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. Early data results from the Progressive Employment pilot indicate that youth who participate in Progressive Employment are less likely to exit VR services before successful closure. In addition DVR has provided additional training to staff to impress upon them the need to move clients into plan earlier, which is having a positive impact by lessening the early exit of individuals from VR. DVR has implemented quarterly reporting on early exiters which is allowing for follow-up on any emerging issues or trends. Early exiters totaled 2701 in FFY 17 which was a tremendous decrease from FFY 16 when they numbered 3,686. 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. FFY 2016 and FFY2017, the DVR Director and Assistant Director conducted two rounds of training on strategies to assist DVR clients to move through the DVR process in a more timely manner. 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. In FFY 17, through the Progressive Employment pilot and the Transition Work Based Learning Model Demonstration Grant, CRPs received training on the dual-customer Progressive Employment model as a proven strategy and best practice. A Community of Practice on Progressive Employment with monthly professional development calls has now launched to support ongoing CRP development. c. Monitor data on the implementation of the Milestone Outcome Payment System for quality assurance. REPORT ON PROGRESS: An examination of three years of data, which included an analysis of client outcomes and financial expenditures, demonstrated that the Milestone Outcome Payment System did not meet the objectives or expectations of the program as initially projected. Using the Community Rehabilitation Provider (CRP) expenditures from SFY 2014 (first full year of milestone payment implementation) as a baseline and comparing it to SFY 2016 (last full year of milestone payment implementation) there was an increase of total expenditures for CRP services of $738,263; which equates to a 26.5% increase in spending. Using the same data, comparing SFY 2014 to SFY 2016, the rehabilitation rate for successful closures remained the same (57.3% in SFY 2014 and 57.2% in SFY 2016) and dropped to 52.6% in SFY 2017. Cost per successful closure was $9,735 in SFY 2014 and $8,563 in SFY 2016 for a decrease per client of $1,172. Costs for all clients served by CRPs in SFY 2014 were $1,255 and in SFY 2016 were $1,487 for an increase of $232 per client. At the same time an analysis of service time lengths for successful closures find that average months from eligibility to employment increased from 18.4 in SFY2014 to 19.8 in SFY16. In response to this data analysis, after consulting with a stakeholder group, DVR and DBVI changed their CRP payment system. On October 1, 2016 the Divisions changed from the milestone payment system to a “hybrid” model that is a combination of a fee for service model and a bonus payment system for timely job placements and for SSI/SSDI recipients achieving Substantial Gainful Employment (SGA). DVR and DBVI continue to monitor expenditures and employment outcomes to inform a cost benefit analysis of the new payment model and make adjustments as necessary. 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 participates on the MEBLN advisory team. DVR maintains a dual customer approach, however, Business Relations positions were eliminated in recent budgets. DVR’s Youth Employment Consultant does engage with businesses and has both presented to the MEBLN and worked with its members to promote work-based learning opportunities — such as career exploration days — for youth. 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 field office staff participate in local Chambers. Staff from the TWBL grant regularly attend Chamber meetings to network and promote opportunities for collaboration. DVR staff attend state and local SHRM and other HR sponsored job fairs and networking events. 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. REPORT ON PROGRESS: While DVR no longer has a dedicated Business Relations team, DVR staff continue to work with CareerCenter partners to develop strategies to meet regional employer need. 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 strategy has been discontinued. 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: Time to plan continues to drop across the state. At the close of FFY 2017, time from eligibility to IPE across the state was at 92.6 days, a significant improvement over past years. This trend continues into FFY 2018. DVR continues to use the Career Exploration Workshop (CEW) as a powerful tool in assisting clients to clarify their career goals. The 2017 Customer Satisfaction Survey found that 25% of clients surveyed had participated in CEW and they had an 87% favorability rating of the CEW. In training delivered during FFY 17, the DVR Director and Assistant Director offered examples for staff on how usage of the CEW could support more timely plan development. During FFY 17, the CEW was modified to allow for delivery of core elements during a 2-day administration. This approach was done to also allow for more frequent administration in the field and in more off-site locations. The goal of this is to increase easy access to the CEW for VR clients. 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 has participated in multiple joint training opportunities with MDOE. The DVR Asst. Director serves as Co—Chair of IDEA Part B Advisory Committee. DOE has been a core partner in Employment First efforts -- including Special Services Director Jan Breton serving as a co—chair on the Employment First subcommittee on transition. 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 share information about how schools can collaborate with VR to deliver Pre-Employment Transition Services to their students.At the time of this report, an updated MOU with MDOE is out for signature, having been earlier reviewed by the SRC and RSA. 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 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. During FFY 16 and 17 training delivered to staff by the DVR Director and Assistant Director offered new strategies — designed to promote more timely plan development. Use of new technologies, such as electronic signature, have also eliminated time delays due to exchange of information by regular mail. 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. Many recent changes to MaineCare waiver services now allow for increased work supports. DHHS staff regularly meet with DVR to share updates and problem solve employment challenges at the system and client level. 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. During FFY 2017, in keeping with Section 511, DVR met with 47 individuals with significant disabilities who were working in sub-minimum wage settings and shared information on opportunities for them to receive services from Maine DVR leading to competitive, integrated employment in the community. 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) REPORT ON PROGRESS: The “Bridges” Career Exploration Workshop is available online at no cost for all organizations who wish to use it with individuals with intellectual disabilities. Activities from the Bridges curriculum were conducted with the above-mentioned 47 individuals to better understand their employment goals and interests. 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 Counselors are invited to participate in all sessions of New Counselor Training. 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. Wabanaki VR presented to the DVR State Rehabilitation Council at their annual meeting in October 2017. 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 in March 2017; Regionally DVR and the WVR communicate regularly. The Directors of Maine DVR and Wabanaki VR met in March 2017 to review the Memorandum of Understanding. The Director of the Section 121 Grant serves on the State Rehabilitation Council. During the reporting year, Maine DVR and Wabanaki Vocational Rehabilitation co—enrolled six (6) clients. Both programs value the partnership between the programs and continually review case sharing, training, and other issues to ensure optimal collaboration. 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. Roll-out across the state has been slow, in part due to limited requests for the service. Both the ADA Coordinator and the Director of the Division for the Deaf remain involved. 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. At this time, DVR is working again with the Institute for Community Inclusion to create another series of videos that showcase the Progressive Employment model and youth employment. 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: The Employment First Maine Coalition successfully completed its three year statutory charge with a final report that was accompanied by a joint letter of acknowledgement and appreciation for the initiative by the Commissioners’ of the Departments of Education, Human Services and Labor. Many efforts are underway that align with recommendations from that final report to improve employment outcomes for people with disabilities in Maine and increase the effectiveness of publicly funded employment services. In February 2018, the three agencies provided an update to the Maine State Legislature’s Joint Standing Committee on Labor, Commerce, Research and Economic Development on those implementation efforts. 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: Both of these — now permanent- positions are currently filled. 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: This strategy is discontinued with the completion of the Disability Employment Initiative grant in 2017. b. DVR will participate in DEI Integrated Resource Team meetings REPORT ON PROGRESS: This strategy is discontinued with the completion of the Disability Employment Initiative grant in 2017. 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 State ADA Coordinator who is housed in DVR, has surveyed for physical accessibility compliance and consults regularly with the Bureau of Employment Services on programmatic and physical accessibility issues in the CareerCenters. 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: The pace of referrals from Workers’ Compensation has not merited three full-time VR Counselors. During FFY 17, DVR had one full-time dedicated Workers’ Compensation VRC along with a portion of a Casework Supervisor’s time. This strategy will be discontinued going forward. b. DVR will meet at least annually with the Workers’ Compensation Board to assess the success of the MOU initiative. REPORT ON PROGRESS: DVR is in regular communication with the Workers’ Compensation Board including sharing updates and changes on programs. The next regular meeting concerning the MOU will be held in June 2018. 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: In September 2016, DVR partnered with the Institute for Community Inclusion, the Council of State Administrators of Vocational Rehabilitation, American Institutes for Research, and Jobs for Maine’s Grads (JMG) to respond to an RSA-funded Transition Work-Based Learning Model Demonstration Grant. Maine’s application was successful, and DVR was awarded $9 million over five years to conduct research and evaluation on the implementation of two models — Enhanced JMG and Progressive Employment. Those initiatives are now underway in the Augusta and Bangor areas. This grant built on earlier funding from the Institute for Community Inclusion’s Demand-Side RRTC to pilot and study Vermont’s model of Progressive Employment in Maine. 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. 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.