Located in:
- Program-Specific Requirements for Vocational Rehabilitation
The Vocational Rehabilitation (VR) Services Portion of the Unified or Combined State Plan* must include the following descriptions and estimates, as required by section 101(a) of the Rehabilitation Act of 1973, as amended by WIOA:
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* Sec. 102(b)(D)(iii) of WIOA
- d. Coordination with Education Officials
- 2. Information on the Formal Interagency Agreement with the State Educational Agency with Respect To:
- I. Comprehensive System of Personnel Development; Data System on Personnel and Personnel Development(Formerly known as Attachment 4.10)). Describe the designated State agency's procedures and activities to establish and maintain a comprehensive system of personnel development designed to ensure an adequate supply of qualified State rehabilitation professional and paraprofessional personnel for the designated State unit, including the following:
- iii. Personnel StandardsDescribe the State agency's policies and procedures for the establishment and maintenance of personnel standards consistent with section 101(a)(7)(B) and 34 CFR 361.18(c) to ensure that designated State unit professional and paraprofessional personnel are adequately trained and prepared, including:
- iii. Personnel Standards
- I. Comprehensive System of Personnel Development; Data System on Personnel and Personnel Development
- 2. Information on the Formal Interagency Agreement with the State Educational Agency with Respect To:
- d. Coordination with Education Officials
d. 2. I. iii. II. The Establishment and Maintenance of Education and Experience Requirements, in Accordance with Section 101(a)(7)(b)(ii) of the Rehabilitation Act, to Ensure That the Personnel Have a 21st Century Understanding of the Evolving Labor Force and the Needs of Individuals with Disabilities.
Current Narrative:
To ensure ARS employees have a 21st century understanding of the evolving labor force and the needs of individuals with disabilities, the Deputy Chief of Field Services will continue to periodically meet with Rehabilitation Counseling higher education programs to review curriculum (i.e., case management) and provide input on current educational needs for incoming ARS counselors. ARS utilizes as a resource for addressing the evolving labor force, the Career Education and Workforce Development Board, which is composed of 13 members appointed by the Governor in conjunction with Act 892, to provide a wealth of resources and leadership to the agency. Board members are leaders in business, industry, education, economic development, and rehabilitation services across the state, and are charged with creating a comprehensive statewide program of career education and workforce development focused on educational opportunities retention with the goal of economic development. ARS will utilize the Career Development Enhancement Program to establish and maintain education and experience requirements to ensure staff have an understanding of the labor force and the needs of individuals with disabilities. A chief component of this program is the National Career Development Association (NCDA) Career Development Facilitator (CDF) Training program. Internationally recognized, the NCDA Career Development Facilitator Training provides individuals with relevant skills and knowledge to assist others in planning careers and obtaining meaningful work. The 120-hour program enhances the knowledge and skills of individuals working in a variety of career development settings. The Career Development Facilitator may serve as a career group facilitator, job search trainer, career resource center coordinator, career coach, career development case manager, intake interviewer, occupational and labor market information resource person, human resource career development coordinator, employment/placement specialist, or workforce development staff person.
Since 2016, 53 participants have completed the CDF training, now called the Facilitating Career Development (FCD) program. The goal set is to increase the number of staff selected for the program by 25 percent each year. Annually, a refresher course will be presented to update staff on the latest information on labor force and employment for persons with disabilities. Additionally, HR will focus on training all staff to improve conflict management skills, constructive communication skills, time management, and diversity. HR will conduct intense training for supervisors and managers.