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:
Currently DSB is actively reviewing and revising its recruitment practices. DSB HR has expanded its use of social media in recruitment to include Linked-In, Indeed, Facebook, CSAVR website, Certified Rehabilitation Counselor Certification board, and ACVERP List serve, and CATIS certifying lists for recruitment in specialized areas that our Vocational Rehabilitation Counselors, Vision Rehabilitation Specialists, and our Assistive Technology Specialists require.
At the guidance and management of our DEI Program Manager, we have been reviewing Job Descriptions including working directly with managers to identify and eliminate areas of requirements or tasks that limit or discourage diverse populations from applying. DSB has improved its initial onboarding processes to be inclusive, welcoming, and putting their best foot forward to support a sense of belonging and retention. Below is a chart of our current workforce demographic data:
| People of Color | People With Disabilities | Veterans | |
|---|---|---|---|
| DSB Employees August 2023 | 19.30% | 25.40 | 2.3% |
| All WA State Executive Branch Agencies | 22.80% | 4.80% | 5.90% |
| WA State Available Workforce | 34.20% | 7.40% | 5.90% |
DSB has instituted a recruitment relocation bonus policy and procedure, to assist with expenses to move to Washington. This is to encourage more applicants from other areas throughout the United States. This has increased our applicant pool and negotiation ability to entice qualified applicants.