Accessibility of the One–Stop System for Individuals with Disabilities

The state’s One–Stop system of Alaska Job Centers (AJCs) has developed a comprehensive approach to ensure accessibility and inclusion of all customers, including those with disabilities, to all facilities, programs, and services. Physical and programmatic accessibility are continuously evaluated with an annual Americans with Disabilities Act (ADA) assessment and continuous improvement strategies planned and implemented when needed. Alaska will continue to refine the current policies, training, and continuous improvement strategies to ensure compliance with WIOA and continued compliance with ADA.

The One–Stop system’s approach to ADA compliance includes:

• Physical and programmatic accessibility;
• Staff training and accountability;
• Adaptive technology and other accommodations; and
• On–going survey of effectiveness and continuous improvement.

Physical and programmatic accessibility:

• “Alaska Job Center Universal Access for Customers with Disabilities” policy plays a vital role in establishing the working–level framework for outlining and improving the accessibility, capacity, and accountability of AJCs to serve customers with disabilities. The policy covers both physical and programmatic accessibility within AJCs and outlines the assistive technologies available and required staff training;
• Each location has appropriate signage identifying the policy that no individual with a disability shall, by reason of such disability, be excluded from participation in, or be denied the benefit of, the services, programs, or activities of the AJCs;
• All outreach and marketing materials developed for distribution from the AJCs to partners, job seekers, and employers contain notice of the availability of auxiliary aids and services for needed accommodations to access programs and services; and
• Alaska maintains an ADA Compliance Program: http://doa.alaska.gov/ada/. Through the state ADA Coordinator’s Office, each department has its own designated ADA coordinator, who acts as a technical assistance provider and liaison for that department.

Training and accountability for all AJC staff:

• As a result of two Disability Employment Initiative (DEI) grants, all AJC staff have received Disability Resource Coordinator I (DRC I) training, which includes awareness of programmatic and physical barriers to accessibility and covers completion of the “ADA checklist for Readily Achievable Barrier Removal.” The ADA checklist is completed annually at each facility and any needed corrective action is identified and implemented;
• The DRC I training is an integrated and mandated part of new–hire training for all AJC staff;
• Each regional office has a higher–level staff member trained to the Disability Resource Coordinator II (DRC II) level, who is the disability and accessibility subject matter expert for the region. The DRC II functions as the technical assistance advisor for all staff on disability and accessibility related issues;
• The DRC IIs, the statewide lead for the DEI, and the Training Coordinator identify periodic and on–going training in specialized topics to augment standardized training and ensure continual learning and awareness in the area of improving access to all services within the AJC system for individuals with disabilities; and
• Each AJC manager documents physical and programmatic complaints and ensures a corrective action plan is developed and addressed by the most appropriate and relevant method: policy change, training, or addressing physical barriers.

Adaptive technology and other accommodations:

• Each AJC has Assistive Technology (AT) available that includes screen readers, magnifiers, adaptive software, virtual sign language interpretation, closed captioning on scrolling program and services video, TTY phones, and personal voice amplification device;
• “Tips for Improving Access to Workshops and Training” has been developed and disseminated to staff. This document offers guidance and suggestions on increasing accessibility and success for individuals attending AJC workshops and training sessions and is broken down by disability type. The document outlines ways the facilitator or trainer can incorporate accommodations and adaptations into the class to ensure an optimal learning environment for all; and
• Any program and service may be accommodated for full inclusion on an “as needed” basis with the accommodation being dependent on the needs of the individual customer and provided through the AJCs in collaboration with partners.

On–going survey of effectiveness and continuous improvement:

• AJC certification occurs annually and is a collaborative process involving all partners of the One–Stop delivery system. The joint AJC management team collectively completes the documents and surveys for the certification and submits them to the AWIB for approval. Certification involves reviewing site working agreements, cost allocations, self–assessment surveys, and the ADA accessibility survey. In addition to reviewing all submitted documents, members of the AWIB conduct an on–site review identifying best practices and need for corrective action planning. Based on their review and findings, the AWIB recommends and approves certification; and
• Regular AJC management team meetings occur between all on–site partners, during which all joint operations are discussed and plans for system improvement and any corrective action are implemented. This forum is effective for change and involves addressing and improving accessibility for customers with disabilities.