DVR Statewide Customized Employment Services Updates · 2020. 6. 9. · Allow for questions – 5-10 min.\爀屲If you a DVR staff viewing this presentation as part of the study hall
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Spring 2020 Release DVR Statewide Service Updates Customized Employment ANDY JOHNSON
• Understand how to Resolve Case issues – curveballs
Training Objectives
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Presentation Notes
The objectives for this presentation include: Understanding Customized Employment Services Knowing how a sample case will normally progress Understanding how to resolve some case issues
• Understand changes to Reporting
• Understand changes to the DVR statewide Fee Schedule
• Understand available Tools and Resources
Training Objectives (cont.)
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Presentation Notes
Understanding changes to reporting requirements Learning about changes to the DVR statewide fee schedule And understanding the available tools and resources
• Process for changes:
oResearch
oFeedback
oWorkgroups
oStakeholder Feedback
oEditing
Technical Specifications and Fees
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A multi-level strategy was used to update the technical specifications including reviews of other states' services and surveys sent to providers. Discussions also took place with DVR leaders, staff, service providers, and stakeholders. Workgroups were convened and reviewed the old tech specs, and changes were identified and drafted. Budget considerations were reviewed, and fee changes were identified. Drafts were then edited and added to the DVR web pages.
DVR Service Provider Webpage
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DVR External page. 3rd box (Partners) – 2nd bullet point
DVR Service Provider Webpage
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This is what you will see when you access the tech specs from the DVR webpage. It will have a summary section, service details, description of the fee schedule, list of forms and reports, and provide a listing of helpful resources and links to use when considering the services.
• Customized Employment uses an approach called Discovery to identify consumer strengths, then:
o Match those strengths to meeting business needs
o Develop a job customized to the individual
Service Description
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Presentation Notes
Customized Employment uses an approach called Discovery. This is used to identify the strengths of an individual seeking competitive integrated employment. These strengths are then matched to fill the needs of a business and then a job is customized to the individual. Identify all services in category Identify fee increases Identify new services Describe any qualifiers for the service Coordination of the parties involved Duplicate the slide as needed
• When to consider using CE
• With or without LTS
• Customized job in lieu of traditional job
Customized Employment (CE)
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Customized Employment may be used when typical supported employment strategies have not been successful or when it is believed that customized strategies may be more successful in meeting individual support needs. This may also be appropriate if the consumer cannot perform the necessary tasks of an existing job. Customized Employment works well when there is a long-term support provider identified early on in the process; however, this should not be a qualifier for Customized Employment. With no known provider of long-term support, the VRC should refer the consumer to the Aging and Disability Resource Center for a functional screen or explore other long-term support options including natural support at work. As the name suggests, Customized Employment involves customizing a job to the individual. This means that the job sought for the consumer will be negotiated with the employer based on employer-need and not be a traditional job with traditional job requirements. Include description from the tech spec document-Can be summarized Identify all services in category Identify fee increases Identify new services Describe any qualifiers for the service Coordination of the parties involved Duplicate the slide as needed
• DVR Post-Discovery Profile meeting/assessment
• DVR 60-day on-the-job meeting
• Before transition to long-term support
Review of Coordinated Plans
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There should be a coordinated review of plans when the Discovery profile has been completed, after 60-days on the job, and before transition to long-term support. Other meetings can occur as the team feels is necessary. Identify all services in category Identify fee increases Identify new services Describe any qualifiers for the service Coordination of the parties involved Duplicate the slide as needed
• Discovery/Discovery Profile ($950)
• Job Preparation and Development Plan ($250)
• CE Job Development, Hire, and Reports ($1,500 – $2,100)
• Transition to Long-Term Supports ($1,200)
• Retention Services and Transition to Long-Term Supports ($500)
Service Fees
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Presentation Notes
We have added a payment for the Job Preparation and Development Plan ($250) and for Job Retention Services and Transition to Long-Term Support Services ($500) after 6 months of Systematic Instruction. All other services fees have remained the same. Identify all services in category Identify fee increases Identify new services Describe any qualifiers for the service Coordination of the parties involved Duplicate the slide as needed
• Discovery and Discovery Profile Service Details
o Daily life activities transformed into vocational strengths
o Seeks to understand the individual
o Three-part process:
1. Summary of preparation activities
2. Transportation planning
3. Plan for future development
o Customized Employment Discovery Profile Report (DVR-18010-E)
Discovery and Discovery Profile
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Part I of the profile, the Intake Interview Summary, is developed during a meeting held prior to the initiation of Discovery. This form summarizes the individual’s life with factual information necessary to accomplish the Discovery interactions. This meeting should include as many members of the consumer's employment team as possible. Part II, the Profile of Discovery, provides the descriptive basis of the profile. A broad range of life domains are described starting with the family and home and proceeding through education, employment, life activities and skill performance. The basis for this description is in person meetings, both in home and a minimum of 4 community locations. The activities should be chosen for the purpose of allowing the consumer to demonstrate skills, interests and abilities. Therefore, they should be activities that the consumer has familiarity, prior experience, and or interest in performing. Part III, the Plan Preparation Summary, allows the service provider to begin to summarize and to translate the information from Parts I and II into a document that provides the preparation necessary for a quality customized plan. These documents utilize a narrative format that may be augmented by digital photos.
• Example: Juan
o Discuss interests and initial goal for employment
o Discovery/Discovery Profile (can be done before IPE) – ROI signed for provider
o Consumer support team
o IPE
o Discovery Process
o Meeting to discuss findings, discussion with support team, and signature or email confirmation
CE Typical Case Progress
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During the initial meetings, Juan can expect that his VRC will talk about his interests and goals for employment. If the VRC and Juan and/or Juan’s guardian feel that CE would be the most appropriate route of supported employment, Discovery should be authorized by his VRC and a release signed for Juan’s choice of CE provider. Juan and his support team which should include his IRIS Consultant or MCO Care Manager and others Juan and his guardian identify as part of his support network team will meet to discuss Discovery and lay out responsibilities and roles for each party. Discovery can be initiated prior to the IPE, but Juan’s IPE should be written within 90 days of being determined eligible for DVR in Category 1. After the Discovery Process has been completed as stated above, Juan and his support team will meet to review the Discovery Profile and talk about how job development will look given his skills and abilities.
• Limited support network – use what you can, ask about neighbors or other acquaintances
• Limited information about skills – consider using a visual resume
• Consumer is not in Category 1 or does not have LTS but may need a customized job
CE Case Curveballs
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Bullet 3 – The CE approach can work right up until the job hire is made and then regular services can take over SI, visual resume, work equipment etc. Add a few common curveballs for each service-Consult colleagues if you are stuck. Include steps for resolution Focus on consumer experience and communication
• CE Job Development Plan Service Details
o 90-day review
o Case note if not in person
o Job Development Plan and Monthly Report (DVR-18028-E)
CE Job Development Plan
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Presentation Notes
This service is intended to lay out the steps to provide CE JD services. A 90-day review meeting, which can be done via email or phone, to discuss responsibilities of each party and update the team. If the meeting is not held in person, there should be a case note in IRIS identifying why the meeting was not required to be in person. There must be a contact standard identified between the consumer and service providers and between the service provider and potential service providers.
CE Job Development PlanTypical Case Progress
• Example: Juan
o Juan’s VRC should authorize for a CE Job Development Plan
o This plan will detail the steps to provide Juan CE job development services
o Plan should include a standard for contact between Juan and the service provider
Presenter
Presentation Notes
After the Discovery Profile has been reviewed, Juan’s VRC should authorize for a CE Job Development Plan. This will detail the steps to provide CE job development services. The service provider should list a contact standard between Juan and them.
• In-Person meeting not possible – case note in IRIS
CE Job Development PlanCase Curveballs
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Presentation Notes
If an in-person meeting is not possible, it can be done via phone or email to document Juan’s approval and that of the support team as well. A case note must be entered in IRIS detailing the reason an in-person meeting was not required or possible.
• CE Job Development, Hire, and Reports Service Details
o Based on Discovery and the Job Development Plan
o DVR and consumer input
• Job Hire and Retention Report (DVR-17037-E)
CE Job Development, Hire, & Reports
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This service is based on the findings of the Discovery Profile and Job Development plan. Service providers will build and foster relationships with businesses and spend extensive time working in the community during this stage of the process. Service providers will visit employers to learn about their business needs and hiring practices. These contacts should be documented in the CE Job Development Plan and Monthly Reports. DVR’s Business Service Consultants should be consulted to maximize potential job leads with area businesses. DVR is responsible for providing information and support to maximize the number of hours that the consumer can work. These will be based on the their stated preferences and abilities. A goal should be established for the number of hours a consumer will work. Discussion of Transition to Long-Term Support should begin at time of hire. Between time of hire and transition to long-term support, acceptable wage documentation should be obtained.
• Example: Juan
o Juan’s abilities, capabilities, and preferences are honored
o Roles and responsibilities are discussed
o Juan’s service provider will work with area businesses to develop leads and build relationships with them
o Juan’s service provider notifies DVR within five (5) days of notice of hire
o DVR authorizes Job/Task Analysis and Monthly Systematic Instruction for Juan
CE Job Development, Hire, & ReportsTypical Case Progress
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Following the review of the job development plan, CE job development should be authorized by Juan’s VRC if it has not already been authorized. Juan’s service provider will work with area businesses to develop leads and build relationships with them. �Juan’s VRC may authorize a work incentive benefits analysis to help guide decisions about maximize the number of hours and rate of pay that Juan wants to work at. Temporary Work or an OJT may be authorized as determined reasonable and appropriate by Juan and his VRC. Systematic Instruction tech specs should be consulted for how to authorize for the job and task analysis and hourly SI during an I/TW or OJT. Once Juan has started a permanent position, SI should be authorized on a monthly rate. Juan’s service provider is responsible for obtaining wage documentation for DVR after Juan has started his job.
• The SE team meets 60 days after hire to discuss progress and identify any needed supports, concerns, or successes
• Documentation of SE team agreement to continue with job until LTS
• Fading and LTS discussions continue
• Wage Documentation
CE Job Development, Hire, & ReportsTypical Case Progress (cont.)
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Presentation Notes
Following the review of the job development plan, CE job development should be authorized by Juan’s VRC if it has not already been authorized. Juan’s service provider will work with area businesses to develop leads and build relationships with them. �Juan’s VRC may authorize a work incentive benefits analysis to help guide decisions about maximize the number of hours and rate of pay that Juan wants to work at. Temporary Work or an OJT may be authorized as determined reasonable and appropriate by Juan and his VRC. Systematic Instruction tech specs should be consulted for how to authorize for the job and task analysis and hourly SI during an I/TW or OJT. Once Juan has started a permanent position, SI should be authorized on a monthly rate. Juan’s service provider is responsible for obtaining wage documentation for DVR after Juan has started his job.
• Equipment needed for work – Resource Ownership
• Job does not work out – resume job development keeping in mind lessons learned from the first hire
CE Job Development, Hire, & ReportsCase Curveballs
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Presentation Notes
Some common curveballs that can happen. One of the issues that can arise is the issue of resource ownership in the event that the consumer needs equipment to be able to work. If DVR is purchasing the equipment for the consumer, then it is the property of the consumer. If the business purchases the equipment to accommodate the consumer, then the equipment becomes a part of the business. Another issue that may come up is job loss. If a consumer loses their job, the support team reconvenes and looks at what went well and what lessons can be learned from the job loss to make the next experience work out. Job development can be reauthorized if it is reasonable and appropriate for the consumer to regain employment.
• CE Transition to Long-Term Support Service Details
o Discussion with support team
o Signature or email confirmation
o At least 90 days after employment began
CE Transition to Long-Term Support
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Presentation Notes
Meeting with the support team including service provider, consumer, DVR, and LTS provider. Others may be included as invited by the consumer. A signature or email confirmation from all parties is required to confirm and document that all parties agree to the transition to Long-Term Support. Transition cannot begin until the consumer has been working at least 90 days.
• Example: Juan
o As Juan nears mastery of his job and is meeting the expectations of the employer and support team, the Transition to Long-Term Support can be discussed via a meeting
o While transition cannot take place before 90 days on the job, when and what transition will look like should be discussed earlier
o Juan’s VRC will follow his progress for at least an additional 90 days after transition to long-term support to ensure that the transition has been successful
CE Transition to Long-Term SupportTypical Case Progress
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Presentation Notes
As Juan nears mastery of his job and is meeting the expectations of the employer and support team, a discussion of the Transition to Long-Term Support can be completed via a meeting. While transition cannot take place prior to 90 days on the job, there should be discussions of when and what transition will look like so that everyone is clear on when Juan is ready to transition for DVR funded support to ICA/MCO-funded support. Roles and expectations should be discussed for future planning with Juan and/or his guardian. Juan’s VRC will follow his progress for at least an additional 90 days after transition to long-term support to ensure that the transition has been made successfully.
• No Long-Term Support – use private pay, natural supports, family/friends, and off-site supports
CE Transition to Long-Term SupportCase Curveballs
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Presentation Notes
If no long term support (either all 24 months of SI has been used or consumer is ready for transitioning from DVR-funded support) – utilize all available resources including natural supports, friends/family as the employer allows, off-site supports, and others as appropriate for the individual.
• CE Retention and Transition to Long-Term Support Service Details
o Same process as CE Transition to Long Term Support, except transition takes place following six months of DVR Systematic Instruction
CE Retention and Transitionto Long-Term Support (6 Months)
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Presentation Notes
This service category follows the same process as Transition to Long Term Support and looks the same. The only exception is that with this service, transition takes place in the months following the 6 month of DVR-funded Systematic Instruction.
CE Retention and Transition to Long-Term Support Typical Case Progress
• Example: Juan
o Juan should see no major changes in services being provided to him with the possible exception of increased fading if that is the expectation of the employer and support team
Presenter
Presentation Notes
Juan should see no major changes in services being provided to him with the possible exception of increased fading if that is the expectation of the employer and support team.
• Other Services – Visual Resume Service Details
o In lieu of a traditional job seeker resume
o Presentation format• Introductory photo
• Images and/or short video clips
• Short and concise narrative
• Task list
• Combined in a presentation binder, jump drive, or other applicable format
Other Services – Visual Resume
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Presentation Notes
No required reporting template for the service. A discussion of the visual resume must be discussed prior to its creation with the consumer and VRC. Visual Resume must include: An introductory photo or image that represents the job seeker in a respectful and competent manner. Images and/or short video clips of skills and abilities that detail experience in relation to potential employer benefits. Succinct narrative that focuses on contributions to potential employers stated in a manner designed to enhance the job seeker from an employer’s perspective. A concluding task list of 8 – 12 tasks to be offered, defined by the job seeker’s interests (from the customized plan), that are matched to the type of business of the employer. Development and layout of the preceding information in a presentation binder (or applicable format, link, etc.) that allows for a free-standing presentation of the job seeker’s information.
• Assistive Technology
• Accommodations
• Consultation with consumer and DVR
Accommodations or Assistive Technology
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Presentation Notes
It may be necessary to use Assistive Technology during the delivery of the service to allow a DVR consumer to fully participate. It may also be necessary to provide accommodations to the service or work environment to allow a DVR consumer to be successful. If a need for accommodations or assistive technology is identified, consultation with the consumer and DVR is needed to coordinate implementation.
• Job Preparation and Development Plan ($250)
• Visual Resume (Optional) ($400)
• Transition to LTS after six months ($500)
Fee Schedule
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Presentation Notes
Note changes to fees of the CE Fee Schedule and Service Notes
Service Notes
$950 Discovery and Discovery Profile Report: Payable upon completion of acceptable service, meeting, plan, and report to DVR within five (5) business days of the conclusion of the last contact with the consumer. Completion of service not to exceed 60 days from issue of service authorization. (Code 073)
$250 Customized Employment Job Preparation and Development Plan: Payable upon completion of acceptable service, meeting, plan, and report to DVR within five (5) business days of the conclusion of the last contact with the consumer. Completion of service not to exceed 45 days from issue of service authorization.(Code 048)
$2,10035+ hours per week and health insurance benefits or 35+hours per week and $12 per hour-or-
$1,90020+ hours per week and health insurance benefits or 20+ hours per week and $9 per hour-or-
$1,500 all other
Customized Employment Job Development and Reports: Payable upon completion of acceptable service, timely monthly progress reports, 90-day plan review and update meetings, and hire report to DVR within five (5) business days of the conclusion of the final month of service and within five (5) days of hire. Initiation of ongoing service not to exceed 30 days from issue of service authorization.
Preferred Placement/Hire Outcome Payment: $2,100 preferred outcome payment – Must have: 35+ hours per week and health insurance benefits or 35+ hours per week and $12.00 hour minimum. $1,900 preferred outcome payment – Must have 20+ hours per week and health insurance benefits or 20+ hours per week and $9.00 hour minimum. $1,700 payment all other. Note: Hire offer for less than 15 hours per week requires DVR approval in advance. (Code 048)
Service Notes (cont.)
$1,200 (6 months or less after hire)
Customized Employment Transition to Long Term Support: Paid only if transition occurs within initial six (6) months of support. This service cannot occur until after the consumer has been employed for a minimum of 90 days. Payable at the time of successful transition. Per DVR supported employment policy, DVR will keep the consumer's case open an additional 90 days for purposes of follow-along support. Payment of this service can be processed upon receipt of an acceptable retention report. (Code 074)
$500 (more than 6 months after hire at transition to LTS)
Customized Employment Retention and Transition to Long Term Support: Paid if transition occurs following initial six (6) months of support. Payable at the time of successful transition. Per DVR supported employment policy, DVR will keep the consumer's case open an additional 90 days for purposes of follow-along support. Payment of this service can be processed upon receipt of an acceptable retention report. (Code 074)
Service Notes (cont.)
Service PO Lines Timeframe Update Timeframe
Discovery 1 6 months max
• CE JD Plan• CE Hire
2 6 months Additional 6 monthsNew PO after 12 months
• CE Retention• Job/Task Analysis• Monthly Systematic
Instruction
3 • 6 months• 60 days• 3 months
(Recommended)
*PO for retention must be created within 10 days of hire notice
Visual Resume* *Other service/optional
1 90 days As needed
Fiscal Considerations
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Presentation Notes
The Discovery Profile should be authorized on one PO for a period not to exceed six months. The CE JD Plan and Hire should be authorized on one PO using two lines and for a period not to exceed six months. The PO may be extended for an additional six-month period if necessary and appropriate and progress continues. An Authorization Update is needed. All JD, SE, IPS, and CE Placement and Hire POs must be cancelled and recreated after the initial 12 months of activity if necessary and appropriate and progress continues. Include the old PO number in the comment of the new PO. When the consumer has been hired DVR should be notified within 5 days of the hire offer. The Job Retention PO should be developed within 10 days of the notice that the consumer has been hired, accepted the job offer and everyone agrees to the position. It is recommended that the full amount be authorized. If retention is invoiced after 6 months, the PO amount will need to be adjusted. A Job and Task Analysis and monthly Systematic Instruction should be authorized upon notice of the hire. The services can be added to the Job Retention PO on two lines-One for the Job/Task Analysis and one for the months needed for Systematic Instruction. 3 months is recommended 1 month per PO line.
• Customized Employment Discovery Profile
• Job Development Plan and Monthly Report
• Job Hire & Retention Report
• Job and Task Analysis and Monthly Systematic Instruction
• Transition to Long Term Support Report
Service Reports/Forms
• Job Center of Wisconsin
• Current list of approved Service Provider Staff
• Approved Customized Employment training
• Essential Elements of Customized Employment Webinar
Service Resources
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Presentation Notes
JCW – main job search hub for WI DWD and partners List of approved CE Service Provider Staff Approved CE training Essential Elements of CE Webinar
Allow for questions – 5-10 min. If you a DVR staff viewing this presentation as part of the study hall and have a question, please refer to the email address listed on this page. If you are a service provider viewing this as part of a training, refer to the email address that was provided at the beginning of this presentation.
As always, if you have additional questions related to this technical specification, feel free to reach out to consult your supervisor, director, or WDA Supported Employment Expert for assistance. I can also be reached using the email address on this page. We can also be reached using the info on this page.
