Located in:
- Program-Specific Requirements for State Vocational Rehabilitation (Blind)
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. 2. B. The VR agency’s plan for recruitment, preparation and retention of qualified personnel, which addresses the current and projected needs for qualified personnel; and the coordination and facilitation of efforts between the VR agency and institutions of higher education and professional associations to recruit, prepare, and retain personnel who are qualified, including personnel from minority backgrounds and personnel who are individuals with disabilities.
Current Narrative:
Missouri DVR reports employing 137 Rehabilitation Counselors; RSB employs 17 Vocational Rehabilitation Counselors. The closure of the states only rehabilitation counseling program further reduces the number of qualified personnel specifically trained in rehabilitation counseling. There will be an insufficient number of in-state graduates available to meet the future needs of the state’s public rehabilitation agencies. This necessitates widening RSB’s recruiting focus to include graduates from other rehabilitation programs throughout the country, as well as graduates in other disciplines. RSB does anticipate being able to hire qualified staff who have counseling, psychology or social work degrees from other in-state universities.
RSB has developed a plan to present employment opportunities at RSB to a wider audience. Some of the components of that plan are:
- Continue to utilize the system of recruitment established by the Missouri State Division of Personnel. This system provides access to Uniform Classification and Pay System job descriptions and data regarding application for employment with the State of Missouri. These job descriptions and notices of vacancies can be found on-line at the MO Careers. MO Careers is also available to internal state employees who may also have experience;
- Send nationwide vacancy announcements to colleges and universities that offer academic programs in rehabilitation counseling, rehabilitation teaching, teacher of students with visual impairments, and orientation and mobility degrees;
- Utilize internet-based job lists of professional organizations, including National Council of State Agencies for the Blind (NCSAB), Rehabnet, National Orientation and Mobility Certification (NOMC), Orientation and Mobility Listserv, Rehabilitation Counselor Listserv;
- Use consumer group posts such as NFB Missouri Listserv, MCB’s Mo-Blind Listserv, and the Special Education Exchange.
Because the State of Missouri is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.All of RSB’s recruiting efforts listed in a-d above emphasize the importance of locating, interviewing and employing individuals who are from minority backgrounds or who have a disability.
RSB participates in the State of Missouri’s “Employment First” and “State as a Model Employer” initiatives. This purpose of these initiatives is to increase the number of individuals with disabilities working within State Government. Additionally, RSB works on the National Expansion of Employment Opportunities Network (NEON) similarly purposed to improve opportunities for individuals with disabilities within state and private employment.
Continued work on the above initiatives and networks includes the continued development and implementation of training for the departmental/divisional HR Managers. Another Talent Showcase whereby individuals with disabilities showcase their skills with potential state employers is also being developed. Also developed via the above initiatives, the annual voluntary self-disclosure survey for state employees, helps to provide information to those that may be able to receive support needed for their jobs.
RSB notifies the State Rehabilitation Council and external stakeholders such as National Federation of the Blind and Missouri Council of the Blind of vacancies. RSB has worked with the Human Resources unit to participate in onsite hiring events at various locations around the state which allows individuals to apply, interview, and potentially receive a job offer the same day. Over the past two years there have been over 207 events held at colleges/universities, community events, and high schools. This includes job and career fairs for at risk high school students on potential careers in state government. Further recruitment and hiring events have taken place at Missouri’s HBCU schools such as Lincoln University and Harris-Stowe University.
All RSB supervisors and managers take Civil Rights and Diversity training. Similarly non-supervisors take Civil Rights and Diversity training. RSB staff also have the addition of upcoming the Diversity/Inclusion/Belonging Workshop.