WIOA VISION: Achieving Competitive Integrated Employment for ...

WIOA VISION: Achieving Competitive Integrated Employment for ...

WIOA VISION: Achieving Competitive Integrated Employment for Those with the Most Significant Disabilities Presented by University of Arkansas CURRENTS, WINTAC PART 1: Competitive Integrated Employment (CIE) VR agencies must achieve Competitive Integrated Employment (CIE) outcomes for those individuals with the most significant disabilities (MSD) utilizing Supported Employment (SE) and Customized Employment (CE) and

other effective strategies. "Competitive, integrated employment" (CIE): Full-time or part-time employment (including self-employment) when wage 1)Is not less than the higher of the rate specified in: Federal, State or local minimum wage law for the place of employment; 2)At least equal to the customary rate paid by the employer for the same or similar work performed by other employees who are not individuals with disabilities and who are similarly situated in similar occupations by the same employer and who have similar training, experience, and skills; Competitive Integrated Employment (CIE) Income, continued

Other income related criteria to achieving CIE outcomes: 3) In the case of an individual who is self-employed, yields an income that is comparable to the income received by other individuals who are not individuals with disabilities and who are selfemployed in similar occupations or on similar tasks and who have similar training, experience, and skills; and 4) Is eligible for the level of benefits provided to other employees. Competitive Integrated Employment (CIE), continued In order meet a CIE outcome, the worksite must meet two criteria: 1. Typically found in the community where the consumer regularly interacts, while performing their duties, with people without disabilities (i.e. "integrated setting)

2. AND where those interactions typically occur in comparable positions for individuals without disabilities. These positions are intended to provide opportunities for advancement that are similar to those for other employees who are not individuals with disabilities and who have similar positions. More details are available on CIE on RSAs website and on our WINTAC website: http://www.wintac.org/topic-areas/resources-and-strategiesfor-competitive-integrated-employment Competitive Integrated Employment (CIE) Summary THE CIE CRITERIA CAN BE SUMMARIZED AS 5 ELEMENTS: Full-time or part-time employment (including self-employment) that: 1)Meets/exceeds minimum wage (Federal, State or local minimum wage law)

2)Isnt less than the normal/customary rate for similar positions and is eligible for the level of benefits provided to other employees; and 3)Occurs in an integrated setting 4)Position provides opportunities for advancement that are similar to those for other employees who are not individuals with disabilities and who have similar positions. 5)If self-employed, yields income that is comparable to others without disabilities in the general population END OF PART 1, CIE PART 2: Supported Employment (SE) Overview Supported employment offers THE BRIDGE for individuals with the most

significant disabilities to achieve and sustain CIE through intensive on-the-job related support services SE Services Target Consumers: For whom CIE has not historically occurred, or for whom CIE has been interrupted or intermittent as a result of a significant disability; and Who, because of the nature and severity of their disabilities, need intensive supported employment services and extended services after the transition from support provided by the designated State unit, in order to perform this work. The Law says Supported Employment must occur at a worksite that

Meets competitive integrated employment criteria above OR (on an exceptional basis) in an integrated work setting in which individuals are working on a short-term basis (defined in the next slides) Individualized and customized consistent with the strengths, abilities, interests and informed choice of the individuals involved For adults, VR can provide SE services for up to 24 months with some exceptions for extension The Law also says Supported Employment Services.. For youth, extended services may be provided by VR up to four years, or until the individual turns 25

WIOA now requires 50% of SE funds be used to provide supported employment services, including extended services, to youth with the most significant disabilities SE funds can only be utilized for activities to support individuals once those individuals are placed on a Supported Employment worksite At a MINIMUM, SE (including CE) must occur in an integrated work setting Supported Employment Services are On-going support services, including job coaching and other on-thejob supports, needed to support and maintain an individual with a most significant disability, including a youth with the most significant disability.

Supported employment services are: Organized and made available, singly or in combination, in such a way as to assist an eligible individual to eventually achieve competitive integrated employment; Based on a determination of the needs of an eligible individual, as specified in an individualized plan for employment; Provided by VR for a period of time not to exceed 24 months, unless under special circumstances the eligible individual and the rehabilitation counselor jointly agree to extend the time to achieve the employment outcome identified in the IPE. Examples of SE Services

JOB COACHING and/or consulting with the employer & co-workers Structuring the job, building in cues and feedback, teaching skills, troubleshooting, modeling appropriate behavior Helping with on-the-job social integration and transportation arrangements Coordinating services (e.g. residential, medical, etc.) and connecting with other resources WHAT is High Quality Supported Employment? High quality supported employment professionals are RESOURCEFUL

and will: Use what's there Adapt what's there Supplement what's there Develop natural supports (defined in next slide) What are NATURAL SUPPORTS? Think of your own job - could you be successful if you were not part of a team or did not communicate effectively with your coworkers? Would you stay at a job if you felt socially excluded? Remember that natural support and job coaching are not mutually exclusive! A good job coach is always looking for opportunities to fade

out, which generally means identifying support within the workplace. A natural support model is not the same as place and pray, nor does it necessarily cost less to the funding agency. WHO provides Supported Employment Services? Some individuals with the most significant disabilities need SE services to achieve and sustain competitive integrated employment. Who provides it? Some VR agencies have internal staff that function in the CRP role, providing job development, placement, coaching, and support. These individuals may be called VR Aides, VR Techs, or employment specialists.

Most VR agencies contract with CRPs to provide these services. Sometimes CRP staff are co-located at or assigned to a specific VR office and serve only clients of those counselors. Typical Supported Employment Service Flow VR gets referral, determines eligibility, develops an IPE that identifies the need for SE services and a provider of extended services VRC and participant identify an appropriate provider of needed services External Community Rehabilitation Program Internal VR staff job developer, placement specialist, job coach etc. Combination of both

Referral is made along with authorization for services Job development, job placement, job coaching/training services are provided and billed to the VRC along with progress reports. During this time, the VRC should remain actively involved in the case and oversee the services that are being provided. WHAT does Supported Employment look like? Often involves helping people access existing jobs in the local community and then providing supports Sometimes group employment as long as it meets

the definition of integrated Sometimes involves developing/creating a new position (customized employment) Sometimes involves self-employment Completing Supported Employment An individual has completed SE when (1) The individual receives up to 24 months (was 18 mo.) of SE; OR (2) The counselor and individual have determined that an extension of time to provide SE services beyond 24 months is necessary to support and maintain the individual in supported employment before the individual transitions to extended services and that extension of time has concluded;

AND (a) The individual has transitioned to extended services provided by either the designated State unit for youth with the most significant disabilities, or another provider AND Completing Supported Employment, continued (b) The individual has maintained employment and achieved stability in the work setting for at least 90 days after transitioning to extended services; AND (c) The employment is individualized and customized consistent with the strengths, abilities, interests, and informed choice of the individual.

NOTE: The exception is when the individual has other vocational rehabilitation services listed on the IPE and is working on a short-term basis (defined on next slide) toward the achievement of competitive integrated employment in supported employment. FOR YOUTH (under 25), VR can provide extended services for up to 4 years/up to the age of 25 Supported Employment, Short-Term Basis Under WIOA Supported Employment (SE), Short-Term Basis: As an EXCEPTION, an individual can be placed into a SE worksite on a Short-Term Basis WITHOUT meeting all CIE criteria as long as the SE worksite is in an integrated setting and the individual can reasonably

anticipate achieving competitive integrated employment Within six months of achieving a supported employment outcome; or In limited circumstances, within a period not to exceed 12 months from the achievement of the supported employment outcome, if a longer period is necessary based on the needs of the individual, and the individual has demonstrated progress toward competitive earnings based on information contained in the service record. Supported Employment, Short-term basis continued Starting point of SE Short-Term Basis The six-month short-term basis period, and the additional six months that may be available in limited circumstances, begins after an individual has

completed up to 24 months of supported employment services (unless a longer period of time is necessary based upon the individuals needs) and the individual has achieved a supported employment outcome, meaning that the individual is stable in the supported employment placement for a minimum period of 90 days following the transition to extended services. At this point, the individual has achieved a supported employment outcome in accordance with 363.54 described later. Supported Employment Extended Services Extended Services Definition: (34 CFR Part 361.5 (19))

Ongoing support services and other appropriate services that are: Needed to support and maintain an individual with a most significant disability including a youth with a most significant disability, in supported employment; Organized or made available, singly or in combination, in such a way as to assist an eligible individual in maintaining supported employment; Based on the needs of an eligible individual, as specified in an individualized plan for employment; Extended Services are also Ongoing support services and other appropriate services that are:

Provided by a State agency, a private nonprofit organization, employer, or any other appropriate resource, after an individual has made the transition from support from the designated State unit; and Provided to a youth with a most significant disability for a period not to exceed four years, or at such time that a youth reaches age 25 and no longer meets the definition of a youth with a disability under paragraph (c)(58) of this section, whichever occurs first. VR can only provide extended services to youth with a most significant disability. Documenting Supported Employment Services.. The IPE for the individual with a most significant disability for whom an

employment outcome in a SE setting has been determined must: (1) Specify the supported employment services to be provided; (2) Specify the expected extended services needed, which may include natural supports; (3) Identify the source of extended services or, to the extent that it is not possible to identify the source of extended services at the time the individualized plan for employment is developed, include a description of the basis for concluding that there is a reasonable expectation that those sources will become available; Documenting SE Services, continued (4) Provide for periodic monitoring to ensure that the individual is making

satisfactory progress toward meeting the weekly work requirement established in the individualized plan for employment by the time of transition to extended services; (5) Provide for the coordination of services provided under an individualized plan for employment with services provided under other individualized plans established under other Federal or State programs; (6) To the extent that job skills training is provided, identify that the training will be provided on site; and (7) Include placement in an integrated setting for the maximum number of hours possible based on the unique strengths, resources, priorities, concerns, abilities, capabilities, interests, and informed choice of individuals with the most significant disabilities.

Successful SE Outcomes Once individual is stably employed, funding for services is transitioned to the extended services resource (typically DD or MH)* At least 90 days after this transition takes place, the VR case is closed as successfully employed *ONE EXCEPTION FOR YOUTH VR may pay for the extended services for youth with the most significant disabilities for up to 4 years or until the individual turns 25 years old Successful Supported Employment

Outcomes The key to SE is MATCHING and SUPPORTING the client to the right worksite as the BRIDGE to achieving & sustaining COMPETITIVE INTEGRATED EMPLOYMENT for those with the most significant disabilities Successful VR Outcomes = CIE placement sustained through 2nd and 4th quarter after placement Non-Traditional SE Providers in Remote

Areas While many states struggle with finding adequate SE resources in RURAL areas, Alaskas many small and REMOTE communities present unique challenges. Many Alaskan communities are only accessible by air or boat with only a few VR participants in the community not enough to support a CRP and employment options may be limited too.

Non-Traditional SE Providers contd In order to meet the need for supported employment services in rural areas, Alaska DVR has taken a couple of different approaches. First, they have invited individuals to apply to be an oncall provider of services, without being part of an agency or being accredited. These individuals are required to complete training leading to a Certificate in Employment Services from ACRE. Providers include former teachers, social workers, tribal VR staff, baristas, retirees, business owners you name it. Larry from Ketchikan owns a Ride the Duck business in Alaskas 5th largest city population 8,000

Non-Traditional SE Providers, continued More recently, Alaska DVR has offered free training at the Statewide Special Education Conference to SpEd staff (teachers, aides, etc) who are interested in providing Pre-Employment Transition Services and Supported Employment after school and during the summer vacation. West Virginia VR uses this model too. The school is often the center of these small communities, and the school personnel are well acquainted with individuals who need VR services, as well as with their families and community resources. This model has allowed AK DVR to provide needed services where there is a very small population.

More Supported Employment Examples The next several slides provide illustrations of more typical states with VR agencies that have partnered with CRPs, businesses, county DD agencies, and school personnel to provide SE services. These include: Vermont Progressive Employment used statewide in VT and other states Project Search used in many states to provide services in specific communities across the country WA DVR School to Work used in seven counties across the state Vermont Progressive Employment Model

Many VR agencies are moving toward a progressive employment model. First labeled by Vermont VR and now used in several other states, the key principles are: Everyone is ready for something (businesses and applicants) Small success leads to further success Offer flexibility and low risk to both the business and applicant Eliminate the need to be job ready Progressive Employment offers A continuum of placement options geared to the skills & interests of the individual and the level of engagement negotiated with the business A method to evaluate existing work skills, reduce fear, and identify training,

support, or accommodation needs Options: Practice interview Company tour Job shadowing Short term work experience/internship On-the-job training Temp to hire More on Vermont Vermont also contracts with CRPs to pay for co-located Business Account Managers

(BAMs) who work alongside state staff to provide business services and develop Progressive Employment Opportunities. Local teams of VRCs and BAMs meet weekly for Jobsville meetings where labor market, business development, and challenging cases are shared. Project SEARCH Serving youth with developmental disabilities Successful outcome is competitive employment in an integrated setting

Business-led program offers Employment in an integrated setting (that is, working alongside coworkers with and without disabilities) Year-round work (not seasonal employment) 16 hours/week or more along with employment skills curriculum Minimum wage or higher Project SEARCH Partners Include: Businesses (most often hospitals, sometimes hotels and State/Federal offices) Education/Schools Vocational Rehabilitation

Community Rehabilitation Providers Long-term Support Agencies Families Social Security Administration Students work at the business each school day for a minimum of six hours for an entire academic year, experiencing different tasks and locations. Partners provide consistent on-site staff including a special education teacher from the school district and job coaches (usually funded by Vocational Rehabilitation and a supported employment agency and/or the school). Washington School to Work (S2W) S2W originated as a collaboration among 17 King County school districts, 15

employment support agencies (CRPs), the King County Work Training Program, Washington DVR and DDD S2W takes a team approach. Students with developmental disabilities work with a job coach, their school, their parents, DVR, and DD to help them find a job before they leave school S2W is now active in seven WA counties http://www.kingcounty.gov/depts/communityhuman-services/developmental-disabilities/ services/school-to-work.aspx Washington School to Work (S2W)

contd Job development and coaching staff are provided by CRPs and assigned to a specific school (or schools) CRP staff work with school staff to provide discovery/assessment activities leading to job development, placement, and training/support based on an IPE developed with the VR Counselor VR contracts with and pays the county DD agency a flat fee of $8,670 at the time of each students job stabilization and transition to DD funded long-term support (Extended Services) Participating counties contract with and pay their CRPs in various ways monthly payments, outcome payments, incentive payments, etc. In some areas, schools also provide FTEs to do job development and placement as

part of their transition program Self-Employment Overview Self-employment; still a viable option Self-employment remains a viable option and can evolve from a variety of VR service approaches including Supported & Customized Employment Self employment is considered competitive integrated employment if it results in an income that is comparable to that earned by: Other individuals who do not have disabilities Who are self-employed in similar occupations or on similar tasks And who have similar training, experience, and skills

Self-Employment as a SE or CE approach Self employment could involve: Business within a business Resource ownership (e.g. owning equipment that is rented/leased out) Sole proprietorship

Limited partnerships Supported Self-Employment Business owners dont have to be able to do everything on their own. Examples of supports arranged to promote success in a window cleaning business: Record-keeping procedures to ensure good business practice Small Business Development Center & parents & employment specialist Assistance with bidding on jobs parents Training on all aspects of window cleaning business A professional staff person with Clearview & Precision Power Washing Assistance with using window cleaning software, simplifying procedures A professional staff person and consumers parents

Taxes, salary, quarterly reports etc. hired an accountant/tax consultant Info shared by Roger Job coaching when needed employment specialist Shelley, U of Alaska CHD Supported Self-Employment During interviews with Nancy Arnold of the Rural Institute at the University of Montana, VR counselors said they would be more likely to use self-employment if: Their state had self-employment policies, procedures, and guidelines to follow

They understood their states self-employment policies, procedures, and guidelines They had received training on the components of a business plan, and They knew how to evaluate a business plan Alaska VR developed and implemented a very detailed multi-tiered Self-Employment plan which is very helpful! PART 3: Customized Employment (CE) Overview "Customized Employment" (CE) is defined as competitive integrated employment for an individual with a significant disability, that is:

Based on an individualized determination of the unique strengths, needs, and interests of the individual with a significant disability typically identified through an intensive process which is often called Discovery; Meets the specific abilities of the individual and the business needs of the employer; Is carried out through flexible strategies that customize the job to meet the individuals needs. Supported versus Customized Employment Michael Callahan (Marc Gold and Associates) explains it this way:

Supported Employment is like picking out the carpets and cabinets in a house you make minor modifications in an existing job based on your preferences and needs. Customized Employment is like sitting down with an architect and designing the house from scratch you are creating a job that benefits both the business and the employee. Customized Employment (CE) Strategies Flexible job customization strategies to build the new job include: Task reassignment: Some of the job tasks of incumbent workers are reassigned to a new employee. This reassignment allows the incumbent worker to focus on the critical functions of his/her job (i.e., primary job

responsibilities) and complete more of the central work of the job. Task reassignment typically takes the form of job creation, whereby a new job description is negotiated based on current, unmet workplace needs. Job carving: An existing job description is modified containing one or more, but not all, of the tasks from the original job description. Customized Employment (CE), Strategies, continued Job customization strategies also include: Job sharing: Two or more people share the tasks and responsibilities of a job based on each other's strengths. Self-Employment as a form of Customized Employment: Self

Employment allows for an individual to receive assistance in the creation of an independently owned small business (typically a micro enterprise, under five employees) based on the strengths and dreams of an individual and the unmet needs of a local market while incorporating the individualized planning and support strategies needed for success. Job Creation: A new position is created to meet unmet need or needs of an employer that are also customized to fit the individual Those are Customized Employment Outcomes How do We Get There? First determining the unique strengths, needs, and interests of the individual often done through an intensive, ecological based discovery

process. Sometimes this is completed by the school or DD agency prior to referral to VR; sometimes it is a service provided with VR funds This information allows us to effectively negotiate with business to: Customize a job description based on current or previously unidentified/unmet business needs Developing a set of job duties, work schedule and job arrangement, and specifics of supervision; negotiating these with the employer May need to provide services and supports on the job (SE services) Customized Employment (CE) WIOA requires Customized Employment (CE) outcomes but does not define a process to achieve it. However, the CE process is generally recognized to have 5

important Customized Employment components (Marc Gold and Associates and supported by ODEP) 1. Discovery 2. Narrative or Visual Profile that captures the Discovery information 3.Customized Planning Meeting: Developing the employment plan 4.Development of a Representational Portfolio 5.Customized Job Development NOTE: These 5 Customized Employment competencies are described in more detail at: http://marcgold.com/Publications/White%20Papers/Customized%20Employment.pdf FOR ADDITIONAL INFORMATION CIE, SE and CE resources via WINTAC at:

http:// www.wintac.org/topic-areas/resources-and-strategies-for-compe titive-integrated-employment Technical Assistance: Sean OBrien, [email protected] END OF PART 3: Customized Employment PART 4 BUSINESS ENGAGEMENT: Effectively Serving Our Businesses in

the New DUAL Customer Approach http://www.orchardhill.ac.uk/supported-employment/ Business Engagement Overview Business Engagement (BE) is interaction between employers, vocational rehabilitation (VR), and other workforce development and education organizations that results in measurable improvement in desired outcomes. Effective BE bridges the gap between employer demand for a capable workforce and the supply of workers with the abilities to meet those job demands Under WIOA, Dual Customer Approach is now required and incorporated

into VRs performance measures. Both Consumers AND Businesses are VRs mandated customers. Business Engagement Performance Measures In Hawaii, Business Engagement related outcomes will be measured by tracking two criteria that relate to increasing repeat business, and employee retention rates: REPEAT BUSINESS: Record the number of establishments that received a service or are continuing to receive a service or other assistance during the reporting period AND who utilized a service anytime within the previous 3 years AND RETENTION: A participant is employed by the same employer for 2nd

and 4th quarters after exit. This information is already collected by the individual participant and is part of the Participant Individual Record Layout (PIRL). Business Engagement; Four Common Models There are typically five models delivering business engagement: Centralized: Dedicated business relations unit staff located in the central VR office. Regional: Business specialists located throughout the state. Direct Service Staff: Counselor or VR Business (or Job Development) Specialist. Partnerships: CRP/Provider, workforce partner and/or emerging

partnerships. Combination of the above Business Engagement: Past Engagement with business in the past have often been: oEpisodic oThe employer contact was based on consumers need oPurpose/Goal largely motivated by Placement Successful VR Closure oEmployer Approach Framework was often VRs perspective, culture & language oPersonality dependent its really who you know Business Engagement: Future

Research shows the more employers are approached as CUSTOMERS, the more likely consumers served by the agency achieved competitive integrated employment. Future engagement will need to address: Regularity Triggered by business need (value exchange) and responding services More intensive & proactive; provide direct business services Business culture including their perspective & language More systematic; addressing business expectations becomes the norm Increased tracking of business contact In the context of partnerships Future Expectations, continued

Businesses often identify their expectations as: Close working relationship with a representative of the agency (usually one-to-one relationship). Understand their business needs and culture at some depth. Focus on individual meeting essential qualifications, being reliable and not expensive. Have a life-line so if worksite intervention or assistance is needed, they have someone to call on after placement. Business Engagement: Deliverables Assisting in filling existing vacancies by facilitating good job matching based on applicants qualifications & capacities to meet employers needs

Providing on-going back-up/safety net to intervene and assist with retention when needed Providing information & demonstration about accommodations and assistive technology (AT) was mentioned as a best technique for engaging businesses Providing training and clarity to businesses about ADA in general and how they can meet those requirements with little to no cost to the business Assistance with utilizing Labor Market Information On the job training, customized training or other business work experiences Leveraging existing business incentives such as Schedule A (Federal), Tax Credits, State and local employer networks (BLN, The NET, Chamber, etc.) Business Engagement Activity

Given the new business engagement expectations, please answer these four questions: 1) Identify any current practices you are doing now that may meet the new business engagement requirements 2) What challenges do you see in meeting these new dual customer requirements? 3) Does your BE approach include any other partner collaboration? 4) Whats working/whats not? Business Engagement: Utilization of LMI WIOA also increases its emphasis on VRs effective use of Labor Market Information (LMI)

Supports meeting WIOA obligation for VR to ensure that the personnel have a 21st-century understanding of the evolving labor force and the needs of individuals with disabilities. One excellent LMI option being utilized in a number of states is the The Career Index Plus (TCI+). TCI+ is made available through WINTAC free of charge to all VR programs and their workforce partners. The Career Index Plus (TCI+) TCI + offers a labor market information (LMI) system that: Supports meeting WIOA obligation for VR to ensure that the personnel

have a 21st-century understanding of the evolving labor force and the needs of individuals with disabilities and, The Career Index Plus is made available through WINTAC free of charge to all VR programs and their workforce partners. Career Index Training: Live and Archived January: From 1/31, 1:00 ET Archived-Introduction: The Career Index Plus: Navigating and Utilizing a Comprehensive Online Labor Market Information System February: On 2/7, 1:00 ET - The Career Index Plus: Getting Started with Labor Market Information

February: 2/21, 1:00 ET TCI+: Enhancing the Counselor/Client Relationship Through the Development and Use of Client Profiles March: 3/21, 1:00 ET TCI+: Advanced Uses for Counselors and Clients in the Workforce Development System How to Sign on and Take a Look: Go to website www.thecareerindex.com and register for an account. Use your work/agency e-mail (not your home e-mail); this allows you to access features only VR counselors can see including adding and tracking clients.

Go play. If you have difficulty accessing TCI+, ask your IT staff to contact TCI+ developer, KD Nyegaard, directly at: [email protected] for assistance. Business Engagement Activity (Optional) What Labor Exchange Information system (LMI) are you using and how effective do you feel its been? Whats working/whats not? Does your LMI system include any collaboration with your

workforce partner or any other agency? FOR MORE INFORMATION ON BUSINESS ENGAGEMENT Job Driven VR TA (JDVRTAs) Explore VR website at: http://www.explorevr.org/ Technical Assistance: Sean OBrien, [email protected] END OF PART 4 PART 5

VR LEADERSHIP CONSIDERATIONS: Building a Strong Supported Employment Program and Business Engagement Considerations http://www.orchardhill.ac.uk/supported-employment/ Building Capacity for SE SE Services are delivered one of three ways: External Community Rehabilitation Program

Internal VR staff job developer, placement specialist, job coach etc. Combination of both If by CRP, referral is made along with authorization for services AND Job development, job placement, job coaching/training services are provided and billed to the VRC along with progress reports. During this time, the VRC should remain actively involved in the case and oversee the services that are being provided. Partnering with CRPs for SE Advantages Disadvantages

Dont need to hire state employees or pay someone if theyre not needed High turnover and limited qualifications for CRP staff Allows VRCs to work with large caseloads CRP resources may be scarce or nonexistent

Milestone/outcome systems limit financial risk Communication across team may be more difficult Piggy-back on services paid for by DD/MH Limits VR visibility in the business community

Questions to Consider in Developing YOUR Supported Employment Model Who will decide if an applicant needs Supported Employment services? What criteria will be used? Will SE services be provided by in-house staff, or by a CRP? If the latter, how will you provide comparative information about available CRPs so the client can make an informed choice? What are the possible resources for Extended Services? How will those be identified and documented in the IPE? On what basis will contracted services be paid (e.g. fee for service, contract, milestone/outcome)?

More Questions! Communications between the service provider and the VRC what kind and how often? What are your options in areas where there are no CRPs, or in situations where there are no CRPs qualified to provide the kind of services needed (e.g. for people with visual impairments or non-English speakers)? How will contracted services be tracked and evaluated? How will you involve your staff and providers in the development of these policies and procedures? How will you provide training once the plan is in place?

VR Leadership BE Related Info: WIOA frames Employer Engagement in terms of the functions of the local boards. Has 4 paragraphs (A,B,C,D) Key elements (truncated) below: A Promotes business representation re: policy making. B Develops linkages to support workforce investment activities C- Ensures workforce activities meet the needs of employers (communication, coordination, collaboration). VR Leadership BE Related Info (contd):

D: (context of local workforce boards) to develop and implement proven or promising strategies for meeting the employment and skill needs of workers and employers (such as the establishment of industry and sector partnerships), that provide the skilled workforce needed by employers in the region, and that expand employment and career advancement opportunities for workforce development system participants, Is in demand industry sectors or occupations. Questions to Consider

Regarding BE: Identify what changes may be needed: What specific business services can be offered and by whom? What is being offered now that already fits does it need to be expanded? How regularly should it be provided? How will they know if theyre doing it right? Do they already know how to do it well? Who will show them how to do it? BE Related Questions, continued:

What will they no longer do, to make time for the new thing(s) they need to do? Will they miss what they used to do? Will there be any rewards for the new thing(s) they are supposed to do? What does leadership & management need to do to create and sustain the new patterns and sequences? Shaping Decisions & Strategies: Research findings and existing or proposed models Organizational analysis - Do current practices and systems

enhance or inhibit successful business engagement? What are others doing effectively? Are there opportunities within partnerships? Elements of BE Leadership Support: Expectation that rehabilitation counselors will interact with businesses as part of their jobs Employ business relations staff who work both with consumers and businesses Consider training staff about the importance of working with businesses

Use a modeling or mentoring approach to help counselors develop skills Counselor Perspective on Challenges: Lack of time Lack of comfort Lack of knowledge Lack of skill Research Based Recommendations:

Reduce workload (so they have time for business engagement activity) Training/Mentoring Focus training on helping counselors reframe the way they view business interactions from considering it a sales approach to considering it developing a relationship with an individual, who happens to be an employer Create opportunities and time for VR personnel to make contacts with employers Businesses Sometimes Advise VR:

More community outreach and networking. Attend HR meetings and conferences. Understand business needs, and develop a relationship before referring individuals for placement. Provide mentoring to new staff about how to interact with businesses. This mentoring should include modeling of the behavior. Be responsive when called upon. Q/A and FOR MORE INFORMATION Technical Assistance: Sean OBrien, [email protected]

END OF PART 5

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