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:
- i. Data System on Personnel and Personnel Development
- I. Qualified Personnel Needs.Describe the development and maintenance of a system for collecting and analyzing on an annual basis data on qualified personnel needs with respect to:
- I. Qualified Personnel Needs.
- i. Data System on Personnel and Personnel Development
- 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. i. I. a. The number of personnel who are employed by the State agency in the provision of VR services in relation to the number of individuals served, broken down by personnel category;
Current Narrative:
In FFY 2016, VRS served 17,674 consumers and ended the year with an active caseload of 10,411 individuals. In FFY 2017, we served 17,554 consumers, ending the year with an active caseload of 10,954; an average case load for counselors of 67. U.S. Census Bureau data on the geographic distribution of Minnesotans with disabilities has been used to determine the distribution of staff. The metro region has 112 field positions, the northern region has 80 field positions, and the southern region has 99 field positions. To balance managerial oversight of field positions in the metro and southern region, there was a re-distribution in 2017.