Narrative: i. 4. B.

Training opportunities and conference materials are shared through a number of statewide means, including the BRSNet. A library of training resources, including texts, journals and videotapes addressing vocational rehabilitation and blindness/low visiontopic areas are available to be loaned to regional offices as needed. Materials include Institute on Rehabilitation Issues publications, videotapes addressing learning disabilities, Consumer Choice News, National Clearinghouse of Rehabilitation Training Materials, and other documents from the various National Rehabilitation and Research and Training Programs throughout the United States.  DBVI also makes full use of many valuable web-based resources such as American Foundation for the Blind, National Federation of the Blind, American Council of the Blind, Texas School for the Blind, ACVREP, CRCC and Hadley. Examples of these materials can be seen in the “Comprehensive onboarding and staff development program” provided at the end of this CSPD reporting section.

DBVI recognizes that staff are the most valuable resource in our work supporting consumers who are blind or visually impaired in the pursuit of their vocational goals. To that end the Comprehensive System of Personnel Development was designed to support the training needs of Division staff. Staff development is delivered through formal and informal modalities and are derived from internal and external sources. 

In the past performance period, 339 individuals were served by the Maine DBVI VR system.   Maine DBVI currently has 6 occupied VR Counselor II positions (1 vacant this PY) that carry an average caseload of 40-60 individuals, and 3 Blindness Rehabilitation Specialist (1 vacant this PY), in addition to carrying a small caseload, assist the families with children who are blind and visually impaired in accessing needed supports and resources, assisting  in advocacy and  providing technical assistance to community stakeholders.  We expect these staffing numbers to remain consistent going forward. Based on previous reporting of individuals served, we expect to serve between 300-400 individuals over the next five years and anticipate that 100% will be individuals with significant disabilities due to the nature of the population that DBVI serves.

Current service delivery positions include five VR Counselor I positions that assist in facilitating clients through the process, and 11 Orientation and Mobility Specialists throughout the state that work with VR clients. All O&M staff are currently ACVREP certified.

DBVI annually reviews the qualifications of all staff and tracks the educational plans of new hires and personnel requiring education and training to ensure that CSPD standards are achieved to the maximum extent possible. CSPD plans for rehabilitation counselors and other staff working in the DBVI VR program who have not met the state standard are developed with supervisors upon completion of probation and reviewed as part of an annual performance review. CSPD plans reflect a balance between personnel development and operational need. The plans seek optimal training modalities and formats, as well as the most cost-effective methods to utilize those institutions. Upon entering CSPD plans, program and coursework approval must be obtained from the DBVI management team.

Additionally, an annual survey is sent out to staff to determine future training needs.  As trainings happen, surveys are sent out to track and monitor staff attendance and achieve credential attainment. Training sponsored by the division is determined by operational need as well as by employee needs to maintain or retain qualified status. DBVI employees participate in annual performance reviews, a portion of which specifically addresses personnel development. At these reviews, staff and supervisors jointly identify specific training required to address individual performance enhancement and operational need. The Regional Managers meet with their staff on an annual basis to review performance and to plan the professional development for the upcoming year. That plan would outline what coursework or credits were beneficial to the agency and/or are required for the employee to continue to be qualified staff.  DBVI central office tracks all the courses that employees attend and the credits they earn while supervisors monitor the progress regarding professional development. Employees submit requests for trainings and are evaluated and approved as they relate to the professional development/operational need.  Often staff will request to go to a conference such as the New England Association of Education and Rehabilitation of the Blind and Visually Impaired (AER) that allow them to attain many of their required credits.

In an effort to ensure a high level of skilled staff to deliver quality services to consumers, the CSPD plan addresses long-range college training needs for qualified rehabilitation blindness professionals and paraprofessionals. In addition, the CSPD provides short-term training needs that allow for continuous learning and the maintenance of professional certification, including Certified Rehabilitation Counselor (CRC) credentials, and Academy for Certification of Vision Rehabilitation and Education Professionals (ACVREP) for Orientation and Mobility (O&M) Specialists, Vision Rehabilitation Therapists (VRT) and Low Vision Therapists (LVT) and newly developed certification program for Assistive Technology (AT)  Specialists.  The Division’s goal is to encourage staff to pursue a variety of educational choices in a supportive working environment and with the necessary time and financial support. Certifications in all disciplines are encouraged, as well as training plans that support maintaining CRC, O&M and other specific professional certifications.

DBVI also supports educational programming for existing staff seeking to meet fully qualified status and, for those who have achieved CRC status and require on-going CRC training credits. DBVI qualified personnel standards for O&M/VRT/LVT staff are to be certified or certifiable by the Academy for Certification of Vision Rehabilitation and Education Professionals. The ACVREP website explains, “The Academy for Certification of Vision Rehabilitation and Education Professionals offers professional certification for vision rehabilitation and education professionals in order to improve service delivery to persons with vision impairments. ACVREP is committed to quality certification programs that meet rigorous recognized standards. Programs are designed to offer applicants the means to demonstrate that professional knowledge and skills that promote the provision of quality service and ethical practice. ACVREP offers certification in three disciplines: Low Vision Therapy, Orientation & Mobility, and Vision Rehabilitation Therapy. Individuals who possess ACVREP certification demonstrate a level of quality and care that is unmatched in the field.” Often staff will request to go to a conference such as the New England Association of Education and Rehabilitation of the Blind and Visually Impaired (AER) that would allow them to attain many of their required credits. Whenever possible, DBVI acquires the ACVREP endorsement to earn CEU credits for trainings provided in state.

In an effort to maximize training resources, staff often solicit local training resources to provide free or low-cost workshops, attend trainings with a ‘train the trainer’ perspective to provide turn-around training to other staff, and share internal expertise through in-house training opportunities.

DBVI made continuous efforts to seek and identify enhanced learning opportunities, particularly through use of distance learning modalities, in providing educational forums for its staff. Videoconferencing capacity has been established on a statewide basis and has led to an extensive learning collaborative with DVR, the CareerCenter One Stops, the Social Security Administration, external partners such as Maine CITE, the Small Business Development Corporation, and the local workforce development boards. DBVI staff also takes advantage of distance training opportunities through webinars and teleconferences.

One training that has been very successful, and has been provided by videoconferencing, is the Bureau of Rehabilitation Services new counselor training curriculum. This training entails a 10-day, comprehensive overview of the VR process.  It includes topic areas such as rehabilitation technology, job placement and assessment, and vocational counseling, such as casework flow and post-secondary education. It is available to all staff and required of new DBVI VR staff. In addition, DBVI utilizes a variety of internet links, on-line videos, and web resources as part of its overall training for new DBVI employees. Training opportunities and conference materials are shared through a number of statewide avenues, including the Internet and Intranet, as well as counselor, managerial and supervisory networking activities and interactions.

DBVI is committed to providing an annualDBVI Day training for all staff.  We utilize this opportunity to provide training to assure that all staff are up to date.  We are also committed to providing a yearly All Agency/Blindness Systems training for all State of Maine professionals and our contracted partners who are working in the field of blindness rehabilitation.  This training has been instrumental in maintaining a positive working relationship with our blindness team and to focus on training specific to blindness rehabilitation.

DBVI worked this past performance period with Mississippi state to develop a comprehensive onboarding and staff development program that has is designed to be a yearlong developmental program for DBVI staff.  This four tier course outlines areas in supervision, mentoring, reading, viewing, job shadowing and experiential practice.  (An overview of this program is included at the end of the CSPD section) 

DBVI takes advantage of the National Research & Training Center free short courses. They are approved for ACVREP, CRC and National Blindness Professional Certification Board (NBPCB) credits. These include an Introduction of the Basics of Blindness and Low Vision, Cultural diversity and competence; Fundamental courses on eye conditions; Essentials for working with Individuals with Visual impairments; Visual Impairment and additional health conditions, Courses on Program Effectiveness; Special Topics for VR; Research based short courses related to employment; and the Business Enterprise Program. 

In addition, DBVI is committed to work with our partner, DVR, in offering a biennial, two-day statewide training event for all Bureau of Rehabilitation Services staff at which multiple trainings - identified and prioritized by staff surveys, case reviews and oversight bodies (i.e. State Rehabilitation Council) are offered. Training needs and activities are often identified and offered at the regional/office levels through free or low-cost workshops.

Over the past performance period DBVI has worked with our DVR partners to participate in many Bureau wide training.  Training surveys are used, via survey monkey, for staff to complete to receive certificates of attendance and CRC credits. Recent trainings included:  2-day communication/ethics training, Syntiro webinars, World of Work Inventory training, Personality Disorders, Motivational Interviewing, Brain Injury, WIOA Cross-Training Webinars and, specifically for supervisors, a 3-day BRS Leadership training in which the focus was on providing skill training for leaders utilizing challenging supervisory scenarios.

One program that has been recently developed for BRS is a 6-part series with a WIOA overview and partner cross training. There are 13 brief webinar links beginning with “WIOA 101: An introduction to the New Law” and ending with the “Youth Program”.  Included in the zoom trainings were common performance measures, career pathways, youth programming, Center for Workforce Research and Information, Apprenticeship and working with corrections and Veterans.

Another BRS training included the presentation of the newly developed AWARE QA tool for all management/supervisory staff.  It addresses the case review process, types of case reviews, statewide review template, assigning cases, practice cases, how to monitor progress on case reviews and QA reports.  For many years, DBVI had been conducting case reviews using survey monkey to collect data.  This new QA tool is designed to replace survey monkey and contain the entire date collection process within our case management system, AWARE.

Some regional DBVI staff attended training for WORK Services: Workforce Opportunities, Referrals and Knowledge Services, a common registration and case management portal across the multiple core programs that integrates the disparate case management systems and incorporates a public facing portal. It is being piloted in one region with anticipation of it going live sometime in 2020.

Lastly, the State of Maine is currently working with all employees regarding Workday Maine, an online Human Resource portal where employees can record and code their timesheets, request time off and track accrued earned time.  All staff are being provided with Employee Self-Service Town Hall Materials, job aids, quick reference guides, and instructional videos, in order to navigate this new system.   

Below is a list of training over the past performance period:

DBVI Day (annual)

DBVI Day Part 2

All Blindness Agency Day

Motivational Interviewing

New Counselor Training

Communication

Personality Disorders

OIB TAC-trainings (dementia, DB, adjustment)

BRS Leadership Training

Brain injury

Peer Mentoring

CRP project training

Syntiro Training

BRS Statewide (2018)

AFB Leadership conference

BLAST Conference (BEP)

AER (NE)

AER Orlando 

Helen Keller (fall 2018)

Apprenticeship

WOWI

Comprehensive onboarding and staff development program

Maine Division for the Blind and Visually Impaired (DBVI) - An Introduction to New Employee Training

This training is to be utilized and customized for all DBVI employees for their first year of employment.

Tier One Module (to be completed during the first quarter of employment)

• Arrange for HR orientation for all state employees (DOL policies)
• Get a State ID picture and badge
• Tour of regional and central office
• Central fleet orientation (for state vehicle use before use)
• BRS website & resources   http://inet.state.me.us/rehab/index.shtml

Note: Sign up for BRS new counselor training for VRC II and customized for others

• Maine AWARE case management
• Safety/Emergency Evacuation Plan (for the pertinent office)
• Utube video run hide fight   https//www.dhs.gov/xlibrary/assets/active_shooter_booklet.pdf
• Link to Lt. Elliot’s active shooter training:  http://inet.state.me.us/labor/safety/index.shtml

Base Reading & Viewing:

DBVI Rules, Guidance memos, policy, and protocol

http://inet.state.me.us/rehab/casework_resources/dbvi_policies_procedures/index.shtml

• at least: 1 of the publications, 1 of the books, and 1 of the videos identified below
• Older Individuals who are Blind Technical Assistance Center (OIB TAC) website and courses   https://www.oib-tac.org/

Under resources at least the 3 items listed below:

• Quick Overview of Commonly used Acronyms, Abbreviations and Jargon in the Field of Blindness and Low Vision Older Blind Version
• Information for Working with a Person Who is Visually Impaired or Blind
• Information on specific eye diseases

• Vision Impairment 101 curriculum (book available in each regional office and training if needed by DBVI staff Kim Stumph)
• Maine Senior Guide is a free, on-line resource for older Mainers and their families. Besides the Maine Senior Guide website with hundreds of resources, we publish this newsletter, have an active Facebook page, and also host and produce senior expos around the state.
• The Iris Network  https://www.theiris.org
• Catholic Charities Maine  https://www.ccmaine.org
• Maxi Aids Products for independent living www.maxiaids.com

Job Shadow

• At least oncewith each of the various types of Blindness Professionals within your Region:  *VRC*VRT *O&M *TVI *AT
• Client assistance program (CAP) - view the website and meet with the representative

Experiential:

• Human guide by local O&M staff (needs to be in the first week of employment before see clients)
• Work under occlusion to include:  Orientation, interpreting surrounding environment, independent travel w/ O&M
• Numerous blindness-specific IL activities geared toward “can do,” with VRT

Mentoring:

• Weekly meetings with DBVI mentor, (face-to-face or zoom or phone)
• Monthly face to face meeting with DBVI mentor to include at least one shadow.

*the shadowing needs to occur in two forms, initially with the new staff observing mentor, and then mentor observing new staff once they begin working with clients.

Supervision:

• Performance evaluation
• Weekly meetings with supervisor to include regular/weekly observation/shadows; organizational system review; TAMS; Maine Aware, etc.
• Updated “Who’s Who” in DBVI statewide and our partners; include brief bio, certifications and current information.
• Orientation to Career Center staff and resources
• Acronym list review
• Orientation to Business Enterprise Program – (BEP) by DBVI representative
• BRS new counselor training (sign up for VRC II & customized as needed for others)

Tier Two Module (to be completed during second quarter of employment):

Base Reading & Viewing:

• at least:  1 of the publications, 1 of the books, and 1 of the videos identified below
• The American Council of the Blind (ACB.org) strives to increase the independence, security, equality of opportunity, and quality of life for all blind and visually impaired people 
• American Foundation for the Blind   AFB.org
• American Foundation for the Blind Senior Site  afbinfo@afb.org
• ADA Guidelines for Visual Impairment – Eric.Dibner@maine.gov
• Hadley Institute for the Blind and Visually Impaired www.hadley.edu
• Helen Keller – DeafBlind Services  www.helenkeller.org/hknc
• https://youtu.be/JtC4ZfMVknU
• National Federation of the Blind  https://www.nfb.org
• Pine Tree Guide dog user ellsworthme.org/pinetree
• MOBALE website  www.MOBALE.org  www.Facebook.com/MOBALEMaine
• Information about Winter and Summer Sports Education Camps
• AllPast 24 hoursPast weekPast monthPast yearAlpha 1 www.alphaonenow.org
• Maine Parent federationmpf.org

Job Shadow

• At least oncewith each member of your job classification/discipline in DBVI outside your Region
• Meet with VIST and/or BROS from the V.A. to discuss the program requirements and role with DBVI
• Attend a Low Vision Exam
• Iris network – website and tour the center & Iris Park Apts.

Experiential:

• Participation in at least one “blindness community” and consumer group activity:

(for example) ACB, NFB, Pine Tree Dog Guide Users, Support groups, Recreation activities, BVA, MOBALE winter or summer sports education camps

• Cortical Visual Impairment (CVI) Training with state representative (Esther Butler)
• State Rehabilitation Council (SRC) training on-line through Regional Services Administration (RSA)
• Low Vision Training – including orientation to low vision kits/devices i.e. magnifiers, CCTV’s, *scopes, glare filters, etc.

Mentoring:

• Bi-Weekly check-ins with DBVI mentor, (face to face or via telephone or polycom).

Monthly face to face meeting with DBVI mentor to include at least two shadow opportunities over the course of the quarter.

Supervision:

• Bi-Weekly meetings with supervisor to include regular observation/shadows

Tier Three Module: (to be completed during third quarter of employment):

Base reading & Base viewing

• at least:  1 of the publications, 1 of the books, and 1 of the videos identified below
• AERBVI.org   Association for the Education and Rehabilitation of the Blind and Visually Impaired
• American Printing House for the Blind web site  www.APH.org
• Perkins School for the Blind web site   www.perkins.org
• VISION Aware web site  www.visionaware.org
• TSBVI (Texas School for the Blind)  https://www.tsbvi.edu
• www.carroll.org Carroll Center for the Blind
• napvi.org   NAPVI.
• RRTC on VR Practices for Youth and Young Adults and click on “Trainings” to find these online seminars, as well as other webinars: http://vrpracticesandyouth.org/ 
  • The Family Role in Career Planning and Preparation for Youth with Disabilities
  • Integrated Employment: Expectation AND Choice
  • Introduction to Seamless Transition
  • Inclusive Higher Education and VR Common Performance Measures
  • 10 Tips for Effective Collaboration Between VR and Higher Education
  • Introduction to Inclusive Higher Education and Its Impact on VR Services
  • Family and VR Roles in Supporting Higher Education for Students with Intellectual Disabilities

Job Shadows: 

• At least one job shadow in another discipline outside your region

Mentoring:

• Monthly check-ins with DBVI mentor, (face-to-face or via telephone or polycom).

Regular face-to-face meeting with DBVI mentor to occur at least every six weeks and should include at least two shadow opportunities over the course of the quarter.

Supervision: 

• at least monthly meetings with supervisor to include regular observation/shadows

Tier Four Module (to be completed during fourth quarter of employment):

Base reading & Base Viewing: 

• at least: 1 of the publications, 1 of the books, and 1 of the videos identified below
• LEAP, check out the video  https://www.youtube.com/watch?v=pVrG1ESEsjM
• LEAP's website: https://resourcevt.org/training-programs/leap/
• Flying blind from Larry Lewis – flying blind.org every Thursday (they are achieved & technology driven)
• HR guide for employers under our products – employment products – how to make a PDF accessible – blind.msu.state.edu
• access world by AFB – reviews assistive technology devices
• https://corporate.comcast.com/values/accessibility
• RespectAbility feature about Janet LaBreck as part of their honoring Women’s History Month:  https://www.respectability.org/2019/03/women-disabilities-janet-labreck/

Job Shadow:

• Section 121 – read about it and meet with the regional rep

Experiential:

• Listen to a book in audio format
• Listen to a movie with audio description

Mentor: TBD as needed

Supervision: TBD as needed

BOOKS

•    Making Life More Livable: Simple Adaptations For Living At Home After Vision Loss. Duffy, M. (2015). 
•    O&M For Independent Living: Strategies FOR Teaching Orientation And Mobility TO Older Adults. Griffin-Shirley, N & Bozman,        L. (2016). 
•    Pathway to Independence: A guide for people with vision loss. Kersh, Rita (2015).  
•    No Barriers: A Blind Man's Journey to Kayak the Grand Canyon by Erik Weihenmayer
•    The Adversity Advantage: Turning Everyday Struggles Into Everyday Greatness by Paul G. Stoltz, Erik Weihenmayer 
•    Micheal Nye “my heart is not blind” 
•    David Feeling your way through life – on Kindle in September 
•    Tom Sullivan book – seeing lessons – one that is a kid at Perkins and escape Adventures in Darkness – 
•    Mike May book crashing through

PUBLICATIONS

•    Berry, P., Mascia, J., & Steinman, B. A. (2004). Vision and hearing loss in older adults: Double trouble. JOURNAL OF LONG-         TERM HOME HEALTH CARE, 5, 35-40. 
•    Binns, A., Bunce, C., Dickinson, C., Harper, R., Tudor-Edwards, R., Woodhouse, M., et al. (2012). How effective is Low Vision       Service Provision? A Systematic Review. SURVEY OF OPHTHALMOLOGY, 57(1), 34-65. 
•    Capella-McDonnall, M. E. (2005). The Effects Of Single And Dual Sensory Loss On Symptoms Of Depression In The Elderly.          International Journal Of Geriatric Psychiatry, 20, 855-861. 
•    Cavenaugh, B. S., & Rogers, P. (2002). Employment Patterns Of Older Workers With Visual Impairments. Journal Of Visual            Impairment And Blindness, 96(9), 655-658. 
•    Crudden, A. (1995). Service delivery to older persons who are blind: The Mississippi model. Re:View, 3, 123-129. 
•    Farrow, K., & Steverson, A. (2016). A Summary Of Services Provided By Chapter 2 Programs: A Review Of Older Individuals         Who Are Blind Performance Report Data From Years 2008-2013. Journal Of Visual Impairment & Blindness, 110(6), 461-467. 
•    Giesen, J. M., & Cavenaugh, B. S. (2006). Evaluation in the Older Blind Independent Living Program: Advantages of a                    structural equation modeling approach. Journal Of Visual Impairment & Blindness, 100(8), 482-487. 
•    Farrow, K., Holden, C., Lecher, E., & Larges, L. (2018). Increasing access to vision rehabilitation services for seniors through          collaboration with occupational therapists. Journal Of Visual Impairment & Blindness, 112(3), 301-306. 
•    LeJeune, B. J. (2010). Aging With Dual Sensory Loss: Thoughts From Consumer Focus Groups. AER Journal: Research And         Practice In Visual Impairment And Blindness, 3(4), 146-152 
•    LeJeune, B. J. (2011). In their own words: Aging with hearing and vision loss. AER Report, 27(4), 15-16, 20. 
•    LeJeune, B. J., Steinman, B. A., & Mascia, J. (2003). Enhancing Socialization Of Older Persons Experiencing Loss Of Both           Vision And Hearing. Generations: Journal Of The American Society On Aging, 27, 95-97. 
•    McDonnall, M. C. (2009). Risk factors for depression among older adults with dual sensory loss. Aging And Mental Health,             13(4), 569-576. 
•    McDonnall, M. C. (2009). The effects of developing a dual sensory loss on depression in older adults: A longitudinal study.             Journal Of Aging And Health, 21(8), 1179-1199. 
•    McDonnall, M. C., & LeJeune, B. J. (2008). Employment among older adults with combined hearing and vision loss. Journal Of        Applied Rehabilitation Counseling, 39(3), 3-9. 
•    McDonnall, M. C., Crudden, A., LeJeune, B. J., Steverson, A., & O'Donnell, N. (2016). Needs and challenges of seniors with            combined hearing and vision loss. Journal Of Visual Impairment & Blindness, 110(6), 399-411. 
•    Moore, J. E. (2003). Using Program Evaluation To Improve Service Delivery For Older Individuals Who Are Blind. Journal Of           Visual Impairment And Blindness, 97, 42-45. 
•    Moore, J. E., Giesen, J. M., Weber, J. M., & Crews, J. E. (2001). Functional outcomes reported by consumers of the                        independent living program for older individuals who are blind. Journal Of Visual Impairment And Blindness, 95, 403-417. 
•    Moore, J. E., Steinman, B. A., Giesen, J. M., & Frank, J. J. (2006). Functional outcomes and consumer satisfaction in the               Older Blind Independent Living Program. Journal Of Visual Impairment & Blindness, 100(5), 285-294. 

• VIDEOS
• “What Do You Do When You See A Blind Person?”“Going Blind” 
• “When Blindness Occurs” by the Seeing Eye
• “Walking in My Shoes”   http://www.themtsc.org/safety-resources/video.php select visually impaired resources, then cross the street in my shoes.
• Lives Worth Living video