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. C. Description of staff development policies, procedures, and activities that ensure all personnel employed by the VR agency receive appropriate and adequate training and continuing education for professionals and paraprofessionals:
i. Particularly with respect to assessment, vocational counseling, job placement, and rehabilitation technology, including training implemented in coordination with entities carrying out State programs under section 4 of the Assistive Technology Act of 1998; and
ii. Procedures for the acquisition and dissemination of significant knowledge from research and other sources to VR agency professionals and paraprofessionals and for providing training regarding the amendments to the Rehabilitation Act made by the Workforce Innovation and Opportunity Act.
Current Narrative:
DSB staff must possess specific knowledge concerning the problems of blindness and be allowed the opportunity for career development as related to the delivery of vocational rehabilitation services. DSB actively assesses the training needs of its employees and solicits their input regarding training needs. DSB surveys staff annually to determine the training or resources they require to perform their duties more efficiently and effectively. DSB also uses a state—approved personnel performance evaluation document to review an employee’s performance and to identify individual training needs.
Leadership development and capacity – building opportunities are offered through a wide variety of methods:
- U of A CURRENTS periodically surveys rehabilitation staff regarding training needs and develops courses and conferences based on the results or upon requests by DSB and other agencies. In the last fiscal year, CURRENTS offered face-to-face trainings on topics to include: DISC Leadership Styles Training, Why Leadership Matters, Leadership Empowerment, Collaboration and Delegation, Communications and Feedback, The Five Dysfunctions and Team Assessment, Building Trust – Personal Histories, Accountability and Blocked Perspectives, We Are All In – A Well Oiled Machine.
- VRTAC-QM offered Kotter’s 8-Step Process to Leading Change, What Are We Urgent About, Communicating Our Shared Sense of Urgency, Creating a Change Vision, Organizational Change, Employee Engagement, Overcoming the Five Dysfunctions of a Team, 360 Assessment, Mission, Vision, and Values.
- STOUT Vocational Rehabilitation Institute offered Customer Service and Consumer Engagement.
- VRTAC-QE offered training on Supported Employment and worked with DSB leadership on the Supported Employment Pilot Program.
In-house training is provided through DSB’s Quality Assurance Coordinator, Field Administrator, and other experienced, credentialed professional staff; DSB’s annual Statewide meeting; the annual Field Services meeting; periodic training meetings; and one-on-one training which is made available to all staff depending upon the need. Information is distributed at Director’s meetings, Supervisors’ meetings, emails and the agency website. Training is also purchased from outside sources, such as the Older Individuals Who Are Blind Training provided by Mississippi State University.
DSB’s Technology Lab and Low Vision vendors provide training on aids and devices available for consumers at Field Service Meeting and Statewide. DSB’s Technology Lab staff work closely with ICAN, the Telecommunications Access Program, and vendors to stay up to date on technology and opportunities for training. Staff have attended annual conferences such as the CSUN AT Conference.
Staff are encouraged to participate in professional, service, and consumer organizations, such as the National Rehabilitation Association, Lions Clubs, the National Federation of the Blind, the American Council of the Blind, and the Arkansas Association for the Education and Rehabilitation of the Blind and Visually Impaired (AER), and opportunities are available to attend organizations’ state and national conferences.
Retention of qualified personnel is addressed through CEU credit for staff training, as well as opportunities for expanding skills and knowledge in a variety of areas.