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Job Preparation, Development, Hire, and Retention Services are a comprehensive set of services to assist DVR consumers in their efforts to plan for, seek, obtain, and maintain employment. Three services are included in this statewide service category.
SERVICE | PURPOSE | TIMEFRAME(S) | DELIVERABLES | PAYMENT |
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Job Preparation and Development Plan | Assist DVR consumers with basic job preparation skills, resumes, cover letters, interview skills, and job applications to prepare for the job development process. | 45 days to complete the service |
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$550 |
Job Development and Hire | Begins immediately following the Job Preparation and Development Plan and is ongoing until a job matching the consumer's Individualized Plan for Employment (IPE) goal is obtained. | Review plan every 90 days |
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$1,600 Upon an accepted employment offer with established start date and hire report submitted -or- $1,900 Upon an accepted employment offer with established start date, if hire date is within 90 days of original Job Development purchase order or submission of completed Job Development Plan, and hire report submitted |
Job Retention Services | Provide DVR consumer with supports necessary and appropriate to maintain employment. Support will last for at least 90 days. | 90 days following the employment start date |
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$2,200 preferred outcome payment – Must have: 35+ hours per week and employer provided health insurance benefits or 35+ hours per week and $12.00 per hour minimum. |
An acceptable Job Preparation and Development Plan will have the following items attached:
The employment goal and barriers to employment should already be identified in information provided by DVR from the comprehensive assessment and other formal assessments.
As a best practice, DVR staff are encouraged at the point of referral to hold a meeting or have phone or virtual communications with the provider and consumer for introductions and to review existing information, coordinate job preparation and development plan activities, and schedule dates for future meetings.
A final meeting with the service provider, consumer, and DVR (phone, virtually, or in-person) is required to review the completed Job Preparation and Development Plan and attachments. All parties must agree to the plan before proceeding with other job development services. A 90-day review meeting should be scheduled during this meeting.
The service provider and consumer are working together on a regular basis to seek out and apply for jobs. Activities include:
The Job Preparation and Development Plan is reviewed and updated every 90 days in an in-person, phone or virtual meeting with DVR staff, service provider, and consumer, but a review may be requested by any party more often depending on progress. Plan updates will be reflected in the monthly Job Development Plan and Monthly report.
Job Development and Hire activities must be performed under the Division of Vocational Rehabilitation name. The service provider will represent their services to employers as a contractor for the Division of Vocational Rehabilitation. Service providers will work in conjunction with DVR Business Services Consultants and community agencies to identify job leads and work with employers.
DVR will provide information and support to consumers to help maximize the number of hours the consumer can work. A position obtained by the provider must be consistent with the consumer's employment goal listed in their Individualized Plan for Employment (IPE).
If there is a difference between the consumer's job goal and the hire (e.g., hours, wage, temporary, seasonal), all members of the employment team must agree on the changes before the consumer begins employment.
In cooperation with DVR staff, the service provider will:
The service provider will not receive payment for a hire if they are the employer of record or place a consumer in their own place of business. Service providers may not place consumers as replacement workers in businesses where a strike is in progress.
Service Note: If the Job Development Plan was submitted to DVR within 45 days of authorization, and the job begins within 90 days of the date of the plan review meeting, the provider is eligible for a rapid hire payment. If the hire date occurs within 45 days and prior to completion of the job development plan, the provider is eligible for a rapid hire payment.
The Rehabilitation Services Administration requires DVR to collect wage verification and start date documentation from consumers and/or employers. DVR asks as a part of the delivery of services, service providers assist in getting that documentation.
Before receiving a payment for retention or transition to long term support DVR Service Providers are required to provide the start date of employment and the hourly wage rate to DVR. Wage documentation is required to be submitted to DVR by the 3rd month of employment as part of service delivery in the following services:
If a service provider is collecting documentation, they are expected to have the consumer's permission. The provider may use their own form if it contains all required information. DVR also created a Sample Wage Verification Form that can be used to record wage documentation.
Wage Documentation Sample Form
DVR service providers may get the wage documentation from consumers or employers. Documentation of the hourly wage and start date does not have to be on a single document (e.g., a pay stub showing hourly wage and a letter from the employer with start date is acceptable).
The following are acceptable forms of wage and start date verification: wage stubs, offer letter, or employer documentation containing:
If the information is emailed, the message must contain information indicating the email is directly from the employer (e.g., signature line that includes employer name and title).
Questions about wage documentation should be directed to the DVR case facilitator.
All consumers receiving any job development service shall be provided with job supports appropriate for the consumer need for at least the first 90 days on the job. Retention services can be used to foster positive workplace relationships with coworkers and supervision, potentially leading to the development of independent and natural supports in the workplace as available and appropriate. The provider should work with the consumer to help with situational problem solving and communication. The provider should ensure the consumer knows how to seek and get information at the worksite. The provider should have regular check-ins with the consumer and the employer as detailed in the Hire Report and Job Retention Report, respectively, so that job retention, stability and progress can be monitored in the first months of a job.
The provider must:
Upon an offer of employment, DVR should be notified as soon as possible (within 5 days) to review the job to ensure that the potential position meets the job goal and to authorize Job/Task Analysis and Monthly Systematic Instruction or supports via Partners with Business, if necessary.
In cases where a consumer required supports beyond the scope of those listed above, Hourly systematic instruction can be authorized. Systematic Instruction includes planning and implementing individualized instruction for a job. The steps include using the Job and Task Analysis to identify the work routine and identifying instructional strategies and how the consumer will be supported and taught to complete their job tasks independently. Progress is monitored and strategies are modified using a step-by-step, or systematic, approach including positive and constructive communication with the consumer.
Partners with Business (click on link for more information)
Partners with Business (PwB) is a strategy for providing on the job support using a consumer's co-workers instead of a provider employee. The employer is reimbursed for the time a co-worker spends assisting a consumer. This service is especially effective for consumers transitioning to Long Term Supports.
In certain pre-approved circumstances, offsite supports may need to be provided. These types of support requirements must be detailed in the job support plan, including parameters for contact, and must be based on the consumer's disability needs or unique work environment. For example, a consumer's employer may not allow an instructor onsite, or the consumer does not wish to have job supports in the workplace. In these cases, direct contact with the consumer must be included in the job supports plan and the employer (if approved by the consumer). Phone calls, check-in meetings in the community or emails, etc. may be used as 'offsite' support. Offsite support requests will be considered and approved by DVR on a case-by-case basis and agreement must be documented in the DVR case file.
NOTE: Other Supports
If a consumer needs other types of support that fall outside of the soft or hard job skills described, DVR should be consulted, and a plan to provide those supports should be developed. Services such as transportation training, personal attendant services are not part of Systematic Instruction. If a consumer requires another person to be present at the request of an employer or for the purposes of an established behavioral support plan, civil commitment or for safety, the transition/student supports team or DVR should be notified to discuss the appropriateness of the job placement, next steps or to develop plans for supports.
$550 | Job Preparation and Development Plan Payable upon completion of acceptable preparation service, meeting, and job development plan to DVR within five (5) business days of the conclusion of the last contact with the consumer. Completion of service not to exceed 45 days from issue of service authorization. (Code: Regular – 024; Pre-ETS - 208) |
Up to $1,900 | Job Development Hire: Rapid Hire Incentive Payment:
Note: Hire offer for less than 15 hrs. Per week will need DVR approval in advance. |
$500 per month in months 1, 2, and $600 in month 3 -or- $500 per month in months 1, 2, and $1,200 in month 3 for Preferred Placement. |
Job Retention Services : Preferred Hire Retention Outcome Payment:
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Service Notes: In the case of a subsequent hire, DVR management will determine an appropriate action. Factors considered include reason for termination or resignation, timely reporting, and whether the service provider fulfilled the expectations laid out in the Job Development Plan.
Report Name and Link | Purpose of the Report | Use and Submission Details |
---|---|---|
Job Development Plan and Monthly Report (DVR-18028-E) | Use this report to describe the activities with a consumer to help prepare and plan for future job development and to identify employment and/or internship opportunities for a consumer. |
Submit initially following completion of activities and plan section. Submit monthly to reflect job development activity. Plan section reviewed every 90 days and section submitted for the month. |
Job Hire Report (DVR-17037-E) | Use this report to notify DVR of specific information for position(s) offered to consumers, and anticipated support needs or strategies. |
Submit once following completion of activities and within 5 days of job hire offer. |
Job Retention Report (DVR-17038-E) | Use this report when no Systematic Instruction is authorized to describe efforts to ensure a consumer maintains employment. |
Submit Monthly when Retention is authorized. The report is required only in the final month of Retention when SI is authorized. |
Qualifications
Providers who are delivering Job and Task Analysis and Systematic Instruction must agree to have qualified personnel complete the services.
Starting in 2024, it is expected that DVR Service Provider staff will be required to complete the Wisconsin Association for Persons Supporting Employment First (APSE) of other Association of Community Rehabilitation Educators (ACRE) approved course within 6 months of the start date of the provider staff. If a provider staff has previously been certified and has documentation by the IPS Center, APSE or ACRE, they will have met the requirement.
Metrics
The Division of Vocational Rehabilitation has identified service specific criteria for all statewide services. The list below contains objective information that DVR will begin to collect and use to establish baseline quality information, and eventually establish goals for quality improvement with our provider partners. The effort to collect the information, verify accuracy, establish data baselines and targets will take time and collaboration. DVR's goal in identifying these criteria in the technical specifications is to assist providers in understanding what elements DVR considers important in the delivery of statewide services.
Statewide Service Specific Criteria
PLACEMENT QUALITY |
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Employer |
Wages per hour |
Wages vs County Index |
Consumer's w/Benefits |
Hours per week |
Job Titles (by Sector) |
% Job Title Match IPE |
Success Rate |
Temporary/seasonal placement |
Second Hire date |
TIMELINESS |
Time referral to conclusion: Auth to JPDP |
Time referral to conclusion: Job Dev to Hire |
Time referral to conclusion: Hire to Retention |
WIOA |
Source of LTS |
Working at Q 2 wages hours |
Working at Q 4 wages hours |