Narrative: d. 2. O. vi.

With the introduction of the Workforce Innovation and Opportunity Act, the performance measures for the vocational rehabilitation program will be changing. The specific performance standards will be addressed in the Unified State Workforce Development Plan. Because all of these measures are new, DCRSA is proposing to use the first two years to collect sufficient data on the new measures in order to develop realistic goals to implement as the new performance standards. In order to prepare for these new measures, the administration is taking a number of steps, including: working with the agency that provides the electronic case management system to ensure that we are capturing all data we are required to report; working with the other workforce agencies in the state to ensure that all measures have a common definition; improving monitoring of progress in training and education programs in order to provide accurate information on performance regarding completion of training and measureable skills gains, and to obtain more complete data about the performance of existing training providers to assist in improved informed choice of providers and improved outcomes for clients; and establishing new protocols for following up with clients post–closure to check on their progress and provide information about availability of ongoing services.

The administration has also taken the following steps to improve performance on the standards that existed prior to the passage of WIOA. The administration continues to track these measures and currently uses many of these measures in its performance measures for its City Plan.

Standard I Indicator 1.1 Annual Change in Employment Outcomes: the difference in the number of individuals exiting the VR program who achieved an employment outcome during the current performance period as compared to the previous performance period. DCRSA continues to perform well in this Standard. In FY 2015, the performance goal was 644 successful closures; the agency achieved 670 successful closures. The agency has employed the following strategies to improve its performance on this indicator: Strategy 1: Increase counselor and client participation in activities sponsored by DCRSA’s Business Relations Unit including: · Monthly Job Readiness Workshops · Monthly Employer/Industry Spotlights · Quarterly Career Fairs · Strategy 2: Strengthen collaboration with the DC Department of Employment Services (DOES), expand the number of days that a VR specialist is located at American Jobs Center sites. Require all VR applicants to register with American Jobs Centers at time of VR application. Strategy 3: Continue to expand the number and types of employers participating in the Project Search program, enabling transition–aged students the opportunity to gain valuable work experience while receiving on–the–job support. In school year 2015–16, DCRSA established a new Project Search site at a local hotel, Embassy Suites. This is a particularly positive development as work in the hospitality industry is one of the growth industries in the District. Strategy 4: Coordinate with the Department on Disability Services Ticket to Work program to ensure that eligible ticket holders are referred to ticket agencies for post–closure follow on support services. Indicator 1.2 Percent of Employment Outcomes: the percentage of individuals exiting the program who have achieved an employment outcome after receiving services. Strategy 1: Adopt and implement an enhanced communication policy ensuring counselors: · Communicate at least monthly with service providers ensuring services are delivered in accordance with established contract/agreement; · Monitor to ensure that counselors are maintaining regular contact directly with clients to monitor progress. Conduct periodic site visits to CRPs and other training programs Strategy 2: Host quarterly Provider Fairs to provide counselors and clients the opportunity to meet and “interview” providers face to face; Strategy 3: In FY 2016, DCRSA established a new position, VR Specialist for Re–Engagement. This person is responsible for reaching out to people with whom a counselor has not had contact for three months or more. This person then engages with the person to identify barriers to continuing with VR services and attempts to re–engage the person in services in order to work toward a successful outcome. Indicator 1.3 Competitive Employment Outcomes: the percentage of individuals who exit the VR program in employment in integrated settings with hourly rate of earnings equivalent to at least the federal or state minimum wage rate, whichever is higher. Strategy 1: Continue quarterly CRP meetings to provide a forum for discussions and to ensure all providers are aware of the agency’s policies, regulations and expectations governing the provision of services. Strategy 2: Continue to develop the agency’s Employment First initiative, a concept designed to facilitate the full inclusion of people with the most significant disabilities in the workplace and community. Indicator 1.4 Significance of Disability: reflects the significance of disability served by the VR agency and is the percentage of those identified in Indicator 1.3 who have significant disabilities. Strategy 1: continue to identify new programs and services to ensure persons with most significant disabilities receive appropriate and quality services leading to successful employment outcomes. DCRSA and DCDDA developed a protocol for coordination of services for persons supported by both administrations (i.e., people with intellectual disabilities who are interested in seeking employment), continue implementation of this protocol and increase the number of persons with intellectual disabilities services by the administration and successfully placed in employment; and in FY 2015, DCRSA improved its coordination with the Department of Behavioral Health to provide Evidence Based Supported Employment (EBSE) Services to people with serious mental illness (SMI) or serious emotional disturbance (SED); the agencies have drafted an MOA, which will be final in FY 2016. This increased coordination has also included the doubling of EBSE providers that contract with DCRSA, significantly increasing our capacity to provide for this population. Indicator 1.5 Earnings Ratio: indicates that VR consumers who achieved competitive outcomes are earning, on the average, at least 52 cents for every dollar earned hourly by all employed individuals in the state; and Strategy 1: Provide job seekers with up–to–date information on employment trends in the District; Strategy 2: Connect with local colleges and universities to disseminate to students with disabilities information related to the agency’s services; Strategy 3: Encourage enrollment in short–term training/certificate Workforce Development programs offered by community colleges the DC metropolitan area; Strategy 4: Ensure counselors serving transition–aged youth provide timely services to help students develop career goals, and achieve employment and self–sufficiency; Develop incentives in contracts with CRPs to reward placement in jobs that meet this standard. Indicator 1.6: Self–Support: for those identified in Indicator 1.3, the difference in the percentage of individuals who at program entry reported their income as the largest single source of support, and the percentage that reported their personal income as the largest single source of support at program exit. Strategy 1: Increase the number of SSI/DI recipients referred for Benefits Counseling; Strategy 2: Encourage enrollment in short–term training/certificate Workforce Development programs offered by community colleges the DC metropolitan area. Strategy 3: Continue to develop the agency’s Employment First initiative, a concept designed to facilitate the full inclusion of people with the most significant disabilities in the workplace and community. Strategy 4: Increase the use of Customized Employment enabling persons with significant disabilities the opportunity to achieve successful employment outcomes.