Vocational Rehabilitation Program (Combined or General)

Over the last 10 years, BRS has implemented several recruitment, training and retention strategies, with great success as staffing retention has reduced significantly. Only 2.5% of VR Counselors positions are vacant as of November 2023 (4 positions). These strategies included a comprehensive restructuring of the field services staffing model, including the addition of the VR Case Coordinator role to ensure that the VR Counselor role is focused primarily on rehabilitation counseling and guidance. Further restructuring included the addition of 7 working lead VR Counselors to help cover caseloads tied to vacant positions and mentor newly hired VR Counselors, which has recently been increased to 8 working leads. VR further adjusted its staffing model by shifting VR Counselors to either a designated role of performing intakes/application and eligibility/disability priority determination, or a designated role of IPE development and service planning/implementation and placement. All new VR staff complete training to understand the full spectrum of VR services, from referral to closure, however Intake and Eligibility VR Counselors receive additional training around eligibility determination and disability priority category assignments. Likewise, Caseload Counselors receive additional training on development of quality IPEs, as well as more in-depth training on VR services, such as postsecondary service provision. This ensures that all VR Counselors have a core set of knowledge and skills to perform their role as a qualified VR Counselor, with further depth of knowledge in their area of specialization, e.g., eligibility.

All of these changes increased job satisfaction and created advancement opportunities, and the designation of Intake/Eligibility v. Caseload VR Counselor role also improved efficiency and timeliness of eligibility determination and IPE development, and created a higher level of specialization of Counselors within each role. An initial wage increase was implemented in 2019 for VR staff, with a second compensation adjustment in 2022. With these changes, staff retention improved substantially, from over 50% turnover of VR Counselors in 2016 down to about 13.5% at the end of 2023.  

VR also expanded training and professional development for VR staff, expanding from 1 training position to a 3-member training team. The team has improved and restructured training for new and seasoned VR staff, incorporating more engaging training strategies such as use of short videos and interactive activities. VR Counselor working leads and VR Area Supervisors are also important players in the training of new staff from a ‘boots on the ground’ level. Seasoned Counselors also provide training as a peer, such as providing opportunities for job shadowing.

VR has a long-standing history of hiring qualified candidates from minority backgrounds as well as individuals with disabilities for all BRS positions, including VR Counselors, support staff, and management roles. The Family and Social Services Administration (FSSA), the DDRS/BRS umbrella agency, has updated the agency Affirmative Action plan. Additionally, VR is participating in FSSA Equity initiatives which are designed to promote diversity, equity, inclusion and accessibility efforts, including hiring a more diverse workforce. VR Counselors also share openings as appropriate with VR participants and VR has hired several former participants into VR positions, including VR Counselor positions.

BRS has a long history of hiring VR staff with disabilities. A survey conducted by State Personnel in 2022 reflected that approximately 40% of BRS staff consider themselves to be an individual with a disability.