Narrative: d. 2. P. i. I.

Goal 1 To increase successful closures for DVR clients from 705 in FFY 2011 to 800 in FFY 2012 and 900 in FFY 2013, 1000 in 2014, and 1100 in 2015; thereby substantially improving employment outcomes for DVR clients in Maine Objective: Reduction of the numbers of DVR clients who “drop out” of services from 1627 in FFY 2011 to 1500 in FFY 2012 to 1300 in FY 2013 (continued for 2014 & 2015) Strategies: a. Collect and analyze data on reasons for drop out for cases closed in status 30/found eligible no plan developed. REPORT ON PROGRESS: DVR contracted with the Center for Workforce Research and Information to conduct a preliminary analysis on early exiters from services. That report was released in January 2015 and presented to the SRC at their February meeting. The report indicated that clients under the age of 25 were particularly likely to exit services before successful employment. In this past year, DVR has undertaken a number of initiatives and provided additional training to staff in the attempt to decrease the number of individuals who do not complete their programs within VR. These initiatives, include implementing a Progressive Employment pilot geared to transition age youth in the hopes that youth will stay engaged with the VR process once they graduate from High School. In addition DVR has provided additional training to staff to impress upon them the need to move clients into plan earlier, which we believe will have a positive impact by lessening the early exit of individuals from VR. b. Provide staff training on case management techniques that promote engagement. REPORT ON PROGRESS: The DVR Director presented a webinar on March 23, 2015 on WIOA and Time to Plan. This was then followed up by targeted in–person training to all field office staff during the summer of 2015. The training included best practices on time to plan for a variety of client populations as well as technical strategies to improve case management. To continue to strengthen employment plan development, casework supervisors regularly review open cases as well as meet with VRCs to provide guidance on appropriate plan development. New Counselor Training includes a module on plan development and all VRCs who would like to brush up on their plan development skills are welcome to attend along with new counselors when it is offered during the year. Objective: To increase the percentage of successful employment closures for individuals who receive services from community rehabilitation providers. Strategies: a. Provide joint training opportunities for CRP’s on topics to promote best practices in employment supports for people with disabilities. REPORT ON PROGRESS: DVR through its partnership in the Workforce Development System sponsors regular training for CRPs on topics such as Discovering Personal Genius and Fading and Natural Supports. Additionally, DVR offered in–person and webinar training to CRPs on the Progressive Employment model, collaboration with DHHS and other relevant topics during the year. DVR strives to provide cross–training between CRPs and VR counselors whenever possible. c. Monitor data on the implementation of the Milestone Outcome Payment System for quality assurance. REPORT ON PROGRESS: Monitoring of expenditures and employment outcomes is occurring; a detailed analysis is in early stages with the assistance of Management Analyst II hired during FFY 15. Using the Community Rehabilitation Provider (CRP) expenditures from SFY 2012 as a baseline and comparing it to SFY 2015 expenditures, there was an increase of total expenditures for CRP services of $655, 453; which equates to a 22.5% increase in spending. Using the same baseline data information, comparing SFY 2012 to SFY 2015, 263 less clients were referred to and received services from CRPs and there were 9 less CRP successful closures. Cost per successful closure was $11,345 in SFY 2012 and $14,412 in SFY 2015 or in an increase per client of $3,067. Costs for all clients served by CRPs in SFY 2012 were $1,169 and in SFY 2015 $1,602, an increase of $433 per client. Improvements were noted in service time length from Eligibility to Employment and from Eligibility to Closure during the same SFY comparison and closure trends showed an increase in the rehabilitation rate, comparing successful closures to unsuccessful closures, of 5.7% points. Another area of note is the number of authorizations created by Support Staff during the same time period decreased by 1,275; this demonstrates a decrease in workload for administrative staff within the agency and has implications for improvements throughout the State of Maine payment system and process. As noted above, there are increases to spending in services provided to clients through the Milestone payment process; likewise, there are benefits and improvements noted. A more thorough evaluation of the costs and benefit analysis and a determination to make adjustments to the existing process will be forthcoming. Objective: To expand the number of Maine employers who implement diversity hiring activities through engagement with the Bureau of Rehabilitation Services’ Business Services Hiring Initiative Team from two in FFY 2011 to four in FFY 2012 to six in FY 2013 to twelve in FY 2014 to sixteen in FY 2015. Strategies: a. Continue to actively support the Maine Chapter of the US Business Leadership Network. REPORT ON PROGRESS: DVR continues with participation in the development of the Maine Business Leadership Network infrastructure and participates on the MEBLN advisory team. No one was sent to the conference in FY15 because there was no one in that position at the time the conference was held. DVR did participate the two previous years however. DVR has experienced the retirement of one Business Relations Specialist and the resignation of another. Despite these setbacks, DVR maintains a dual customer approach as evidenced by the activities below. Recruitment of new businesses has, however, been slowed by this staff turnover. b. Partner with the Maine State Chamber of Commerce, local Chambers, and the Society of Human Resource Managers (SHRM) to expand business outreach/network. REPORT ON PROGRESS: DVR renewed its agreement with the Chamber of Commerce which serves as the host for the MEBLN, the Business Relations Specialist and MEBLN members submitted a proposal on increasing hiring of people with disabilities which was selected for presentation at Maine’s annual Society for Human Resource Management (SHRM) conference in May 2015. c. With input from field staff (VRCs and CRPs), develop Regional Business Relations Plans for each region. These plans will clearly identify roles, responsibilities, and strategies to engage business partners in the field. d. Participate with other MDOL programs to pilot a sector strategy to respond to workforce needs in health care. A major emphasis is on the development of a Maine Health Care Academy to train job seekers for CNAs and/or nursing positions. REPORT ON PROGRESS: This partnership was put on hold due to staffing turnover. Goal 2 To serve all individuals with the most significant disabilities in a timely manner including maintenance of no waitlist for services during the period FFY 2012 – 2015 Objective: To reduce the average time in plan development (status 10) from 300 days in FFY 2011 to 240 days in FFY 2012 to 210 days in FY 2013 to 180 days in FY 2014 & FY 2015. Strategies: a. Increase use of the Career Exploration Workshop, which has been shown to decrease case length time. REPORT ON PROGRESS: DVR continues to use the Career Exploration Workshop as a powerful tool in assisting clients to clarify their career goals. The CEW is offered on a regular basis (at least monthly) in five CareerCenter locations and as needed at other sites. Currently DVR is conducting its second analysis of the impact of CEW on client outcomes. According to recent data from our last quarter, the Statewide average number of days for all VR clients to get into an Individualized Plan from their date of eligibility is 134 days. At the end of 2014, the average time to plan was 217 days. While DVR has continued to address and improve on this time frame, our goal is to meet the 90 days to plan requirement that is stated in the Rehab Act. This is the goal that we will strive for in this next Federal Fiscal year. b. Work closely with the Maine Department of Education to ensure implementation of the joint Cooperative Agreement and best practice guidelines on referral and timely application for transition age students. REPORT ON PROGRESS: DVR sits on DOE’s State Personnel Development Grant and has participated in multiple joint training opportunities. DVR Asst. Director serves as Co–Chair of IDEA Part B Advisory Committee. DOE is a partner in Employment First and Special Services Director Jan Breton co–chairs subcommittee on transition. DVR presented at the MADSEC Special Education Directors annual conference in October 2014 as well as recorded a webinar on DVR services for posting on the Maine Department of Education website. Maine DVR works very closely with the Maine Department of Education to ensure timely referrals. Through MDOE sponsored trainings and regional groups, Maine DVR has had the opportunity to reinforce the message that the best time for referrals to DVR is two years before high school graduation or exit. Due to staff turnover in the field this is an area that needs regular attention. c. Deliver staff training and supervision on best practices in IPE plan development REPORT ON PROGRESS: To continue to strengthen employment plan development, casework supervisors regularly review open cases as well as meet with VRCs to provide guidance on appropriate plan development. New Counselor Training includes a module on plan development and all VRCs who would like to brush up on their plan development skills are welcome to attend along with new counselors when it is offered during the year. Transition VR counselors were participants in the Maine Department of Education’s regional trainings on transition on March 3 –5, 2015. Additionally, transition clients were a targeted focus of the “Time to Plan” training provided to staff during Summer 2015. Transition VRCs receive regular updates on best practices via quarterly meetings. This year a particular focus of those meetings has been on WIOA’s Pre Employment Transition Services Objective: To increase the number of individuals with significant intellectual disabilities who access the available waiver employment support for long term employment support needs after closure from BRS by 50 people during FFY 2013. Strategies: a. Continue to work in collaboration with the Maine Department of Health and Human Services to address the significant waitlist for employment waiver services. REPORT ON PROGRESS: DVR developed a joint procedural directive with DHHS on long–term support and shared via webinar in November 2014 for DHHS, VR and CRP staff. b. Continue to work with the Maine Department of Health and Human Services to ensure that all individuals who have the waiver – but have not taken advantage of employment services – are aware of employment supports open to them through coordination between the two Departments. REPORT ON PROGRESS: During this last year DVR has partnered with DHHS on the implementation of the discovery model for individuals with significant disabilities “Discovering Personal Genius”. DVR and DHHS issued joint guidance on DPG and presented a webinar on that guidance in September 2015. Regular DPG training was offered for interested staff and providers. c. Complete and pilot the recently developed Career Exploration Workshop appropriate for individuals with intellectual disabilities The BRIDGE CEW has been used extensively since its release with 29 agencies trained to date by DVR staff (Clubhouse, Strive U, case management agencies, homeless shelters, schools and more) Goal 3 To ensure that individuals with disabilities who may be unserved or underserved or who have minority status have access to DVR services, Maine DVR will increase the numbers of individuals with disabilities from racial and minority groups from 3.2 percent in FY 2011 to meet the federal standard as determined by RSA’ s Indicator 2.1 RSA is looking at the proportion of minorities who receive services compared to the ratio of non–minorities served. The Federal standard is 0.80 or greater Objective: Maine DVR will work closely with Maine’s Section 121 VR Grant – Wabanaki Vocational Rehabilitation, to increase co–enrollment from no one co–enrolled in FY 2011 to four in FY 2012, six in FY 2013, eight in FY 2014, and 10 in FY 2015 Strategies: a. Maine DVR will include Wabanaki Vocational Rehabilitation in training and technical assistance opportunities. REPORT ON PROGRESS: a. Wabanaki VR Counselor participated in DVR New Counselor training in Nov/Dec 2014 b. Wabanaki VR will provide technical assistance to Maine DVR on issues related to cultural competency and best practices in Native employment supports. REPORT ON PROGRESS: Individual TA and consultation is provided by Wabanaki VR on an as needed basis. In the coming fiscal year DVR will work with Wabanaki VR to develop a webinar for DVR staff c. According to the joint MOU, Maine DVR and Wabanaki VR will meet at least annually to review the agreement. REPORT ON PROGRESS: The MOU was last updated June 2013; regionally DVR and the WVR communicate regularly. The Directors of Maine DVR and Wabanaki VR met in March 2015 to review the Memorandum of Understanding. The Director of the Section 121 Grant serves on the State Rehabilitation Council. DVR’s Business Relations Consultant has provided outreach to the Wabanaki VR program to ensure that individuals served by that program have access to employment opportunities developed with larger companies in northern Maine. During the reporting year, Maine DVR and Wabanaki Vocational Rehabilitation co–enrolled four (4) clients. Both programs value the partnership between the programs and continually review case sharing, training, and other issues to ensure optimal collaboration. Maine DVR also has made gains on meeting the federal standard (RSA Indicator 2.1). RSA looks at the proportion of minorities who receive services compared to the ratio of non–minorities served. The Federal standard is 0.80 or greater. As of December, 2013 the Maine service rate for minorities was 0.967. Objective: Maine DVR will collect data on the numbers of individuals served – belonging to the following categories in FY 2012 to establish a baseline and future goals: a. individuals involved with the correctional system b. individuals who are veterans c. individuals who are “older workers” d. individuals who are “New Mainers” Strategies: a. DVR will develop and utilize special indicators in its case management system to track individuals who belong to one of the above groups. REPORT ON PROGRESS: DVR is currently working on collecting these baseline measures. b. DVR will ensure that all materials distributed or published by the agency will be accessible and demonstrate cultural competency. REPORT ON PROGRESS: Members of DVR staff – including the State ADA Coordinator and the Director of the Division for the Deaf Hard of Hearing and Late Deafened served as part of a RFP team on Video Remote Interpreting services for the State of Maine. VRI availability will increase access for individuals living in remote areas of the state who are Deaf and have limited access to ASL interpreters. VRI will also increase client access for short or spontaneous meetings. c. Maine DVR will complete a new video “Orientation to VR Services” in conjunction with the Maine Division for the Blind and Visually Impaired (DBVI) and the New England TACE. REPORT ON PROGRESS: DVR and the Division for the Blind and Visually Impaired, in collaboration with the Institute for Community Inclusion, completed seven new captioned/audio described video vignettes that tell the stories of individuals with diverse disabilities who have benefited from VR services. The videos are currently posted on the state website for viewing Objective: Maine DVR will undertake efforts to embrace and implement an “Employment First” philosophy during the next year as documented by a decrease of 5% in the statewide unemployment rate of people with intellectual disabilities. Strategies: REPORT ON PROGRESS: Employment First Maine held a successful Summit in October 2014 to mark the accomplishments since the passage of Employment First legislation in 2013. Objective: Maine DVR will increase the numbers of individuals who are Deaf or Hard of Hearing who are served by DVR in the Northern and Western regions of the state. Strategies: a. DVR will hire two additional Rehabilitation Counselors for the Deaf REPORT ON PROGRESS: One position (Bangor) is currently posted, the other is filled. Both positions are in the budget to become permanent. Objective: Maine DVR will maintain statewide consistency in its practices with regard to “Clubhouses” offering services to DVR clients as measured by client case review. Strategies: a. DVR will maintain a liaison to the local Clubhouse in each office. REPORT ON PROGRESS: DVR has either specifically assigned VRC’s or a regional manager who works closely with each of the clubhouses. b. DVR will invite Clubhouse program staff to participate in DVR training opportunities. REPORT ON PROGRESS: Training opportunities have been offered, including learning to use The Bridge CEW, which has been piloted at one clubhouse with some success. Goal 4 Maine DVR will partner with the larger workforce development system to improve opportunities and access for DVR clients as measured annually by documented collaborative activities, technical assistance, and training. Objective: Maine DVR will partner with Maine’s Disability Employment Initiative (DEI) Grant to increase the numbers of non–VR CareerCenter customers with disabilities who participate in Career Exploration Workshops from 3 in FY 2011 to 10 in FY 2012 to 25 in FY 2013 Strategies: a. The DEI team will include one VR Rehabilitation Counselor I who will assist in piloting a jointly–delivered Career Exploration Workshop REPORT ON PROGRESS: New RCI, Lindsay Ball began on November 10 and is serving the Augusta, Skowhegan, Wilton and Lewiston offices. b. DVR will participate in DEI Integrated Resource Team meetings REPORT ON PROGRESS: DEI is just now launching the IRT process. c. DVR will work with the DEI team and others in the Bureau of Employment Services to ensure accessibility in Maine’s CareerCenter network REPORT ON PROGRESS: The ADA Coordinator has surveyed for physical accessibility compliance Objective: Maine DVR will work with the Bureau of Labor Standards to support integrated competitive community–based employment of people with disabilities by a review and examination of organizations paying sub–minimum wage in Maine with the goal of reducing these certificates from 17 in FY 2011 to 15 in FY 2012 to 13 in FY 2013 Strategies: a. DVR will hire three Rehabilitation Counselor II’s to serve specialty Workers’ Compensation caseloads REPORT ON PROGRESS: DVR currently is advertising for openings for two WC RC IIs. b. DVR will meet at least annually with the Workers’ Compensation Board to assess the success of the MOU initiative. Objective: DVR will explore opportunities for new grants to support the mission of BRS. During 2015, DVR will apply for at least two new grant opportunities. REPORT ON PROGRESS: DVR has submitted an application to the Institute for Community Inclusion for participation in a Learning Collaborative on Implementation of Vermont’s Progressive Employment model. Identify how a broad range of assistive technology services and assistive technology devices will be provided to individuals with disabilities at each stage of the rehabilitation process; and describe how assistive technology services and devices will be provided to individuals with disabilities on a statewide basis. Assistive technology services and assistive technology devices are provided to individuals with disabilities as determined by each individual’s vocational goal, and appear as prescribed services on the respective individual’s signed IPE. DVR services include assistive technology and assistive technology devices if required for the individual’s IPE, necessary for the attainment of the individual’s employment goal. DVR works closely with Maine cohorts, Alpha One and ALLTECH, assistive technology organizations which provide assistive technology technical assistance services as well as assistive technology devices.