Narrative: d. 2. I. ii.

DVR regularly partners with UNC to offer internship opportunities for students and a number of graduates have been hired by DVR in recent years. In addition, DVR has partnered with a number of Rehabilitation Counseling programs out of state that offer distance education, including Utah State University, University of Wisconsin-Stout and Hunter College when staff require additional training to meet minimum qualifications. When feasible, DVR also partners with universities from across the country to provide internship opportunities, particularly to students attending distance education programs or those considering relocating to Colorado. Additionally, there are a number of other institutions of higher education across the state that offer Master’s level degrees in counseling and related areas. Individuals obtaining this level of degree, when combined with the appropriate acceptable work experience, meet the minimum qualifications as well.

DVR’s plan for recruiting qualified personnel, including qualified individuals from minority backgrounds and individuals with disabilities, includes collaboration with all of the relevant educational programs mentioned above as well as several additional graduate schools with programs in vocational rehabilitation. DVR also recruits using various resources such as The Summit on Program Evaluation, Emerging Leaders, CSAVR, and other university websites to post staff openings.

Offices located near the state border have the added flexibility of being able to recruit qualified personnel who currently reside outside of Colorado. DVR also has the option to request a waiver to recruit out of state when unable to identify qualified personnel within Colorado. As needed, DVR works with the Department of Personnel Administration to secure a residency waiver allowing for this expanded recruitment.

DVR believes that the private sector is another good resource for recruiting experienced, competent staff. Through its relationships with various professional associations for counseling and other disciplines, DVR maintains a network for recruiting vocational rehabilitation counselors who have experience in the private sector. DVR ensures availability of accommodations necessary for qualified individuals with disabilities to successfully compete for and perform their job when hired.

As DVR continues to identify strategies for improving retention of qualified personnel, the agency is working with CDLE Human Resources and the Department of Personnel Administration to implement an expanded counselor series. This series will create additional advancement opportunities for counselors, which are currently quite limited. As the lack of a career pathway within DVR has been cited as a barrier to employee retention, it is believed the series will improve retention by allowing DVR to advance highly qualified personnel through the counselor series, rather than those staff advancing to positions in other organizations. Similarly, the changing nature of the role of vocational rehabilitation counselors has been identified as a barrier to retention with many counselors leaving the agency due to the increased administrative burden of the position. DVR is actively engaged in a LEAN process to identify opportunities to adjust policies and procedures which create unnecessary burden and inefficiencies. The work accomplished through teams engaged in this process has already made significant progress and recommended changes that are expected to significantly reduce staff hours spent on unneeded administrative processes, which in turn is hoped to improve morale and retention. This work continues and additional improvements are expected.