PASS+PORT – CMG’s framework for positive behaviour support (PBS)

PASS+PORT is CMG’s PBS framework for delivering quality of life both as an intervention and as an outcome for people who have learning disabilities and behaviours that are considered challenging.

The PASS-PORT PBS process starts when the PBS Team receives an internal referral for PBS support. A PBS Practitioner will then be assigned to that person and will undertake a functional assessment of the service user’s behavioural needs and skills of staff at the service. This process involves the service user, family and staff members.

A PBS Action Plan is then developed to enhance the staff’s core skills in Total Communication, Active Support, Person Centred Planning and Meaningful Activity Planning.

To ensure that this plan is well understood and able to be used practically, staff are then given up to 36 hours of face to face training on PBS at the service and how to work with the plan.

The final stage on the journey is to enhance the practice leadership on PBS within the service and to embed the strategies and planning in working practice. We do this through coaching specific people in the service, supporting the service to achieve the quality standards in PBS and by using positive monitoring to engage staff in utilising the plan fully and monitoring its outcomes.

A range of resource tools are also made available to staff giving ideas/suggestions around activities, communication aids, teaching new skills and developing new opportunities that can be undertaken to ensure the service user is occupied and engaged as appropriate.

Making sure PASS+PORT is successfully delivered

One concern that is often raised about positive behavior support (PBS), is that what happens on the page does not always equate to what happens in a service. The PBS Team at CMG are very focused on ensuring that staff really understand the plans and know how to use them in practice, and that there is a clear way of measuring outcomes.

This process includes:

  • An action planning tool which is scored on a monthly basis to measure actions taken and outcomes achieved as outlined in the plan, and to further problem solve alongside the team.
  • An observation tool that enables each staff member to be observed working with the person over a set period of time. This information is used to inform further development needs or recognise achievements and skill