Narrative: i. 4. A.

MVR has a comprehensive program for in-service training and staff development for all positions. Staff at all levels will attend training in cultural diversity, sexual harassment prevention and customer service. Each new MVR employee completes a hiring checklist process for orientation with his or her supervisor. All new counselors attend New Counselor Training consisting of five monthly sessions, which include orientation, case process, VR services, case and time management, and transition. New counselors also receive training through a Counselor Training Guide and on-the-job training with a supervisor. New administrative staff receive training through the Administrative Training Guide and on-the-job training with a supervisor. Supervisory staff and upper management personnel are required to attend training in leadership, supervision, hiring, interviewing and other training offered through the state or other private sources. MVR is invested in its leadership training program for supervisors and emerging MVR leaders. Many MVR employees have graduated from, and some are currently participating in, the National Rehabilitation Leadership Institute. MVR utilizes an internal training consultant who assists in leadership training.

All new counselor and paraprofessional staff, together with their district supervisor, completes the New Counselor Training Manual or New Administrative Staff Training Manual, which assists in the development and understanding of the rehabilitation field and the agency’s goals, priorities and responsibilities in serving individuals with disabilities under the federal/state VR program. MVR gathers ad hoc teams to address and evaluate specific staff development needs including topics such as leadership development, training manuals, training evaluations, new counselor orientations, and MI.

In collaboration with Maryville University, MVR developed the Regional Rehabilitation Leadership Academy. This is an annual intra-regional project with the goals of networking, increasing employee engagement, developing leadership skills, and identifying and developing leadership strengths. It was developed as the result of an identified need for supervisor training. Supervisors and employees aspiring to be supervisors from Missouri and three other states are program participants. Rehabilitation Services for the Blind is involved in curriculum planning and sends participants.

In addition to New Employee Orientation, new counseling staff receives training specific to vocational counseling/career development, job development/job placement, vocational services, and case management techniques from MVR staff.

MVR supports staff attendance on an annual basis to the Power Up Conference, which promotes the use and understanding of assistive technology and rehabilitation technology services and resources across the state. This conference is sponsored by the Missouri Assistive Technology Project (MoAT). MVR convenes an ad hoc assistive technology team when necessary, which assists the agency in staff development activities for assistive technology.

MVR has an assistant director of independent living/rehabilitation technology and an assistant director of deaf and hard of hearing/assistive technology. These staff specialize in assistive technology related to independent living and deaf/HH services. They interact with MoAT and CILs across the state. They attend assistive technology services training and provide resources and information when appropriate to MVR staff. An MVR staff member is a representative on the MoAT Advisory Council.

MVR supports staff attendance at the National AgrAbility Conference. Additionally, statewide training has been provided on services and technology supports for agricultural careers.

Staff attend the Missouri Reentry Conference, which highlights best practices of state agencies and business/community/faith-based organizations serving justice-involved individuals. MVR participates in the Missouri Reentry Process.

MVR staff attend the annual Missouri and Illinois Behavioral Health Conference sponsored by the Missouri Coalition for Community Behavioral Healthcare. The coalition represents Missouri’s not-for-profit community mental health centers, which participate in the implementation of Individual Placement and Support services in collaboration with MVR and the Department of Mental Health’s Behavioral Health division.

Staff development needs are established in a number of ways. A survey of training needs is administered annually to all counseling and paraprofessional staff to ascertain the needs and interests of all MVR staff. Other methods to determine staff development needs are quality assurance reviews, evaluation of consumer satisfaction surveys, and feedback and recommendations from the State Rehabilitation Council.

Results of the training needs survey are shared with members of the administrative team and regional managers. MVR works to provide training in a variety of ways to accommodate staff needs. Staff members regularly participate in both in-person, virtual/remote, and web-based trainings.

The nature and scope of the staff development program is tied to MVR’s overall goals and priorities. MVR is committed to improving staff competencies to ensure that the Rehabilitation Act, as amended, will be fully implemented and the philosophy embraced. MVR training supports the goals and priorities that have been established in the comprehensive statewide needs assessment.