Supported Employment

Supported Employment (SE) is competitive integrated employment in an integrated work setting for individuals with a most significant disability, including youth with a most significant disability. Supported Employment services are designed to support individuals in obtaining and maintaining employment consistent with their unique strengths, abilities, interests, and informed choice, with ongoing supports as needed.

Supported Employment services are delivered through a collaborative, working team, with the Division of Vocational Rehabilitation (DVR) consumers at the center. The makeup of the team is individualized based on the consumer's needs and expressed wishes and typically includes:

• The consumer
• DVR case facilitator
• Supported Employment Service Provider
• Guardian (if applicable)
• Representatives of entities providing funding and service coordination following DVR case closure (long-term support)
• Family members, or any other individuals identified by the consumer who support their employment goals.

The supported employment team works together to plan for successful employment outcomes. Team involvement and collaboration are expected across all stages of Supported Employment services, from initial assessment through job development hire, and transition to Long-Term Support (LTS).

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 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 in the DVR case file.

Coordination planning, with input and attendance from all members of the team (including the consumer, guardian or legal decision-maker, LTS 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 (LTS)

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.

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

Summary of Services Table

Service Delivery Expectations

• Supported Employment 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.

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

Supported Employment Career Profile

Service Overview

The Supported Employment Career Profile is a comprehensive, person-centered assessment for consumers considering Supported Employment services. The goal of this assessment is to identify the best job match for the consumer and the consumer's support needs based on their past performance, experience, and input from individuals familiar with the consumer. The Career Profile explores the consumer's employment goals, preferences, skills, experiences, support needs, and other factors, to inform job development and long-term employment planning. This assessment guides the DVR process and ensures alignment between the consumer, DVR, Service Provider, and LTC partners. As a part of the assessment, career exploration activities are informational and exploratory. The activities are intended to learn about potential jobs, workplaces, or industries and to guide employment planning. Consumers are not expected to perform work or tasks beyond observation and discussion.

Service Components

• DVR will provide a referral to the Service Provider (via email or phone/message). If an Individualized Plan for Employment (IPE) has been developed, the referral should include (with consumer permission):
  • Consumer's IPE goal
  • Preferred number of work hours per week
  • Summary of work experiences
  • Copy of consumer's benefits analysis, if applicable
  • Supported employment team contacts and contact information
  • Potential dates for a review meeting within 45 to 90 days
  • Any other relevant information for completing the Career Profile.
• Additional documentation may be collected during interviews as relevant to the Career Profile.
• The Service Provider may make recommendations regarding the consumer's readiness for regular Job Development, Supported Employment, or Customized Employment services.

Service Requirements

• Service Providers will hold several meetings (three or more) with the consumer and identified members of the supported employment team. One meeting may occur at the consumer's home or the provider's site (often for intake paperwork or initial orientation). The remaining meetings should take place in the community and include at least one structured career exploration activity, such as:
  • Visiting a workplace to observe the environment and the work.
  • Conducting an informational interview with a current employee or supervisor.
  • Completing an application or similar employment-related task.
  • Touring a workplace.
  • Other activities agreed upon by the consumer that support career exploration.
• Meetings and assessment activities should occur in formats appropriate to the consumer needs and circumstances, including integrated community settings, to observe interactions, identify strengths and barriers, and determine support needs.
• Conduct interviews with other individuals identified by the consumer who have knowledge of their past experiences, support strategies, and other resources to assist in long-term employment.
• Document input from interviews and observations to provide a detailed picture of the consumer to guide employment planning.
• Career exploration activities may be conducted using a variety of approaches, but at least one meeting must involve community-based observation or employer engagement activities as described above.
• Conduct a review meeting with the supported employment team (in person, virtual, or phone).
• Review contents and recommendations of the Career Profile and document communication and agreements from the meeting.
• The Career Profile Report includes space for signatures. While gathering signatures is preferred, it is not required.

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 SE Career Profile Report (DVR-18033-E)

Supported Employment Job Preparation and Development Plan

Service Overview

The Supported Employment Job Preparation and Development Plan guides the consumer, Service Provider, and DVR in preparing for successful job development. This service builds on information from prior assessments, including the Career Profile and any other formal evaluations, to identify employment goals, barriers, and support needs. The plan outlines job readiness activities, employment preparation, and potential supports to ensure a smooth transition to employment.

The SE Job Preparation and Development Plan emphasizes collaboration with the supported employment team, with the consumer at the center, to promote person-centered planning and align responsibilities across all parties.

Service Components

• Incorporating input from the Career Profile and any other formal assessments to guide the plan.
• Ensuring participation of the supported employment team as identified by the consumer.
• Engaging the consumer in job readiness activities such as resume development, interview practice, visual resumes, 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, DVR, and potential employers.
• 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 complete 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.
• 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

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).

Supported Employment Job Development and Hire

Service Overview

The Supported Employment Job Development and Hire service supports consumers in identifying, pursuing, and securing employment consistent with their Individualized Plan for Employment (IPE) goal. This service emphasizes person-centered planning, collaboration with the supported employment team, and alignment with consumer preferences, skills, and abilities.

DVR provides information and support to help consumers maximize the number of hours they can work. It is expected that consumers will 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 supported employment team before employment begins.

The service includes job development strategies, relationship-building with employers, and activities to ensure a good job match while promoting consumer independence and reducing the need for workplace support.

Service Components

• Collaborating with the consumer to identify and pursue job opportunities aligned with their skills, interests, and IPE goal.
• Assistance with job applications, resume updates, and interview preparation.
• Employer engagement, including visits, job analysis, and understanding business needs to create opportunities for SE consumers.
• 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.

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.
• 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 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, other service options may be explored 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 Supported Employment services are expected to receive Monthly Systematic Instruction services. Use of 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).

Supported Employment Retention Services (When Monthly SI is not needed)

Service Overview

Monthly Retention Services are designed for consumers who do not require SI to learn or maintain job tasks. Job Retention services focus on supporting positive 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 both the consumer and the employer 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 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 or 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/video) 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.

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 SI 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)

Supported Employment 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 JTA 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

• Systematic Instruction (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.
• Supported Employment (SE) Consumers & Hourly SI
  • For SE consumers needing on-the-job supports for 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 SE consumers is supported using the Monthly SI rate.

Documentation/Reporting Expectations

At the start of employment or Internship/Temporary Work, a 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).

Supported Employment 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 Supported Employment services to LTS funding and services.

Service Requirements

• A discussion with the Service Provider, consumer, DVR, and long-term support 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 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 procedure for member 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 LTS 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 accurately with a reasonable level of support, within the timeframe agreed upon with the employer. Once stability is achieved the case should be transitioned 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).

Supported Employment Transition to Long-Term Support (LTS) (More than 6 months)

Service Overview

This service applies when the Transition to LTS occurs after at least six months of Monthly SI and/or Retention services. All service requirements and additional considerations for Customized Employment Transition to Long-Term Support (three to six months) apply.

• Payment for Customized Employment Transition to LTS after six months may be made at the discretion of the local DVR office if the Service Provider has:
  • Provided substantial services documented in reports submitted monthly to DVR, and
  • Significantly aided in the transition to LTS.

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

• DVR Supported Employment Guidance
• Supported Employment Flowchart
• Competitive Integrated Employment Guidance
• Shared Roles and Responsibilities in DVR Services
• Transportation Plan
• Adult Technical Assistance Guide (TAG)
• Youth Technical Assistance Guide (Youth TAG)
• 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 Supported Employment services must ensure that personnel assigned to provide these services will meet DVR's Service Provider Qualification Requirements (SPQR) 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.

SPQR 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