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:
(2C) DSB has an active and current Training and Development Policy that supports employees’ continued training and development.
There are many opportunities provided throughout the year that are specific to job class and tasks relevant to specific roles and responsibilities. Each year every employee, through their performance and development review, can list areas of growth and training and the supervisor works with that employee throughout the year to acquire the training if available. Staff are encouraged to attend Conferences at the local and national level to gain knowledge and experience from other states and stakeholder groups. DSB Managers and staff provide in-service training for meeting internal control processes and any procedural changes and updates.
DSB is currently working with our Consumer Stakeholder Groups, National Federation of the Blind-Washington, and Washington Council of the Blind to provide an orientation to Blindness Awareness training for new and current staff. This will assist with increased knowledge for staff to provide necessary support and services to their participants.
Continuing Education and staff development are critical and DSB supports staff to attend trainings and events that provide continuing education credits for their certification needs. DSB has identified that with our turnover and retirement of senior staff the onboarding and training for each classification has become difficult for the supporting managers as our historical practice of training and onboarding through verbal and shadowing experience is not sufficient. DSB HR will be working in the next year to assist managers to develop training plans for each classification, as vacated, to support a consistent and adequate training so that staff have clear expectations, and training objectives across disciplines and throughout the agency. DSB is also in the process of creating training positions for Policy and Procedure, specific VR required trainings, and self-employment and BEP services. This will provide a training plan and action for all new employees and current employees to continue to increase their skills and provide professional development at all levels.
After the overhaul of DSB’s Procedure Manual in 2021, monthly VR procedure trainings were established to continuously refresh and reinforce staff understanding of agency practices. These trainings are anticipated to continue as the agency reorganizes and revises the way we do business. Additionally, quarterly case reviews typically result in internal control relevant trainings for classifications of staff, depending on the review subject matter.