Located in:
- Program-Specific Requirements for Vocational Rehabilitation
The Vocational Rehabilitation (VR) Services Portion of the Unified or Combined State Plan* must include the following descriptions and estimates, as required by section 101(a) of the Rehabilitation Act of 1973, as amended by WIOA:
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* Sec. 102(b)(D)(iii) of WIOA
- d. Coordination with Education Officials
- 2. Information on the Formal Interagency Agreement with the State Educational Agency with Respect To:
- I. Comprehensive System of Personnel Development; Data System on Personnel and Personnel Development(Formerly known as Attachment 4.10)). Describe the designated State agency's procedures and activities to establish and maintain a comprehensive system of personnel development designed to ensure an adequate supply of qualified State rehabilitation professional and paraprofessional personnel for the designated State unit, including the following:
- iii. Personnel StandardsDescribe the State agency's policies and procedures for the establishment and maintenance of personnel standards consistent with section 101(a)(7)(B) and 34 CFR 361.18(c) to ensure that designated State unit professional and paraprofessional personnel are adequately trained and prepared, including:
- iii. Personnel Standards
- I. Comprehensive System of Personnel Development; Data System on Personnel and Personnel Development
- 2. Information on the Formal Interagency Agreement with the State Educational Agency with Respect To:
- d. Coordination with Education Officials
d. 2. I. iii. II. The Establishment and Maintenance of Education and Experience Requirements, in Accordance with Section 101(a)(7)(b)(ii) of the Rehabilitation Act, to Ensure That the Personnel Have a 21st Century Understanding of the Evolving Labor Force and the Needs of Individuals with Disabilities.
Current Narrative:
Employees who do not meet the qualifying standard must now fulfill all academic requirements necessary to qualify for the CRC examination within 6 years of hire (for VRC I) or 3 years of hire (for VRC II). Additionally, these employees will receive more intensive supervision and ongoing review of all non—delegable functions (i.e. eligibility determination, individualized plan for employment, plan amendment approval, and closure). As part of DVR’s strategic planning process, an annual evaluation of the effectiveness of recruitment and training practices is completed, and areas of improvement are then identified and incorporated into the plan.
Alaska DVR recognizes the importance of its employees and supports the required training and continuing education of all its employees. The staff who received the training shared the materials, knowledge, and skills to those did not attend through their regular staff and ad hoc meetings. If the agency has not previously disseminated the information, the training materials and resources will be distributed through Training Announcement E-mails and the Staff Intranet.