four (4) hours, s/he can submit to be paid at a daily respite wage. This means that the provider will be paid at a flat wage regardless of how many hours have been worked (as long as it is at least four). The wage is set by the employer. This service unit is newly announced and was not a decision that was communicated during the ACES$ enrollment sessions. We recognized this was a need based upon stakeholder input at those sessions and have implemented this daily unit to help meet the needs of parents and caregivers. The wage does not need to be adjusted for minimum wage per hour because federal and state laws provide exemptions for household employees caring for the people who are elderly or with disabilities.
Q: Can the Fiscal/Employer Agent ACES$ and an Agency with Choice be on the same plan for self-direction?
A: Yes, there is nothing to prevent this from occurring. However, there is very little benefit from this combination and it could lead to much confusion as a participant is the employer of record for the Fiscal employer agent, and therefore the “boss”, and a co-employer through agency with choice and must work with the agency to be the “boss” of their employee.
Q: If there are several Respite providers on a plan, can some be self-directed while others are not?
A: Yes, you can choose to self-direct one or all of the services, except for case management. This means you may keep some services traditional, as long as the provider is not considered a “home-based worker.”
Q: If I provide several services to a participant and the participant/family only wants to self-direct one service I provide, do I still need to fill out the ACES$ paperwork or go to the Agency with Choice?
A: Yes, if the participant/family wants to self-direct any service, they have to enroll with ACES$ or use an Agency with Choice provider to self-direct and hire a support broker.
Q: How do you determine wages and the child habilitation fee paid by parents if a person is self-directing this service?
A: There is a wage range established with a minimum and maximum wage for this service. The parent portion to the provider of the service is determined between the employee (provider) and the parent and the Division recommends that the two parties have a contract on the amount to be paid, but the Division may need to verify a payment is being made.
Q: Who is ultimately liable in a legal sense for actions of Providers? Do I need to buy liability insurance that would cover me as the employer against any legal actions a provider might bring against me as employer or to protect against anything they might do while in my employ that resulted in a legal action taken by a third party? Am I (or a client) covered as an employer for EEOC type actions if I’m not a party to the FMS contract specifically?
A: Participants are liable as household employers for the action of providers. If a participant would like to formally insure against liability, this can be easily added to any homeowner or renter insurance policy.
ACES$ and WY DDD are working out business rules to ensure that you comply with the Equal Pay Act (EPA), i.e., that you may not pay different wages to people of different sexes on the sole basis of sex difference. (All other EEOC regulations do not apply to household employers, who have fewer than 15 employees.)
Q: If the State (rather than the “employer”) has contracted with a Financial Management Service to certify that minimum training and background checks of providers are completed and that employment actions, legal work status, taxes, etc. have been done properly, am I protected as the “employer” from any action or inaction by the FMS? Also, if false information is given to the FMS by a Provider is the State as the contracting Agency ultimately liable for false reporting or does that fall on me as employer?
A: If PPL fails to properly complete contract requirements such as certifying minimum training, and meeting background check requirements, then that is a violation of ACES$ contract with WY DDD, and ACES$ will be held liable, not the employer/participant.
WY DDD is contracted with ACES$, the Financial Management Services organization. Employers too will have a relationship with ACES$. As part of the enrollment process, the employer will sign an IRS Form 2678. By signing this form, the employer delegates the employer payroll and tax responsibility to PPL – withholding taxes from his or her employee’s paychecks and depositing these with the IRS – and ACES$ becomes the employer’s payroll agent. According to the IRS, the agent:
…must follow the procedures in Revenue Procedure 70-6 for employment taxes…All agents…remain liable for filing all returns and making all tax deposits and payments while this appointment is in effect.
As indicated in the quote above, Form 2678 assigns responsibility to ACES$ for payroll and tax responsibilities. ACES$ is also held responsible for any mistakes in filing.
If a provider gives false information and this causes funds to be paid out falsely, then the provider is liable, not the employer/participant. This assumes that the employer/participant has no knowledge of misinformation or wrong-doing by the provider.
Q: What if any personal tax filing implications are raised for parents/clients (as opposed to providers) as a result of the State’s actions that force us to become employers!?
A: This program will not impact personal tax filing for individuals serving as employers. Since program funds go from WY DDD to ACES$ and then to the providers, employers do not recognize any income from this program. As such, employers’ personal income tax filings will not be impacted by the self-direction program. As the employer’s payroll agent, ACES$ handles all of the employment tax responsibilities.
Agency with Choice
Q: How do I become an Agency with Choice?
A: Contact your Division Provider Support Specialist to find out the requirements for becoming an Agency with Choice. You can request changes to your provider certification after June 1st.
Q: Can we choose a Certified Public Accountant to be our Agency with Choice? What training will they get from the DDD?
A: Yes, they will need to become a Medicaid provider [following the provider certification process], and they will get the standard training from Developmental Disabilities Division. For more information, contact your local Provider Support Specialist.
- If an employee is hired by an Agency with Choice, can that employee work with other participants other than the participant who chose that employee?
A. Yes, however you must be available when the participant wants/needs you to provide services.
Participants and Families: State Respite (non-waiver for children only)
State Respite is a state funded program that enables parents to take a break from the care of their child for a few hours. The program has been authorized by the legislature.
In order to meet the qualifications for the program your child must be under the age of 21 and have a developmental disability. A developmental disability is defined as a severe, chronic disability which is attributable to a mental, emotional or physical impairment or a combination of impairments that is likely to continue indefinitely and results in substantial functional limitations in three (3) or more of the following areas: Self Care; Receptive and expressive language; Learning; Mobility; Self-direction; Capacity for independent living; or Economic self-sufficiency. This information can be verified by physician, psychologist or IEP/IFSP.
Children who are currently being served though the Children’s Mental Health waiver or the Child DD waiver may NOT apply for state respite. If a child is funded in either of those programs, DD must be notified and the child will be removed from the state respite program.
Frequently Answered Questions
How do I apply for my child to receive services?
Click here for the application to receive state respite services. This must be mailed or faxed to the Division: Linda Trujillo, State Respite Coordinator.
Where can I find a provider application to do State Respite?
Click here to download the application. Send the completed application and other necessary items to Linda Trujillo. See the last question and response to find the INVOICE, which is used to bill the state for services provided.
The provider reimbursement rate for state respite is $8.00/hour. Depending on parental income, there may be a sliding fee for parents. This information is found in the participant application packet.
The maximum monthly amount is evaluated quarterly. You will be notified of the maximum amount when you apply and every quarter after that.
You can contact Linda Trujillo for a list. But you may need to talk with family and friends to see if they would be interested in becoming a state respite provider.
How does the provider get reimbursed?
The provider should invoice the state using this form. It must be signed by both parent and provider and sent to the Division.
Participants and Families: Support Brokerage Information
As part of the waiver renewals, the Division has added the option to Self-Direct services to all three waivers. In order to participate in self-direction, a participant needs a Support Broker for the first year.
Support Broker Training
To Register for Support Broker Training, click here.
Support Broker Service Definition
View the Support Broker Service Definition in PDF format.
nd sent to the Division.
Participants and Families: Support Brokerage FAQ's
Q: Are the employers responsible to get the documentation to the case manager?
A: The team can decide how to accomplish this task, with the employer understanding that they have a role in getting it to the case manager if that is what is decided. Self-directed services and teams get some flexibility on how they want to set these processes up, based upon how it can work to be successful for the participant. Methods may include sending documentation electronically, receiving it during home visits, sending it in the mail, etc.
Q: What if they don’t (the employers)? Do we send them a non-compliance for not receiving the paperwork (and how does that work for a relationship with your participant?)
A: Yes, if they are not complying then you can send them a non-compliance form and communicate that non-compliance can impact their ability to continue self-directing services. If the self-directed services are not carried out in compliance with the waiver requirements, the Division can involuntarily terminate the participant from self-directing. But we want the team to regroup and try to overcome any issues in a few ways before we get to the step of not allowing a person to self-direct.
Q: If services provided are not meeting their needs, then shouldn’t they just tell the support broker? Then go through the process of letting the employee know what needs to change or fire them?
A: Yes, the support broker should coach the employer through this process of either retraining the employee or firing the employee. This is difficult for new employers to do sometimes, which is why the support broker role is crucial to self-directing that first year and assisting the participant/family through learning these processes.
Q: How does goods and services work?
A: In order for a good or service to be approved, the items must meet the criteria in the service definition for Goods and Services and be within $2000. When a participant wants to purchase an item under Goods and Services, they follow these simple steps:
1. Discuss the idea with their support broker and case manager.
2. The case manager works with the person to submit a “Goods and Service” form to the Division to prior authorize the purchase of the Good or Service.
3. If approved, the case manager allocates money for the item in the PPL Web Portal.
4. The employer submits the invoice to PPL.
5. PPL will make sure the item was approved by the Division and cut a check during the next pay cycle to the vendor for the good or service.
6. The check is sent to the employer of record, who will decide when to pay the vendor for the good or service.
It is fairly easy and if you have questions, the Division can help walk you or your team through the process. In order to take advantage of the opportunities under this service, the participant must be self-directing at least one other direct care service through PPL.
Q: Do the parents keep the receipts and are they responsible for the equipment ordered?
A: Yes, they should keep the receipt, but the case manager should either have a copy or know where it is filed in case of an audit. It would be best if the case manager always had a copy of the receipt in their file.
Q: Do they have to provide things to the case manager?
A: They need to work with the case manager on how to provide a copy. They may scan the receipt and email it to the case manager or make other arrangements.
Q: I thought self-direction was to make the employer responsible for their own business. They should keep the records and oversee payment. Medicaid should check with the Employer for proof of services not the employee. I am not required to keep documentation of my hours, my employer is.
A: In many ways, the participant/family are an employer like a traditional business. Employees shall have a system to log time in and out for services in some way and document what they did during the shift. (Similar to provider agencies and staff do now on schedules). The case manager role in reviewing documentation of services provided, satisfaction and verification of service delivery and monitoring the implementation of the plan is still similar to the Division’s expectation under traditional service delivery.
However, we also know that many of the employers through self-direction need extra support and coaching in order to do this successfully. That is the reason the Support Broker, Case manager, and the Circle of Support is critical to the participant who is self-directing. Some “employers” will need more support than others. The more upfront coaching and training that occurs usually results in less work and concerns down the road.
Q: What is the role of the support broker in developing the plan of care and identifying team members for the plan meeting? Is there a deadline in which the support broker should do their part by in order for the case manager to have the right people invited to the team meeting?
A: This is how it is stated in the Support Broker Handbook:
“To build Circles of Support, Support Brokers will first help the participant identify the people who are supportive and involved in the lives of their participants. The Support Broker should assure that communication among the Circle members is effective and includes everyone. It is the Support Broker’s ongoing role to find ways to provide support to the Circle so that they are an active decision-making unit, and in the event that conflicts arise, identify strategies that will keep the Circle focused on the dreams of the participant.”
The support broker should do these things before the IPC meeting and work with the case manager on the timeline for identifying the necessary people who should be invited to the meeting. The timeline for every team may be a little different, but a month’s notice has been the Division’s request in the past.
Q: Is it the employers responsibility to write the goals for appropriate services such as supported living? Does anyone need to approve these goals? Who is responsible to track progress on the goals and get the documentation to the case manager? Is it enough for me as the case manager to check the time sheets from PPL for self directed services or do I need other documentation?
A: The team, including the support broker, Case manager, Employer and Employees still should work together to identify goals. The Support Broker and the Employer should write them out, though. The team should agree to the goals being worked on through supports and services. The Employer, Support Broker, and Employee should collaborate on how the progress will be measured, tracked, and reported monthly to case managers. The “documentation” may be timesheets with summaries, a separate summary, paper schedules and task analysis sheets, electronic journaling or logging, etc. The team should be discussing how it will be given to the case manager or if the case manager will receive a copy during their monthly home visit. Checking timesheets through PPL may be enough if it is giving you the information you need to do the appropriate monitoring and tracking progress as required on a monthly and/quarterly basis.
Q: What if a case manager notices a family self-directing is hiring their own family to work for a person and now they probably won’t even be leaving their home now… What can the case manager do or say? A natural support turning into a paid support doesn’t seem to be the right answer.
A: A main part of self-directing in the beginning is role of the Support Broker to work with the participant/family to figure out what is important to and important for the person and identify the circle of supports, including both paid and non-paid supports. The circle is supposed to help the person meet their needs and goals and honor what’s important to them. If non-paid supports become paid supports because the participant prefers those people assisting him/her as opposed to outside staff, then hiring them may make the most sense. But if the people hired are not supporting the person according to the plan of care, where preferences and community integration activities are listed, then the case manager has to monitor and follow up on that situation as you would in traditional services.
Another control in place is that the IBA is not changing for the person, it still needs to be used to fill in the gaps for services not fulfilled by a person’s natural supports. If the support broker, case manager and team are meeting to discuss the support and services needed to meet the person’s needs and wants, before modifying the plan, then that process should provide some quality assurance that the waiver funds are being allocated and utilized appropriately.
If there are concerns with the person’s needs not being met with current services and supports, the case manager’s role would be to work with the support broker to address the issue with the participant & family. When the support broker is no longer involved, down the road, the case manager works directly with the family to ensure the plan of care and waiver funding is being utilized to meet the person’s assessed needs and preferences…or work with the Division so we can become involved in the situation to do some re-education as needed. If the support broker needs to have consultation on how to help in this situation, we can work with the support broker as well.
Q: Who determines what a need is? I would not go into a company and tell them how to run their business or employees.
A: It depends on if something has been determined a “need” or a “request” by the participant’s circle of support. The team should still listen to the participant and family and work collaboratively to identify needs and services desired through the waiver. If there is disagreement regarding a need or requested service, it should be evaluated by the team. If it remains unmet, it needs to be documented along with an action plan to work to address it.
Q: What is the case manager suppose to do about the situation if we are not in charge of the employees?
A: The case manager should discuss the concerns with the support broker, who should then discuss the matter with the participant/family. If the matter does not get resolved, then the case manager should address it directly with the family and explain the consequences of not self-directing in accordance with the waiver requirements, which may result in involuntary termination of self-directing some or all of their services. Many attempts to discuss the concern should be made with the support broker and participant and family before formal changes or actions are taken by the case manager.
Q: Can the Support Broker also be the Case Manager on the same plan of care?
A: No. The Support Broker can only provide Support Broker services and nothing else on an individual’s plan of care. If the provider or provider agency is currently providing case management services, or any services on the plan of care, they cannot be a Support Broker for that participant.
Q: Where can we find a Support Broker or will one be provided?
A: As individuals become certified to become Support Brokers, they will be included on the Division’s provider list. If you know of someone that is interested in becoming a Support Broker, information about this service is posted on the Division’s website at: http://www.health.wyo.gov/ddd/supportbroker.html. The interested person can complete a Support Broker “Notice of Intent” which is located at the bottom of the web page. The Division has also scheduled Support Broker Trainings throughout the state and the training locations and dates are posted on the Division’s website.
Q: If an individual is certified as a Case Manager can they become a Support Broker as well?
A: If they attend the training and pass the test, they can add it to their certification. As a Support Broker, the provider or provider agency cannot provide any other services on an individual’s plan of care.
Q: What are the criteria to become a Support Broker?
A: The criteria are the same as it is for becoming a case manager. If an individual has a Bachelor’s degree, then they are required to have at least one year of experience working in the Developmental Disabilities field. If they have 48 college credit hours, they need to have two years of experience working in the Developmental Disabilities field. In order to become certified as a Support Broker, an individual must complete the Support Broker training and pass the competency-based test.
Q: Is support broker required if they self-direct?
A: Yes, at least for the first year. After the first year the participant may chose to no longer use a support broker [opt out]. Specific criteria is addressed in the Self-direction Handbook and the form is available on the Case Manager Forms page.
Q: Do I have to have a Supports Broker and a Case Manager?
A: Based on research on other states, input from stakeholders and input from consultants with expertise in this area, the Division has decided that participants self-directing their services an any of the waivers will need to choose both a Supports Broker and Case Manager. The same person or agency cannot be providing both services to a participant. Support Brokers and Case Managers will not be permitted to provide any other services to participants self-directing their services to minimize the concerns with conflicts of interest.
Q: Who is going to assist a participant with the responsibilities of self-direction and assure the participant is healthy and safe?
A: The Division has a process in place to help a participant or their representative determine if the participant is willing and able to self-direct some or all of their services. There are also services and supports available, such as Support Broker, Case Manager and the Financial Management Service, who are responsible for being an on-going resources to help a participant succeed in self-directing. However, if there are health, safety or other significant concerns identified with a participant who is self-directing, the Division will work with the participant and their Circle of Support to address the concerns. The Division has the authority to discontinue a person from self-directing their services, but will only do so if all other approaches have been attempted and failed, or if there is fraudulent activity occurring, such as a participant or their representative authorizing payments for services that they know have not been provided.
Q: Where are we going to find the Support Brokers to fulfill this role?
A: The Support Broker Service is going to be considered a waiver service; therefore, any individual meeting the provider qualifications for a Support Broker can be certified to provide this service.
Q: What is the definition for a Support Broker, and are they assigned by the DD Division?
A: A Support Broker is the individual who assists a self-directing participant in many functions of their self-direction responsibilities. For example, hiring and firing staff, helping to ensure staff meet the qualifications for the support services they will be providing, ensuring that the self-directing participant and/or representative is following labor laws, etc. Support Brokers will not be assigned by the DD Division; instead, the participant and/or legal representative selects their Support Broker.
Q: What if there are no qualified Support Brokers available for me to utilize in the area where I live?
A: Ideally, support brokerage would be provided by a person or an agency that has direct contact and knowledge of the participant and his/her needs. If a provider cannot be found in the local area of the participant, then another option would be to seek brokerage from a nearby town or county that does have more resources available. The DD Division is proposing that participants and/or their legal representative can self-direct this service and choose someone they know well who may not meet the more stringent provider qualifications for Support Brokerage to provide this service. Draft DD Division rules state that the selected person is only able to provide Support Brokerage to one participant, but this would allow people to use neighbors, friends, or family members who live in closer proximity to them to provide the service, as long as it wasn’t the parent, stepparent, spouse or guardian of the participant.
Q: How do we chose or find Support Brokers?
A: Since Support Brokerage is considered a waiver service, all providers certified to provide this service will appear on the Division’s Searchable Provider list online. Once you find a Support Broker from the list, you can contact the Support Broker and begin the hiring process.
Q: How do we document for our Support Broker Services?
A: There is a Support Broker Monthly Documentation form you can use. It is located on the Support broker page of the Division’s website. You can also have one emailed to you by contacting your provider support specialist. This form may be modified to meet your business needs.
Q: My Case Manager is under a certain case manager organization. Can someone within the organization get certified individually as a Support Broker and provide these services to me without charge if they also provide another service on my plan and there is conflict of interest?
A: No, the Support broker must be free of conflict to the participant self-directing and therefore he/she nor their organization may provide any other service to a person on that plan of care.
Participant Support Unit
Tammy Arnold — Participant Support Unit Manager
6101 Yellowstone Road, Suite 259A Cheyenne, WY 82002
307-777-8760 | firstname.lastname@example.org
The Participant Support Unit consists of 14 Division staff whose responsibilities include helping new applicants through the eligibility process, reviewing a participant’s Plan of Care to assure it meets the person’s assessed needs and personal goals, approving prior authorization for waiver services, and overseeing the plan implementation for waiver participants.