181.00.04 Ark. Code R. § 001 - Modifications to the Arkansas Unified Five-Year Plan in Accordance with Section 12 of the Workforce Investment Act of 1998
ARKANSAS REHABILITATION SERVICES STATE PLAN SUPPLEMENT
ATTACHMENTS REQUIRED OF ALL AGENCIES
USP Part II -J-9
[Describe the designated State agency's policies, procedures and activities to establish and maintain a comprehensive system of personnel development designed to ensure an adequate supply of qualified State rehabilitation professional and paraprofessional personnel for the designated State unit pursuant to Sec. 101(a)(7) of the Act. (Sec. 101(a)(7))]
Arkansas Rehabilitation Services (ARS)
Policies, Procedures And Activities To Establish And Maintain A Comprehensive System Of Personnel Development
Data on Qualified Personnel Needs and Personnel Development
Arkansas Rehabilitation Services (ARS) maintains a comprehensive data system on personnel and personnel development. Data collected includes the following:
* Number and type of personnel employed in each professional and paraprofessional category:
ARKANSAS REHABILITATION SERVICES STATE PLAN SUPPLEMENT
|
Title |
Total |
Staff |
Vacant |
Male |
Female |
White |
Black |
Other |
Disability |
|
ACCOUNTANT |
1 |
1 |
0 |
0 |
1 |
1 |
0 |
0 |
0 |
|
ACCOUNTING SUPERVISOR II |
1 |
1 |
0 |
1 |
0 |
1 |
0 |
0 |
0 |
|
ACCOUNTING TECHNICIAN II |
8 |
7 |
1 |
0 |
7 |
7 |
0 |
0 |
1 |
|
ADMINISTRATIVE ASSISTANT II |
7 |
7 |
0 |
0 |
7 |
4 |
3 |
0 |
0 |
|
AGENCY PROGRAM COORDINATO |
5 |
5 |
0 |
3 |
2 |
3 |
2 |
0 |
1 |
|
APPLICATIONS & SYSTEMS ANALY |
1 |
1 |
0 |
1 |
0 |
1 |
0 |
0 |
0 |
|
ASST PERSONNEL MANAGER |
1 |
1 |
0 |
0 |
1 |
0 |
1 |
0 |
0 |
|
BAKER I |
1 |
1 |
0 |
0 |
1 |
0 |
1 |
0 |
0 |
|
BAKER II |
1 |
1 |
0 |
0 |
1 |
0 |
1 |
0 |
1 |
|
BLDG PLANT MAINTENANCE SUPV |
1 |
1 |
0 |
1 |
0 |
0 |
1 |
0 |
0 |
|
BLDG PLANT MAINTENANCE SUPV |
2 |
2 |
0 |
2 |
0 |
2 |
0 |
0 |
0 |
|
CARPENTER SUPERVISOR |
1 |
1 |
0 |
1 |
0 |
1 |
0 |
0 |
0 |
|
CHAPLAIN |
1 |
1 |
0 |
1 |
0 |
1 |
0 |
0 |
0 |
|
CHIEF PHYSICIAN SPECIALIST |
1 |
1 |
0 |
0 |
1 |
1 |
0 |
0 |
0 |
|
CLERICAL ASSISTANT |
3 |
1 |
2 |
0 |
1 |
1 |
0 |
0 |
0 |
|
COMPLIANCE ADMINISTRATOR |
1 |
1 |
0 |
1 |
0 |
0 |
1 |
0 |
0 |
|
COMPUTER APPLICATION MANAG |
1 |
1 |
0 |
0 |
1 |
0 |
1 |
0 |
0 |
|
COOK I |
2 |
1 |
1 |
1 |
0 |
0 |
1 |
0 |
1 |
|
COOK II |
5 |
4 |
1 |
2 |
2 |
2 |
2 |
0 |
1 |
|
COORDINATOR OF INTERPRETIVE |
1 |
1 |
0 |
0 |
1 |
1 |
0 |
0 |
0 |
|
CUSTODIAL WORKER II |
14 |
14 |
0 |
7 |
7 |
7 |
7 |
0 |
5 |
|
DENTIST |
1 |
1 |
0 |
1 |
0 |
1 |
0 |
0 |
0 |
|
DIETARY SERVICES DIRECTOR |
1 |
1 |
0 |
0 |
1 |
1 |
0 |
0 |
0 |
|
DIRECTOR MAINTENANCE |
1 |
1 |
0 |
1 |
0 |
1 |
0 |
0 |
0 |
|
DIRECTOR OF PHYSICAL THERA |
1 |
1 |
0 |
1 |
0 |
1 |
0 |
0 |
0 |
|
DP PRODUCTION SCHEDULER |
1 |
1 |
0 |
1 |
0 |
1 |
0 |
0 |
0 |
|
ED COORD VOC PLANNING & EVAL |
1 |
1 |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
|
ELECTRICIAN SUPERVISOR |
1 |
1 |
0 |
1 |
0 |
1 |
0 |
0 |
0 |
|
ELEVATOR OPERATOR |
2 |
1 |
1 |
1 |
0 |
0 |
1 |
0 |
3 |
|
ENGINEER PE |
1 |
1 |
0 |
1 |
0 |
1 |
0 |
0 |
0 |
|
EXECUTIVE SECY/ADMINISTRATIV |
13 |
12 |
1 |
0 |
12 |
6 |
6 |
0 |
0 |
|
EXTRA HELP |
19 |
16 |
3 |
8 |
8 |
8 |
8 |
0 |
0 |
|
FOOD PRODUCTION MANAGER II |
2 |
1 |
1 |
1 |
0 |
1 |
0 |
0 |
0 |
|
FOOD PRODUCTION MANAGER |
1 |
1 |
0 |
0 |
1 |
1 |
0 |
0 |
2 |
|
FOOD SERVICE WORKER II |
6 |
6 |
0 |
3 |
3 |
4 |
2 |
0 |
0 |
|
FOOD SERVICE WORKER III |
3 |
3 |
0 |
1 |
2 |
2 |
1 |
0 |
0 |
|
GENERAL PHYSICIAN |
2 |
2 |
0 |
1 |
1 |
1 |
1 |
0 |
0 |
|
GRANTS COORDINATOR |
1 |
1 |
0 |
0 |
1 |
1 |
0 |
0 |
0 |
|
HABILITATION/REHAB INSTRUCTION |
3 |
3 |
0 |
0 |
3 |
2 |
1 |
0 |
0 |
|
HABILITATION/REHAB INSTRUCTION |
3 |
3 |
0 |
1 |
2 |
2 |
1 |
0 |
0 |
|
HEATING & A/C MECHANIC |
2 |
2 |
0 |
2 |
0 |
2 |
0 |
0 |
0 |
|
HOUSEKEEPER |
2 |
2 |
0 |
0 |
2 |
0 |
1 |
1 |
3 |
|
HOUSEKEEPER SUPERVISOR |
5 |
4 |
1 |
1 |
3 |
1 |
3 |
0 |
0 |
|
HOUSEPARENT I |
10 |
9 |
1 |
0 |
9 |
4 |
3 |
2 |
0 |
|
HSRC DIR OF PHYSICAL THERAP |
1 |
1 |
0 |
1 |
0 |
1 |
0 |
0 |
0 |
|
HSRC MEDICAL SERVICES MANA |
1 |
1 |
0 |
1 |
0 |
1 |
0 |
0 |
0 |
|
INFORMATION SYSTEMS ADMINIS |
1 |
1 |
0 |
0 |
1 |
0 |
1 |
0 |
0 |
|
INTERPRETER II |
5 |
5 |
0 |
0 |
5 |
5 |
0 |
0 |
0 |
|
INVENTORY CONTROL CLERK |
1 |
1 |
0 |
0 |
1 |
1 |
0 |
0 |
0 |
|
INVENTORY CONTROL MANAGER |
2 |
2 |
0 |
0 |
2 |
1 |
1 |
0 |
0 |
|
JOURNEYMAN CARPENTER |
3 |
3 |
0 |
3 |
0 |
3 |
0 |
0 |
0 |
|
JOURNEYMAN ELECTRICIAN |
1 |
1 |
0 |
1 |
0 |
1 |
0 |
0 |
0 |
|
JOURNEYMAN PAINTER |
3 |
3 |
0 |
3 |
0 |
2 |
0 |
1 |
0 |
|
JOURNEYMAN PLUMBER |
2 |
1 |
1 |
1 |
0 |
1 |
0 |
0 |
0 |
|
LAUNDRY SUPERVISOR |
1 |
1 |
0 |
0 |
1 |
0 |
1 |
0 |
0 |
|
LAUNDRY WORKER |
1 |
1 |
0 |
1 |
0 |
0 |
1 |
0 |
1 |
|
LEAD PROGRAMMER/ANALYST |
1 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
|
LPN II/LPTN II |
7 |
7 |
0 |
0 |
7 |
6 |
1 |
0 |
2 |
|
MANAGEMENT PROJECT ANALYS |
1 |
1 |
0 |
0 |
1 |
1 |
0 |
0 |
0 |
|
MANAGEMENT PROJECT ANALYS |
5 |
5 |
0 |
0 |
5 |
5 |
0 |
0 |
0 |
|
MEAT CUTTER II/BUTCHER II |
1 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
|
MEDICAL OR LEGAL SECRETARY |
4 |
4 |
0 |
0 |
4 |
4 |
0 |
0 |
0 |
|
MEDICAL RECORDS ADMINISTRA |
1 |
1 |
0 |
0 |
1 |
1 |
0 |
0 |
0 |
|
MEDICAL TECHNOLOGIST |
1 |
1 |
0 |
0 |
1 |
1 |
0 |
0 |
0 |
|
MEDICAL TRANSCRIPTIONIST |
1 |
1 |
0 |
0 |
1 |
1 |
0 |
0 |
0 |
|
MICRO-PHOTOGRAPHER I |
1 |
1 |
0 |
0 |
1 |
1 |
0 |
0 |
0 |
|
MOTOR VEHICLE OPERATOR |
4 |
3 |
1 |
3 |
0 |
1 |
2 |
0 |
1 |
|
NURSE II |
10 |
10 |
0 |
0 |
10 |
10 |
0 |
0 |
0 |
|
NURSE SUPERVISOR |
2 |
2 |
0 |
0 |
2 |
2 |
0 |
0 |
0 |
|
NURSING ASST II |
15 |
12 |
3 |
4 |
8 |
9 |
3 |
0 |
2 |
|
NURSING SERVICES UNIT MANAG |
1 |
1 |
0 |
0 |
1 |
1 |
0 |
0 |
0 |
|
OCCUPATIONAL THERAPIST II |
4 |
3 |
1 |
0 |
3 |
2 |
1 |
0 |
0 |
|
OCCUPATIONAL THERAPY SUPER |
1 |
1 |
0 |
0 |
1 |
1 |
0 |
0 |
0 |
|
OCCUPATIONAL THERAPY WORK |
2 |
2 |
0 |
0 |
2 |
2 |
0 |
0 |
0 |
|
OFFICE CLERK |
1 |
1 |
0 |
0 |
1 |
0 |
1 |
0 |
0 |
|
ORTHOTIST AIDE |
2 |
1 |
1 |
0 |
1 |
1 |
0 |
0 |
0 |
|
PAYROLL SERVICES SPECIALIST |
1 |
1 |
0 |
0 |
1 |
1 |
0 |
0 |
0 |
|
PHARMACIST II |
1 |
1 |
0 |
1 |
0 |
1 |
0 |
0 |
0 |
|
PHYSICAL THERAPIST ASSISTAN |
1 |
1 |
0 |
0 |
1 |
1 |
0 |
0 |
0 |
|
PHYSICAL THERAPIST II/PHYSICA |
4 |
3 |
1 |
1 |
2 |
3 |
0 |
0 |
0 |
|
PHYSICIAN SPECIALIST |
8 |
7 |
1 |
4 |
3 |
7 |
0 |
0 |
0 |
|
REHAB SPECIAL PROGRAM ADMINISTRATOR |
4 |
4 |
0 |
2 |
2 |
4 |
00 |
0 |
|
|
REHAB SVC FACILITY SPECIALIST |
2 |
2 |
0 |
1 |
1 |
2 |
00 |
0 |
|
|
REHAB VOCATIONAL CONSULTANT |
1 |
1 |
0 |
0 |
1 |
1 |
00 |
0 |
|
|
SECRETARY I |
2 |
2 |
0 |
0 |
2 |
1 |
10 |
0 |
|
|
SECRETARY II |
50 |
44 |
6 |
0 |
44 |
33 |
11 0 |
4 |
|
|
SECURITY OFFICER II |
3 |
3 |
0 |
3 |
0 |
2 |
10 |
0 |
|
|
SECURITY OFFICER III |
1 |
1 |
0 |
1 |
0 |
1 |
00 |
0 |
|
|
SOCIAL SERVICE AIDE II |
1 |
1 |
0 |
0 |
1 |
0 |
10 |
0 |
|
|
SOCIAL SERVICE WORKER II/SOC SVC WK |
1 |
1 |
0 |
0 |
1 |
1 |
00 |
0 |
|
|
SOCIAL WORKER II |
1 |
0 |
1 |
0 |
0 |
0 |
00 |
0 |
|
|
SPEECH PATHOLOGIST II |
2 |
2 |
0 |
0 |
2 |
2 |
00 |
0 |
|
|
SR PRGRAMMER/ ANALYST |
1 |
1 |
0 |
1 |
0 |
0 |
10 |
0 |
|
|
SR REHABILITATION COUNSELOR |
29 |
26 |
3 |
17 |
9 |
20 |
60 |
0 |
|
|
STAFF DEVELOPMENT COORDINATOR |
2 |
2 |
0 |
1 |
1 |
2 |
00 |
1 |
|
|
STATIONARY ENGINEER |
4 |
4 |
0 |
4 |
0 |
3 |
10 |
0 |
|
|
STOREROOM SUPV/STORE SUPV |
3 |
3 |
0 |
2 |
1 |
2 |
10 |
1 |
|
|
SUPERVISOR OF COOKING |
1 |
1 |
0 |
0 |
1 |
0 |
10 |
0 |
|
|
SWITCHBOARD OPERATOR II |
4 |
4 |
0 |
0 |
4 |
4 |
00 |
1 |
|
|
SYSTEMS APPLICATIONS SUPERVISOR |
1 |
0 |
1 |
1 |
0 |
1 |
00 |
0 |
|
|
SYSTEMS COORDINATION ANALYST I |
1 |
0 |
1 |
0 |
0 |
0 |
00 |
0 |
|
|
SYSTEMS COORDINATION ANLAYST II |
1 |
1 |
0 |
1 |
0 |
0 |
10 |
0 |
|
|
VOCATIONAL INSTRUCTOR I |
4 |
4 |
0 |
1 |
3 |
1 |
30 |
0 |
|
|
VOCATIONAL INSTRUCTOR II |
4 |
4 |
0 |
2 |
2 |
2 |
20 |
0 |
|
|
VOCATIONAL INSTRUCTOR III |
17 |
17 |
0 |
7 |
10 |
14 |
30 |
2 |
|
|
VOCATIONAL REHAB EVALUATOR II |
4 |
4 |
0 |
2 |
2 |
3 |
10 |
1 |
|
|
VOLUNTEER PROGRAM DEVELOPER II |
1 |
1 |
0 |
0 |
1 |
1 |
00 |
1 |
|
|
WELDER |
1 |
1 |
0 |
1 |
0 |
0 |
10 |
0 |
|
|
X-RAY TECH SUPV/X-RAY TECH II |
1 |
1 |
0 |
1 |
0 |
1 |
00 |
0 |
|
|
TOTALS |
530 |
482 |
48 |
175 |
307 |
349 |
128 4 |
46 |
*Existing vacancies, turnover rates, and projected separations:
- Existing vacancies are presently at 23. Many vacant positions are not used or ARS is working with OPM to change the classifications or delete the positions because they are no longer relevant to the agency.
- The average yearly ARS turnover rate is 10%.
- Projected yearly separations (including turnover) within ARS is 12%
* Projected client numbers to be served and optimum client/counselor ratio:
83 counselors will serve a target of 2,735 clients. The optimum client/counselor ratio is 330 clients per counselor on average.
* Projected staff requirements for the coming five years:
|
23 Years or More of Service |
Number |
Percent |
|
Management |
51 |
51% |
|
Direct Service Delivery |
30 |
20% |
|
Medical/Allied Health |
5 |
6% |
|
Central Support |
16 |
18% |
|
Direct Service Delivery Support |
15 |
19% |
|
Other Support* |
6 |
12% |
|
TOTALS |
123 |
22% |
*Includes: Housekeeping, Food Service, Elevator Operators,
Laundry, Custodial, Maintenance, Drivers, Security.
|
Years of Service |
Number of Staff |
|
OVER 28 |
57 |
|
28 |
19 |
|
27 |
13 |
|
26 |
12 |
|
25 |
15 |
|
24 |
26 |
|
TOTAL |
142 |
Projected ARS staff requirements for the next five years is approximately 12% a year (turnover, retirements and separations). Management and direct service delivery (professional and support) will be the main needs. ARS have received upgrades for support staff upgrades and has begun a Career Ladder Incentive Program to help with these future needs.
As part of the maintenance of offering a program of development, ARS maintains a list of higher education institutions in the state, which prepare rehabilitation professionals. This listing is maintained by type of program and by category of professional development. ARS also monitors students who enroll in rehabilitation and related programs at each of the institutions and programs by category and the number of students who graduated during the prior year, with and without certification or licensure. The Staff Development sections at ARS and DSB have collaborated to develop and disseminate a formal survey of the higher education institutions each June to assure timely and accurate data for planning proposes. The following is a sample of the yearly survey:
Click here to view image
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Because there is no standard established by the State of Arkansas, ARS bases its personnel standards for counselors on the degree needed to meet the national CRC requirements. CRC requires a Master's degree in rehabilitation counseling or a closely related field, as defined by the CRC.
Action(s) taken:
Effective October 1, 2007 ARS will hire vocational rehabilitation counselors only in the position classified as Rehabilitation Counselor III. Vocational rehabilitation counselors must be classified as Rehabilitation Counselor III and meet other qualifications in order to become a Senior Counselor. Effective September 30, 2007 all ARS employees in the classification of Rehabilitation Counselor III or Senior Counselor will meet the standard of having a master's degree and either be CRC certified, or eligible to sit for CRC certification. After September 30, 2007 all ARS employees in the position classified as Rehabilitation Counselor III or Senior Counselor, who do not meet the standard of having a master's degree and either CRC certification, or eligibility to sit for CRC certification, will be reclassified to the position of Rehabilitation Counselor II. The counselors who do not meet CSPD requirement and are reclassified to the position of Rehabilitation Counselor II will be required to have prior approval on cases where paid for service are planned on their IPE. The District Manager or their designee will provide prior approval.
Action(s) needed:
Formally adopt and communicate the master's degree standard in ARS. The state Office of Personnel Management (OPM) is aware of our efforts to do this. We are preparing to go before the upcoming legislative session to get counselor positions minimum qualification changed.
* NEW STAFF
All personnel hired by ARS in any position classified as a Rehabilitation Counselor III or Senior Counselor will meet the standard of a master's degree and/or be CRC certified. When there is not an applicant with the master's degree, ARS will permit the hiring of a bachelors degreed counselor in a Counselor II position with a condition of employment that the person will seek and obtain a masters degree within three years of employment.
Action(s) taken:
Requested that Office of Personnel Management (OPM) align the state class specifications with the state qualification and implementation criteria to read that the minimum education qualification is a Master's Degree rehabilitation counseling for Senior and III Rehabilitation Counselor positions. We are still working with OPM to make this necessary change. We now advertise for a Counselor II position with the preferred qualification being a Master's Degree in Rehabilitation Counseling and CRC certified. Documentation on requirements of the Rehab Act for these standards will be presented during the next legislative session.
Requested that Office of Personnel Management (OPM) change the minimum education qualification for Rehabilitation Counselor III positions to a Master's Degree in rehabilitation counseling two years of experience. We also requested Senior Rehabilitation Counselor positions be changed to a Master's Degree in rehabilitation counseling, three years of experience, and a CRC Certification. OPM is seriously considering these changes. ARS will have to modify classification and job duties to reflect changes that are different from other titles that are similar within other state agencies.
Action(s) taken:
ARS has devised and implemented recruiting strategies to identify potential applicants for vacancies.
* EXISTING STAFF:
ARS currently has 47 out of 83 counselors that meet the national CRC standard. (We presently have 11 unfilled counselor positions.) The priority of training and development within CSPD continues to be emphasized for direct service delivery personnel in ARS. ARS presently has 22 counselors involved in distant learning graduate training programs in order to become eligible to sit for CRC exam. ARS has 14 counselors that are not eligible to sit for CRC or involved in a learning program. Of these, 4 are counselors who have between 16-25 years of career service and 10 are counselors with 25 or more years of service and are eligible to retire. Preference for training is given to the higher priorities during the fiscal year based on availability of training funds.
Priority 1: Counselors with related bachelor's degrees who have completed graduate hours in a rehabilitation counseling program and/or are currently enrolled or accepted into a program. (17 counselors)
Priority 2: Counselors with related master's degrees (as per CRC criteria for eligibility-categories D.1 to D.4) who will need from one to six graduate courses for CRC exam eligibility. (4 counselors)
Priority 3: Counselors with a Master's Degree who express interest in obtaining masters degree in rehabilitation counseling. The counselors in this priority would have between 1 and 15 years of career service with the state. (1 counselor)
Priority 4. Counselors who have between 16-25 years of career service with the state and are not eligible to sit for CRC or involved in a learning program. (4 counselors)
Priority 5: Counselors who have 25 or more years of career service with the state and are not eligible to sit for CRC or involved in a learning program. (10 counselors)
In all priority categories, counselors who receive educational assistance would be expected to comply with the provisions of the ARS Educational Leave Policy and agree to continue working with the agency for two years for every 9 credit hours completed.
Action(s) taken:
Determined availability of ARS resources to fund training. The Federal In-Service Training Grant FY 2001-2005 has increased tuition and textbook expenditures.
A request for a waiver of regulations preventing payment for college courses leading to a degree from the Department of Finance and Administration has been approved for the Federal In service Training Grant FY 2001-2005.
Identified alternative methods of funding for education.
We presently have two VR Counselors involved in distance-learning course work at the University of North Texas, at no cost of tuition to the agency. Two of our counselors are recent graduates of this program. Other VR counselors who do not meet the requirements of CSPD are encouraged to enter the program at the University of North Texas.
Identified methods and opportunities for training (e.g., traditional classroom, distance learning, etc.). Fifteen counselors are enrolled at the University of Arkansas at Little Rock. There are seven individuals enrolled in the graduate distance- learning program at the University of North Texas.
* RECRUITING:
When recruiting for Rehabilitation Counselor vacancies, ARS vacancy announcements state that MRC and CRC are preferred. Applicants who have the preferred qualifications are referred for interview. If a selection cannot be made from those candidates, a candidate with the State minimums may be hired, subject to the condition that the master's degree will be obtained within a specified time.
The Rehabilitation Counselor III is functionally the entry-level counselor position. Because of the state's salary structure, ARS have had a difficult time recruiting at the lower classification levels. ARS is now hiring Counselor II level, with promotion opportunities being made available once the individual meeting the standards for the Counselor III level.
Action(s) taken:
Requested change from OPM to require master's degree in Rehabilitation Counseling for the Rehabilitation Counselor III positions with two years of experience needed. This is still pending.
OPM has approved ARS request to use Extra Help positions for Rehabilitation Counselor Interns, allowing ARS to initiate a paid internship program. The minimum qualifications for the Intern are the same as a Counselor I position - bachelor's level. This program has been in effect for one year, with excellent success.
Action(s) needed:
A Human Resource Development component of the CSPD team reviews and oversees the current training levels of all personnel in each category. Required standards and evaluation of training needs and time lines are established. The HRD component develops and monitors agency policy and procedure in terms of hiring, training, or retraining personnel to meet standards. This function includes notifying public agencies and all personnel of those steps and time lines.
Personnel Training, Including Staff Development
ARS ensures that all personnel receive appropriate and adequate continuing education. The agency provides for employees to attend classes, seminars, and conferences, and disseminates information through newsletters, in-service training, workshops, etc.
Several innovative efforts are currently in progress in the area of training and staff development.
* Distance Learning - Technology equipment is in place and is being used to present an ongoing series of conferences and courses to virtually all employees through the use of local down-links and the Internet.
* HRD has initiated a series of institutes and training programs that have included every ARS employee.
* Online training is being conducted to address agency needs. These brief training program include topics that ARS has identified as important to ARS operational effectiveness such as sexual harassment policies and hiring practices.
* Performance Evaluation and Training Needs - Each Employee Performance Evaluation addresses training needs. These needs receive priority for funding. In those cases where sufficient common training needs are identified, the agency develops and provides this training to groups.
* Cooperative Relationships - The agency will continue close associations with the Arkansas Rehabilitation Continuing Education Program through the University of Arkansas. ARS staff serves on advisory boards and steering committees for both organizations, and are able to influence the type of research, training, development, and consultation provided by these organizations to meet ARS needs.
* Technology Training - The agency offers ongoing training programs for professional and paraprofessional personnel in the area of technology. . ARS recently opened a computer-training lab that is utilized by all ARS employees. This lab affords the agency the opportunity to provide training on an as needed basis.
* Acquiring and Disseminating Knowledge and Research - ARS staff development section provides training materials offered through the National Clearinghouse at Oklahoma State University, National Rehabilitation Association professional organization publications and the Institute on Rehabilitation Issues documents. These materials, articles and research results documentation that provide this agency's professional staff with much needed latest information that is useful in working with our customers.
* Workforce Investment Act of 1998 and Rehabilitation Act Amendments of 1998 -The Agency has conducted extensive training on Workforce Investment Act of 1998 and Rehabilitation Act Amendments of 1998, and key components of the Acts are incorporated into new employee orientation and training. Collaboration and cooperation with out partnering state agencies are continuing. The agency is being kept updated with the latest development of the Workforce Investment Act that is before Congress at this writing.
Special Communication Needs Personnel Training
ARS will continue to employee personnel who are able to communicate in the native languages of applicants for service and clients who have limited English speaking ability. ARS also provides special communication modes such as interpreters, captioned videos, specialized telecommunications services and material for individuals who are deaf and deaf-blind as well as other specialized media systems for individuals with disabilities. Whenever possible, people with needed language skills are hired, Special equipment is provided as needed. Interpreters are provided in service settings when needed. Sign language skills are included as a minimum qualification for positions providing services to deaf persons. When needed, special entry rates are offered to persons who possess needed special language or communication skills. ARS also is providing training opportunities in Spanish. Arkansas is experiencing a large influx of Spanish speaking citizens into the state and these citizens are now requesting our services. The agency is providing assistance to our employees in order to help them accommodate these needs.
Performance Evaluation System
ARS continues the process of continuously examining and modifying its personnel evaluation system, particularly with rehabilitation counselors, to emphasize serving persons with the most severe disabilities. Performance evaluation focuses on accomplishing the purposes of the Act and Federal Regulations. The Evaluation in no way impeded the accomplishment of the purpose and policy of the Act.
Coordination with Personnel Development under IDEA
ARS coordinates its comprehensive system of personnel development with personnel development under IDEA. ARS provides training opportunities for our direct service support personnel in the areas of transition. Key VR counselors are involved with the Local Education Agency (LEA) Supervisors that are provided by Special Education within the state. ARS VR counselors are involved in annual transition coordination meetings. Information on IDEA is forwarded to all ARS employees including the latest IDEA reauthorization proceeding that are ongoing.
USP Part II-D-19 to D-22
[Assess the needs of individuals with disabilities in the State, particularly the vocational rehabilitation needs of individuals with the most significant disabilities (including their need for supported employment services), individuals with disabilities who have been unserved or under-served by the vocational rehabilitation program, and individuals with disabilities served through other components of the statewide workforce investment system. (Sec. 101(a)(15)(A)(i)(I-III) and Sec. 625(b)(2))]
Arkansas Rehabilitation Services (ARS)
Arkansas Rehabilitation Services (ARS) is the state program that provides vocational rehabilitation services to assist individuals with significant disabilities in becoming employed and living independently (with the exception of DHS-Division of Services for the Blind).
The Vocational Rehabilitation program is essentially an eligibility program rather than an entitlement program. An applicant's receipt of vocational rehabilitation services is contingent on eligibility criteria set forth in the Rehabilitation Act (Section 102 ). While the presence of a significant disability and financial eligibility are necessary, vocational goals guide the identification of need for specific services. Given these criteria, the identification of the Vocational Rehabilitation program constituencies at the national and state levels has been filled with challenges. The lack of valid and current statistical information on individuals with significant disabilities and their socio-demographic characteristics, as well as the proportion among them that would pursue employment and careers, defy attempts to accurately measure their needs.
Needs assessment is further complicated by the fact that, with regard to vocational rehabilitation services, need for specific services is contingent on the consumer's vocational goal, i.e. the concept of "need" becomes a relational concept. As such, the assessment of specific vocational rehabilitation services needs requires information that transcends consumers' socio-demographic attributes.
In this context, another caveat to note is the nature of the services the vocational rehabilitation program offers. These are specified in the Rehabilitation Act (Section 103 ) and may not include all the services sought by eligible consumers with significant disabilities. Moreover, the needs of consumers who apply for services and are deemed ineligible fall outside the legislated mandate of the program. In sum, the needs assessment of under-served consumers assumes a primary importance. Traditionally, under-served groups have been defined as minorities, women, and the poor.
Needs of consumers with significant disabilities who are accepted in the program are jointly identified, discussed, agreed upon, and formalized in the Individualized Plan for Employment (IPE) which is signed by both the consumer and the counselor. Therefore, tallies of services delivered to eligible consumers who exited the program represent valid estimates of needs as perceived by the consumers as well as the rehabilitation professionals who serve them. The comparisons of services needed by under-served groups and other rehabilitation constituencies would provide insights as to potential shortcomings in service delivery to these populations.
The approach described above - to provide empirically grounded estimates for the various rehabilitation service needs of consumers participating in the program - had to be revised to accommodate RSA changes in the R-911 reporting requirements. Since services that have been subsumed in the past under other services were singled out for reporting, this information could not be extricated from records pre-dating the change. Other consumers' needs were addressed as part of their rehabilitation programs but not recorded as a service. Augmentative skills training and job readiness training are good examples. Given that the consumers' rehabilitation programs are more likely to extend over a number of years and the R-911 documenting the services they have received is a closure system, the number of recipients in most service categories is grossly underestimated. A number of strategies have been used to reach more reliable estimates.
* Use of FY 2002 rates for services to consumers received and recorded under the new R-911, and extending them to the eligible population closed.
* Use of conceptual relations between some services and sub-populations of consumers most likely to need the service to compute a service rate.
Use of earlier records to extrapolate service rates in various socio-demographic characteristics and to apply them to the population of consumers served in FY 2002.
Attachment D-1 contains tables assessing the needs for Vocational Rehabilitation Services for eligible consumers.
Tables found in USP Attachment D-1, Pages 1-4
Table 1
Empirically Grounded Needs For Vocational Rehabilitation Services For Eligible Consumers With Significant Disabilities To Achieve An Employment Outcome - FY 2004
|
Services |
Needs for Services (26 & 28) |
|
|
N |
% |
|
|
Assessment |
2165 |
73.64% |
|
Diagnosis-treatment |
148 |
5.00% |
|
Counseling & guidance |
2508 |
85.31% |
|
College or university training |
882 |
30.00% |
|
Occupational/vocational training |
411 |
14.00% |
|
On the job training |
59 |
2.00% |
|
Remedial or literacy training |
88 |
3.00% |
|
Job readiness training |
79 |
2.69% |
|
Augmentative skills training |
55 |
0.70% |
|
Miscellaneous training |
147 |
5.00% |
|
Job search assistance |
1138 |
38.71% |
|
Job placement |
1022 |
34.76% |
|
On the job supports |
45 |
1.53% |
|
Transportation services |
249 |
10.00% |
|
Maintenance |
235 |
8.00% |
|
Rehabilitation Technology |
352 |
12.00% |
|
Reader services |
0 |
0.00% |
|
Interpreter services |
46 |
1.56% |
|
Personal attendant services |
44 |
1.50% |
|
Technical assistance services |
15 |
0.50% |
|
Information and referral services |
44 |
1.50% |
|
Other services |
147 |
5.00% |
|
Total = 2940 |
||
Table 2
Distribution by Minority Status
Empirically Grounded Needs For Vocational Rehabilitation Services For
Eligible Consumers With Significant Disabilities
To Achieve An Employment Outcome - FY 2004
|
Services |
Minorities* |
Non-Minorities* |
||
|
Services Needed |
Services Needed |
|||
|
N |
% |
N |
% |
|
|
Assessment |
544 |
74.93% |
1621 |
73.22% |
|
Diagnosis-treatment |
96 |
13.22% |
52 |
2.35% |
|
Counseling & guidance |
625 |
86.09% |
1883 |
85.05% |
|
College or university training |
185 |
25.48% |
697 |
31.48% |
|
Occupational/vocational training |
114 |
15.70% |
297 |
13.41% |
|
On the job training |
38 |
5.23% |
21 |
0.95% |
|
Remedial or literacy training |
21 |
2.89% |
67 |
3.03% |
|
Job readiness training |
27 |
3.72% |
52 |
2.35% |
|
Augmentative skills training |
20 |
2.75% |
35 |
1.58% |
|
Miscellaneous training |
35 |
4.82% |
112 |
5.06% |
|
Job search assistance |
269 |
37.05% |
869 |
39.25% |
|
Job placement |
244 |
33.61% |
778 |
35.14% |
|
On the job supports |
13 |
1.79% |
32 |
1.45% |
|
Transportation services |
199 |
27.41% |
50 |
2.26% |
|
Maintenance |
49 |
6.75% |
186 |
8.40% |
|
Rehabilitation Technology |
84 |
11.57% |
268 |
12.10% |
|
Reader services |
0 |
0.00% |
0 |
0.00% |
|
Interpreter services |
12 |
1.65% |
34 |
1.54% |
|
Personal attendant services |
10 |
1.38% |
34 |
1.54% |
|
Technical assistance services |
4 |
0.55% |
11 |
0.50% |
|
Information and referral services |
10 |
1.38% |
34 |
1.54% |
|
Other services |
50 |
6.89% |
97 |
4.38% |
|
Total 26 & 28 = 2940 Total non-minorities = 2214 |
||||
Table 3
Distribution by Gender Empirically Grounded Needs For Vocational Rehabilitation Services For Eligible Consumers With Significant Disabilities To Achieve An Employment Outcome - FY 2004
|
Services |
Male* |
Female* |
||
|
Services Needed |
Services Needed |
|||
|
N |
% |
N |
% |
|
|
Assessment |
1034 |
75.04% |
1131 |
72.41% |
|
Diagnosis-treatment |
62 |
4.47% |
86 |
5.53% |
|
Counseling & guidance |
1200 |
87.08% |
1308 |
83.74% |
|
College or university training |
413 |
29.95% |
469 |
30.04% |
|
Occupational/vocational training |
221 |
16.05% |
190 |
12.16% |
|
On the job training |
28 |
2.00% |
31 |
2.01% |
|
Remedial or literacy training |
41 |
2.99% |
47 |
3.00% |
|
Job readiness training |
41 |
2.98% |
38 |
2.43% |
|
Augmentative skills training |
26 |
1.86% |
29 |
1.88% |
|
Miscellaneous training |
69 |
4.99% |
78 |
5.01% |
|
Job search assistance |
560 |
40.64% |
578 |
37.00% |
|
Job placement |
531 |
38.53% |
491 |
31.43% |
|
On the job supports |
25 |
1.82% |
20 |
1.28% |
|
Transportation services |
117 |
8.46% |
132 |
8.48% |
|
Maintenance |
110 |
7.98% |
125 |
8.00% |
|
Rehabilitation Technology |
165 |
11.95% |
187 |
11.99% |
|
Reader services |
0 |
0.00% |
0 |
0.00% |
|
Interpreter services |
17 |
1.23% |
29 |
1.86% |
|
Personal attendant services |
25 |
1.84% |
19 |
1.20% |
|
Technical assistance services |
10 |
0.72% |
5 |
0.33% |
|
Information and referral services |
16 |
1.17% |
28 |
1.79% |
|
Other services |
67 |
4.89% |
80 |
5.10% |
|
Total 26 & 28 = 2940 Total male = 1378 Total female = 1562 |
||||
NEEDS ASSESSMENT METHODOLOGY
The aforementioned discussion calls for truly innovative strategies to collect reliable needs assessment estimates of services, particularly with regard to unserved and under-served populations. ARS proposes to combine traditional, qualitative methodologies such as input from focus groups, town meetings, comments on published/disseminated materials with quantitative estimates derived from surveys and secondary analyses of existing data. Triangulation of findings would ensure a significant level of validity necessary for these results to become the basis for an action plan.
INDIVIDUALS WITH DISABILITIES SERVED THROUGH OTHER COMPONENTS OF THE STATEWIDE WORKFORCE INVESTMENT SYSTEM
The information system necessary to link all the partners and components in the Workforce Investment System is in development at this time. Therefore the data necessary to assess the needs of individuals with disabilities served through other components of the statewide Workforce Investment System is not readily available. In an attempt to gather information on the needs of these individuals, ARS developed a simple survey and questioned partner agencies about services provided to individuals with disabilities through their programs. The survey questions in the are listed below:
NEEDS SURVEY FOR ARKANSAS REHABILITATION SERVICE
Yes _____ No ______
Formal assessment _____ Individual disclosure _______ Referral information ______
Other _______________
The agencies contacted included the following partner agencies in Arkansas: Department of Human Services (DHS), Department of Workforce Education (DWE), Employment Security Department (ESD), Higher Education and Housing, Developmental Disabilities Services, and Urban Development (HUD). Responses were received during the time frame available from DHS and DWE. DHS-Division of Services for the Blind, the Designated State Unit in Arkansas for VR services for individuals who are blind or visually impaired, reported that 2,563 individuals had been served during the past year, receiving all VR services in compliance with the Rehabilitation Act Amendments of 1998. The other agencies reported that data was not available on the number of individuals with disabilities that had requested services or received services. Agencies to which individuals were referred included ARS, Social Security Administration, Centers for Independent Living, Community Rehabilitation Programs, and DHS programs such as Food Stamps, Medicaid and Medicare. The developing Workforce Investment System will be initiating an information system in Arkansas that will collect data on individuals with disabilities. ARS is piloting a new client tracking system that will collect new data required under the WIA such as referrals to other partners for individuals who did not meet the order of selection.
USP Part II -D-34 to D-35
[Provide an assessment of the need to establish, develop, or improve community rehabilitation programs within the State. (Sec. 101(a)(15)(A)(ii))]
Arkansas Rehabilitation Services (ARS)
Community Rehabilitation Programs (CRP's) in Arkansas provide an important array of services to persons with disabilities, and Arkansas Rehabilitation Services (ARS) employs a variety of methods and strategies to accomplish appropriate partnering with these statewide community based programs. Through the process of contracting for rehabilitation related services, ARS is frequently involved in planning for the establishment and development of emerging programs and proactively strives to maximize consumer utilization at the community level whenever possible.
ARS maintains a Community Program Development Section (CPDS) to provide certification and consultation to the CRP's in Arkansas. In order to be reimbursed for services provided, the CRP must be certified by ARS annually, and must maintain compliance with that certification throughout the contract year. The CPDS is also responsible for tracking/documenting consumer involvement in statewide CRP's, and for administering, and maintaining a performance based funding system used by ARS to reimburse CRP's for contracted consumer services. The "1999 Arkansas Standards for Community Rehabilitation Program Certification" is the official guide used to complete CRP certification. This guide is periodically reviewed and amended as needed.
ARS conducts periodic statewide consumer and provider needs studies and obtains public input to help determine the types and levels of services provided by the Community Rehabilitation Programs. Input solicited from CRP's, consumers, providers, and vendors will be incorporated into the standards when deemed appropriate. The "1999 Arkansas Standards for Community Rehabilitation Program Certification" discourages consumer processing type activities, and monetarily rewards timely transition to competitive employment in integrated settings consistent with the consumers demonstrated abilities, and with consideration regarding the individuals informed choice.
As part of the ongoing partnering process with statewide CRP's, and in an effort to provide supportive programmatic and fiscal contract oversight, the CPDS conducts frequent on-site compliance reviews, comprehensive consumer case reviews, consumer satisfaction interviews, and frequent Service to Billing Audits.
In addition to providing consultation and technical assistance as needed, the CPDS coordinates topic specific training for CRP staff through affiliations with colleges/universities in Region VI who offer training designed to enhance skill levels of CRP Directors and program support personnel.
CPDS personnel serve on the Planning and Advisory Committee for the University of North Texas-University of Arkansas sponsored, Continuing Education for Community Rehabilitation Programs (CRP RCEP) training effort. This federally sponsored grant provides training and technical support for CRP's in Region VI. Currently several statewide CRP Directors and support staff along with CPDS personnel are enrolled in the CRP RCEP "Certificate in Management Program".
ARS-CPDS provides CRP's with information on (and encourages participation in) the Javits-Wagner-O'Day (JWOD) Program which is a federal set aside program that provides government contracting opportunities for qualified CRP's. Six CRP's (under contract with ARS) are current participating JWOD contractors. Participation in this program fluctuates annually.
ARS also encourages CRP's to participate in the provisions of ACT 1718, which was adopted during the 2001 regular session of the 83rd General Assembly. Act 1718 serves as Arkansas' state use law, and is designed to promote the purchase of products and services from CRP's by local municipalities and agencies of state government. The ARS CPDS provides technical assistance, and guidance to statewide CRP's relating to act 1718 activities.
The ARS CPDS works closely with the Administrative Boards of Directors and staff of statewide CRP's to encourage program development which provides a realistic work atmosphere, conducive to rapid acquisition of meaningful work related skills leading to timely competitive employment in integrated settings for all referred consumers.
[Include State estimates of the number of individuals in the State who are eligible for services under title I of the Rehabilitation Act, the number of such individuals who will receive services provided with funds provided under part B of title I and under part B of title VI (including, if the designated State agency uses an order of selection, estimates of the number of individuals to be served under each priority category within the order), and the costs of the services provided (including, if the designated State agency uses an order of selection, the service costs for each priority category within the order.) (Sec. 101(a)(15)(B))]
Arkansas Rehabilitation Services (ARS)
Estimates Of The Number Of Individuals In The State To Be Served Under Part B Of Title I - FY 2004
|
Priority Category I: |
Eligible individuals who are most significantly disabled. |
COST |
|
Number to be Served - 2,950 |
Number to be Rehabilitated - 328 |
$ 1,485,190.00 |
|
Priority Category II: |
Eligible individuals who are significantly disabled. |
|
|
Number to be Served - 17,623 |
Number to be Rehabilitated - 2,069 |
$ 9,714,810.00 |
|
TOTAL TO BE SERVED |
TOTAL TO BE REHABILITATED |
TOTAL COST |
|
20,573 |
2,397 |
$11,200,000.00 |
USP Part II -D-33
Estimates Of The Number Of Individuals In The State To Be Served Under Part B Of Title VI - FY 2004
|
Type of individual to be served |
Number Served |
Rehabilitated |
Supported Employment Model |
|
Mental Illness |
52 |
4 |
Job Coach/Mobile Crew Transition Employment |
|
Mild Mental Retardation |
99 |
30 |
Job Coach/Mobile Crew |
|
Traumatic Head Injury |
16 |
2 |
Job Coach/Mobile Crew |
|
Other |
41 |
10 |
Job Coach/Mobile Crew |
|
TOTAL |
208 |
46 |
USP Part II-M-4 to M-11
[Include the results of an evaluation of the effectiveness of the vocational rehabilitation program, and a report jointly developed with the State Rehabilitation Council (if the State has a Council) on the progress made in improving effectiveness from the previous year including: An evaluation of the extent to which program goals were achieved and a description of the strategies that contributed to achieving the goals. To the extent the goals were not achieved, a description of the factors that impeded that achievement. An assessment of the performance of the State on the standards and indicators established pursuant to section 106 of the Act. (Sec. 101(a)(15)(E)(i))]
Arkansas Rehabilitation Services (ARS)
The state vocational rehabilitation programs are enacted through the Vocational Rehabilitation Act (Title IV of the WIA of 1998) and have been provided through state and federal matching funds since 1973. The goals and priorities are reviewed and monitored by the Region VI Rehabilitation Services Administration (RSA). Oversight is provided to ARS by RSA through national benchmarks, evaluation standards and performance indicators, on-site monitoring and the Self-Assessment Guide.
Performance-Based Evaluation
While RSA (Rehabilitation Services Administration) performance-based evaluation focuses on a State agency as the unit of analysis, the National Performance Plan and the standards and indicators outlined by RSA can be quite useful to State agencies in monitoring the functioning of their offices within the State.
To take advantage of this unique opportunity, Arkansas Rehabilitation Services and the Rehabilitation Council of Arkansas elected to generate an evaluation report that would serve both purposes. As indicated in the evaluation report that follows this section, Chart 1 is used to present a summative measure of ARS performance. The Chart 1 document the performance of the agency as a whole. By contrast the tables document the contributions of each field office to that standard and are used in corrective action. Correspondence in the evaluation measures to assess the effectiveness of the program as a whole and at the field office level ensures total alignment and compliance of the vocational rehabilitation program in the state with the vision and goals set forth in Federal Legislation.
RSA specification of performance benchmarks relays an unequivocal message regarding the effectiveness of the State programs it funds. The charts that follow document Arkansas Rehabilitation Services stellar performance in FY 1998. This is due to the close monitoring of the program's activities through monthly reports and feedback to field offices.
This trend is expected to continue as constant efforts are being made in every section toward streamlining and efficiency. Innovative and more cost-effective methods of data collection to meet federal requirements are constantly explored. For example, the distribution of consumer satisfaction survey forms developed by the Rehabilitation Council is becoming an integral part of case closure procedures and serves several purposes in addition to fulfilling a soon to be federal requirement. Access to Social Security and Economic Security Division information is invaluable and cost-effective over other strategies in documenting long-term employment outcomes.
Arkansas Rehabilitation Services' Annual Client Services Review Report for FY 1998 March 1999 is included as Attachment M-3.
USP Part II -M-6
To The Extent That The Goals Were Not Achieved, A Description Of The Factors That Impeded The Achievement Of The Goals
ARS proactive philosophy is such that any anticipated impediment to progress is dealt with in a timely manner. As a result no impediments were detected by the Rehabilitation Services Administration to the achievement of our goals.
USP Part II -M-6 to M-11
An Assessment Of The Performance On The Standards And Indicators Established Pursuant To Section 106
Standard 1: Employment Outcomes
|
Performance Indicator 1.1 |
The number of individuals exiting the VR program who achieved an employment outcome during the current performance period compared to the number of individuals who exit the program after achieving an employment outcome during the previous performance period. [Performance level: Equal or exceed previous performance period.] |
The data indicates that the number of individuals in Arkansas who achieved an employment outcome decreased during FY 2002 the last year that data is available from 2,622 in FY 2001 to 2,003 in FY 2002. This is an decrease of 23.6%.
|
Performance Indicator 1.2 |
Of all individuals who exit the VR program after receiving services, the percentage who are determined to have achieved an employment outcome. [Performance level: 55.8% for General/Combined Agencies.] |
The data indicates that 60.2% of the individuals in Arkansas who exited the VR program after receiving services achieved an employment outcome.
|
Performance Indicator 1.3 |
Of all individuals determined to have achieved an employment outcome, the percentage who exit the VR program in competitive, self-, or BEP employment with earnings equivalent to at least the minimum wage. [Performance level: 72.6% for General/Combined Agencies.] |
The data indicates that the percentage of individuals determined to have achieved an employment outcome, who exited the VR program in competitive, self-, or BEP employment with earnings equivalent to at least the minimum wage was 95.5% in Arkansas which exceeds the federal benchmark of 72.6%.
|
Performance Indicator 1.4 |
Of all individuals who exit the VR program in competitive, self-, or BEP employment with earnings equivalent to at least the minimum wage, the percentage who are individuals with significant disabilities. [Performance level: 62.4% for General/Combined Agencies.] |
The data indicates that of all individuals who exited the VR program in competitive, self-, or BEP employment with earnings equivalent to at least the minimum wage, the percentage who were individuals with significant disabilities in Arkansas was 90.5% which exceeds the federal benchmark of 62.4%.
|
Performance Indicator 1.5 |
The average hourly earnings of all individuals who exit the VR program in competitive, self-, or BEP employment with earnings levels equivalent to at least the minimum wage as a ratio to the State's average hourly earnings for all individuals in the State who are employed (as derived from the Bureau of Labor Statistics report "State Average Annual Pay" for the most recent available year). [Performance level: A ratio of 0.52 for General/Combined Agencies .] |
The data indicates that in Performance Indicator 1.5 in Arkansas the ratio was 0.72, which exceeds the federal benchmark of 0.52.
|
Performance Indicator 1.6 |
Of all individuals who exit the VR program in competitive, self-, or BEP employment with earnings equivalent to at least the minimum wage, the difference between the percentage who reported their own income as the largest single source of economic support at exit and the percentage who reported their own income as the largest single source of economic support at application. [Performance level: 53.0% mathematical difference in percentage for General/Combined Agencies.] |
The data indicates that in Performance Indicator 1.6, the mathematical difference between the percentage who reported their own income as the largest single source of economic support at exit and the percentage who reported their own income as the largest single source of economic support at application was 65.69% in Arkansas which exceeds the federal benchmark of 53.0%.
Standard 2: Equal Access to Services
|
Performance Indicator 2.1 |
The service rate for all individuals with disabilities from minority backgrounds as a ratio to the service rate for all non-minority individuals with disabilities. [Performance level: Ratio of 0.80 for both General/Combined Agencies.] |
The data indicates that in Performance Indicator 2.1, the service rate for all individuals with disabilities from minority backgrounds as a ratio to the service rate for all non-minority individuals with disabilities was 095 in Arkansas which exceeds the federal benchmark of 0.80.
USP Part II -F-32 to F-35
[Describe how the State will utilize funds reserved for the development and implementation of innovative approaches to expand and improve the provision of vocational rehabilitation services to individuals with disabilities under the State plan, particularly individuals with the most significant disabilities. (Sec. 101(a)(18)(B))]
Arkansas Rehabilitation Services (ARS)
Innovative Approaches To Expand And Improve The Provision Of Vocational Rehabilitation Services
Arkansas Rehabilitation Services (ARS) is the state program that provides vocational rehabilitation services to assist individuals with significant disabilities in becoming employed and living independently (with the exception of DHS-Division of Services for the Blind). The state Vocational Rehabilitation programs are funded through the Vocational Rehabilitation Act (Title IV of the Workforce Investment Act of 1998) and have been provided through federal and state matching funds since 1973.
As a result of statewide studies and program evaluation, ARS has implemented the following changes:
[] The Arkansas Rehabilitation Services Operating Policy Manual was revised into a policy and procedures manual. The revised ARS Policy and Procedure Manual was promulgated and effective October 10, 2002. The manual draft document was done by a group of administrators, supervisors, counselors, and rehabilitation assistants from all components of the agency. The State Rehabilitation Council had representation in this group as well as the Client Assistance Project. Policy was selected along with being revised from the present policy/procedure manual and changes made to improve services to the most significant disabled and to be in compliance with Federal regulations. A permanent Policy and Procedures committee has been formed to evaluate policy and procedures on an ongoing basis to assure compliance with state and federal regulations.
[] The agency policy for reimbursing expenditures to Community Rehabilitation Programs is a performance-based system. The system award points to CRP's according to client progress toward employment. As a result of continued emphasis on employment, the performance-based funding system has been revised to place greater rewards on competitive employment outcome and reduce rewards for other steps in the process.
[] ARS updated its Arkansas Standards for Community Rehabilitation Program Certification. This resulted in reduced consumer processing type activities and encourages timely transition to competitive employment in integrated settings consistent with the consumers informed choice.
[] The new ARS client tracking system, Arkansas Rehabilitation Integrated Management Information System (ARIMIS), has been brought on line and in operation since April 2002. The new ARIMIS system is internal to ARS and allows tracking for reporting purposes, review of case status history for counselors and administrators, and eventually purchasing and budgeting with case service funds. In addition, ARS has linked with the State information system, Arkansas Administrative Statewide Information System (AASIS.) This is an external system now required for all state agencies in Arkansas, and includes all purchasing and human resource functions linked into a statewide system. The second phase of the system, which enhances aspects of the system, is being prepared for implementation.
[] The Rehabilitation Council of Arkansas (RCA) has been integrally involved in all aspects of the agency's operations, including planning, personnel policies, and program evaluation studies. The RCA has assigned specific members to be primarily involved with the various aspects of the agency. The responsible persons from the RCA coordinate and report to the RCA at regular meetings.
[] A revision of ARS Comprehensive System of Personnel Development as required by Section 101(a)(7) Rehabilitation Act Amendments of 1998 has been approved by RSA and implemented by the agency.
The primary vehicles for expanding services to individuals with the most severe disabilities continues to be the Agency's order of selection, staff training on severe disability, comprehensive outreach strategies, and special programs to serve groups that have been traditionally unserved or underserved. Policy implementation regarding automatic eligibility and service delivery for Social Security beneficiaries also tends to expand services individuals with the most severe disabilities. The Ticket to Work program which is being implemented in Arkansas will also serve to expand services to individuals with the most severe disabilities. Arkansas is in the second phase round of states to implement the Ticket to Work.
The Order of Selection places persons with the most significant disabilities as the highest priority for receiving services. Coupling this with performance evaluation criteria has resulted in increased outreach at the local level to identify and provide services to the most severely disabled.
Staff will continue to receive special in-service training on issues related to individuals with the most severe disabilities, including technology needs. Emphasis is placed on serving persons with the most severe disabilities at statewide staff meetings, newsletters, and intra-agency correspondence.
Close working relationships with organizations providing education and vocational preparation will continue. ARS staff will continue to serve on advisory boards for local and state school-to-work programs, and one-stop services programs. In this capacity, they will conduct outreach to persons with the most severe disabilities. Close contact with the network of Centers for Independent Living throughout the state is maintained as an outreach effort.
Special programs through the Hot Springs Rehabilitation Center such as the Spinal Cord Injury Program and the Traumatic Brain Injury Program provide opportunities to serve persons that otherwise might not be served.
An individual who is Most Severely Disabled is defined as one who has a severe physical or mental impairment which seriously (1) limits two or more functional capabilities (mobility, communication, self-care, self-direction, interpersonal skills, work tolerance, or work skills) in terms of employment outcome; (2) whose vocational rehabilitation can be expected to require multiple VR services over an extended period of time; and (3) who has one or more physical or mental disabilities.
USP Part II -F-35 to F-36
[Describe the quality, scope, and extent of supported employment services authorized under the Act to be provided to individuals who are eligible under the Act to receive the services. (Sec. 625(b)(3))]
Arkansas Rehabilitation Services (ARS):
Quality, Scope, And Extent Of Supported Employment Services
During FY 2001, funds received under Title VI, Part B, will be assigned on an allocation basis to counselors statewide. Each counselor will have an allocation and will accept referrals from other agencies, programs or other sources. Funds will be used to purchase services from approved vendors. Counselors may also use funds from their Title I allotment to purchase Supported Employment Services. The client population will include individuals with the most significant disabilities including: developmental disabilities, chronic mental illness, traumatic head injury, and deaf and hearing impaired who are determined eligible for supported employment services or in future years with any other most significant disability group from whom continuing support will be available through agency agreement or by natural supports.
Supported Employment Services Operational Objectives
Estimates Of The Number Of Individuals In The State To Be Served Under Part B Of Title VI - FY 2004
|
Type of individual to be served |
Number Served |
Rehabilitated |
Supported Employment Model |
|
Mental Illness |
52 |
4 |
Job Coach/Mobile Crew Transition Employment |
|
Mild Mental Retardation |
99 |
30 |
Job Coach/Mobile Crew |
|
Traumatic Head Injury |
16 |
2 |
Job Coach/Mobile Crew |
|
Other |
41 |
10 |
Job Coach/Mobile Crew |
|
TOTAL |
208 |
46 |
ATTACHMENTS CONTINGENT ON OPTIONS SELECTED
USP Part II -C-14 to C-15
The following agencies, groups or individuals must be consulted, if your unified plan includes Vocational Rehabilitation: State Rehabilitation Council (including the response of the designated State unit to such input and recommendations)
Arkansas Rehabilitation Services
Consultation In The Development Of The Unified State Plan With The State Rehabilitation Council Of Arkansas
Summary of Activities with State Rehabilitation Council of Arkansas
At the beginning of FY 2000 the ARS Commissioner designated the office of Chief of Staff to serve as liaison and coordinate support of the State Rehabilitation Council of Arkansas (SRCA). This helped to create a closer relationship between the SRCA and direct field services operations of the agency.
SRC: Focused on Activities in FY 2003
During FY 2002, the full Council held four (4) quarterly meetings and the various committees held meetings. SRC Committees for 2003 include Quality Assurance, Public Relations and Outreach, Policy and State Plan, Membership, and the Executive Committees. All committees established by the Council are responsible for establishing a committee mission statement and establishing a set of committee objectives for the calendar year. They also review committee mission statements and objectives annually, recommend and make revisions as necessary to achieve the mission of the Council, and report to the Council their progress towards achievement of their stated yearly objectives. A written report of their yearly activities is submitted to the Executive Committee for inclusion into the Council's annual report. Additional participation by Council designees included the ARS Management Training Institute, New Employee Orientation, and the ARS Annual spring and fall Training Conferences, and the statewide We the People Conference. The Council received reports and provided input in the following areas and services affecting Arkansas Rehabilitation Services:
Policy and Procedures
* ARS Plan for Comprehensive System of Personnel Development (CSPD).
* Revisions and updates to ARS Policy and Procedures Manual.
* Guidelines for mediation process and selection of qualified mediators.
* ARS Quality Assurance Team case review summaries and action plans.
* Order of Selection policy and guidelines.
* Informed Choice.
* Gastric Bypass policy.
* Ticket to Work procedures and eligibility.
* ARS Client Handbook and Responsibilities.
* Hot Springs Rehabilitation Center (HSRC) statement of student rights and responsibilities.
* ARS Substance Abuse Policy.
* HSRC manual of services.
* HSRC Behavior Enhancement program.
* Arkansas Career Training Institute accreditation standards.
* HSRS policy for bathing and personal care.
* Changes and updates of HSRC/ACTI training programs.
Quality Assurance and Services
* Olmstead Plan.
* Governor's Supported Housing Report.
* Rehabilitation Services Administration federal on-site visit and case review report.
* Arkansas Legislative Audit report and ARS responses.
* Council on Occupational Education accreditation report on ACTI.
* Delta Transportation Project updates.
* Telecommunication Access Program guidelines and personnel.
* ARS State Plan Supplement review and approval.
* Review and approval of performance-based contract for Arkansas Rehabilitation Industries and Business, Inc.
* Review of ARS Training schedules and activities.
Personnel
* Review and update of District Managers restructuring.
* Review of Career Ladder Incentive Program (CLIP) and CLIP bonuses.
* Changes in Performance Standards and Evaluation of counselors.
* Implementation of specialty counselors for Supported Employment.
* Succession planning and attrition issues.
* Implementation of internship programs.
Special Issues and Topics
* Advocacy and public awareness plans.
* Review of ARS Information Management System (ARIMIS) client tracking system.
* Updates on successful Ark. Information System (AASIS) transition by the agency.
* State Independent Living Council updates.
* Workforce Investment Board updates.
* Successful Employment Through Assistive Technology (SEAT) plan and Increasing. Capabilities Access Network (ICAN) activities.
* Cooperative agreements with Independent Living Centers for benefits planning.
* Development and implementation of SRC web-site link.
* Development and distribution of SRC brochure.
SRC Committee Reports:
Policy and State Plan Committee
* Recommended to approve the ARS 2002 State Plan Supplement, which was approved by the Council.
* Reviewed the new Policies and Procedures Manual.
Quality Assurance Committee
* Approved a suggestion/request box for HSRC students.
* Requested a bathing policy to be placed in the HSRC student handbook.
* Discussed more integration among HSRC students.
* Requested that SRC representation be given notice of all ARS meetings.
* Discussed that important information may not be distributed effectively to clients.
* Suggested that counselors inform clients about Ticket to Work well in advance of need.
* Suggested Federal guideline training for Council members.
Public Relations and Outreach Committee
* Discussed nominations for two outstanding award recipients.
* Produced a SRC brochure to be distributed to the public.
* Continues to provide data for the Council's web site.
* Submitted SRC updates published in the ARS Counselor newsletter.
Membership Committee
* Produced and distributed a membership binder to include bylaws, minutes, newsletters, the state plan and annual report to all Council members.
* Accepted nominations for 2003 officers.
Executive Committee
* Served as liaison between ARS Senior Management Team (SMT) and the Council.
* Completed an annual report and submitted it to the Governor in January 2003.
* Prepared meeting agendas.
SRC Goals for FY 2004:
USP Part II -F-37 to F-40
[In the event that vocational rehabilitation services cannot be provided to all eligible individuals with disabilities in the State who apply for services, indicate the order to be followed in selecting eligible individuals to be provided vocational rehabilitation services and provide the justification for the order. (Sec.101(a)(5)(A)-(B))]
Arkansas Rehabilitation Services (ARS):
Order of Selection and Justification
The Arkansas Rehabilitation Services established an amended Order of Selection policy effective July 1, 2001. Revisions to the ARS policy follow the ARS regulatory process, including public comment and the advice, counsel, and approval of the ARS Rehabilitation Council.
The current ARS' Order of Selection assures the provision of services to clients with the most significant disabilities first. Services and expenditures will be closely monitored to enable the ARS Commissioner to close or open priority categories as deemed appropriate. This will assure services are continued for cases determined eligible and receiving services under an Individualized Plan for Employment. Adequate funds will be conserved to provide diagnostic services for all applicants to determine eligibility and category placement.
The Order of Selection priority categories, justification for each, outcome and service goals are listed below:
ORDER OF SELECTION
ARS will provide services based on an Order of Selection on a statewide basis. ARS' Order of Selection assures clients in Priority I and II will have first priority for the provision of services. * If funds become available, individuals in Priority III and IV may receive services.
Rehabilitation clients who have an IPE for VR services or EE services in place prior to the implementation of the Order of Selection policy will receive services as recorded in their IPE.
An individual who is Most Significantly Disabled is defined as one who:
An individual with a significant disability is defined as one who:
An individual with a non-significant disability who is expected to require multiple vocational rehabilitation services.
An individual with a non-significant disability not classified in a higher priority.
* Two (2) or more major VR services, i.e. counseling, guidance, assistive technology, physical or mental restoration, training, and placement.
** 90 days or more from the date services are initiated.
Notes
State regulations are updated quarterly; we currently have two versions available. Below is a comparison between our most recent version and the prior quarterly release. More comparison features will be added as we have more versions to compare.