Narrative: i. 2.

RECRUITMENT

LRS continues to be committed to the development and continued growth of professional staff members. In an effort to meet the current and projected needs for qualified personnel, the following process and activities are utilized. All strategies noted below for LRS’ Comprehensive System of Personnel Development (CSPD) program encourages the hiring of staff members from minority backgrounds and individuals with disabilities.

In an effort to work cooperatively with institutions of higher education in the area of recruitment, the agency participated in Career Day activities at Southern University. To ensure recruitment of individuals from minority backgrounds, LRS works closely with SU, a Historically Black University. Students are provided information on the application process for employment and information regarding advancement opportunities with the agency. LRS provides internship opportunities for graduate students in both assessment and counseling settings.

The universities provide program updates throughout the year, which are shared with agency staff members. Notification of agency professional position vacancies is provided to department heads at the universities to assist graduates pursuing employment.

As a method of recruiting individuals with disabilities, Rehabilitation Counselors advise consumers about the career opportunities in the field of rehabilitation. LRS also utilizes cross-training of our Workforce Partners to assist in providing information to potential candidates regarding careers in the field of rehabilitation. LRS works with the State Civil Service and universities to notify potential candidates of vacancies in the field of rehabilitation services.

PREPARATION

Annually, LRS maintains a Re-Training Plan to monitor the number of Rehabilitation Counselors who do not meet the highest CSPD qualifications. To encourage LRS’ Rehabilitation Counselors meet the higher CSPD requirements, LRS continues the strategies noted below:

• When hiring new staff members who do not meet the highest guidelines for “qualified” personnel, the agency encourages the individual to commit to pursuing the higher educational requirement.
• LRS’ CSPD Re-Training Plan is maintained by the Training Section. This plan is utilized to track LRS’ progress toward meeting the highest CSPD requirement which is closely monitored and updated annually. All professional staff members listed on the Re-Training Plan who do not have a master’s degree in rehabilitation or a degree in a closely related field are considered to be in a “re- training priority” category. LRS has established two categories - higher and lower priority groups for re-training. The lower priority group consists of the “non-masters degreed” employees that are either currently eligible for retirement or within five years of retirement eligibility. The higher priority group consists of the remaining “non-masters degreed” employees on the re-training list.
• The Program Manager responsible for coordination of the CSPD initiative assists the “non- masters degreed” employees to address and resolve any barriers that may be preventing them from pursuing the Masters in Rehabilitation Counseling degree.
• LRS has procedures in place to assist Rehabilitation Counselors with funding for tuition, textbooks, and when necessary, travel and educational leave to be retrained in accordance with the agency’s CSPD Re-Training Plan. This policy prioritizes funding for staff members in the high priority re-training group.
• LRS staff members participate in training annually, such as are presented by the Council of State Administrators of Vocational Rehabilitation (CSAVR), and the Technical Assistance Centers, to obtain information and professional training to meet the standards for CSPD. Internal training is provided, but in addition to that professional and paraprofessional staff members also regularly attend training workshops delivered by other agencies, state universities, including the two state universities offering degrees in rehabilitation counseling, and organizations for service providers promoting the enhancement of employment for persons with disabilities. LRS encourages professional development of all staff members through community involvement and membership in state associations such as the Louisiana Rehabilitation Association (LRA), a chapter of the National Rehabilitation Association (NRA).

LRS collaborates with local universities providing training for the rehabilitation professions and offer suggestions based on the agency’s needs to strengthen academic preparation and ensure that curriculums develop the necessary job-related competencies of their students.

LRS collaborates with the universities to support their research efforts in an attempt to obtain information to improve rehabilitation services and service delivery. This allows staff members to participate in studies that may bring more effective practices to the field.

RETENTION OF QUALIFIED PERSONNEL

To provide opportunities for advancement and encourage retention of qualified personnel, LRS provides professional and paraprofessional staff members the opportunity to promote. For professional staff, promotions are based on work performance and the attainment of specific job-related competencies.

The Rehabilitation Counselor position is a career progression series, and Rehabilitation Counselors can reallocate to higher positions within the series once certain qualifications are met. Counselors start at the Rehabilitation Counselor-Entry position, which requires one year of professional level experience, and once the counselor has gained at least one year of rehabilitation counseling experience and needs less one-one one intense supervision, the counselor can reallocate to the Rehabilitation Counselor position. If a Rehabilitation Counselor possesses a Master’s Degree in Rehabilitation Counseling or a closely related field, the individual also has the opportunity to be reallocated into the Rehabilitation Counselor-Master position once the individual has gained at least two years of professional level rehabilitation counseling experience. A similar career progression series is also available for the Rehabilitation Specialist position, which is a Rehabilitation Counseling series for staff that specialize in assisting individuals who are blind and/or deaf. If administrative opportunities are desired, professional staff may apply for positions to include District Supervisor, Regional Manager, and various State Office level positions.

Administrative support staff who desire to promote within the agency can apply for the Rehabilitation Counselor Associate position once specific competencies have been achieved. This position works closely with the Rehabilitation Counselor in managing caseload activities and in provision of services to consumers.

To retain qualified staff members, LRS coordinates training with local universities, business professionals and professional associations to assist in obtaining training and the necessary continuing education units (CEUs) required for maintenance of certification and licensure. The LRS training section is certified by the Commission on Rehabilitation Counselor Certification (CRCC) to provide CEUs for qualifying training events coordinated or conducted by LRS.