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Instructions: Below is a list of past inquiries submitted to the Summit Group. To access the answers, click on the question, and to view the answers in a printer-friendly format, click "Permalink". Inquiries can be searched and are sorted from most to least helpful.
Vocational Rehabilitation Professional Inquiries (6)
– Louisiana utilizes an Order of Selection. For consumers who are Deaf, or Hard of Hearing, upon determining eligibility for vocational rehabilitation services in your state, is severity of disability ranked based on dB loss or loss of speech discrimination, or is severity of disability ranked solely based on functional limitations?
From the Virginia Department for Aging and Rehabilitative Services:
Severity is based on functional limitations. RSA told us years ago that we could not use dB loss or speech discrimination as part of the eligibility determination. We generally use the concept of… is there a hearing loss? If yes, then we look at functional limitations.
From the Minnesota State Services for the Blind:
SSB does not utilize an Order of Selection. For our Deafblind customers, eligibility is based on vision. SSB does have a system of classifying individuals as DeafBlind by taking into account diagnosis, prognosis, and dB loss.
From the State of Oregon DHS-Vocational Rehabilitation:
In Oregon VR, we use functional loss to determine severity of disability in D/HOH consumers, as we do with all other disability groups. A couple of years ago, our RCDs worked with me to create the attached Functional Loss Indicators document. We use it as a training tool as well as a reference for field staff. The guide could apply to nearly any disability group–it’s based on the foundations of Rehabilitation, after all–but we have noticed an increase in accurate and effective determination of functional loss by ALL VRCs, not just the RCDs, since we implemented its use. Because we only have 13 RCDs statewide, some Deaf and many HOH clients are served by general VRCs in their local offices; this document has helped those staff immeasurably.
Attachments:
From the Illinois Division of Rehabilitation Services:
The severity of disability is determined by the individual’s functional limitations.
From the Ohio Rehabilitation Services Commission:
Ohio is also an Order of Selection state. Severity of disability is based solely on functional limitations.
From Minnesota Vocational Rehabilitation Services:
Severity of Disability is ranked on functional limitations.
Attachments:
From the Delaware Division of Vocational Rehabilitation:
We use an Order of Selection. We do not use the dB loss as the determination of SD or MSD. We use functional limitations and the requirement that the person need multiple significant services lasting 6 months or longer.
From Montana Vocational Rehabilitation:
Montana has never been under OOS, but anticipates that we will be within the next two years. Currently the disability ranking is based solely on functional limitations.
- I work for KY OVR and we are a VR-general agency. We are currently searching for a more time- and cost-efficient way of conducting six and twelve-month Positive Employment Outcome follow-ups. We average about 3500+ PEO outcomes per year, which equates to 7000+ surveys. I have been challenged to find a more cost-effective way of conducting these follow-up surveys without any additional time on field staff. We have traditionally done mail-out surveys but due to cost of postage and employee time, we were actually looking at better ways to perform this task using current technology and resources (and hopefully a better response rate). Please let me know generally how your state VR agency conducts these follow-up surveys.
From Lori Ann Jenkins, Program Analyst at the Pennsylvania Office of Vocational Rehabilitation:
Currently we survey our customers six months after a successful closure (employment) and then again 12 months after a successful closure. The survey is sent via US mail. The surveys are printed at our Hiram G. Andrews Center, a training center for people with disabilities who want to become employed. In 2011, OVR purchase an industrial size printer for the primary purpose of the survey. The printer is also being used to train students at the HGAC as a trade for future employment and as an income stream. The surveys are scanned by the PA Dept of Revenue for $.26 per survey, and the results tabulated by our contractor Deloitte (who works with our interagency customer database – CWDS). We send out on an average 7000 surveys a quarter, and receive a 10% return rate. Currently we are reconsidering placing the survey online and other methods of gaining the necessary information.
From Janet Cool, MSSA, Manager at the Ohio Rehabilitation Services Commission:
I have attached the consumer survey policy and associated forms we are utilizing in Ohio to garner consumer feedback. With AWARE as our case management system, consumer surveys can be generated as letter attachments. We worked with IT to coordinate survey links which allow consumers to reply online. For those without email addresses listed, we have an internal support staff who conducts phone calls, and as the third step there is a mailing that is sent to encourage feedback and the same support staff enters the feedback into AWARE.
From Don Kay, Assistant Director at DSHS Division of Vocational Rehabilitation in Washington State:
At Washington DVR, we send our surveys similar to the way you do it. We have assigned one staffer who each month mails hardcopies and tabulates returns. If you find anyone who does it more efficiently, please pass it on. Thanks!
From Mike Hermanson, MS, CRC, VR Program Manager at Montana Vocational Rehabilitation:
Actually, just this morning I was tossing around an idea with our database person. They indicated that we now have the email of consumers in our data base and I am considering perhaps sending out emails for the surveys, at least for those we have a working email for. We haven’t done it yet, but it is an idea. For two years, consumers have been able to do the survey on line, but we haven’t had a great deal of interest in that. That is probably because the url for the site questionnaire comes with the hard copy survey and prepaid postage envelope to send in and they just do the hard copy rather than type in a rather long url. Anyway, with the email they could just poke the link to the survey web site and that may go over better, again in early idea stages and haven’t implemented yet.
- I am looking to find out which states are using pay for performance, performance based contract or milestone payments for their job development and job placement services? I also would love to have names of persons who I could contact to get more information on what their state is doing. Thanks!
From John Stem, Staff Specialist, Maryland VR:
Maryland VR has a milestone-based (pay-for-performance) program for community rehabilitation programs who use evidenced based practices in supported employment service provision. Please see the attached Fact Sheet for details, and contact Catherine Drake, DORS Staff Specialist, CRPs at 410-554-9440 or cdrake@dors.state.md.us, if you have any additional questions.
Attachments: 1
From David Norman, Program Implementation Specialist, Texas Division for Rehabilitation Services:
In response to your question above, we are doing this in Texas. If you have questions about our process, feel free to contact Kelly Yarbrough, our Program Specialist for Community Rehabilitation Programs: kelly.yarbrough@dars.state.tx.us. Her telephone number is 512-424-4219.
From Don Kay, Assistant Director, Washington DVR:
Washington DVR has been paying outcome fess for all CRP services for a number of years. Below is a link to our website where we have posted the CRP contract and related material that is attached by additional links. If you open the link to the contract document and scroll to the end you’ll find the outcome fee schedule for each CRP service. Let me know if you have any questions. Link: http://www.dshs.wa.gov/dvr/Contractors/CRP/CRP.aspx
From Mike Hermanson, MS, CRC, VR Program Manager, Montana VRBS:
Montana uses only a limited performance based approach. We $147.90 for completion of Intake and Planning. We pay $153 when a successful 26 has been achieved in the case. Actual job development and job placement are paid on an hourly rate of $59.16.
From James R. Gears, MRC, CRC, CWIC, Rehabilitation Program Specialist, Ohio VR:
I manage our VR providers for Ohio. We currently do have a Performance Based Job Development structure based on a three tier approach. We allow providers the option of using a Performance Based or Unit of Service (Hourly) rate. VR Staff decide how to authorize based on what the options that the Provider has on their Fee Schedule. Some offer just PBO, UOS, or a both POB and UOS options.
Tier I: Job Readiness, Resume, & Placement Plan: Consists of the upfront services to establish development goals, outline responsibilities that the JD and Consumer will have, outline positions to be explored within the vocational goal. In addition, as part of this Tier the Consumer gets basic interviewing skills and resume (or in some cases a sample mock application if resume is not deemed appropriate) to prepare them for a job search. Paid when the resume and placement plan are submitted.
Tier II: Job Development: Consists of contacts with employers. Paid upon successful placement that has been agreed upon by the Consumer, VR Staff, and provider.
Tier III: Retention: Paid upon completion of 90 days of successful employment. Successful employment starts after the Job Coach has significantly faded from the job site.
Our 2013 rates for Performance Based are based on a 30% – 30% – 40% total cost allocation, or $1353 for tier I & II, and $1804 for Tier III. We do pay $0.45 mileage in addition to the Tiers. We also pay a second placement fee is someone loses their job after Tier II has been paid, but before Tier III, and needs to go back into development. The second placement fee is $451.00.
From Jim Hinson, Supervisor V, New Hampshire VR:
The only performance based incentive we offer to Job Developers is a Placement/Retention Bonus. The quicker they place one of our customers into a job, the larger the bonus.
JOB PLACEMENT/RETENTION BONUS:
Within 2 mo: $450; Within 4 mo: $350; Within 6 mo: $250; Within 9 mo: $150; 9 Plus Months: $0
To be eligible for the placement/retention bonus, the following criteria must be met:
JS/JD package was approved, based upon the referral, and all components were completed. ie: job search report, job search logs and the placement notification.
Referral is effective at the initial meeting.
Customer and counselor must agree that the job is acceptable.
The job is a permanent, not temporary, position.
*Note: VR counselor can still approve retention bonus in cases they deem appropriate. Example: customer in hospital due to medical reasons
Upon receiving a job offer VR counselor and customer must agree that the job is acceptable. At that time, CRP documents the placement and the placement incentive amount is determined by VR counselor. The product of this phase shall be the Placement Notification Form Placement Notification.doc. This report will be sent to the VR counselor by electronic submission within 24 hours of the job offer.
The retention bonus is paid to the CRP when job has been retained for 90 days.
The bonus is only paid for Non-Supported Employment customers. If you would like to see the full Non Supported Employment Process, click on the link below.
http://www.education.nh.gov/career/vocational/crp.htm
CRP Process: Non Supported Employment Process
I would also recommend you reaching out to Vermont VR…Hugh Bradshaw. They also offer incentives for Job Developers.
Attachment: 1
From Arizona RSA:
Arizona RSA’s contact for this project is Christopher Deere – Email at CDeere@azdes.gov.
From Pamela Brauchli, M.Ed., VR Specialist, Pennsylvania Office of Vocational Rehab:
The attached policy was written in 2003. We’re putting together a workgroup to revise the job coaching policy this summer. If you have questions, our supported employment specialist is Randy Loss. You can reach him at rloss@pa.gov. I’m sure he’d like to see the info you receive from other states.
Attachment: 1
From Kellie D. Scott, Program Evaluator, Kentucky Office of Vocational Rehab:
We provide some JP services in-house. However, we also offer JP services through a CRP. Please find attached our Service Fee memos for those services. We now call them “Employment and Retention services” when accessing a CRP for the JP services.
From HarrietAnn Litwin, M.Ed., CRC, Delaware DVR:
Delaware is using pay for performance/milestone payments for job placement and has been doing so for MANY years. I think it was initiated, in its earliest version, back in the early 1990’s. The best person from whom to get information on this would be Dan Madrid at Daniel.Madrid@state.de.us.
From Virginia DARS:
In Virginia, we have a fee for service payment policy for supported employment and job coach training services. For more information you can contact
Matthew.Deans@dars.virginia.gov.
From Catherine Ipsen, Ph.D., Senior Research Associate, The University of Montana Rural Institute:
I thought the attached fact sheet might be of interest to you. It discusses some research we did with state agency informants regarding rural service delivery issues and vendor based services. It highlights some issues related to different payment arrangements.
Attachments: 1
– Regarding rehabilitation counselors for the deaf and hard of hearing, does your state have a minimum sign language proficiency requirement for the position with additional higher levels required for promotional opportunities?
From the Minnesota State Services for the Blind:
SSB does not have a minimum sign language proficiency requirements for its counselors serving our Deaf Blind individuals, though having experience using ASL is a preferred qualification on job postings.
From State of Oregon DHS-Vocational Rehabilitation:
At this time, no minimum proficiency (based on objective data) is required, but as a part of the Oregon Department of Human Services, VR will move to requiring language proficiency for staff who receive the “bilingual” pay differential for spoken languages or ASL; for ASL proficiency, the expectation will be that staff score at least a 3 on the ASLPI instrument. The only promotional opportunities related to D/HOH services we have within Oregon VR are one “lead” RCD position and the State Coordinator for D/HOH Services (which is a portion of the duties of the person in my present position). We do not, at present, require “higher levels” of ASL proficiency for those two positions.
From the Illinois Division of Rehabilitation Services:
RCD must obtain a rating of advance on the SLPI. Rehabilitation Case Coordinators must obtain an intermediate on the SLPI. Ratings above advanced are not required for promotional opportunities.
From the Ohio Rehabilitation Services Commission:
For an RCD at RSC, we require a minimum of Novice Plus on the SLPI and a level 2 on the ASLPI.
From Minnesota Vocational Rehabilitation Services:
No, positions are just advertised as “signing skills required”, SCPI (Sign Communication Proficiency Interview) can be used to assess skills.
From the Delaware Division of Vocational Rehabilitation:
We do not have written proficiency requirements for the RCD position. Our RCDs meet with staff proficient in sign language as part of the interview process. When I was hired as an RCD back in 1988, I met one-on-one with the SCD. (I am now the SCD… and the program evaluation person… Delaware is a small state!) We have only two RCDs; one was hired in 1987 and the other in 1995, both before I was SCD.
From the Virginia Department for Aging and Rehabilitative Services:
No. Signing skills are assessed during the interview process (no formal testing, etc). No additional higher levels for promotion.
– When paying for interpreting services for consumers, is a “minimum rate” paid for the service in the event that the consumer does not keep the appointment, or if the appointment last for a shorter time than originally scheduled? What rate is paid for interpreting services in your state?
From the Delaware Division of Vocational Rehabilitation:
We pay for interpreter services for appointments that are missed unless the appointment is cancelled more than 24 hours in advance.
From Minnesota Vocational Rehabilitation Services:
If consumer does not keep the appointment, or the appointment is shorter than expected, full payment is still expected for interpreting services. Rate depends on agency that is being used from the state of Minnesota master contract, but tends to range between $35-$75 an hour plus referral fee and two hour minimum for onsite interpreting.
From the Ohio Rehabilitation Services Commission:
Rate: $4.70 / Unit of Service
UOS (Unit of Service) = 6 minutes
2 hour minimum (which equates to $47 for each of the first two
hours); any time over 2 hours is billed by UOS
No differential rates for emergency, evening, or weekend appointments
No differential rates for geographic region
Does not include travel time; includes appointment time only
Mileage: Up to 45-cents per mile
Missed Appointment / No Show Fee: 2 hour maximum
From the Washington DC Rehabilitation Services Administration:
The standard practice in the Washington, DC area is that if a consumer doesnot keep an appointment, interpreters are not paid a “minimum rate” but rather the entire amount for the agreed upon time. The interpreter is alsopaid the entire amount if a meeting lasts less than the time originally scheduled. Interpreters are also paid in full if an appointment is canceled with less than a 72 hour notice.
DC RSA does not establish the rate of pay for interpreters. The pay rate is established by the interpreting companies that sign a contract with the agency. Currently DC RSA has two contractors/companies who assign interpreters on an ad-hoc basis depending on need. One company charges a one hour and a half minimum. The other company charges a two hour minimum.Rates are different for both companies. Rates for both companies also vary depending on length of assignment, when the request was made, number of interpreters needed, specialty, and last minute requests. Last minute requests are usually at a premium.
From the Virginia Department for Aging and Rehabilitative Services:
We pay a minimum of 2-hours. This is paid if “no show” or appointment is cancelled less than 24 business hours notice. And this is paid if the appointment last shorter than 2 hours.
We follow the rates established by the Virginia Department for the Deaf and Hard of Hearing. They have a multi-agencies contract for state agencies, which we are part of this. This prevent state agencies from competing with each other with hourly rates. I have attached the contract for your review. The actual rates are on page 15.
Attachments:
From the Illinois Division of Rehabilitation Services:
IL-DRS Response: Illinois pays a 2 hour minimum. Assignments over 2 hours require 2 interpreters. Two interpreters are hired when working with individuals who are deafblind regardless of the length of the assignment. The interpreter is paid the number of hours they were hired to work when the customer does not keep the appointment and does not cancel at least 2 days prior to the assignment date. When the appointment ends earlier than the originally scheduled end time, the interpreter is paid for the scheduled hours. Illinois VR pays the following rates:
Rates for sign language interpreters
| License | Hourly Fee |
| Sign Language Interpreter Master | $45.00 |
| Sign Language Interpreter Advanced | $40.00 |
| Sign Language Interpreter Intermediate | $35.00 |
| Sign Language Interpreter – Provisional | $20.50 |
Rates for sign language interpreter services for individuals who are deafblind
| License | Hourly Fee |
| Sign Language Interpreter Deafblind – Master | $50.00 |
| Sign Language Interpreter Deafblind – Advanced | $45.00 |
| Sign Language Interpreter Deafblind – Intermediate | $40.00 |
Rates for sign language interpreter services occurring between the hours of 6:00 PM and 6:00 AM:
| License | Hourly Fee |
| Sign Language Interpreter – Master 6:00PM to 6:00AM | $52.00 |
| Sign Language Interpreter – Advanced 6:00PM to 6:00AM | $47.00 |
| Sign Language Interpreter – Intermediate 6:00PM to 6:00AM | $42.00 |
| Sign Language Interpreter Deafblind – Master 6:00PM to 6:00AM | $57.00 |
| Sign Language Interpreter Deafblind – Advanced 6:00PM to 6:00AM | $52.00 |
| Sign Language Interpreter Deafblind – Intermediate 6:00PM to 6:00AM | $47.00 |
| Certified Deaf Interpreter 6:00PM to 6:00AM | $52.00 |
| Certified Deaf Interpreter Deafblind 6:00PM to 6:00AM | $57.00 |
From State of Oregon DHS-Vocational Rehabilitation:
This depends on whether the interpreter was coordinated through our sister program, Oregon Deaf and Hard of Hearing Services (ODHHS), or through a private, for profit interpreter coordination program. I will attach the most recent matrices I have from ODHHS; if the job was coordinated by a private company, we follow their cancellation/no-show policy. I am attaching two matrices I recently received from ODHHS’ Coordinator, Jeff Brownson. I do not have similar information from the private coordinators, but can tell you generally their hourly rate is $75-80.
Attachments:
From the Minnesota State Services for the Blind:
The State of MN has contracts for Interpreting services. Currently, we have two agencies on contract. DeafBlind interpreting costs more. $62.50/hour with a two hour minimum for the first agency. The second agency charges $72.50/hour with a two hour minimum. There is a minimum rate paid for the service when a cancellation occurs with short/no notice (less than 48 hours).
– In Montana, when an assessment is done related providing guidance on issues such as whether there is a need for supported employment or if the person could benefit from VR services we usually get the assessment from the same provider that is expected to provide placement and/or support services in the future. We recently became concerned about conflict of interest issues related to this approach. I would like to know if there are states that focus on having assessments from entities distinct from the agency that will provide services? Are there states that have providers that primarily do assessment only? If there is separation but usually an assessment is done by a provider that also provides an array of others services are there specific guidelines on when the assessment agency can or cannot provide the other services?
From William T. Downey, PhD:
A partial answer is that if those doing the assessment are certified/licensed (eg, Certified voc evaluator, CRC, psychologist, etc), their ethics and standards of practice would prevent them professionally from engaging in conflict behavior. In other situations, maybe not.
From the Virginia Department for the Blind and Vision Impaired:
At Virginia Blind, the VRC determines the need for SE services and then purchases SE and follow-along as needed.
From the Arkansas Division of Services for the Blind:
I am currently working with a team to develop specific evaluation/training for Supported Employment clients. This training will consist of evaluations, soft skills, conflict resolution skills, coping skills, activities of daily living skills, and grooming. All of this will preclude the place then train model of SE. This is a three piece team consisting of Division of Services for the Blind, World Services for the Blind, and Lighthouse for the Blind. We determine eligible and develop the plan, WSB provides the pre-employment training, and we have a vendor who will provide the placement service, training, and the eventual employment.
From DE Blind:
At DE Blind, the VRC determines the need for SE services and then purchases SE and follow-along as needed.
From VA DARS:
At Va DARS, the counselor basically makes the decision whether the client needs SE the refers to the appropriate vendor. The decision is usually made based on the available diagnostic info, counseling sessions and a voc eval, if needed.
From the Minnesota Department of Employment and Economic Development:
In MN, the counselor makes the determination and often in consultation with a community provider which may also provide the services. No specific guidelines on working with a community provider. We don’t have any providers who only do assessments. In our rural areas we are often lucky to have one community provider willing to provide supported employment services.
From Wisconsin DVR:
In Wisconsin, the decision to utilize SE services is made in a SE Consultation meeting (usually prior to IPE development) with members of a team that includes the consumer, parents/guardians, DVR Counselor, Service Provider, Long Term funding source, teachers or anyone else the consumer wishes. The Consultation meeting requires the team to address a long list of questions and provide resources for a SE assessment if SE services I.e. assessment continue. The consumer can select a SE provider from an established service provider listing that includes consumer satisfaction, statistics, results, description of provider etc. In many places there isn’t more than one choice. (We are working on that.) We have established a detailed description of all SE services and reporting elements. All of our SE providers are expected to comply with those requirements.
In the past, we have found issues with providers that would like to recommend continuation or establishment of an individual in a congregate setting. DVR in WI will no longer accept those recommendations for payment. Each provider must describe in detail what level and types of support an individual will need to be placed in an integrated and competitive setting. Those details are shared with the SE team and taken into account for the process to continue.
From the Alaska Division of Vocational Rehabilitation:
Alaska VR receives the majority of our SE referrals from those CRP’s that also provide the long term supports. Typically the CPR’s are the agencies that receive the long term funding. If that is not the situation our counselors determine if the individual requires SE services that level of support through various assessments.
From the SC Commission for the Blind:
For South Carolina Blind, the VR Counselor is required to staff any potential SE cases with upper level VR Management prior to making a determination for the need for SE services. Once the need for SE services has been assessed and agreed upon, the VR Counselor proceeds with the purchase and/or coordination of SE services and conducts follow-along as needed.
From the Florida Division of Vocational Rehabilitation:
The Florida Division of Vocational Rehabilitation (DVR) counselors assess the rehabilitation, career, and employment needs for eligible customers. Counselors will provide the opportunity for customers to choose from available DVR providers for Supported Employment.
From Nebraska General:
Nebraska General has agreements with any provider that provides SE services in Nebraska. We use a milestone payment schedule that the provider agrees to when signing our agreement. We have VR staff who are liaisons with each of the providers. VR and provider staff staff potential referrals to determine appropriateness. Contact with the provider throughout the process is part of our milestone payment schedule along with written reports at certain points. We don’t have any SE providers that provide an assessment only service.
Nebraska General has evaluation staff and placement staff so we are not purchasing these services. The only exception is SE – job placement is part of our SE agreement with providers.
From the Georgia Vocational Rehabilitation Agency:
The Georgia Vocational Rehabilitation Program utilizes several different types of assessments that could provide guidance regarding the need for supported employment. These include a comprehensive vocational evaluation, Vocational Profile or Work Evaluation. We do have contracts with providers who do just the vocational evaluation or work evaluations and some are providers for all three as well as supported employment.
We have contracts with community rehabilitation programs that provide a variety of services that may or may not include SE. The guidelines we have in place has more to do with not being able to bill for services that are generally included under the umbrella of SE, such as job coaching, personal-social adjustment training& job readiness training that are typically addressed on the job.
We do have a specific policy regarding what constitutes eligibility for supported employment, which the counselor must document. The written reports we receive from providers must give the specific information that allows the counselor to do this; however, in reality it is common for providers who provide SE, recommend that service, when the justification is not evident. We have addressed this in regularly scheduled communication meetings with the providers or on an individual basis.