We do not have a waitlist. However, we conduct a thorough assessment to ensure our services align with your needs. Please book a consultation to get started.

Yes, we accept transfers from other FMS providers. Our digital onboarding process ensures a smooth transition with minimal disruption to your SDP services. Your dedicated case manager will collaborate with your Regional Center to obtain your approved spending plan and authorizations. At the same time, we’ll facilitate onboarding into our client portal, allowing you to add vendors and employees efficiently. This parallel approach helps expedite the transfer.

Our employer burden for co-employer model is 19.90% and sole-employer model is 15.68% The co-employer model includes all employer taxes, workers comp insurance and benefits such as sick leave. The sole-employer model includes employer taxes and sick leave. It doesn't include workers comp policy, however we can provide guidance on getting a workers comp insurance. The cost for WC insurance can be included in the spending plan.

Our current max budget cap is $125,000, but our decision to partner with you isn't solely based on budget size. It’s about ensuring we can fully meet your unique needs. When you reach out, we’ll conduct a comprehensive evaluation of your requirements and let you know if we’re the right fit to support you.

We currently offer all the three FMS Models and also assist you in picking the right FMS model for you if you can't decide. Please book a consultation call to discuss. Bill Payer - Identify your list of vendors. We will take care of onboarding, invoices and payments for you. This model only pays bills and do not support hiring employees. Co-Employer - Identify your list of vendors and caregivers. We will take care of onboarding, their salaries, employer taxes and workers comp insurance for them. This is the model of choice for most participants. Sole Employer - Identify your list of vendors and caregivers. We will take care of onboarding, their salaries and employer taxes for them.While we take care of their onboarding and salaries, you will be the employer of record and responsible for workers comp insurance.

Absolutely! Real-time tracking is one of the key advantages that our customers at Accura highly value. Beyond providing monthly spending reports, we offer dynamic, interactive dashboards that allow you to monitor your spending by employees and vendors down to the minute. Our dashboard delivers an intuitive experience similar to leading money management apps, making it both engaging and effective. Once our clients start using our portal, they never return to spreadsheets or static reports. Schedule a consultation to see this powerful tool in action!

With our advanced digital platform that tracks every spending transaction in real time, we can revise spending plans more quickly than ever before. The only delay occurs when Regional Center approval is needed. You can easily move funds between vendors and employees within a service code at any time, without the need for spending plan revisions or additional approvals. If you need to transfer funds between service codes within the same category, simply notify your service coordinator—no revision is needed unless you're moving more than 10%. For transfers across different categories, you can shift up to 10% of funds with a simple notification to your service coordinator. Moving more than 10% between categories requires approval from the Regional Center, but our platform ensures that this process is as efficient as possible. Adding new vendors or employees does require a spending plan revision, but our platform’s real-time tracking makes these adjustments smooth and transparent, keeping you in control every step of the way.

Yes, we do! Our comprehensive digital platform offers seamless portal access for all employees and vendors. They can easily submit invoices and timesheets, and track the status in real time. With up-to-the-minute updates, there's no need to call or open a ticket to check on the status—everything is accessible at their fingertips.

We are primarily vendored with Tri-Counties Regional Center. We are actively adding new Regional Centers across California. Please book a consultation or call us to get the updated list.

Here is our quick five-step enrollment process: Consultation Call – We will assess your needs and mutually agree to proceed with enrollment. Client Initiation – Notify your Regional Center Service Coordinator via email that you have selected Accura FMS as your Financial Management Service provider. Case Manager Assignment – Every new client is assigned a dedicated Case Manager who will work with you and your Service Coordinator on the next steps. Portal Access – Typically provided after we receive the approved spending plan from the Regional Center. However, in select cases, we can provide early access to expedite onboarding employees and vendors as needed. Green Light – Accura FMS will give you the green light to begin services once we receive all necessary authorizations from the Regional Center. Your assigned Case Manager will keep you informed every step of the way.

We take pride in saying that we have the fastet onboarding process. This is possible by a combination of two factors - Dedicated case manager for every client and our industry leading digital platform. Dedicated Case Manager - every client gets a dedicated case manager who provides hand holding support during onbaording. All questions are answered immediately and support is provided for vendors and employees as well. Digital platform - Most clients complete their onboarding process in minutes via our portal. Employees and vendors submit onboarding forms digitally via desktop/mobile and clients get a dashboard to track their onboarding process. Vendors can onboard in minutes. Employees can be onboarded in 3 days to a week's time based on their background clearance. In rare cases of Background check delay, your dedicated case manager will work with you for alternative options.

Yes, our forms can be filled via Desktop or hand held devices. Our portal enables vendors and employees to digitally fill forms and provided eSignature to complete all forms. They can log into portal and track their approval status.

Yes. You can pay vendors in their preferred mode of payment - Direct Deposits to Credit Cards to Checks. You can take advantage of virtual cards to pay for services such as Gym memberships. Process Overview - When a vendor prefers credit card payments, we issue a Virtual Credit Card to the client for vendor payments. You can submit purchase requests for the vendor's services, and once the request is approved, the assigned card is loaded with the appropriate amount. To avoid transaction issues, ensure that the amount charged matches the approved request exactly before processing the payment.

Our payment schedule is semi-monthly for employees and vendor payments.

Yes, with our industry leading platform, all employee and vendor payments can be tracked visually on a dashboard. All payments can be tracked based on status such as submitted, approved, paid, etc. Employees and vendors can track this information via their portal as well. You will never have to call us or open a ticket to know the status.

We allow clients to submit purchase requests via our Portal. Please note 1. All request must be included on the Approved Spending Plan. 2. All request will be processed within 2 weeks of receiving the request. 3. If this is an urgent (health and safety) need, email your case manager for a quicker processing time. 4. Accura FMS will not authorize any reimbursements.

Imagine a world where people with developmental disabilities have the same rights and opportunities to shape their own lives as everyone else. This is the transformative promise of California’s Self-Determination Program (SDP). By putting individuals in control of their services and supports, SDP empowers them to design their own futures, breaking away from the limitations of traditional systems. Traditional regional center services often involve predetermined options with limited flexibility. In contrast, the Self-Determination Program allows participants to craft a unique plan that suits their individual needs and aspirations.

To qualify for the Self-Determination Program (SDP), you or your family member must meet the following criteria: Eligibility: You must have a developmental disability and currently receive services from a California regional center, or be a new client of a regional center. Age Requirement: You must be over the age of three. If under three, eligibility for services must be established through the Lanterman Act. Living Situation: You must reside in the community and have the freedom to make choices about your life. Individuals living in licensed long-term healthcare facilities are generally not eligible unless they are using the SDP as part of their transition out of such a facility. Once enrolled, you can continue participating in the SDP even if you move to a different regional center. Should you choose to exit the program voluntarily, you may return to the traditional regional center services; however, re-enrollment in the SDP will not be allowed for at least twelve months.

The Self-Determination Program (SDP) offers a comprehensive suite of services designed to provide greater autonomy and personalized support for individuals with disabilities. Unlike traditional regional center services, which may have a more standardized approach, SDP tailors its services to meet the unique needs and preferences of each participant. Here is a comprehensive list of services covered.

The individual budget amount in SDP is determined in one of the following ways. For participants who currently receive regional center services – The individual budget amount is based on the prior 12 months of all regional center expenditures used to purchase services in the IPP. This amount shall be calculated with the most recent 12 months of data. This amount can be adjusted only if both of the following occur: The IPP team determines an adjustment to this amount is necessary due to a change in the participant’s needs, circumstances or resources, or the team identifies prior needs or resources unaddressed in the IPP that would have resulted in an increase or decrease in the amount of regional center expenditures. Examples of when an adjustment to the individual budget amount may be necessary include, but are not limited to, recent/pending change in living situation; services received previously that are no longer needed; services included in the IPP were not used due to illness or lack of provider availability, thus no costs were incurred. The regional center certifies the expenditures used to calculate the individual budget amount, including any adjustments, would have occurred regardless of the individual’s participation in the SDP. For participants who are either newly eligible for regional center services or who do not have 12 months of regional center purchases The individual budget amount is calculated based on the following: The regional center calculates the annual cost of providing the needed services and supports. This is done by using the average cost paid for each of the identified services and supports and how often the IPP team determines each service or support is needed. The average cost may be adjusted if the regional center determines the participant has unique needs that result in a higher or lower cost. Unique needs may include, but are not limited to, language preference, support for behavioral/medical needs and location of available services. The regional center certifies the individual budget amount would have been expended regardless of the individual’s participation in the SDP.

The timeline for transitioning into the Self-Determination Program (SDP) varies depending on individual circumstances and the policies of different Regional Centers. Generally, the process takes at least three to eight months from the completion of the Person-Centered Plan. However, it may take longer if there are disputes with the Regional Center regarding services or if additional assessments are required. Delays can also occur if, for example, your chosen Financial Management Service (FMS) has a waitlist. While this timeframe is typical, it cannot be guaranteed.

Enrolling in California's Self-Determination Program (SDP) is an empowering journey that allows individuals with disabilities to take control of their own services and supports. The program offers more flexibility and choice compared to traditional services provided by Regional Centers. Here’s a step-by-step guide on how to get started with the SDP

Most of the transitional services in the Self-Determination Program (SDP), such as Person-Centered Planning and assistance with budgeting and spending plans, are covered by the Regional Center, so participants generally won’t incur any out-of-pocket expenses for these services. Once you’re enrolled in the SDP, the costs for hiring, onboarding, running payrolls, etc are covered by your Financial Management Service (FMS) and are paid out of your individual budget.

A Financial Management Services (FMS) Company is a crucial element of Self-determination Program. They help SDP participants manage their budget, handle payments to vendors, hire & pay employees. They pretty-much ensure your entire SDP journey is smooth and seamless. That's why choosing an FMS is so important, that we recommend to start this process early, even while you’re working on your budget. Take your time - interview several FMS providers, check their level of customer support, whether they have an online potal to track spending, and the payment methods they offer. Again, this is a very important step as the FMS provider can make or break your SDP experience.

The three primary FMS models available under California's SDP are: Bill Payer Model Co-Employer Model Sole Employer Model Bill Payer Model This model is the simplest of the three. If you are not planning to hire employees, this is the ideal choice. In the Bill Payer model: You do not hire employees directly. You can select vendors or services that aren’t listed by your local regional center. The FMS handles payments for goods and services, but no employee management is involved. This is perfect for participants who only need services without having to manage staff. Co-Employer Model In the Co-Employer model, both you (the participant) and the FMS play roles in managing employees. Here's how it works: The FMS is the official employer of record. The FMS takes care of payroll, tax filings, and other employer responsibilities. You, as the participant, retain the power to hire and fire employees and decide who will work with you. Although the FMS is technically the employer, you are in charge of selecting and managing the staff who support you. This shared responsibility makes things easier, as the FMS handles administrative duties, including background checks, workers’ compensation, and liability insurance. Sole Employer Model In the Sole Employer model, you (or someone you designate) become the employer of record. This model offers the most control and flexibility, but it also comes with additional responsibilities. Here’s what you need to know: You handle most aspects of being an employer, including deciding whether to conduct background checks if your employee isn’t providing personal care services. As an employer of record, you need to primarily have a business either as LLC or a Corporation. You will need to register your business get a Federal EIN number As an employer, you are also responsible for all you year end accounting and tax filings. Your FMS might help in some areas, but it falls under your responsibility. For more detailed information on various FMS models, Insurances and other factors read here.

Employer burden refers to the various responsibilities and costs that participants assume when they become employers of their service providers or care workers. For instance, employer burden covers expenses like payroll taxes (e.g., Social Security and Medicare), unemployment insurance, and contributions to workers' compensation insurance. Typically FMS companies charge anywhere between 18-25% for employer burden. These costs are deducted from the participant’s overall budget, which could otherwise be used for direct services or other vital resources. For example, in a budget with $100,000 payroll and 25% employer burden, this means spending $25k on just employer taxes and insurances. So, remember to ask your FMS on the employer burden and make an informed decision.

There are various type of insurance requirements for Co-employer and Sole employer models. In Co-employer, the FMS is the official employer of record, so the FMS takes care of payroll, tax filings, and other employer responsibilities. Typically as a client/participant, you will never have to deal with insurances as everything is covered in their Employer burden rate. However in Sole employer, you (or someone you designate) become the employer of record, so you are reponsible for all taxes and insurances. Typically all FMS support participants with employer taxes and few with workmans comp insurance. However there are additional insurances at play. Workers' Compensation and Liability Insurance Both workers' compensation and liability insurance are essential in protecting both employers and employees from workplace injuries and accidents. They cover different aspects of potential risks and are required when hiring employees in the co-employer or sole employer models. Workers' Compensation Insurance Workers’ compensation covers employees if they get injured or become ill due to their work. It provides wage replacement and medical benefits to employees, ensuring that the employer is protected from lawsuits stemming from workplace injuries. Co-Employer Model: The FMS is responsible for providing workers' compensation since they are the official employer of record. Sole Employer Model: The participant must ensure that workers’ compensation is provided either through the FMS (if they offer it) or by purchasing a policy independently. Liability Insurance Liability insurance is critical because it protects both participants and FMS providers from potential legal and financial risks, such as employee injuries, property damage, or service-related incidents. There are three main types of liability insurance to consider: Employer Liability Insurance (within Workers’ Compensation) General Liability Insurance Professional Liability Insurance Employer Liability Insurance (within Workers’ Compensation) Employer Liability Insurance is often bundled within Workers’ Compensation (WC) policies. It protects the employer from claims made by employees for workplace-related injuries or illnesses. While Workers’ Compensation covers medical expenses and lost wages, Employer Liability Insurance covers legal fees and settlements if an employee sues the employer for negligence. In Co-employer Model, FMS is the employer of record and takes care of Workers Compensation insurance and employer liability insurance which is usually a part of WC. In Sole Employer model, the participant is responsible for both WC and the Employers liability insurance. However few FMS, offer WC as part of their employer burden. General Liability Insurance General Liability Insurance covers non-employee-related risks, such as third-party bodily injury or property damage. For example, if a service provider damages a participant’s property or a visitor gets injured on the premises, this insurance covers the legal and financial liabilities. In Co-employer Model, FMS is the employer of record and takes care of General liability to protect them. It is usually not a concern for participants in Co-Employer Model. In the Sole Employer model, the participant may independently secure general liability insurance, which can be included in the Spending plan. This can get really expensive, especially for participants who are not familiar with navigating insurance landscape. Professional Liability Insurance Professional Liability Insurance, also known as Errors & Omissions (E&O) insurance, protects against claims of negligence or inadequate performance by service providers. It’s particularly important for those delivering specialized services, such as therapy or consulting. For Sole Employer participants, professional liability insurance is essential when hiring specialized staff, such as therapists or consultants. Without this coverage, participants could be financially liable for professional negligence claims. Again, In Co-employer Model, FMS is the employer of record and takes care of Professional liability to protect them. Please note, typically when you choose a Sole Employer Model, few FMS offer Workers Comp insurance and employer liability. However they do not offer General and Professional liability insurance. Please pay attention and make the right decision if you want to go Sole Employer route.