Individual Placement and Support (IPS)

Individual Placement and Support (IPS) is competitive integrated employment that uses an evidence-based model of Supported Employment for consumers with the most significant disabilities (Category 1), including youth with a most significant disability, whose primary disability is a serious and persistent mental illness or substance use disorder.

IPS services may be provided to adults or youth, including youth prior to exit from high school, if the consumer is receiving services from a county mental health program approved to deliver IPS services. Youth participating in IPS prior to high school exit may continue to receive Pre-Employment Transition Services (Pre-ETS) as appropriate. When a student has identified a long-term employment goal for case closure, services should transition from Pre-ETS-funded services, including student work-based learning, to adult-funded services, including IPS supported employment, to support progress toward and maintenance of competitive integrated employment. Because individual circumstances vary, consultation with the consumer's employment team and DVR colleagues is critical.

IPS services are provided in a working alliance with county mental health services and DVR. To support ongoing collaboration and fidelity to the IPS model, DVR staff and Service Providers are encouraged to use training, guidance, and resources from the IPS Employment Center, including information on implementation of the IPS model, fidelity reviews and recommendations, policies, and applicable regulations.

IPS services are intended to follow the principles of the IPS model to maximize consumer independence, informed choice, and successful job placement consistent with the consumer's IPE.

Consumer Engagement and Partnerships

A strong partnership between the consumer, Service Provider staff, and DVR is essential to support progress toward employment goals. A productive working partnership includes regular communication, clarity on expectations, and shared problem-solving.

Within DVR Reports, Service Providers should identify and update, as needed, an expected contact standard. The Service Provider and consumer should discuss and agree on this contact standard, including how often they will connect, the type of contact (e.g.,in person, virtual, phone, or email), and how long meetings will typically last. They should also agree on how any changes to scheduled meetings will be communicated.

Written reports document services provided and progress, but do not replace timely communication with DVR when urgent issues arise. Service Providers must notify DVR as soon as they become aware of situations that present a risk to consumer safety or well-being, or that may require immediate intervention. For less urgent barriers or changes that may affect employment progress, Service Providers should use professional judgment and communicate with DVR as appropriate.

Providers are encouraged to review the DVR Roles and Responsibilities with consumers, to support shared understanding of expectations.

Supported Employment Plan Documentation Requirements

Note: This language reflects the Supported Employment Coordination Planning policy.

DVR and Long-Term Care (LTC) programs each create service plans for consumers/participants/members. Coordination among DVR, LTC representatives, and Service Providers is important to ensure alignment of employment goals, supports, timing, payment, and outcomes. This includes identifying the type of supports needed and when those services should be implemented in each respective plan. Communication and agreement on planned services and supports must be documented.

Coordination planning, with input and attendance from all members of the team (including the consumer, guardian or legal decision-maker, long-term support representative, DVR, and Service Provider), should take place at the following points in the process:

1. DVR post-Career Profile/assessment meeting
2. DVR 60-day on-the-job meeting
3. Before transition to long-term support

DVR is responsible for obtaining documentation of agreement from members of the supported employment team and may request assistance from the DVR Service Provider during service delivery. Documentation of agreement may include signatures, initials with a date reflecting verbal agreement, or written confirmation via email.

Summary of Services Table

Providers should monitor progress and adhere to the timeframes for delivery of individual services identified in the table below.

Service Delivery Expectations

• Individual Placement and Support (IPS) services must be delivered in accordance with the principles of competitive, integrated employment (CIE) and in coordination with the consumer's DVR Individualized Plan for Employment (IPE).
• Service Providers are required to contact the consumer for whom services have been authorized within five (5) days of the receipt of the purchase order.
• A DVR Authorization for Services is required before any services can begin.
• Services are expected to be completed in accordance with the technical specifications and within required timeframes.

• IPS Career Profile
• IPS Job Preparation and Development Plan
• IPS Job Development and Hire
• IPS Retention Services (When Monthly SI is not needed)
• IPS Monthly Systematic Instruction (Includes Job Retention)
• IPS Transition to Long-Term Support (LTS) (Up to 6 months)

Individual Placement and Support (IPS) Career Profile

Service Overview

The Career Profile begins as soon as possible once a consumer expresses an interest in employment. The Career Profile gathers detailed information about the consumer's employment and educational goals, strengths, abilities, and preferences, including disclosure of disability, work environment needs, and career interests. It informs job development planning and ensures services are aligned with the consumer's preferences and long-term employment goals. This can occur prior to DVR authorization if the consumer is participating in IPS through a county mental health team.

Service Components

• The Employment Specialist completes the Career Profile over multiple meetings with the consumer to gather employment-related information.
• This includes incorporating input from the mental health treatment team, client records, and with permission, family members and previous employers.
• Information collected in the Career Profile should be used in assisting job search efforts, as well as in planning for and providing supports once the consumer obtains employment.
• The IPS provider and DVR should discuss options for DVR to authorize funding for the Career Profile. If the Career Profile is near completion, DVR may choose not to authorize the service and instead allow the Service Provider to seek alternate funding.

Service Requirements

• Supported Employment (including IPS) Team:
  • Services are provided as a team-based approach, with the DVR consumer at the center.
  • Team composition is individualized, based on the consumer needs and preferences, typically including:
    • Consumer
    • Guardian (if applicable)
    • DVR case facilitator
    • Supported Employment DVR Service Provider
    • Family members
    • Representatives of entities providing funding and service coordination after DVR case closure
    • Any additional individuals identified as supporting the consumer's employment goals.
• Team members should be identified and involved in the completion of the Career Profile.
• Conduct a review meeting with the employment team (in person, virtual, or phone).
• Review contents and recommendations of the Career Profile and document communication and agreements from the meeting.

Additional Considerations

• If a consumer had a previously completed Career Profile, it should be reviewed to determine whether updates are needed based on changes in the consumer's circumstances, support needs, or disability-related considerations.

Documentation/Reporting Expectations

Required documentation for this service must be completed using the IPS Career Profile Report (DVR-18018-E)

Individual Placement and Support (IPS) Job Preparation and Development Plan

Service Overview

The IPS Job Preparation and Development Plan service involves completing the job preparation activities and a detailed development plan, and discussing this plan with the consumer and DVR, including the responsibilities of each party throughout the process.

Service Components

• Provide employment preparation services (interview preparation, resume development, visual resumes, etc.) as identified in the planning process.
• Information gathered in the Career Profile, as well as any benefits analysis results, should inform job development efforts.
• During the initial phases of the job search, it is important for the Service Provider to discuss disclosure of disability with the consumer. Consumer preferences for disclosure are specific to the individual and may change over time. The Service Provider should confirm these preferences with the consumer regularly and record them throughout the process.

Service Requirements

The IPS Job Preparation and Development Plan documents the process and plans for supporting the consumer's employment, and must include:

• Responsibilities of all parties involved (consumer, Service Provider, DVR).
• A scheduled 90-day review meeting following completion of the plan.
• A completed Initial Job Supports section to help the consumer and the provider to begin thinking about how to address any concerns or barriers to working, given the employment goal. This section is intended to be revisited and used to help inform supports needed once the consumer has been offered a job.
• Employment eligibility and tax documentation check: Confirm with the consumer that they have the necessary documentation for completing hire paperwork (e.g., IDs required for I-9 and W-4). If the consumer does not currently have required documentation, the plan should describe next steps for the consumer to obtain the documentation and any supports or resources discussed. Providers should communicate with DVR if any additional assistance or coordination is needed.
• Documentation of plans for next steps for connecting the consumer with suitable employment opportunities.
• An identified contact standard between the consumer and Service Provider and between potential employers and the Service Provider. Changes can be made as needed in full consultation with all parties.

The Plan must include the following attachments, unless otherwise specified by DVR, based on the needs of the consumer:

• DVR Sample Job Application or printable Practice Job Application from CareerOneStop.
• Resume
• Cover letter
• List of references
• Verification that the consumer is registered in Job Center of Wisconsin.

Providers are also encouraged, when appropriate, to support the consumer in uploading their resume to Job Center of Wisconsin to assist with job search activities.

Document standards and accessibility requirements:

• Resumes, cover letters, and references must be submitted in an editable format (e.g., .doc or .docx).
• Electronic copies of documents must be shared with the consumer.
• Documents must be accessible to the consumer and compatible with common applicant tracking systems (ATS). Formats that result in image-based, non-editable, or accessibility-limited files should not be used.

Additional Considerations

Internship/Temporary Work experiences or other work assessments are generally not accepted as part of the IPS model of services but may be allowed by DVR in unique consumer situations. DVR approval is required.

Documentation/Reporting Expectations

Required documentation for this service must be completed using the Job Development Plan (DVR-17036-E).

Individual Placement and Support (IPS) Job Development and Hire

Service Overview

Job Development in IPS uses a systematic, person-centered approach to assist the consumer in obtaining competitive integrated employment that offers the highest possible wages best job match based on the consumer's strengths, abilities, capabilities, informed choice, concerns, priorities, interests, and resources. IPS Employment Specialists also help consumers secure jobs that can be maintained long-term and that offer opportunities for career advancement.

Service Components

• Assist businesses in identifying, modifying, and eliminating environmental or procedural barriers that may impact employment success.
• Provide recommendations to DVR regarding assistive technology consultations or assessments when needed. DVR may also provide technical assistance to businesses as appropriate.
• Build and maintain employer relationships using IPS best practices, including individualized outreach aligned with consumer interests.
• Document employer contacts in the Job Development Monthly Report.
• Collaborate with the local DVR Business Services Consultants and community agencies to maximize potential job leads and relationships with local businesses.
• Perform activities under the Division of Vocational Rehabilitation (DVR) name. The Service Provider will represent their services to employers as a contractor for the Division of Vocational Rehabilitation (DVR).

Service Requirements

• DVR provides information and support to help consumers maximize the number of hours they can work. It is expected that consumers work a minimum of 15 hours per week or are working toward that goal. Positions obtained must align with the consumer's IPE goal, and any deviations (e.g., hours, wage, temporary/seasonal status) must be agreed upon by the employment team before employment begins.
• Upon an offer of employment, DVR should be notified as soon as possible (within five (5) days) to:
  • Review the job to ensure it aligns with the consumer's IPE goal and is appropriate based on their needs and preferences.
  • Authorize Retention, Job/Task Analysis and Systematic Instruction (SI), or Partners with Business supports, as appropriate.
  • Consult with DVR if the type of support needs to change and agree to authorize alternate support services.
• In cooperation with DVR staff, the Service Provider will:
  • Conduct an onsite job analysis.
  • Assist employers in identifying, modifying, and removing environmental barriers to employment.
  • Recommend assistive technology or rehabilitation engineering consultation, when appropriate.
• At the time of hire, schedule a 60-day meeting, between the consumer, DVR, Service Provider, and LTS provider, to discuss ongoing supports and plan for transition. All members of the employment team should attend this meeting.
• Service Providers must submit hourly wage documentation to DVR prior to receiving the Transition to Long-Term Support (LTS) payment, in accordance with DVR Wage Documentation Requirements.

Additional Considerations

• If the team thinks the consumer would benefit from other services, assessments, or experiences while seeking permanent employment, explore other service options while Supported Employment services continue. Use of such services should be purposeful and time-limited and may also include Work Incentive Benefits Analysis services to identify available work incentives.
• Most consumers of IPS services are expected to receive Monthly Systematic Instruction services. Using Retention services or Partners with Business require documentation in the DVR case file and DVR approval.

Documentation/Reporting Expectations

Progress during this period must be documented using the Job Development Monthly Report (DVR-18028-E)

Hire outcomes must be documented using the Job Hire Report (Provider Portal link) or Job Hire Report (DVR-17037-E).

Individual Placement and Support (IPS) Retention Services (when Monthly SI is not needed)

Service Overview

Monthly Retention services are designed for consumers who do not require Systematic Instruction to learn or maintain job tasks. Job Retention services focus on supporting workplace relationships, fostering independence, and helping consumers develop natural supports in the workplace as available and appropriate.

Service Components

Service Providers work with consumers on situational problem solving, communication, and ensuring the consumer knows how to access information at the workplace. Regular check-ins with the consumer and the employer are conducted to monitor job retention, stability, and progress can be monitored in the initial months of employment. If employment ends before completion of 90 days, the Service Provider must notify DVR immediately and submit a final Retention report summarizing services provided and reasons for consumer's separation from employment.

Service Requirements

• Communicate directly with the consumer at least twice per month via phone, email, or in-person/virtual meetings. If texting is used in place of direct contact, or if there is a gap in communication during the month (e.g., vacation, consumer request), the Service Provider should document the reason. Attempted contact alone (e.g., leaving messages without a response) does not count as direct contact.
• Digital or remote communication (e.g., text, email, phone/FaceTime) must reflect a substantive discussion, meaning the interaction includes meaningful content related to employment progress, barriers, or next steps. Examples of substantive topics include, but are not limited to:
  • Attendance, wages, or scheduling.
  • Training needs or progress.
  • Problems at work and problem-solving strategies.
  • Other employment-related issues relevant to job retention.
• Provide other supports as is detailed in the Job Supports Plan section of the Hire Report.
• Contact the employer (with consumer permission and a defined contact standard) and plan workplace visits to discuss:
  • Roles of the Service Provider and DVR.
  • Strategies to promote independence and encourage quality job performance, including consumer-specific support, communication, and learning style information.
  • Steps to take if issues arise with consumer progress.
  • Provider contact information and a backup plan if provider is unavailable.

Support Delivery Considerations

• Retention supports are short-term supports intended to help a consumer stabilize on the job and maintain their job after hire.
• Retention does not include Systematic Instruction or task training. If the consumer begins to require task instruction or skill acquisition, services may switch to SI. See below for Monthly SI Technical Specifications for guidance on service transitions.
• Other support needs outside of Retention require DVR consultation. See Support Delivery Methods for more information on considerations and examples.

Documentation/Reporting Expectations

Progress during this period must be documented using the Job Retention Report (DVR-17038-E).

Individual Placement and Support (IPS) Monthly Systematic Instruction (includes Job Retention)

Service Overview

Monthly Systematic Instruction (SI) provides structured, individualized instruction to support consumers in maintaining employment, particularly in the first months on the job. This service is designed for consumers who require ongoing support to learn, maintain, or improve job tasks. SI emphasizes the use of planned, systematic, step-by-step instruction based on the consumer's needs.

Service Components

• Use the Job and Task Analysis to identify the consumer's work routine. Develop individualized instructional strategies to support and teach the consumer to complete job tasks independently.
• Implement instruction using a step-by-step, or systematic approach, including positive and constructive communication.
• Monitor progress and adjust strategies as needed to ensure independence and job retention.
• Other supports provided as part of SI include fostering positive workplace relationships, working with consumers on situational problem-solving, communication, and ensuring the consumer knows how to access information at the workplace.

See the full Job and Task Analysis and Systematic Instruction Technical Specifications for detailed standards and procedures.

Support Delivery Considerations

• SI is typically delivered in person at the worksite.
• Remote Supports may be used for SI when the consumer is on site at the job and the Service Provider delivers instruction remotely, when pre-approved by DVR and clearly tied to the identified job tasks or instructional goals. See Support Delivery Methods for additional details, examples, and parameters.
• Off-site supports may be used for SI when both the consumer and Service Provider are not at the work location, and when on-site support is not feasible due to employer restrictions or consumer needs. Use of off-site supports requires DVR pre-approval. See Support Delivery Methods for additional details, examples, and parameters.
• If the consumer requires minimal instructions or if the support strategies can be provided naturally by coworkers or supervisors, consider whether Partners with Business (PwB) is a more appropriate service. See Partners with Business Technical Specifications for additional guidance.
• If task instruction is no longer needed but stabilization or follow-along supports are more appropriate, services may switch to Retention. See above for Retention Technical Specifications for more information.
• If the consumer has other support needs that fall outside the scope of SI or Retention (e.g., transportation training, personal attendant services, behavioral support or safety-related supports), this requires DVR consultation. See Support Delivery Methods for more information on considerations and examples.
• Switching between Retention and Monthly Systematic Instruction (SI)
  • If a consumer receiving Retention services requires Monthly SI, the Service Provider should contact DVR as soon as possible to explain the reason(s) for the requested change. With consumer agreement, DVR may authorize Monthly SI effective immediately, so the service can be delivered, reported, and paid at the Monthly SI rate.
  • If a consumer receiving Monthly SI no longer requires instructional support, the Service Provider should contact DVR as soon as possible to explain the reason. With consumer agreement, DVR may authorize Retention services to begin on the first day of the following month.
• IPS Consumers & Hourly SI
  • For IPS consumers needing on-the-job supports for non-IPS or non-SE activities (e.g., I/TW), Systematic Instruction (SI) is provided and paid at the hourly rate.
  • Permanent positions and On-the-Job Training (OJT) for IPS consumers is supported using the Monthly SI rate.

Documentation/Reporting Expectations

At the start of employment or Internship/Temporary Work, a Job and Task Analysis must be completed using the Job and Task Analysis Report (DVR-18215-E).

Once the consumer begins working, ongoing monthly progress must be documented using the Systematic Instruction Report (DVR-18212-E).

Individual Placement and Support (IPS) Transition to Long-Term Support (LTS) (Up to 6 months)

Service Overview

The Transition to LTS service facilitates a planned transition of the consumer from DVR IPS services to LTS funding and services (e.g., county mental health services), to ensure a smooth handoff of employment supports. The transition process emphasizes collaboration, coordination, and clear communication among all partners – the consumer, DVR, the IPS provider, and the LTS agency – to maintain job stability and continuity of services.

Service Components

• A discussion with the Service Provider, consumer, DVR, and LTS provider (and any others invited by the consumer) is required to secure an appropriate transition plan, including a date to transition to LTS services.
• A signature from all parties (consumer, Service Provider, Wisconsin county mental health program representative, and DVR) is required to confirm and document agreement.
• A meeting is not required; however, DVR must document that all parties agree on:
  • The support plan for the consumer.
  • A definition of stabilization based on the consumer's individual circumstances.
  • Timing of the transition to allow the LTS provider to follow their own internal procedures for plan revisions and payments.
• If a different service provider will be needed for on-the-job support after transition to LTS, all parties - including the new provider - must coordinate handoff procedures.
• Service Providers must submit hourly wage documentation to DVR prior to receiving the Transition to Long-Term Support payment, in accordance with DVR Wage Documentation Requirements.

Additional Considerations

• Stability can occur at any time. Stability occurs when the consumer can complete required job tasks with a reasonable level of support, within the timeframe agreed upon with the employer. Once stability is achieved the case should be transitioned to LTS, though transition cannot occur before the consumer reaches 90 days on the job.
• Transition to LTS should coincide with the first business day of the month, when possible, to simplify payment coordination.
• Federal requirements mandate that DVR is required to follow the consumer for an additional 90 days after successful transition to LTS before closing the consumer's case.
• Service Providers are not required to provide monthly reports to DVR after the transition to LTS occurs.
• If the DVR case file is not closed, DVR may continue to contact the consumer, employer, or long-term support provider to obtain information for case closure purposes.

Documentation/Reporting Expectations

Wage verification must be submitted in accordance with DVR Wage Documentation Requirements.

Required documentation for this service must be completed using the Transition to LTS Report (DVR-18037-E).

Required Reporting Templates

• IPS Flow Chart
• Competitive Integrated Employment Guidance
• DVR Supported Employment Guidance
• Shared Roles and Responsibilities in DVR Services
• Transportation Plan
• Wisconsin Department of Health Services (DHS) IPS Information
• Wisconsin DHS IPS Learning Collaborative
• IPS Employment Center
• IPS Works Career Profile Tip Sheet
• Employer Disclosure Worksheet
• Wisconsin Association for Persons Supporting Employment First (WI APSE)
• Wisconsin Board for People with Developmental Disabilities (WPDD)
• Job Center of Wisconsin
• Wisconsin Job Center Publications (Multiple titles for viewing or printing)
• Wisconsin labor market information: Visit WisConomy.com

Qualifications

Service Providers delivering Individual Placement and Support (IPS) services must ensure that personnel assigned to provide these services are qualified to complete the services.

IPS Service Providers must meet all qualifications outlined by their respective county mental health agency and deliver IPS services described by the Wisconsin Department of Health Services (DHS) IPS Learning Collaborative and Wisconsin DVR Technical Specifications.

Service Providers are expected to participate in IPS training and technical assistance opportunities provided through the Wisconsin DHS IPS Learning Collaborative. This includes completion of IPS Foundations Training, participation in learning collaborative activities (including Becoming an Expert Employment Specialist (BEES) meetings), and other training opportunities (including Systematic Instruction training). Training offerings through the international IPS Employment Center are also strongly encouraged.

For IPS services to be delivered, either the county or the IPS provider must have a current approved DVR Service Agreement to facilitate payment and reporting of services for DVR consumers.

Metrics

The Division of Vocational Rehabilitation (DVR) has identified service-specific criteria for all statewide services. The list below contains objective information that DVR will collect to establish baseline quality data and, over time, set goals for continuous quality improvement in partnership with Service Providers. DVR recognizes that gathering accurate data, verifying information, and developing meaningful targets will take time and collaboration. These criteria are included in the technical specifications to help Service Providers understand the elements DVR considers important in delivering high-quality statewide services.