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. A. A system of staff development for professionals and paraprofessionals within the designated State unit, 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
Current Narrative:
The main objective for staff development at the Division for the Blind focuses on assessment, vocational counseling, job placement and rehabilitation technology in relation to visual impairment. Training for counselors focuses on the essentials of a comprehensive vocational assessment. This practice addresses how a person with a visual impairment can achieve a high standard of independence through employment. DBVI’s mission is to “support Vermonters who are blind or visually impaired in their efforts to achieve or sustain their economic independence, self-reliance, and social integration to a level consistent with their interests, abilities, and informed choice”.
Every year each DBVI employee meets with the division director to discuss their IDP (Individual Development Plan). Meetings focus on how each employee can contribute to DBVI’s mission, goals and strategies; improve customer satisfaction; and support policies, philosophy, competencies and future vision. In addition, the purpose of the IDP is to ensure that each DBVI employee receives appropriate and adequate training to meet the professional standards and requirements of their position. Discussions with the DBVI director allow employees an opportunity to identify their career ladder. DBVI staff are given opportunities to take on higher level duties and are encouraged and supported to participate in education and training programs. Increased responsibilities and education can lead to a higher step grade as determined by the Vermont Department of Human Resources.
DBVI has a partnership with the VR Staff Development and Training Coordinator to obtain recommendations on upcoming trainings available within the Agency of Human Services and DVR. Needed trainings are determined through IDP developed by DBVI staff. DBVI staff are encouraged to participate in training opportunities to increase leadership, partnering and collaboration skills that lead to increased employment opportunities for people who are blind and visually impaired.
DBVI continues to expand projects directed toward our younger transition aged students and young adults. DBVI partners with the VR Transition Program Director, the Department of Labor Planning and Support Administrator Youth Program Manager from the Workforce Development Unit, and the Agency of Education Program Coordinator. New initiatives to address services for students who are visually impaired and to ensure they are receiving the Pre-ETS core services. DBVI staff help to create and attend the annual Vermont Transition conference and the Core Transition Event. Counselors are active members of regional Core transition teams and attend meetings and events regularly which provide opportunities to network with other transition aged service providers. DBVI counselors are active in attending and providing information at IEP meetings for students age 14-21. DBVI works closely with Vermont DOL Youth case managers to support students with visual impairment. DBVI staff have and continue to provide training to DOL staff regarding adaptive skill instruction, orientation and mobility, rehab teaching and low vision training to assist with progressive employment.
The project, Great Expectations-Voices and Choices for the Future is a collaborative effort by DBVI, VABVI and VABIR. The purpose of the project is to increase employment and job seeking skills, promote positive mentoring, networking, obtain feedback from clients to improve services and to empower client around self-advocacy and self-reliance. Great Expectations is consumer driven and is accomplished through a series of planning meetings resulting in an annual theme-based event.
DBVI researches and looks at new ways to provide and increase services for transition age youth. DBVI staff receive ongoing training through local and regional in-state programs to stay current on: The National Library Services, Vermont Youth Conservation Corps, Deaf and Hard of Hearing Resources, Diversity and numerous others. DBVI staff is especially diligent about perusing pertinent journals and research and disseminating relevant articles and information via the internet, at monthly staff meetings and through in-person collaborations. The DBVI central office maintains subscriptions to several noted journals in the field (e.g., Journal of Visual Impairment and Blindness). DBVI continues to seek ways to improve and enhance collaboration with other agencies through attendance at combined meetings, in-service trainings, and direct staff contact.
DBVI has greatly enhanced its collaboration with other organizations to the benefit of this division. In particular, the LEAP program for summer youth employment is a model of cooperation. This involves DBVI (provider of consumers, funding), Vermont Youth Conservation Corps (infrastructure, staff), Resource (jobs, staff), Linking Learning to Life (follow-up, e-mentoring), VABVI (independent living and O&M trainings, transition staff) and the Gibney Family Foundation (funding). This unique residential program provides youth with vision impairments summer employment opportunities, community service experiences and independent living experiences in an urban setting.
DBVI is active with the CWS (Creative Workforce Solutions), a job development coalition throughout the State of Vermont in concert with VABIR (Vermont Association of Business Industry and Rehabilitation). VABIR staff assist consumers with job preparation (resume and interview preparation) and help develop progressive employment opportunities for consumers. VABIR staff explain financial incentives and provide ADA information. CWS serves to connect employers to qualified consumers for employment and support access to needed accommodations. CWS works to develop cooperative relationships with area employers for long lasting job matches.