Narrative: i. 2. B.

DVR partners with the University of Northern Colorado (UNC) to offer internship opportunities for graduate students, sometimes hiring graduates into rehabilitation counselor positions at the conclusion of their student internship.  Additionally, as part of UNC’s Long Term Training grant from RSA, DVR has partnered with UNC to provide lunch and learn sessions and staff visits during various Master’s Degree classes with the goal of increasing exposure and interest in working in public VR upon graduation. These sessions have included topics such as Virtual Counseling and Guidance, Boundary Setting, Counseling Theories used in Vocational Rehabilitation, and an introduction to DVR 101. These sessions occur twice a semester and provide a direct connection and visibility between UNC students and DVR. When feasible, DVR also partners with universities from across the country to provide internship opportunities, particularly to students attending distance education programs or those considering relocating to Colorado. Additionally, there are a number of other institutions of higher education across the state that offer Master’s level degrees in counseling and related areas. Individuals obtaining this level of degree, when combined with the appropriate acceptable work experience, meet the minimum qualifications as well. 

DVR is an equal opportunity employer and seeks to ensure employment opportunities are available to qualified individuals from minority backgrounds and individuals with disabilities. Additionally, CDLE is piloting a disability hiring preference to promote employment of individuals with disabilities within state government.

Additionally, DVR has recently undertaken a State as Model Employer initiative, which includes a full time State Advisor on Disability Employment. This position is responsible for developing and implementing strategies to increase the diversity of the workforce within both DVR and CDLE, while advising other State Departments and Colorado’s Department of Personnel Administration regarding these practices. 

Work has begun on reviewing Minimum Qualifications and information, including Education requirements, displayed on job postings to help improve readability and understanding for potential applicants to DVR vacancies. Research is also underway on how other states are hiring qualified staff based on their skills and qualifications. Communication is underway with the Commission of Rehabilitation Counselor Certification (CRCC) on recently implemented guidelines regarding accepted degree focus areas. Review of position descriptions has begun to ensure accuracy. This will lead to providing clear guidance on the difference between a Rehabilitation Counselor Intern versus a Rehabilitation Counselor I. 

In addition to standard recruitment efforts managed by the Office of Human Resources, DVR frequently posts vacant positions on social media outlets, shares postings with relevant stakeholders and community partners, and collaborates with all of the relevant educational programs. 

Of the 98 individuals currently in filled rehabilitation counselor positions within DVR, 9 FTE are currently categorized as rehabilitation interns and working on completing minimum qualifications to become rehabilitation counselors.  

DVR has also initiated several initiatives that are focused on retaining qualified personnel. Several DVR offices throughout the state are currently utilizing a strategic staffing model, which includes the use of a Rehabilitation Technician. This team model aims to alleviate counselor workload in the initial phases of the process. The Rehabilitation Technician oversees the first phase of the DVR process, including application and initial collection of documentation to support the counselor’s eligibility determination. The Rehabilitation Counselor take over to complete the eligibility determination, comprehensive assessment, and development of the Individualized Plan for Employment. Similarly, to manage workload of Rehabilitation Counselors, particularly when there are ongoing or numerous vacancies, two Rehabilitation Counselor positions have been dedicated to providing vacancy coverage. These two positions work across the state to minimize the impact of counselor vacancies on both staff and the people receiving services.

DVR continues to offer a hybrid work environment where DVR staff work remotely, in the community, or in a local DVR office as needed to meet business needs. The majority of DVR staff, including Rehabilitation Counselors primary work remotely, coming into an office only one day each week. Counselors are expected to support individuals to exercise their informed choice in how they would like to engage with DVR, many individuals choosing to participate in services remotely or in the community. DVR has found the hybrid work environment supports retention and many staff cite their preference for this flexibility.

DVR, along with the Department of Personnel and Administration, has also initiated a review of the Rehabilitation Series personnel classification, which aims to analyze the descriptions and compensation range for each position. This review may lead to increased opportunities for upward mobility within the classification, as well as ensuring the classification and pay scale are aligned with other positions of similar complexity within the personnel system.