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  • III. Operational Planning Elements
    The Unified or Combined State Plan must include an Operational Planning Elements section that support the State’s strategy and the system-wide vision described in Section II.(c) above. Unless otherwise noted, all Operational Planning Elements apply to Combined State Plan partner programs included in the plan as well as to core programs. This section must include—
    • a. State Strategy Implementation
      The Unified or Combined State Plan must include—
      • 2. Implementation of State Strategy
        Describe how the lead State agency with responsibility for the administration of each core program or a Combined Plan partner program included in this plan will implement the State’s Strategies identified in Section II(c). above. This must include a description of—

III. a. 2. C. Coordination, Alignment and Provision of Services to Individuals

Describe how the entities carrying out the respective core programs, Combined State Plan partner programs included in this plan, and required and optional one-stop partner programs will coordinate activities and resources to provide comprehensive, high-quality, customer-centered services, including supportive services to individuals including those populations identified in section II(a)(1)(B). The activities described shall conform to the statutory requirements of each program.

Current Narrative:

Between 2016-2017, WIOA Strategy Implementation and Data Integration workgroups met to improve and align services provided by the unified state plan programs. Statewide policies and practices were reviewed by this team to ensure needs were considered and potential impacts understood. Continuous improvement of service to individuals is paramount to the success of Florida’s workforce system. Core partners work to ensure career centers are available to serve all job seekers regardless of obstacles to employment, level of need, or degree of career development.

Florida emphasizes integrated service delivery in improving services to individuals. Core program partners are dedicated to developing strong strategic alliances linking employers and job seekers to quality services including employment, training, education, human resource assistance to employers and career and business development which improve the economic growth of Florida counties. VR has active representation on 23 of the 24 LWDBs and is represented by FDBS on the remaining board. VR is physically collocated in 15 geographic locations and seeks to expand colocations.

FDBS is committed to providing high quality services to people with bilateral visual disabilities. FDBS supports individuals in making employment choices consistent with their strengths, resources, priorities, concerns, abilities, capabilities and interests. FDBS creates an accountable and exemplary division workforce that ensures high quality services. Employees receive annual training on division policies/procedures, new federal/state regulations and the responsibilities of their positions. All employees attend New Employee Orientation where they are introduced to Client Services and the VR Program. On September 20, 2017, FDBS renewed its Intensive Technical Assistance Agreement with WINTAC. WINTAC provides training on specific topics, such as Pre-Employment Transition, VR, Supported Employment, Career Pathways, etc. The FDBS seeks to employ and develop Certified Rehabilitation Counselors (CRCs) for services delivery. The division currently has 15 CRCs on staff.

FDBS’s vocational rehabilitation counselors will assist individuals in pursuing their goals as detailed in their individualized plan for employment (IPE) by using supported employment resources selected to produce the best results for the individual. Job seekers are referred to online tools such as the Talent Acquisition Portal (TAP), Employ Florida and Ability Works to assist in finding and applying for jobs. The Abilities Work Help desk connects employers to a qualified workforce by sending notifications to FDBS, VR, CareerSource Florida, etc., when companies have job openings and are looking to fill positions with a qualified person with a disability. FDBS supervisors, counselors and Employment Placement Specialist staff complete the EOP II training. This training provides staff with marketing and sales skills directly relating to real job development. EPS and counselors meet weekly to discuss labor market information, work experience opportunities, internships and the hiring needs of employers.

FDBS vocational rehabilitation counselors will actively involve clients and families as appropriate in assessment, planning and decision making throughout the service delivery process. FDBS continuously evaluates the effectiveness of its job placement services and makes needed improvements. An Employment Outcomes Report is completed and reviewed monthly to track individuals who are ready to work.

The report measures how many individuals have found gainful employment and how long it takes to assist individuals in obtaining employment. FDBS is considering the Work Certified Program. Through this program, staff, employers, CRPs and others can receive training to assist individuals seeking employment determine if they are ready for work. FDBS also recognizes the importance of clients developing and utilizing appropriate soft skills. The agency will examine the feasibility of incorporating this training as often as possible for blind and low vision clients.

FDBS will provide ongoing training for its staff and will review and revise policies and processes to ensure efficient services. FDBS has developed a quality assurance team who will assess the need to expand their operations. Currently, FDBS provides onsite reviews statewide with an emphasis on adherence to state policies, compliance of federal regulations, case documentation, IPE signatures, timeliness of certificate of eligibility, activities tied to the IPE and authorization approvals. This team is responsible for being aware of all current federal and state regulations affecting the vocational rehabilitation program and attends the Annual Quality Assurance Summit for ongoing professional staff development. The Division is very interested in utilizing strategies to streamline internal processes to provide quality efficient services to its clients. This may be accomplished via pilot programs and through the use of less paper intensive processes.