Located in:
- Program-Specific Requirements for Vocational Rehabilitation (Blind)
The Vocational Rehabilitation (VR) Services Portion of the Unified or Combined State Plan [13] must include the following descriptions and estimates, as required by section 101(a) of the Rehabilitation Act of 1973, as amended by title IV of WIOA:
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[13] Sec. 102(b)(2)(D)(iii) of WIOA
- i. Comprehensive System of Personnel Development; Data System on Personnel and Personnel Development
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:
- 3. Personnel Standards
Describe the State agency's policies and procedures for the establishment and maintenance of personnel standards consistent with section 101(a)(7)(B) to ensure that designated State unit professional and paraprofessional personnel are adequately trained and prepared, including:
- 3. Personnel Standards
- i. Comprehensive System of Personnel Development; Data System on Personnel and Personnel Development
i. 3. B. The establishment and maintenance of education and experience requirements, in accordance with section 101(a)(7)(B)(ii) of the Rehabilitation Act, to ensure that the personnel have a 21st century understanding of the evolving labor force and the needs of individuals with disabilities.
Current Narrative:
RSB has a comprehensive professional development system to ensure that staff have the education and experience necessary to maintain a 21st century understanding of the evolving labor force and the needs of individuals with disabilities.
The Missouri Uniform Classification and Pay System provides a competitive process for recruitment and retention of qualified personnel. Vocational rehabilitation counselors must meet the minimum requirements consistent with RSMO 337 and 34 CFR 361.18. Newly hired VRC’s complete onboarding training including policy and procedures, regulations, the vocational rehabilitation process, employer engagement, and training focused on eye conditions and other disabilities. Experienced personnel mentor newly hired personnel throughout the onboarding process.
The Department of Social Services uses the Employee Learning Center (ELC) for training enrollment, completion and reporting of ongoing and required departmental training. The ELC offers many training topics, some optional and some mandatory, such as basic orientation for new employees, policy updates, mental health, cyber security, and leadership development. MO Learning, which connects staff to LinkedIn learning courses, provides staff with additional professional development opportunities. DSS recently released the Team Member Training Portal to allow staff to enter and track professional development opportunities not captured in the ELC, including training completed through MO Learning. DSS may grant administrative leave to employees to pursue educational goals while continuing to work full-time for DSS. Employees may receive up to three (3) hours of administrative leave per week to attend approved classroom instruction held during the employee's normal work schedule.
Team members receive ongoing training specific to vocational rehabilitation and a 21st century understanding of the evolving labor force. The annual Counselor Academy is targeted training based on feedback from staff and case review results. Sessions have included vocational rehabilitation processes, self-employment, AgrAbility, and training on the Missouri Economic Research and Information Center (MERIC) website. MERIC provides web-based statistical information for local labor market information. VRC’s are able to utilize the local level data to assist clients in determining vocational goals, job development and job placement. The annual Governor’s Conference on Economic Development provides training on the Missouri Dept. of Economic Development (DED) Regional Delivery Model and workforce development, the Governor’s plan for economic stimulation, and top issues for the creation of new jobs and job investments. The Missouri Association of Workforce Development (MAWD) provides professional training on workforce development opportunities, new technologies, and enhanced partnerships toward developing a competitive workforce.
Assistive technology is essential for the success of RSB clients. VR staff receive ongoing training and individual consultation in the advances and use of assistive technology. RSB has an assistive technology specialist and coordinates with Missouri Assistive Technology, rehabilitation engineers and vendors to provide training and demonstrate advances in technology.