Located in:
- Program-Specific Requirements for State Vocational Rehabilitation (Combined or General)
The Vocational Rehabilitation (VR) Services Portion of the Unified or Combined State Plan must include the following descriptions and estimates, as required by sections 101(a) and 606 of the Rehabilitation Act of 1973, as amended by title IV of WIOA.
- i. Comprehensive System of Personnel Development.
In accordance with the requirements in Section 101(a)(7) of the Rehabilitation Act, the VR agency must develop and maintain annually a description (consistent with the purposes of the Rehabilitation Act) of the VR agency’s comprehensive system of personnel development, which shall include a description of the procedures and activities the State VR agency will undertake to ensure it has an adequate supply of qualified State rehabilitation professionals and paraprofessionals that provides the following:
- i. Comprehensive System of Personnel Development.
i. 3. Standards that are consistent with any national or State-approved or -recognized certification, licensing, registration, or other comparable requirements that apply to the profession or discipline in which such personnel are providing VR services; and
A. Standards that are consistent with any national or State-approved or -recognized certification, licensing, registration, or other comparable requirements that apply to the profession or discipline in which such personnel are providing VR services; and
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:
Personnel Standards
A. In accordance with 101(a)(7)(B) of the Rehabilitation Act, DSHS/DVR maintains consistent standards for all rehabilitation personnel. These standards include prior education and experience requirements as well as specific core competencies. All current DSHS/DVR counseling personnel (Field Services Administrator, Regional Administrators, VR Supervisors, and VRCs) hold credentials that are consistent with either the state based VRC registration requirements or the national certification standards of the Commission on Rehabilitation Counselor Certification (CRCC).
DSHS/DVR continues to apply educational qualifications for new hires into VRC 2, VRC 3, VRC 4, and VR Supervisor classifications that require the following credentials:
- A master’s degree in rehabilitation counseling, psychology, counseling, or a field related to vocational rehabilitation (i.e. fields which promote the physical, psychosocial, or vocational well—being of individuals with disabilities; or
- CRCC Certification; or
- A master’s degree in a closely related field, plus 18—quarter (12—semester) credit hours in specified rehabilitation counseling courses at the graduate level.
DSHS/DVR has adopted education qualifications at the Bachelor’s level for the VRC1 classification as an entry point in to the VRC classification series. However, the VRC1 has been designated as an “In-training” classification that requires incumbents to obtain a Master’s degree within two years of hire.
B. DSHS/DVR specifications for the VRC classification series are as follows:
VRC1 – “In-training” classification that requires incumbents to have at least one year of experience and obtain a Master’s degree within two years of hire.
VRC2 – “In-training” classification that requires incumbents to have a Master’s degree with less than three years of experience.
VRC3 – “Journey” classification that requires incumbents to have a Master’s degree with at least three years of experience.
VRC4 – “Lead” classification that requires incumbents to have a Master’s degree with at least four years of experience.
DSHS/DVR completes an annual Performance and Development Plan (PDP) with each employee that covers the period September 1 to August 31. The PDP is a standard State of Washington tool used to evaluate job performance and emphasize individualized staff development needs. Specific development needs identified for each employee are to be addressed in the following year. Each “step” in the VRC position has a different training plan, with different skills and abilities to learn and master. The supervisor works with the support of the training team to ensure VRCs obtain the necessary knowledge to be successful.
In addition to determining individual training needs, DSHS/DVR compiles results to plan overall training and developmental priorities conducted staff wide. While specific priorities evolve year-to-year, DSHS/DVR consistently addresses eligibility, vocational assessment, counseling and guidance, vocational planning, job placement, transition services, as well as assistive and rehabilitation technology.