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

The goals and strategies for FY 2014 and FY 2015 are:

Goal 1: To meet or exceed the benchmarks for the state performance accountability indicators under section 116 of WIOA.

Strategy

• ARS successfully employed 3,077 consumers to competitive integrated employment.

• ARS hosted Community Connection Events at each local office, which provided an overview of VR services to business and industry. ARS partnered with local businesses and industry to answer consumer’s questions and provide an overview of the labor needs.

• ARS promoted services through radio, newspaper, and other activities to reach potential consumers, which increased the number of referrals.

ARS Performance Standards and Indicators for FY 2014 and FY 2015

Performance Indicator 1.1 The data indicates the number of individuals in Arkansas who achieved an employment outcome increased from 2,917 in FY 2013 to 3,044 in FY 2014 and to 3,077 in FY 2015. This met the federal benchmark of equaling or exceeding performance in the last two fiscal years.

Performance Indicator 1.2 In FY 2014 the data indicates 65.8 percent of the individuals in Arkansas who exited the VR program after receiving services achieved an employment outcome. In FY 2015 the data indicates 72.4 percent of the individuals in Arkansas who exited the VR program after receiving services achieved an employment outcome. This exceeded the federal benchmark of 55.8 percent in both years.

Performance Indicator 1.3 The data indicates the percentage of individuals determined to have achieved an employment outcome, which exited the VR program in competitive, self-employment, or Business Enterprise Program (BEP) employment with earnings equivalent to at least the minimum wage in Arkansas is 98.6 percent for FY 2014 and 99.5 percent for FY 2015, which exceeded the federal benchmark of 72.6 percent.

Performance Indicator 1.4 The data indicates of all individuals who exited the VR program in competitive, self-employment, or Business Enterprise Program (BEP) employment, with earnings equivalent to at least the minimum wage, the percentage who are individuals with significant disabilities in Arkansas is 97.9 percent in FY 2014 and 98 percent in FY 2015, which exceeded the federal benchmark of 62.4 percent.

Performance Indicator 1.5 The data indicates the result for Performance Indicator 1.5 in Arkansas is the ratio of 0.66 in FY 2014 and 0.64 in FY 2015, which exceeded the federal benchmark of 0.52.

Performance Indicator 1.6 The data indicates the mathematical difference between the percentage reporting their own income as the largest single source of economic support at exit and the percentage reporting their own income as the largest single source of economic support at application in Arkansas is 53.4 for FY 2014 and 56.7 in FY 2015, which met and exceeded the federal benchmark of 53.0.

Standard 2: Equal Access to Services

Performance Indicator 2.1 The data indicates the service rate for all individuals with disabilities from minority backgrounds, as a ratio to the service rate for all non-minority individuals with disabilities in Arkansas is 0.88 for FY 2014 and 0.91 for FY 2015, which exceeded the federal benchmark of 0.80.

ARS Evaluation and Progress on Goal 1 ARS met or exceeded the minimum performance required on all performance standards and indicators during FY 2014 and FY 2015. Performance on standard 1.1 employment outcomes went from 2,917 to 3,044, a 4.2 percent increase for FY 2014 and from 3,044 to 3,077, a 2 percent increase for FY 2015. Performance on standard 2.1 Minority Background Service Rate went from 0.84 to 0.88 in FY 2014 and from 0.88 to 0.91 in FY 2015, which exceeded the minimum standard.

Section 116 WIOA Performance Accountability Measures

ARS is working with the Arkansas Research Center to perform an analysis of historical data to develop baselines for the performance accountability measures, which should be completed in January 2016. These baselines will be used to negotiate benchmarks for the performance accountability measures as listed under section 116 of WIOA, which include:

1. The percentage of program participants who are in unsubsidized employment during the second quarter after exit from the program;

2. The percentage of program participants who are in unsubsidized employment during the fourth quarter after exit from the program;

3. The median earnings of program participants who are in unsubsidized employment during the second quarter after exit from the program;

4. The percentage of program participants who obtain a recognized postsecondary credential, or a secondary school diploma or its recognized equivalent (subject to clause (iii)), during participation in or within 1 year after exit from the program;

5. The percentage of program participants who, during a program year, are in an education or training program that leads to a recognized postsecondary credential or employment and who are achieving measurable skill gains toward such a credential or employment; and

6. The indicators of effectiveness in serving employers established pursuant to clause (iv).

7. Any additional state identified performance accountability indicators.

Youth

1. The percentage of program participants who are in education or training activities, or in unsubsidized employment, during the second quarter after exit from the program;

2. The percentage of program participants who are in education or training activities, or in unsubsidized employment, during the fourth quarter after exit from the program; and

3. The primary indicators of performance described in subclauses (III) through (VI) of subparagraph (A)(i)(iii) Indicator Relating to Credential. For purposes of clause (i)(IV), or clause (ii)(III) with respect to clause (i)(IV), program participants who obtain a secondary school diploma or its recognized equivalent shall be included in the percentage counted as meeting the criterion under such clause only if such participants, in addition to obtaining such diploma or its recognized equivalent, have obtained or retained employment or are in an education or training program leading to a recognized postsecondary credential within 1 year after exit from the program.

Goal 2: ARS will use a portion of the funds in compliance with Section 101(a)(18) for the development and implementation of innovative approaches to expand and improve vocational rehabilitation services to individuals with disabilities.

Strategy

• ARS will use a portion of the funds under Section 101(a)(18) for the support of the SRC and/or the SILC.

• ARS will continue Expos across the state to provide marketing of ARS services and outreach to local communities targeting individuals with minority backgrounds and individuals with disabilities who have been unserved or underserved.

ARS Evaluation and Progress on Goal 2

ARS hosted open houses statewide to provide awareness and education of agency services to potential consumers with disabilities, vendors, stakeholders, and business and industry.

ARS hosted Partners in Progress events statewide, which focused on business and industry’s needs for personnel. ARS invited employers into local offices to answer questions about potential jobs and openings for ARS consumers who were trained and ready for work.

ARS established On-the-Job Training (OJT) cooperative agreements with business and industry to provide career readiness and real life work experiences for consumers. ARS’s marketing strategy significantly improved the VR program’s name recognition and resulted in improved referrals and markedly increased employment outcomes over past years.

Goal 3: Increase the availability of Supported Employment (SE) Services to consumers by providing technical assistance to vendors and increasing the number of referrals for SE services.

Strategy

• ARS will continue to collaborate with the Developmental Disabilities Services and Behavioral Health Services agencies to explore methods to use Medicaid Waiver and Medicaid restructuring to expand and improve SE services.

• ARS will continue to provide technical assistance and access to certification for SE providers and standards for job coaches to expand and improve SE services.

ARS Evaluation and Progress on Goal 3

Over a two year period, ARS has increased the number of certified SE vendors by 52 percent from 35 to 67. In addition, some vendors have satellite SE offices (29) around the state. ARS has assisted 241 individuals in successful competitive integrated employment, which is an increase in successful closures by 78 percent.

ARS trained 343 participants for job coach certification statewide. The training venue options were in-person or through the new free online job coach training. Some individuals certified were employed by Workforce Development entities. The online training is hosted on the Arkansas Waiver Association website, and includes testing with results forwarded to ARS to certify job coaches and track job coaches by certified vendors.

ARS, in partnership with Vision Quest and the AR Employment First State Leadership Mentoring Program team, developed standard definitions for supported employment services, plus rates and reimbursement methodology through technical assistance received from the Department of Labor, Office of Disability Employment Policy subject matter experts on methods to use Medicaid Waivers and other partners’ funds in restructuring for expansion and improvement of SE services. The team includes: The Department of Human Services Divisions of Developmental Disabilities Services (DDS), Behavioral Health Services (DBHS), Services for the Blind (DSB), Medical Services (DMS), Aging and Adult Services (DAAS), Department of Workforce Services (DWS), and the Arkansas Department of Education, Special Education Unit (ADE SEU).

ARS collaborated with a group of stakeholders (20) to develop and update the job coach training certificate program. The stakeholders group included new and long standing SE leadership who represented large, small, and rural providers, potential SE providers of developmental disabilities, the Developmental Disabilities Providers Association, the Arkansas Waiver Association, and the Arkansas APSE Association. ARS developed a training program and updated the testing requirements for job coaches. The job coach training website went live in FY 2015

ARS provided training on updates to SE policy requirements in the agency manual updated January 2014, Basic SE, and 21st Century Supported Employment to 380 participants.

Goal 4: Improve public relations, marketing, information, outreach, and referrals.

Strategy

• ARS will implement the marketing plan to increase awareness of ARS VR services to both private citizens, service providers, and business and industry as recommended in the Comprehensive Statewide Needs Assessment. The goal of the marketing program is to increase employment outcomes to improve performance on the Standards and Indicators.

• ARS will develop outreach strategies designed to improve access to VR services for the state’s Hispanic residents living with a disability. Materials and information will be provided in a variety of formats for field personnel to distribute at the local community level. The materials will provide special attention to strategies designed to reach and serve a growing diverse population in the state.

• ARS Expos will provide marketing of ARS services and outreach to local communities targeting individuals with minority backgrounds and individuals with disabilities who have been unserved or underserved.

• ARS will develop educational and informational materials designed to inform potential referral sources about the referral process and the scope of ARS services as recommended in the Comprehensive Statewide Needs Assessment.

ARS Evaluation and Progress on Goal 4

ARS’s marketing strategy significantly improved ARS’s name recognition and resulted in improved referrals and markedly increased employment outcomes over past years. The ARS Expos, a community centered manifestation of the marketing approach, contributed significantly to the increase in employment outcomes, including the minority communities. ARS will utilize Partners in Progress and Community Connections for outreach in the future.

Goal 5: Improve and expand job development, placement, and employment.

Strategy

• ARS will increase the number of business relations representatives placement specialists employed within the state from 14 to 20 in order to have them available at all Field Services offices and ACTI.

• A statewide advisory group will be established composed of individuals from business and industry, counselors, job placement specialists, and other appropriate professionals to explore participating in the National Employment Team.

• The local business advisory group at ACTI will collaborate with the statewide ARS business advisory group with the goal of expanding job placement and employment outcomes.

ARS Evaluation and Progress on Goal 5

Over FY 2014 and FY 2015, ARS deployed 14 business relations representatives.

The local ACTI business advisory group has successfully assisted with job placement at ACTI. Beginning in July 2013, several members of the advisory group began facilitating internships for ACTI students. Success at these first internship locations has allowed for expansion to other employers in the area. To date over 150 students have been placed in local internships; the program has clearly demonstrated to local employers the viability of consumers served at ACTI to fill competitive employment vacancies; and has resulted in additional closures.

However, the number and percentage of ACTI’s consumers receiving competitive integrated employment outcomes remains particularly low given ACTI’s annual budget of approximately $13,000,000. For example, 80 of ARS’ total of 3,044 competitive integrated employment outcomes in Fiscal Year (FY) 2014 were secured by individuals served by ACTI. Likewise 102 of ARS’ total of 3,077 competitive integrated employment outcomes in FY 2015 were secured by individuals served by ACTI. The average hourly earnings reported by ACTI for these consumers with competitive integrated employment outcomes in FY 2014 and FY 2015 was, respectively $8.58 and $8.88. Over the past two years, ARS certified 61 external job placement vendors to assist in the expansion of employment opportunities around the state, which is a 75 percent increase.

ARS’s Project SEARCH employment success rate was 91.7 percent with the participants receiving employer benefits.

Goal 6: Expand and improve transition services program.

Strategy

• ARS leadership will work with the State Department of Education to insure rehabilitation counselors have ready access to all students with disabilities as recommended by the Comprehensive Needs Assessment.

• ARS leadership will work with the school districts throughout the state to facilitate and enhance the working relationship between the school districts and local rehabilitation district managers and counselors.

• ARS will promote all students reported to have a disability and an IEP be contacted by a transition or rehabilitation counselor prior to or during their junior year of school.

• ARS will promote all students with an IEP will be provided eligibility determination for VR services before they graduate high school.

• ARS policy indicates an IPE will be developed for all eligible students before they exit the school setting.

ARS Evaluation and Progress on Goal 6

• ARS worked in collaboration with Arkansas Transition Services to host Reality Fairs statewide that focused on postsecondary education, budgeting, and dressing for success.

• ARS field counselors were assigned as liaisons for each high school statewide. Each counselor visited the assigned high school twice during the year and provided information on vocational rehabilitation services.

• Eligible transition students had an individualized plan for employment completed by their graduation date.

• ARS participated in Transition Fairs, local Summits, and Centered Planning Meetings to help educate teachers, administration, and parents regarding ARS transitional services.

• In the inaugural class of the ATP/ACTI Transition Employment Program - 100 percent of the 15 TEP participants completed the five-week program, and successfully completed the OSHA Certification Training to become General Industry OSHA certified. The success of the inaugural class is evidenced by the increase of applicants for summer 2015 TEP from 16 applicants for the pilot class to 42. Through the efforts of ATP and ATS, there is an increase from one to eight in the number of student applicants not served by an ATP counselor.

• The success of the UAMS Project SEARCH adult model is evidenced by the quality of job placements of the inaugural class. The closure rate was 91.7 percent for first year completers. All were working full-time and the top wage was $11.86.

• The UAMS Project SEARCH success has contributed to the growth of the Business Advisory Council (BAC), which consists of 18 major employers (Dillard’s, Baptist Health Hospital, Embassy Suites, City of Little Rock Parks & Recreation, Maverick Transportation, St. Vincent Health System, UAMS, and others).

• ARS leadership approved the request to include the expansion of Project SEARCH in its Legislative Budget request (submitted June 2015). Funding will allow ARS to expand the UAMS Project SEARCH site, continue funding the Fayetteville youth model, and add additional sites in the state over the next five years. ACTI is supporting the UAMS Project SEARCH by providing room, board, recreational activities, and transportation to and from UAMS, which enables more general VR counselors from outside Central Arkansas to refer their consumers to this evidence-based project. This accommodation has assisted ARS in recruiting applicants from across the state.

• Through the PROMISE grant, competitively awarded to the University of Arkansas, ARS has had the opportunity to provide meaningful and comprehensive pre-employment transition services to an additional 1,000 youth selected to participate in AR PROMISE. ARS transition specialists funded by the PROMISE Grant are responsible for serving youth on SSI beginning at age 14, and for providing career readiness training, soft-skill development, career exploration activities, work-readiness training, and administering and/or utilizing skills and needs self-inventories, career interest assessments. Likewise, ARS will fund, as practicable, the two paid work experiences for participating students placed in jobs developed by the Department of Workforce Services.

• Through the joint efforts of ATP and ATS, significant progress has been made in piloting the CIRCLES program in fall 2015. All ATP counselors, general VR counselors, and the ATS consultants have been trained.

• By spring 2014, ARS had entered into Memorandums of Understanding (MOUs) with 120 individual high schools; however, these MOUs will be re-negotiated based upon WIOA regulations.

Goal 7: Develop and improve Community Rehabilitation Programs.

Strategy

• ARS will continue assignment of a rehabilitation counselor as a liaison to each CRP in each District.

• ARS district managers will assume a more active role with CRPs for purposes of developing a more positive working relationship as recommended by the Comprehensive Needs Assessment.

• ARS will identify the specific services needed, but not currently provided by CRPs in their area including services for emerging populations and low-functioning consumers as recommended by the Comprehensive Needs Assessment.

• ARS will complete an instrument used to monitor CRPs and the ARS Arkansas Career Training Institute to ensure agency performance standards are met in compliance with the FY 2011 RSA On-Site Monitoring.

• ARS and ACTI administrators and leadership will review the current and future role and function of ACTI in the provision of services designed to assist in meeting the needs of individuals with disabilities.

• A task force representative of a cross section of ARS personnel will convene to analyze current and future needs and to provide input regarding the role and function of ACTI and the nature and scope of services provided.

• ARS will develop short-term and long-range maintenance plans for ACTI.

• ACTI will retain the services of an architectural consultant to improve the efficiency and ability to expedite the process of addressing infrastructural concerns.

• The FY 2013 Comprehensive Needs Assessment recommends ARS continues to work with the RSA to address the identified infrastructure issues and needs to ensure the safety of students and staff; to acquire the federal property and facilities available for the expansion and improvement of services; and increase the number of individuals with disabilities served at ACTI.

• ARS will implement replacement of the ACTI water system; acquisition and renovations of the former Army Reserve Building at 200 Reserve St., Hot Springs, Arkansas; and complete removal and build-back process for the concrete wall roof panel on Buildings 53, 54, and 55 at the ARS Arkansas Career Training Institute (ACTI) facility.

ARS Evaluation and Progress on Goal 7

ARS currently has a short-term facility maintenance plan that includes significant maintenance to Building 1, Ross Hall, and the former Army Reserve Building. ARS has retained the services of architectural consultants and the scope of work for the long-range facility plan has been developed. However, further development of this plan has been delayed until FY 2016 to allow for completion of projects identified in the short-term plan. To date milestones of the short-term plan include completion of build-back of the fascia panels on buildings 53, 54, and 55; completion of all the training areas in the former Army Reserve Building; and completion of infrastructure components of the ACTI campus water system. The remaining construction is limited to the fire suppression components of the water system in buildings 1 and Ross Hall. This will be completed in February 2016.

ARS trained 129 individuals on revamping of Community Rehabilitation Program services, which covered information about transitioning from fee for service to performance based outcomes, new draft CRP services, and other states’ mandated Employment First Executive Orders. The participants included: ARS field staff, ARS CRPs, ARS SE providers, Developmental Disabilities providers, the Developmental Disabilities Provider Association, the Arkansas Waiver Association, ARS employment vendors, and the Department of Education - Arkansas PROMISE grant staff. ARS presented to 113 individuals with disabilities participating in a facility based program about the Americans with Disabilities Act and employment.

During CRP site monitoring visits, ARS outlined the changes in the draft WIOA regarding community based services versus segregated settings, including the use of programs holding subminimum wage certificates.

Goal 8: Enhance collaboration and partnerships with the Workforce Development System.

Strategy

• ARS will collaborate with the Workforce Center staff to increase the ability of ARS staff to conduct intake interviews and take applications in a confidential manner while located at a Workforce Center site.

• ARS district managers will conduct follow-up contacts with Workforce managers to increase and improve working relationships and collaborative efforts.

• ACTI has received approval to provide testing for the Arkansas Department of Workforce Services CRC candidates who are individuals with disabilities. The individuals must be VR consumers. The CRC is the National Career Readiness Certificate developed by ACT. CRC is a national industry-recognized, portable, evidence-based credential that certifies essential skills needed for workplace success.

ARS Evaluation and Progress on Goal 8

As of September 30, 2015, 391 ARS consumers have attained a career readiness certificate as a result of the collaboration between the Arkansas Department of Workforce Services and ACTI.

ARS counselors attended Arkansas Workforce Centers (AWC) biweekly to increase referrals and ARS’s presence. AWC provided counselors office space and telephone and internet connections to help ensure service delivery.

ARS district managers provided PowerPoint presentations about services to employees at the Workforce Centers. AWC managers provided presentations to ARS employees’ statewide regarding workforce services.

ARS district managers are committee members on local workforce committees statewide and provide input regarding ARS services. ARS partnered with ADWS to host job fairs, job summits, and mock interviews to prepare consumers for employment outcomes.

Goal 9: Enhance training and continuing education.

Strategy

• Significant training and continuing education is recommended by the Comprehensive Needs Assessment for most if not all agency personnel in a broad range of areas. ARS will review the needs identified in the Training Needs Assessment conducted by ARS Staff Development and Training.

• ARS will convene a task force as recommended in the Comprehensive Needs Assessment representing a cross section of Agency personnel to analyze the identified needs and to assist in the design of the Training and Education Plan. ARS will consider personnel from the Regional TACE program.

• Staff Development and Training will use the information from the task force proposed above to develop its in-service training proposal for subsequent years.

• ARS will develop and implement a Training and Continuing Education Plan designed to meet these needs.

ARS Evaluation and Progress on Goal 9

The Training Needs Assessment in general indicated soft skills training in a number of areas such as: Dealing with Difficult People, Nonviolent Crisis Intervention (CPI), Team Building, and Conflict Resolution were needed. In addition there was a great need for increased information with job placement. Since 2010 for job placement, ARS has offered Career Development Facilitator (CDF) training, which covers resume writing, career selection, and mock interviews to name a few of the topics.

The ARS task force met on an as needed basis and consisted of district managers and various staff members with collaboration from the regional TACE program.

Staff Development and Training continues to monitor the needs of the agency and will modify the training and education plan as needed.

ARS has a Training and Education Plan utilized by the field staff, and is currently working on a more detailed plan for the clerical support staff. Other professions in the agency have their specific plans and continuing education for their disciplines.

Goal 10: Develop and improve agency Information Technology (IT) to enhance services to individuals with disabilities.

Strategy

• Standardization of equipment and software towards mobile and/or web based options.

• Standardization of IT policy.

• Continuous training for staff in IT.

• Continue to pursue hiring IT staff to meet agency needs.

• ARS will integrate its core service management system with special programs and ACTI instructional programs client service tracking mechanisms for the purpose of enhanced and comprehensive wrap around services for the state’s VR clients.

ARS Evaluation and Progress on Goal 10

IT understands the most commonly used device by Arkansans (when accessing state agency information) is the mobile phone. As a result, the Arkansas Department of Career Education, ARS’s parent agency, continues to pursue web-based and mobile ready tools. The Communications Department is developing a new web portal built on responsive design that will adjust to the form factor of the device accessing the agency’s information. IT utilized secured, encrypted SaaS (Software as a Service) for the web-based client case management system for Rehabilitation Services.

IT is improving Cybersecurity efforts. All IT Policy is documented as part of the Human Resources personnel documentation and is required to be reviewed, acknowledged, and signed by all employees and their managers. IT plans to utilize, with Dell SecureWorks’ staff, Health Insurance Portability and Accountability Act (HIPAA), and Data Privacy Security Awareness training in the coming months. Once in place, each staff person will be required to complete the training modules each calendar year.

IT continues to seek out the necessary training to stay at the forefront of Cybersecurity and over all professional development, and has established an ongoing self-paced training process where staff utilize PluralSight (a computer based training application) to keep up with the latest changes in Active Directory, Server Management, Web, and other job related functions like project management, MS SharePoint, and database management. IT has deployed the Microsoft IT Academy training for Developers and IT Staff has been trained on Office 365 Administration.

The IT Department continues to need stability. With 85 percent of its Helpdesk and Network Administration Support outsourced, IT recognizes the need to reinstitute a fully in-house IT Administrative Support Department. Outsourcing the Administrative Support Team has helped to bring in staff with more current skills and training, but the turnover rate of contracted staff remains an a challenge.

IT conducted a needs assessment for a new student information and client services system to be built by ARS Field Services’ Case Management System provider, Libera. However, Libera recently informed ARS it will no longer provide software development for VR. ARS must develop a new plan to integrate core service management. ACTI has hired a new Assistant Administrator, who will develop a plan for implementing better tracking of students by increasing its access to employment data services available from the Department of Workforce Services.

Outreach

Strategy

The agency implemented the ARS Expo program. The Expos are marketing and outreach programs that inform Arkansas citizens about the availability of ARS services. The Expos provide outreach activities to individuals from minority backgrounds, individuals with the most significant disabilities, and others who are unserved or underserved. The Expos take place in communities across the state, and include representatives from Field Services, ACTI, Special Programs, and all services components of ARS. Employers are present for job fair activities. Media was used to inform the community about Expo activities. Activities extended beyond the regular work-day hours in order to serve individuals after work hours.

The lessons learned from the ACE/ARS Expo program will be incorporated into all outreach activities. This includes education and outreach to internal and external stakeholders.

ARS will implement the marketing plan to increase awareness of ARS VR services to both private citizens, service providers, and business and industry as recommended in the Comprehensive Statewide Needs Assessment. The marketing plan will utilize an approach of direct mail, public service announcements, video, and printed materials including a format having continuity of style and color for the various components of the agency. Activities in the marketing plan include outreach to unserved and underserved populations to increase employment outcomes for those populations. The goal of the marketing program is to increase employment outcomes to improve performance on the Standards and Indicators.

ARS Evaluation and Progress

In July of 2012, ARS awarded a contract to a marketing firm to increase awareness of ARS VR services to private citizens, service providers, and business and industry as recommended in the Statewide Comprehensive Needs Assessment. The goal of the marketing program is to increase employment outcomes to improve performance on the Standards and Indicators.

ARS is developing a multi-pronged program for serving the state’s Hispanic community. Counselor training sessions have been implemented wherein counselors and professional assessment staff learn the cultural values of the state’s Hispanic community and ways to break down cultural and language barriers to accessing VR services. Additionally, transition counselors are working with the state’s Hispanic transition consumers encouraging them to consider VR counseling as a career. ARS is developing a statewide strategy with the state’s graduate VR programs in higher education to recruit more Hispanic/Spanish speaking students who would subsequently be recruited by ARS.

ARS has fully developed the marketing and branding of VR services delivered by the agency. Agency expos grew in attendance and co-sponsored collaboration. The agency now has a robust website offering interactive video vignettes enabling the public to learn about every program and service offered by the agency.