Job Preparation, Development, Hire, and Retention

Job Preparation, Development, Hire, and Retention Services provide a comprehensive approach to assist the Division of Vocational Rehabilitation (DVR) consumers in planning for, seeking, obtaining, and maintaining employment. This statewide service category includes three interconnected services - Job Preparation and Development Plan, Job Development and Hire, and Job Retention services – which may be used individually or together depending on consumer needs.

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 (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.

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

• Job Preparation, Development, Hire, and Retention 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.

• Job Preparation and Development Plan
• Job Development and Hire
• Job Retention Services
• Hourly Systematic Instruction

Job Preparation and Development Plan

Service Overview

The Job Preparation and Development Plan service assists consumers with job readiness skills, including resumes, cover letters, interview preparation, and basic application processes, to prepare for the job development phase.

Service Components

• Engaging the consumer in job readiness activities such as resume guidance, interview practice, application support, and job search preparation.
• Identifying potential employers or job opportunities that match the consumer's skills, interests, and goals.
• Establishing contact standards for communication between the consumer, Service Provider, and DVR.
• Ongoing consultation and problem-solving around work-based readiness activities or barriers as needed.
• Completing a written Job Preparation and Development Plan, detailing the plan for future job development services as applicable.
• A final review meeting (in person, phone, or virtual) with the Service Provider, consumer, and DVR staff is required to review the completed plan and attachments. The service is not complete until all parties discuss and agree to the plan.

Best practice: Following referral, DVR staff should meet with the Service Provider and consumer (in-person, phone, or virtual) to introduce parties, review existing information, coordinate plan activities, and schedule future meetings. At a minimum, DVR staff should communicate via phone or email to ensure the Service Provider has the necessary information to begin services.

Service Requirements

The Job Preparation and Development Plan documents the process and plans for preparing the consumer for job development and must include:

• Responsibilities of all parties involved (consumer, Service Provider, DVR).
• 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.
• Interview practice and preparation (e.g., mock interviews, feedback, discussion of preparation needs such as scheduling transportation, or accommodations).
• A completed Initial Job Supports section to identify potential supports or accommodations that may be needed once employed; this section is intended to be revisited and used to help inform supports needed after a job offer is made.
• Documentation of plans for next steps for connecting the consumer with suitable employment opportunities.
• A scheduled 90-day review meeting following completion of the plan.

The Job Preparation and Development 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.

Documentation/Reporting Expectations

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

Job Development and Hire

Service Overview

The Job Development and Hire service involves the Service Provider and consumer working together on a regular basis to identify, pursue, and secure employment aligned with the consumer's Individualized Plan for Employment (IPE) goal. This service supports consumers in applying effective job development strategies, strengthening job search skills, and obtaining employment that matches their interests, skills, and abilities. This service typically begins after completion of the Job Preparation and Development Plan and continues until hire.

Service Components

The Service Provider and consumer work together to seek out and apply for jobs. Activities include:

• Job search support, including identifying opportunities and contacting potential employers aligned with consumer's skills, interests, and needs.
• Assistance with job applications, resume updates, and interview preparation.
• Contact between consumer and Service Provider at least twice per month (in person, virtual, phone, or email). 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.
• Documentation of employer contacts in the Job Development Monthly Report.
• Collaboration with the local DVR Business Services Consultants and community agencies to maximize potential job leads and relationships with local businesses.
• Activities must be performed under the Division of Vocational Rehabilitation (DVR) name. The Service Provider will represent their services to employers as a contractor for DVR.
• Positions obtained must align with the consumer's employment goal listed in their IPE. Any deviations (e.g., hours, wage, temporary/seasonal status) must be agreed upon by all employment team members before the consumer begins employment.

Service Requirements

• A review meeting with DVR staff, the Service Provider, and the consumer (in-person, by phone, or virtual) is required at least every 90 days, or more frequently as requested by any party. The purpose of these meetings is to review progress toward job development goals, discuss monthly reports, and address any barriers or changes in service needs.
• 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 (JTA) and Systematic Instruction (SI), or Partners with Business (PwB) supports, as appropriate.
  • If the type of support needs to change, DVR must be consulted 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.
• Service Providers must submit hourly wage documentation to DVR prior to receiving the final payment for Retention services, in accordance with DVR Wage Documentation Requirements.

Additional Considerations

• Service Providers are not eligible for hire payments if they are the employer of record or place a consumer in their own business. Service Providers may not place consumers as replacement workers in businesses where a strike is in progress.
• Subsequent hire: DVR management will determine actions for subsequent hires based on factors such as reason for termination or resignation, timely reporting, and fulfillment of the expectations laid out in the Job Preparation and Development Plan. Any subsequent hire requires DVR management 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).

Job Retention Services

Service Overview

Job Retention services support consumers in maintaining employment for at least the first 90 days. Support frequency and duration are determined by the consumer's individual needs. Job Retention focuses on maintaining employment, supporting positive workplace relationships, fostering independence, and helping consumers develop natural supports in the workplace whenever possible. Retention services reinforce the development of effective work habits, communication strategies, and problem-solving skills to promote long-term employment success.

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, as appropriate, the employer, as detailed in the Hire Report and Retention Report, are conducted to monitor job retention, stability, and progress 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 the 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 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.

Documentation/Reporting Expectations

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

Progress during this period must be documented using the Job Retention Report (DVR-17037-E).

Hourly Systematic Instruction

Service Overview

Hourly Systematic Instruction (SI) is authorized when a consumer requires support beyond the scope of Retention services. SI involves planning and implementing individualized instruction for a job using a step-by-step, or systematic, approach. Instructional strategies are based on the Job and Task Analysis, which identifies the work routine, learning steps, and methods for providing positive, constructive support to the consumer.

Progress is monitored continuously, and strategies are modified as needed to promote skill acquisition, confidence, and independence.

For full guidance, see the full Job and Task Analysis and Systematic Instruction Technical Specifications, for more details.

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.

Documentation/Reporting Expectations

At the start of employment or Internship/Temporary Work (I/TW), a Job and Task Analysis (JTA) 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).

• Competitive Integrated Employment Guidance
• DVR Business Services
• Shared Roles and Responsibilities in DVR Services
• Transportation Plan
• Wisconsin Association for Persons Supporting Employment First (WI APSE)
• Wisconsin Board for People with Developmental Disabilities (BPDD)
• 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 Job Preparation, Development, Hire, and Retention services must ensure that personnel assigned to provide these services will meet DVR's Service Provider Qualification Requirements by July 1, 2027. Newly hired personnel after July 1, 2027, will have nine (9) months from hire date to meet the established Qualification Requirements.

Service Provider Qualification Requirements ensures provider staff have foundational training in disability, employment, and person-centered practices to support consistent, high-quality service delivery.

See Service Provider Qualification Requirements webpage for more information and additional resources.

These qualifications do not need to be met at the start of the 2026 Service Agreement term (July 1, 2026), but Service Providers should ensure personnel are prepared to meet the requirements by the implementation date (July 1, 2027).

Metrics

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.

Statewide Service Specific Criteria