Located in:
- Program-Specific Requirements for Vocational Rehabilitation (Blind)
The Vocational Rehabilitation (VR) Services Portion of the Unified or Combined State Plan [13] must include the following descriptions and estimates, as required by section 101(a) of the Rehabilitation Act of 1973, as amended by title IV of WIOA:
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[13] Sec. 102(b)(2)(D)(iii) of WIOA
- i. Comprehensive System of Personnel Development; Data System on Personnel and Personnel Development
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:
- 4. Staff Development
Describe the State agency's policies, procedures, and activities to ensure that, consistent with section101(a)(7)(C) of the Rehabilitation Act, all personnel employed by the designated State unit receive appropriate and adequate training in terms of:
- 4. Staff Development
- i. Comprehensive System of Personnel Development; Data System on Personnel and Personnel Development
i. 4. B. Procedures for the acquisition and dissemination of significant knowledge from research and other sources to designated State unit professionals and paraprofessionals.
Current Narrative:
DBVI uses the C3 management model developed by Robin Lawton. This model supports a strong belief and process for a “Customer Centered Culture”. This method helps DBVI to identify the "voice of the customer". DBVI continues to use the process of assessing customer satisfaction and organizational performance with the knowledge obtained through extensive training and consultation from Robin Lawton. DBVI has incorporated this model of management into our service delivery and organizational process. Training has been provided to our SRC, the Vermont Association for the Blind and Visually Impaired and the DBVI staff.
The main dimensions of the model are: Focus on the customer, eliminate ambiguity, include customer priorities. Empower the end user, define success, reduce ambiguity of language. Link customer and operational priorities. Integrate and leverage existing initiatives, focus on improvement. Address outcomes first, processes last, satisfy strategic objectives as well as operations, improve product knowledge. Emphasize sustainability of new practices and challenge traditional assumptions. Using this model DBVI strives to improve customer satisfaction as we decrease ambiguity and improve communication. C3 provides a method to measure successful outcomes based on the "voice of the customer".
In 2020 DBVI will be hosting town meetings statewide using C3 to allow a process for hearing the voice of the customer. DBVI will collect and analyze information that will be used in the development of DBVI’s strategic planning and service delivery. C3 training and consultation with Robin Lawton have provided DBVI staff with the tools and methodology to improve customer satisfaction and provide a higher level of service.
Using strategies from C3, DBVI created “Your Guide to Employment Services”. The guide is given to consumers during the initial interview and contains customer friendly language that explains who we are, our process, includes client success stories and describes the types of services that a person can expect from participating in the employment program. The guide provides information to increase communication and clarity by using common language. DBVI uses input from our customers to ensure information is accessible, comprehensive, empowering, understandable and informative. DBVI continues to develop new tools and enhance the “Guide to Employment Services”.
The DBVI team also uses the Franklin Covey management system. “The 7 Habits of Highly Effective People” has been incorporated into the DBVI team culture to enhance effectiveness, responsibility, personal growth and vision. Our team approach uses a win-win philosophy, which helps to increase understanding and communication. DBVI supports creative cooperation among staff.
Using this both “The 7 Habits of Effective People” and the “Customer Centered Culture” management systems have resulted in teams that are more effective in analyzing, improving and providing services for people who are visually impaired.
The DBVI Division Director meets annually with the four regional teams throughout the state assistive technology teams to discuss and review each team’s mission and vision, annual goals and accomplishments.
STAFF TRAININGS:
DBVI has partnered with VR to provide training in Motivational Interviewing. All DBVI staff have completed training sessions. This training allows an opportunity for staff to receive feedback and support using the motivational counseling techniques.
DBVI attended a workshop to increase awareness of functional limitations for people who are visually Impaired and best practice for working with our clients. Dan Norris from the Vermont Association for the Blind, Adult Services Supervisor and instructor at UMass Boston provided the instruction. He designed the training to address best practice to meet the learning needs of new staff and presented advanced material for more experienced staff. This training provides new staff with valuable information regarding environmental and workplace assessments for clients and how to identify needed accommodations and supports. Information is presented on the different types of visual diagnoses and how they impact individuals.
Vermont Association for the Blind and Visually Impaired hosts an annual technology fair for DBVI professionals and DBVI clients. This provides a hands-on opportunity to explore adaptive devices such as: electronic magnification, computer software, illuminated canes, talking glucose meters, kitchen aids, handheld magnification, telescopic devices, writing aids and large print items. Workshops on current technology and product demonstrations are also provided.
DBVI staff continue to participate in trainings on relevant assessments needed for persons with visual impairment. These trainings are presented by qualified vision professionals. Trainings address new and relevant assistive technology for people who are blind and visually impaired and job analysis used to determine the need for a technology assessment and training.
Ongoing consultation is available for staff to support understanding of adaptive technology and how it can enhance an individual’s job performance. Coordination and communication with low vision optometrists to enhance visual function in an employment situation is ongoing.
Other trainings attended by staff since January 2019 also include: Defensive driving, Emergency Procedures for State Employees, Continuous Improvement, Diversity, Civility and Unconscious Bias, Communication Skills, Core Team Collaboration, JAWS and ZoomText certifications, State Rehab Council and DBVI open house Team presentations, Vermont Family Network Annual Conference - Stories of Hope and Resilience, How to tell your Story training, and Leadership Coaching.