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  • Program-Specific Requirements for Vocational Rehabilitation (Combined or General)

    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:


    [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:

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:

Procedures for the acquisition and dissemination of significant knowledge from research and other sources to designated State unit professionals and paraprofessionals.

DVR coordinates with Human Resource Development (HRD) and Business Relations (BR) to determine the information and training needs for professional and para- professional staff to assist in obtaining and disseminating professional information. HRD meets with and/or surveys staff to identify areas directly and indirectly related to the field of vocational rehabilitation. Based on the information obtained from staff and administration, DVR seeks training programs, webinars, and presenters demonstrating expertise knowledge in disabilities, technical issues, and federal and state policies, procedures and guidelines. In turn, DVR, BR, and HRD utilize the gained knowledge to develop instructor-led training programs and videos and to evaluate/offer appropriate webinars to staff. DVR administration and staff attend national and state conferences, search professional internet sites, and review professional magazines, articles and federal and state guidelines to stay abreast of current trends in the field of vocational rehabilitation. Trainings, both formal and informal, are developed and presented regarding current trends to ensure that staff has up-to-date knowledge to provide services to consumers. Some of the topics of vocational rehabilitation knowledge provided to professional and para-professional staff include orientation for new counselors, orientation for new DVR supervisors, ethics in relation to vocational rehabilitation services and practices, social media/technology and ethics, WIOA guidelines, HIPPA, different aspects of various disabilities, mental health issues, (i.e., suicide, substance abuse, etc.), assistive technology, Social Security Administration and Work Incentives, labor market and work force trends/data, and leadership.

The department’s Leadership Training Institute (LTI) has been continuously changed and updated since 1994 to include new approaches and concepts of leadership. The tenth cohort of the LTI began September 2019.  This LTI class includes 10 DVR field staff. LTI has proven to sufficiently meet the changing needs of the department by preparing staff to fill vacant leadership positions statewide.

The State Department of Personnel offers supervisory training in the areas of performance appraisal, progressive discipline, FMLA, sexual harassment, employment law, interview and selection, and the dynamics of supervision. A portion of these trainings are required for all new supervisors.