Chapter 5 - Job Ready and Employment Start

Placement

1. Job Ready
   
   When a consumer has been prepared for employment and is ready to accept a job, the individual’s case is placed in Job Ready Status.
   
   
2. Philosophy of Job Placement
   
   Job placement is of the utmost importance and will require close and continuing involvement between the VR counselor and the individual receiving services.
   
   Successful job placement of a consumer is the culmination of effort on the part of many people. Occupational opportunities can be located through marketing activities developed between the counselor and employer and in consultation with the VR consumer. The matching of the individual with a disability and the job is an involved process which requires careful study and analysis of all information available on the individual with a disability and the prospective job(s), including individual choice.
   
   
3. Placement Process
   
   Counseling services are a vital part of the process with focus directly on employment. This process begins with the determination of eligibility and the certification that there is a reasonable expectation that the consumer can achieve an employment outcome based on one of the following areas listed below:
   
   
   1. Enter the integrated competitive labor market;
   2. Practice a profession;
   3. Enter self-employment;
   4. Function as a homemaker;
   5. Perform farm or family work (including work for which payment is in kind rather than in cash);
   6. Operate a home industry or perform other gainful homebound work;
   7. Randolph-Sheppard food manager; and
   8. Supported employment.
      
      
4. The Counselor's Role
   
   The counselor certifies eligibility, determines with the consumer an appropriate vocational goal, and arranges for required services. The counselor assumes responsibility for the eventual placement of the consumer in an appropriate work setting.
   
   A successful placement results when the consumer and counselor work jointly to ensure good communication with the employer.
   
   The counselor can, and sometimes should, involve other professionals in specific job placement functions (i.e., rehabilitation technology specialists, personnel in local one-stops and employment counselors at the Virginia Employment Commission).
   
   
   1. Job Development Activities (Community Resources)
      
      Job development consists of communicating and negotiating with a variety of community resources relating to increasing opportunities for employment of individuals with disabilities. This may or may not be on behalf of specific individuals. Among activities that may be carried out are:
      
      
      1. Study and interpretation of local employment trends;
      2. Collaboration with partners in the local one-stops;
      3. Assistance with and consultation on removal of architectural and transportation barriers to employment;
      4. Assistance with affirmative action programs and projects;
      5. Maintaining contact with personnel officials (public and private concerns) in order to create interest in employment of consumers served by this department;
      6. Touring local facilities of employers, when possible, to determine types of jobs available and functional abilities required by the jobs;
      7. Consultation with private personnel firms in regard to provision of no cost placement services for selected consumers;
      8. Development of possible sites for on-the-job training programs;
      9. Utilization of organizations that are interested in and provide assistance in job placement;
      10. Providing awareness training on blindness to employers and other community organizations;
      11. Consultation with and assistance to employers on the Americans with Disabilities Act (ADA); and
      12. Providing consultation with employers on rehabilitation technology services.
          
          
   2. Job-Seeking Activities
      
      When a consumer is considered job-ready, a meeting may occur between the consumer and the counselor. The purpose of this meeting will be to enhance the consumer's job-seeking ability and to plan a job-seeking approach with the consumer. Activities should include:
      
      
      1. Preparation of resume;
      2. Completing employer applications;
      3. Personal interviewing;
      4. Making an assessment of where the thrust of the job seeking will focus;
      5. Sharing of job information;
      6. How to handle employer objections;
      7. Consumer expectations concerning wages;
      8. Discussion of benefits and unions;
      9. How consumer will handle transportation; and
      10. Any other considerations unique to the individual seeking employment
          
          
      As a result of this meeting, a job-seeking approach will be implemented, and the consumer should have a clear understanding of his/her responsibilities in the job-seeking approach. If the consumer has not been employed within a reasonable period of time (60 days), a follow-up might need to be held to update and make adjustments in the job-seeking approach.
      
      
   3. Employer Contacts and Surveys
      
      Counselors are required to make contacts with employers to place individual customers and other placement/marketing activities will be identified by the regional manager as a part of the regional marketing/placement activities. These contacts may be made for the following reasons:
      
      
      1. To educate employers regarding services available to them from DBVI;
      2. Initial contact to explain and sell VR programs;
      3. To arrange for a complete plant survey;
      4. To check for any job openings;
      5. To follow up with employers on consumers already placed; and
      6. To make follow-ups on information obtained from job analysis.
         
         
      These contacts and surveys will be documented on an AWARE Blank Report Form located in the Letters Catalog and should include the following general information:
      
      
      1. Isolating jobs which can be done without vision;
      2. Detailed description and analysis of each job;
      3. Any environmental considerations;
      4. Note any jobs which might be done with some modifications; and
      5. Note jobs which generally have frequent openings.
         
         
      Some job-placement activities the counselor may become involved in to enhance employment opportunities may include but not be limited to:
      
      
      1. Contact a new employer;
      2. Conduct community public relations with Lions Clubs, Jaycees, etc.;
      3. Contact the partners in the local one-stops, including the Virginia Employment Commission;
      4. Contact with local workforce investment boards;
      5. Contact industrial commissions; and
      6. Contact the Department of Rehabilitative Services Component of Employer Account Systems and other activities that will lead to employer development.
         
         
   4. Rehabilitation Technology Services
      
      Rehabilitation technology means the systematic application of technologies to help individuals with disabilities overcome barriers in education, rehabilitation and employment.
      
      These services are to assess potential for adaptive equipment or architectural or other changes at the job site. These may be designed and developed as appropriate. Suggested sources are:
      
      
      1. DBVI rehabilitation technology specialists;
      2. DBVI staff with appropriate expertise;
      3. WWRC; and
      4. DRS regional rehabilitation engineers.
         
         
      See Chapter 8-G Rehabilitation Technology Services for more extensive information.
      
      
   5. Specialized Equipment
      
      Arrangement for special equipment, CCTVs, talking calculators, adaptive computer equipment, etc., may enhance the consumer's success in training or on the job. See Appendix F, Criteria for Purchasing Adaptive Equipment, for additional information, and Chapter 8-G, Rehabilitation Technology services.
      
      
   6. Consumer Participation in Placement
      
      The counselor and consumer should actively participate in the job search and placement activities. Consumer choice is a critical component of the job development and placement process if it is to be successful. The jointly developed placement activities must be recorded on the IPE.
      
      The job search activities that could be listed on the IPE might include some or all of the following, when appropriate, but would not have to be limited to:
      
      
      1. Registering with the Virginia Employment Commission;
      2. Participating in job search activities at the local one-stop;
      3. Developing job resume;
      4. Participating in job-seeking skills training session;
      5. Completing and distributing job application(s);
      6. Acquiring appropriate certification or licensing necessary for the job being sought;
      7. Where available, participate in Projects with Industry (PWI);
      8. Utilizing placement services of colleges, universities and other training programs; and
      9. Participate in job informational interviews.
         
         
      The consumer's failure to follow through with those prescribed activities on the IPE could result in Closure (Not Rehabilitated After Plan is Initiated) for failure to cooperate.
      
      
5. Other Placement Options
   
   
   1. Employment - Community Rehabilitation Programs
      Employment in a non-integrated setting is not an allowable successful outcome.  If employment occurs in a community rehabilitation program it must have received prior approval as a "job in an integrated setting."
      
      
   2. Homemaker
      "Homemaker" is recognized as gainful work. This may be an appropriate occupation for any consumer, man or woman, depending upon his/her needs and circumstances. The consumer must meet the criteria for becoming a "homemaker" before being placed in this status. (Chapter II, 2.)
      
      
   3. Unpaid Family Worker
      An unpaid family worker receives no direct pay for the work he/she does. This consumer works without pay in a family business (i.e., farm, store, etc.).
      
      
   4. Self-Employment Enterprise
      When a consumer has not accepted full-time or part-time job placement on a salaried or commission basis with any person or firm but is engaged in a gainful business activity, he/she is self-employed. This will be discussed in detail in Chapter 9E - Training Programs.
      
      
   5. Supported Employment (SE)
      SE is a rehabilitation option designed to maximize the employment opportunities for individuals with the most severe disabilities who have traditionally been excluded from participating in integrated competitive employment situations. See Chapter IX (9L) - Supported Employment Program - for more extensive information.
      
      
   6. Schedule A - Appointments to Federal Agencies
      This appointing authority is designed to be used as an alternative route to federal service for individuals with disabilities who would face substantial barriers to employment through the regular competitive examining process. This means that the disability or combination of disabilities is so severe that a person's capabilities cannot be adequately evaluated under the usual examining procedures, such as a written test if required, timed skills tests, or by an assessment of past work experience and/or education.
      
      The Schedule A appointment differs from a competitive appointment in that a specific position is "excepted" or removed from the competitive service. As part of the appointing process, the skills and abilities of the applicant with a disability are carefully matched to the tasks of a specific job, not an entire class of positions. Therefore, the applicant with a disability is not in competition with other applicants who have established eligibility, not only for the position in question but for similar jobs in the same occupational series. (See Chapter IX (O) for the Guidelines for Determining Eligibility for Schedule A Appointments to Federal Agencies.)
      
      Federal agencies may appoint an individual with a disability to a Schedule A appointment in one of the following ways:
      
      
      1. If a person served on a 700-hour trial appointment which was made by the agency by applying minimum qualification standards, he/she may be converted to an excepted appointment with appropriate documentation. The appointee must have successfully demonstrated the ability to do the job under a temporary trial appointment during a period within 12 months immediately preceding the conversion;
      2. If the person was certified by the state vocational rehabilitation counselor or a Veterans Administration rehabilitation counselor to the 700-hour trial appointment, the agency may use this documentation for conversion to an excepted Schedule A appointment; and
      3. A person may be appointed directly to the excepted appointment. The agency accepts a certification from the Veterans Administration or the state vocational rehabilitation agency in lieu of successful job performance under the 700-hour appointment. The certification must meet the same criteria as that used in the 700-hour appointment.
         
         
   7. Conversion to Competitive Service
      After two years of successful performance in a continuing position, an employee serving the excepted service under Schedule A may be non-competitively converted to a career-conditional appointment with the recommendation of his/her supervisor.
      
      
   8. Employment in the U.S. Postal Service
      The U.S. Postal Service is exempt from both Schedule A and B appointments. Contact the local postmaster or personnel administrator in the post office for information regarding employment.

Services

Provision of Services

The following services can be provided in Job Ready. A determination of financial need is required when VR funds are provided in items 7-11.

1. Counseling and guidance;
2. Diagnostic services;
3. Interpreter services for the deafblind;
4. Translator services;
5. Rehabilitation technology assessment;
6. Adaptive equipment that is necessary for the individual to be able to perform the job;
7. Maintenance;
8. Occupational licenses;
9. Services to family members;
10. Tools and equipment;
11. Transportation;
12. Rehabilitation technology services; and
13. Other goods and services.

Documentation Requirements

1. Actions Required
   
   
   1. Complete amendments or add services, such as job search activities, on the AWARE IPE service plan;
   2. Secure bids when tools or equipment are provided, and complete the Equipment Agreement Form in the AWARE Letters Catalog or the Equipment Agreement. (Word);
   3. Distribute AWARE Vendor Authorization(s) and other required agency forms as required to appropriate parties, including the consumer;
   4. Process any outstanding consumer service bills; and
   5. Change status by completing the all required documentation in AWARE.
      
      
2. In Status Over Four Months
   
   Cases should not remain in Job Ready for more than four months without recording an explanation on an AWARE Case Note. It is recommended that those cases be staffed with the regional manager for the purpose of "brainstorming" to identify new placement strategies.

Movement from Job Ready

1. Move to Guidance and Counseling;
2. Move to Physical and Mental Restoration;
3. Move to Training;
4. Move to Employment Start; and
5. Move to Closure (Not Rehabilitated).

Employment - Follow-up

1. Employment Start
   
   Employment Start is when a consumer receives VR services and has entered employment, including those who are functioning as a homemaker. Consumers in Employment Start may still be receiving rehabilitation services, such as transportation or maintenance. The purpose of Employment Start is to assure that the counselor follows the case for a minimum of 90 days after the consumer enters employment in order to resolve any adjustment problems which the consumer may have prior to closure.
   
   
2. Counselor's Role
   
   
   1. Suitable Employment
      
      The counselor is expected to maintain contact with the consumer on the job to determine if the employment is suitable and make the determination using the following criteria:
      
      
      1. The consumer and the employer are each satisfied;
      2. The consumer is maintaining adequate interpersonal relationships and acceptable behavior in the job environment;
      3. The job is consistent with the consumer's abilities and interests;
      4. The consumer possesses acceptable skills to perform work satisfactorily; and
      5. The employment and working conditions will not aggravate the consumer's disability or jeopardize the health or safety of the consumer.
         
         
   2. VR Employment Start Report
      
      This report is located in AWARE as the New Employment datapage.  It must contain:
      
      
      1. The name of employer, job title and a brief description of the job the consumer is entering;
      2. Weekly earnings;
      3. Explain how the job was located/acquired;
      4. Explain why the job seems suitable for the consumer;
      5. Explain any problems which the consumer may be having on the job (ability to do the job tasks, work with others, transportation, housing, etc.) and what is being done to resolve any problems;
      6. If the job obtained constitutes a major change in the consumer's vocational goal, explain why; and
      7. Mention any outstanding bills.
         
         
   3. Other Conditions
      
      When a consumer desires to accept and remain on a job that, in the opinion of the counselor, is not compatible with physical capacities, mental and educational abilities, or not of a permanent nature so as to assure continued self-support, the consumer's right of choice must be recognized. However, the counselor should help the consumer to understand the situation, by providing adequate information so a sound decision can be made, and encourage a suitable course of action.
      When a consumer accepts a job which fails to meet one or more of the conditions of suitable employment, the counselor will record on the above narrative report that:
      
      
      1. An explanation has been given the consumer as to the unsuitable aspects of the job;
      2. The consumer has elected to stay on the job in spite of the explanation; and
      3. The consumer was informed that additional vocational rehabilitation services may be requested by the consumer in the event the job does not prove suitable.
         
         
   4. Follow-up Services
      
      Vocational rehabilitation counselors are required to provide regular follow-up contacts with consumers placed in employment and document pertinent information in AWARE Case Notes. If the counselor has established credibility with the employer and the consumer, then he/she will be contacted if and when anything goes wrong in the early stages of employment. It is at this stage that the counselor serves as both a counselor for the individual and as a consultant for the employer to work through any problems that might arise at this time. Remember that most of the problems that occur at this stage are problems with communication between the employer and the new employee. "Retention Consulting" can include issues of language for non-English speaking persons, job accommodations and equipment for individuals with disabilities, training and supervision for the specific job, and behavior in general for consumers with little work experience.
      The counselor should request that each employer inform him/her of any critical decisions involving the new employee. This gives the counselor a chance to "work things out" and assist when necessary.
      The counselor should maintain contact with the newly employed consumer. Many times a counselor can help solve problems between the employee and employer.

Services

Provision of Services

The following services can be provided in Employment Start. A determination of financial eligibility is required when VR funds are provided in items 7-11.

1. Counseling and guidance after placement;
2. Diagnostic services;
3. Interpreter services for the deafblind;
4. Translator services;
5. Rehabilitation technology assessment;
6. Adaptive equipment that is necessary for the individual to be able to perform the job;
7. Maintenance;
8. Occupational licenses;
9. Services to family members;
10. Tools and equipment;
11. Transportation;
12. Rehabilitation technology services; and
13. Other goods and services.

Documentation Requirements

1. Actions Required
   
   
   1. Complete amendments or add services on AWARE IPE Service Plan;
   2. Distribute AWARE Vendor Authorization(s) and other required agency forms;
   3. Process for payment outstanding consumer service bills;
   4. Complete the AWARE Equipment Agreement Form in the Letters Catalog or the Equipment Agreement Form (Word) (DBVI-04-031) when tools or equipment are provided; and
   5. Complete the AWARE New Employment datapage to enter case into Employment Start.

Movement from Employment Start

1. Move to Counseling and Guidance;
2. Move to Physical and Mental Restoration;
3. Move to Training;
4. Move to Job Ready;
5. Move to Employment Start; and
6. Move to Closure (Not Rehabilitated).