Narrative: d. 2. O. i.

A. DVR will align services to support consumers in achieving the WIOA Common Performance Outcomes Measures;

B. DVR will increase the percentage of consumer earnings over 110% of minimum wage and 150% of minimum wage at closure. DVR believes a major lead indicator of median earnings six months post closure are earnings at closure. Based on Needs Assessment data from 2017, 55% of DVR consumers were earning 110% of minimum wage or less at closure and only 18% of DVR consumers were earning over 150% of minimum wage at closure;

C. DVR will increase consumer opportunities to participate in and gain industry-recognized credentials in middle skills professions. Industry-recognized credentials are a proven mechanism for consumers to access higher wage employment. This will include sector-based training programs in collaboration with technical centers; D. DVR will continue to expand efforts to effectively serve employers through Creative Workforce Solutions (CWS).Employer engagement continues to be a critical activity to ensure DVR consumers have access to employment opportunities;

E. Consumer satisfaction with DVR services will be maintained or increase;

F. DVR will implement a comprehensive quality assurance process incorporating the new AWARE case management system. In 2017 DVR successfully implemented the AWARE case management system. This system will provide DVR with a powerful new tool to upgrade the quality assurance process.

G. DVR will continue to implement highly effective Pre-Employment Transition Services (Pre-ETS) for students statewide.

H. DVR will implement the following strategies to mitigate FFY 2016 and FFY 2017 reductions in re-allotment funding that resulted substantial cuts in services and capacity: • Partnerships with other programs and state systems to sustain employment services for people with disabilities; • Increasing program income through the Ticket to Work program; • Exploring federal and state grant opportunities to pilot new service models; and • Continually assessing the assignment of DVR resources to ensure funds are going toward activities that are most likely to result in an employment and career outcome.

I. With the implementation of Pre-ETS, the DVR caseload has trended towards serving a younger cohort. DVR needs to ensure the needs of middle-aged and mature workers are still adequately addressed, and in particular, the following cohorts: • Adults ages 35 to 55 • Adults aged 55 and above

J. DVR will continue to seek options for supported employment for the following under served populations in the state: • Individuals with developmental disabilities who do not meeting the developmental services system eligibility criteria or system or care priorities; • Individuals with TBI who need onsite support; • Individuals with psychiatric disabilities who do not meet the Community Rehabilitation and Treatment eligibility criteria; and • Individuals with other severe disabilities who need supported employment

K. DVR will improve the outcomes for students and youth with emotional/behavioral disabilities served through the JOBS Supported Employment Programs

The following are the strategies that will be implemented by Vermont DVR to achieve one or more of the goals and priorities. Each strategy is linked to the goals and priorities it is intended to address.

Strategy 1: DVR will implement a portfolio of projects designed to realign staff practices, services and assignment of resources to meet the WIOA. Goals 1, 2, 3, 4 and 8. DVR has identified a portfolio of twelve domains the Division will focus on to maximize DVR outcomes under the WIOA Common Performance Measures. These strategy areas of focus will be developed into projects during Program Year 2018. The areas of focus are: • DVR allocation of resources reflects the program qualitative measures.

• Every step of the rehabilitation process will message and support the DVR commitment to careers.
• DVR casework practices will support serving consumers more than once on their journey. DVR will create a system to reach out to closed cases. DVR consumers will be encouraged to have a short term and long term vocational goal.
• DVR Counselors will provide long term aspirational career counseling. All staff will be trained to support long term career goals.
• Motivational Interviewing (MI) coaches will facilitate coaching circles that support career counseling using MI strategies.
• All DVR staff will be trained to do vocational assessments and use assessments as a career planning tool.
• A continuum of Progressive Education (parallel to Progressive Employment) will be developed and implemented.
• An education and training matrix will be completed in each district, including a gap analysis.
• All staff will be familiar with education and training providers in their communities, as well as what career pathways and stackable credentials are offered. Counselors will be able to speak to consumers about possible career paths, based on assessments.
• BAMs (Business Account Managers) understand the career paths in the businesses they serve.
• AWARE will support the Careers Initiative.
• A new “dashboard” using “leading” measures will be created that reflects the Common Performance Measures.

Strategy 2: Expand training opportunities in industry recognized certifications that result in higher wage job opportunities for DVR consumers. Goals 1, 2, 3 and 5. Since 2015, DVR has set aside funds to specifically support consumers’ access to training for industry recognized certifications in high demand and higher wage fields. Data suggests consumers who participate in these trainings exit the program with higher wage jobs. Also, the skills and qualifications consumers achieve are meeting the demands of local employers. Therefore, DVR plans to improve and expand these opportunities as follows:

• DVR will maintain and expand the funds set aside for industry recognized trainings and certifications with an emphasis on middle and higher skill jobs in high demand sectors.
• DVR will develop partnerships with employers, the Vermont Department of Labor, local Workforce Investment boards and the technical centers, to expand the number and type of training opportunities available.
• DVR will track consumer participation and outcomes to determine which training programs are the most effective in terms of higher wages and career growth.

Strategy 3: Implement a comprehensive quality assurance system utilizing the AWARE case management system. Goals 4, 5, 6 and 7. In September 2017, DVR went live with the AWARE case management system. AWARE greatly increases DVR’s capacity to manage and assess the quality of services. This includes:

• An adaptable quality assurance tool built into the AWARE system.
• The Power BI tool to analyze AWARE data in greater depth.
• The ability to develop “dashboards” of leading quality indicators to measure staff and program performance. DVR will develop a QA system that does not simply measure compliance but actually looks at the total picture including the quality and effectiveness of services provided. This will also look at which practices are resulting in positive outcomes and if the assignment of time and resources are being deployed effectively.

Strategy 4: Coordinate efforts with the Agency of Education (AOE) and the Department of Labor (VDOL) to ensure individuals with disabilities have access to other components of the workforce system. Goals 1, 2, 3, and 8. As noted in the Unified Section of the plan, DVR will be working closely with VDOL and AOE to ensure DVR consumers have access to all the workforce development opportunities available in their communities. DVR will be implementing a number of strategies to make this happen including the following:

• The development of joint training programs in high demand and high wage sectors.
• Developing systems to promote co-enrollment across programs to support consumer employment goals.
• Actual or virtual co-location of DVR and VDOL staff. Cross training of VDOL, DVR and AOE staff.

Strategy 5: Continue to implement and improve Pre-Employment Transition Services (PETS) for students. Goals 1, 3, 5 and 7. Vermont DVR has developed a comprehensive strategy to implement Pre-ETS in the state. Implementation started in the spring of 2015, and now Pre-ETS are fully operationalized. The following are the primary activities:

Vermont DVR has implemented an in school Transition Counselor model providing Pre-ETS services. DVR has reassigned 20% of the program’s VR counseling capacity (13.5 FTEs) to work exclusively with students. This provides coverage to all 60 supervisory unions and high schools in the state.

DVR has worked with its primary CRP, VABIR, to implement the Youth Employment Specialist (YES) model. A full time YES will be paired with each in school VR counselor to provide a range of Pre-ETS services including the development of real work based learning experiences.

DVR has implemented self-advocacy services for students through a contract agreement with the Vermont Center for Independent Living (VCIL). DVR has been successful in establishing a high quality Pre-ETS program accessible to students statewide.

In addition, DVR will use the Linking Learning to Careers (LLC) project funded through the RSA Work Based Learning demonstration, to explore innovative new practices. The LLC project is an experimental design demonstration that will test the following innovations:

• The provision of Career Consultation services.
• Graduated work based learning experiences including competitive employment. • Dual enrollment in post-secondary programs for high school students.
• Youth assistive technology services.
• Assistance with transportation.

We believe the LLC demonstration will provide rich information for Vermont and other states around how to provide Pre-ETS services.

Strategy 6: Expand employer outreach and engagement efforts through Creative Workforce Solutions (CWS) to effectively meet the needs of employers. Goal 4. As described in Section (g) of the State Plan, CWS is the primary employer outreach and engagement infrastructure for DVR. CWS, and in particular the Business Account Managers, have been a very effective approach to engaging employers and developing employment opportunities for DVR consumers. DVR will expand these efforts through the following strategies:

• Seek opportunities to coordinate employer engagement with the Vermont Department of Labor.
• Analyze Salesforce account management data to determine if there are industry sectors that are underrepresented. Develop strategies to engage those sectors in partnership with local employers.
• Build on and expand employer events such as Job Fairs, employer breakfasts and business recognition events designed to engage employers.

Strategy 7: Explore and expand strategies to serve and support the older worker with disabilities. Goal 5 and 9. In FFY 17 the proportion of DVR participants over 55 increased to 18%, an increase of 5% over the past four years. In response, DVR has created a Mature Worker Program Director. This position will work with the DVR management team to explore strategies to engage and serve mature workers. This may include:

• Expanding partnerships with community agencies already serving the older worker such as Vermont Associates.
• Training employment staff such as the Business Account Managers and Employment Consultants on how to represent older workers.
• Effective use of Assistive Technology to assist and encourage aging workers to remain in the workforce.

Strategy 8: Explore strategies to assist DVR consumers retain and advance in employment. Goal 1, 5, and 8. DVR recognizes one of the goals of WIOA is to help consumers retain employment and develop career pathways to higher wage employment. The DVR management team had a two-day retreat to consider strategies to achieve this goal. One of those approaches is to engage consumers post closure to determine if they could benefit from additional services to help them advance in their current employment. This might include:

• Exploring the use of post-employment services to support DVR consumers advancing in their current employment or accessing a new higher wage job.
• Exploring outreach to closed cases to determine if individuals could benefit from re-engagement with DVR.

Strategy 9: DVR will continue to seek funding partnerships with state agencies and community agencies to expand access to supported employment for individuals with the most severe disabilities, who are not currently eligible for long term support through existing systems. Goal 10. DVR will continue to seek opportunities to expand supported employment access to individuals through the following strategies:

• Partnerships with other state and community agencies to fund long term supports.
• Innovative use of existing long term services to support employment.
• Development of natural support models.

Strategy 10: DVR will partner with DMH to promote the Individual Placement and Support (IPS) model within the JOBS supported employment program. Goal 11. The IPS model is an evidence-based approach to providing supported employment services for adults with psychiatric disabilities. There is increasing evidence this approach is effective across populations including youth with severe emotional disturbance. DVR and DMH plan to support the implementation of IPS within the JOBS supported employment programs.