Narrative: a. 2.

DVR Response to recommendation 1

DVR agrees with the importance of ensuring the vocational rehabilitation program is accessible to individuals in all areas of the state from diverse backgrounds. Effective outreach continues to be a focus for DVR; over the past several years DVR has strengthened communications, improved its website, and developed a social media presence. These efforts will continue as DVR has a staff position dedicated to Partnership Engagement and Communication. This staff leads DVR’s efforts to ensure effective communication and outreach strategies using a variety of modalities and approaches. As DVR continues to implement Employment First and expand the availability of Customized Employment and supported employment, as described in Section (l), branding of these approaches may be considered in partnership with the Colorado Office of Employment First (COEF) to help create recognition within the community about the availability of these supports.  

Additionally, DVR has sought to improve access in rural areas by evaluating office locations and adding offices in underserved communities, such as Cortez and Buena Vista. Similarly, co-locations with Workforce Centers are considered when this would improve access in particular communities. When it is not feasible to open a new office location or co-locate with a Workforce Center, DVR will evaluate opportunities to increase access to VR services within existing resources, such as by offering office hours at another WIOA program’s location, use of available technology, or other innovative approaches. The Blind and Low Vision Services unit also has an increased focus on building competency within rural areas to meet the needs of individuals who are blind or have low vision, with the expectation that this will increase access to services.

DVR also agrees that individuals with additional barriers to employment may have even greater difficulty accessing DVR services. DVR Counselors work to improve access through strategies such as partnership with Wraparound Coordinators, Drug Courts, Parole and Probation, and various other community partners. DVR and CDLE have representation on a variety of advisory councils and task forces and there are likely opportunities for DVR to better leverage these groups to inform community partners and programs about the services and supports available through DVR. Cross training with the American Indian Vocational Rehabilitation Services programs in southwestern Colorado is ongoing and is a critical component of increasing the cultural competence of DVR staff and improve access to DVR services for Native Americans. As described in Section (l), DVR will also focus on growth and development plans for all staff. These plans may include development of skills supporting the ability of DVR staff to provide culturally competent services when relevant.

DVR also seeks to continue to develop partnerships with Centers for Independent Living, Disabled Veterans Outreach Program (DVOP), Adult Education, and other programs with which individuals with disabilities may benefit from co-enrollment and coordination of services.

DVR Response to recommendation 2

DVR agrees that increasing high quality employment outcomes is critical to improving the overall success of the individuals served by the vocational rehabilitation program. DVR’s key strategies to accomplish improved outcomes are addressed in Section (l) of the VR Services Portion of the Combined State Plan. 

DVR further agrees that providing regular updates to the SRC related to employment outcomes, earnings, and employment in the second and fourth quarter following exit is critical to ensuring the SRC understands DVR’s progress, successes, and challenges. This data is readily available and DVR will work with the SRC to ensure the information is routinely shared in an effective format and, as described in Section (l), consider other relevant data points which may support the SRC to more completely evaluate the vocational rehabilitation program.

DVR Response to recommendation 3

DVR agrees that effective and ongoing training is critical to provide competent and high quality services. DVR’s Professional Learning and Development (PLD) unit recently completed a training needs assessment with all staff classifications, which identified many of the same areas recognized by the SRC. The PLD unit has already begun identifying or developing training to address several areas of training need, such as customer service and additional training for staff and providers working with clients who are blind or have low vision. Business Outreach Specialists receive various training to support their role and training needs, including Customized Employment, will continue to be explored to ensure business outreach efforts align with Employment First principles.

DVR is also re-organizing the reporting structure to better align all key functions related to the practice of vocational rehabilitation. A new Competitive Integrated Employment Manager will report to the Deputy for Field Services and oversee Employment First Initiatives, Supported Employment, Professional Learning and Development, and Youth Services and Transition. The intent is that this structure will allow for more efficient identification of training needs among field staff and ensure all training and development functions are aligned. DVR further agrees that it is critical that training providers are qualified with the requisite training, experience, and certifications in order to train others.

DVR Response to recommendation 4

DVR agrees access to high quality supported employment services is critical to achieving its mission. DVR continues to partner with the Department of Health Care Policy and Financing (HCPF) to support and enforce the implementation of the requirements of Senate Bill 18-145. DVR appreciates the desire to accelerate the training of providers. However, as the law and corresponding regulations provide for a 5 year transition period, DVR is inhibited from requiring providers to meet the requirement early or adding additional requirements related to their plan to meet the requirement.

DVR also agrees that systematic barriers limit current capacity for supported employment and is committed to exploring how these barriers can be mitigated. While it is unclear as of yet whether these efforts are best led by DVR or other partners, such as the Office of Employment First, DVR will ensure relevant staff engage with appropriate partners to identify innovative approaches to increasing system capacity within available resources, as discussed in Section (l).

DVR understands the desire for vendors to be more knowledgeable about the VR process, cultural competence, disability issues, etc. DVR currently shares relevant training opportunities with vendors and offers some training to providers. However, DVR must balance training for vendors with ensuring fair and equitable provider selection, client choice, and available resources. DVR will continue to evaluate reasonable approaches to training vendors to ensure clients have access to well-qualified providers.

DVR Response to recommendation 5

DVR agrees that assistive technology (AT) is often a critical component to an individual’s employment success. Particularly, for DVR’s Blind and Low Vision Services (BLVS) unit, AT is an integral part of service delivery, with three AT instructors working directly with recipients of services to increase their use of AT. These AT instructors also support training for all instructors within the Personal Adjustment Training program. 

While AT is most consistently integrated into the service experience of individuals working with BLVS, DVR recognizes that AT is important across the board and creates opportunities for increased independence and greater success. DVR also acknowledges that AT is often an area in which staff report difficulty staying current with developing technologies and understanding the various options that might be available to those they work with. Increased training in AT was an area of need identified in DVR’s training needs assessment and as a result, the PLD unit is exploring training options to increase staff knowledge and utilization of available AT services and goods. One option that DVR will explore further, is to continue to develop DVR’s collaboration with AT Partners to expand training opportunities available to DVR staff.

DVR appreciates the suggestion that partnership with the technology sector could be leveraged to support the development of new technologies. Given limited resources and expertise in the development of assistive technology, DVR believes this level of partnership goes beyond the scope of what DVR can effectively accomplish. However, DVR is able to serve as a conduit to share with clients opportunities to provide information about impediments that might be reduced through the use of AT. DVR would welcome the involvement of SRC in keeping DVR informed of these opportunities should members be aware of the need for input from individuals with disabilities in the development of AT.

DVR further acknowledges the need for qualified providers across the state to provide AT services and goods. While some adjustments were made to DVR’s Fee Schedule related to AT evaluation fairly recently, review of other related rates will help to ensure established fees are not needlessly creating barriers to identifying a range of qualified providers.

 DVR Response to recommendation 6

DVR agrees that improving transition and pre-employment transition services is an ongoing effort. DVR is reorganizing its reporting structure to better align all key functions related to the practice of vocational rehabilitation, including transition services. A new Competitive Integrated Employment Manager will report to the Deputy for Field Services and oversee Employment First Initiatives, Supported Employment, Professional Learning and Development, and Youth Services and Transition. The intent is that this structure will allow for more efficient development and coordination of processes that support effective service delivery, including transition services, as addressed in Section (l). Part of this reorganization includes adding two new Youth Coordinator positions. This represents a significant expansion of available staff resources to support the types of strategies recommended by the SRC, including outreach and education to various stakeholders. 

DVR also agrees with the SRC that collaboration and stakeholder engagement is critical to moving the needle with more students having access to higher quality transition services. Adequate staff resources for education partners at the state and local level are essential to making forward progress. While it is unlikely DVR can directly impact the available staff resources at another State agency, engaged stakeholders may be able to effectively draw attention to the impact of limited staff resources on the effectiveness of efforts to improve transition services across Colorado.

DVR has made significant progress in implementing pre-employment transition services in Colorado and agrees that it is now time to provide these services more efficiently and continue to improve their effectiveness. DVR has a process improvement team looking specifically at practices related to pre-employment transition services. This team is developing a curriculum framework that can be shared with staff, parents, education, and other stakeholders. The framework is intended to help identify where a student is currently related to pre-employment skills and abilities, in order to guide the nature and scope of pre-employment transition the student may need. The team is beginning a stakeholder engagement process to gather input from interested parties, supporting common language and understanding about student needs.

DVR Response to recommendation 7

DVR appreciates the SRC’s interest and support in ensuring the ongoing availability of non-Federal dollars necessary to access the full Federal allotment through the Rehabilitation Services Administration. DVR’s Executive Leadership Team is taking a proactive approach and exploring all available options to ensure ongoing non-Federal match is available to access the full Federal allotment and minimize any risk of Maintenance of Effort penalties. DVR agrees that ongoing communication with SRC and other relevant stakeholders, including the Colorado legislature, is an essential part of an effective strategy to ensure consistent and secure funding for DVR.

DVR Response to recommendation 8

DVR also believes that demonstrating the benefits of inclusive work environments is a key element of leading the State as Model Employer efforts. As addressed in Section (l), DVR has recently added a State Advisor on Disability Employment. This position will explore various opportunities to provide work experiences and internships within state government. This exploration is not limited to Project SEARCH, as efforts focus on how DVR can meet the needs of broader populations than those served through Project SEARCH. 

DVR fully expects that expanded opportunities for various work based learning, along with increased opportunities for permanent employment will be developed within DVR, CDLE, and other state agencies.

DVR Response to recommendation 9

DVR agrees that continuing to develop understanding of the needs of the business community is necessary for DVR to achieve its mission. While DVR has had several staff dedicated to business outreach for a number of years, DVR’s Business Relations Unit has refocused its efforts to ensure DVR is able to establish and maintain effective strategic partnerships with the business community. Business Outreach Specialists take the lead in cultivating these relationships through outreach, education, and recruitment support.  A key goal and strategy is to better understand the needs of businesses in Colorado. 

DVR also recognizes the importance of effective use of labor market information when DVR counselors provide job exploration support and vocational guidance, which is one additional tool to ensure DVR is responsive to the labor needs of business. DVR is committed to continuing to develop expertise among counselors and other staff, with support from the Business Relations Unit, to utilize labor market information, including the use of TCI+ and similar tools, with the intention of assisting job seekers to develop goals leading to quality employment outcomes in key industries as described in Section (l).

DVR also has plans to expand its strategies to include monthly blog posts highlighting the benefits of hiring individuals with disabilities and other relevant information about disability employment. The blog posts can be linked on DVR’s social media accounts and will be included in CDLE’s Employer Newsletter, broadening the awareness of DVR and inclusive hiring practices.