Criteria has been developed for reclassification for VR/VRB Counselor I, II, III, Senior; Evaluator I, II, III, Senior; Job Placement Counselor I, II, III, Senior; Facility Manager I, II, III; Production Manager I, II, III; and Work Adjustment Instructor I, II, III. These criteria should be used in addition to those set forth in the MDRS Policy Manual.
Promotions are not based solely on the time a person is in a particular position. That is the minimum requirement to be eligible for consideration to be reclassified. The individuals immediate supervisor must provide documented evidence (examples) illustrating how the employee meets the following criteria.
Additionally, the Agency must have the funds and spend authority available from the State Legislature in the salary category to pay for any salary increases. The State Personnel Board now sets annual budgetary limits for agencies, this may delay increases from being made at the time they are requested.
VR/VRB Counselor:
In addition to the criteria required in the MDRS policy manual, OVR requires the following:
1.
Evidence that the individual has met successful closure goals on previous
performance appraisal and YTD on a prorated basis.
2. A statement concerning the employees
performance and progress at the current level to include:
a. Ability to perform job duties
independently, and
b. Case
management statistics reflect overall attentiveness to caseload, including time
in status and timely client contacts and severely disabled and unsuccessful
closure rates as deemed appropriate by supervisor.
3. Examples of the employees willingness to
accept supervision, dependability, effectiveness as a team player, to include
willingness to accept additional assignments.
4. Appropriate participation in agency
sponsored and outside training sessions.
Evaluators:
In addition to the criteria required in the MDRS policy manual,
OVR requires the following:
1.
Evidence that the individual has met goals on "Report Timeliness" and "Service
Planning" on previous performance appraisal and YTD on a prorated
basis.
2. A statement concerning
the employees performance and progress at the current level to include:
a. Ability to perform job duties
independently, and
b. Indication of
an overall attentiveness to caseload, including minimization of time and
service area and coordination of services with the referring counselor and
others involved with services to individual clients.
3. Examples of the employees willingness to
accept supervision, dependability, effectiveness as a team player, to include
willingness to accept additional assignments, going out of the way to assist
clients and increase placement efforts, and innovation in service
provision.
4. Appropriate
participation in agency sponsored and outside training sessions.
Facility Manager
In addition to the criteria required in the MDRS policy manual,
OVR requires the following:
1.
Evidence that the individual has met goals on "Financial Transactions,"
"Financial Status" and "Employment Status" on the previous performance
appraisal and YTD on a prorated basis.
2. A statement concerning the employees
performance and progress at the current level to include:
a. Ability to perform job duties
independently, and
b. How the
AbilityWorks Outcome Measurement Report demonstrates CRP activities on a level
warranting promotion.
3.
Examples of the employees willingness to accept supervision, dependability,
effectiveness as a team leader and maintenance of adequate number and diversity
of contracts.
4. Appropriate
participation in agency sponsored and outside training sessions.
Job Placement Counselor:
In addition to the criteria required in the MDRS policy manual,
OVR requires the following:
1.
Evidence that the individual has met goals of "Enrolled," "Placed" and
"Employee at Follow-up" on previous performance appraisal and YTD on a prorated
basis.
2. A statement concerning
the employees performance and progress at the current level to include:
a. Ability to perform job duties
independently, and
b. Ability to
communicate and to develop and maintain quality relationships with
employers.
3. Examples
of the employees willingness to accept supervision, dependability,
effectiveness as a team player, to include willingness to accept additional
assignments.
4. Appropriate
participation in agency sponsored and outside training sessions.
Production Manager:
In addition to the criteria required in the MDRS policy manual,
OVR requires the following:
1.
Evidence that the individual has met goals on "Production Schedules" and
"Safety" on the previous performance appraisal and YTD on a prorated
basis.
2. Describe and provide
examples of the employees performance and progress at the current level to
include:
a. Ability to perform job duties
independently, and
b. Provide
activities within the workshop reflect overall attention to production
needs.
3. Examples of
the employees willingness to accept supervision, dependability, effectiveness
as a team player, to include willingness to accept additional
assignments.
4. Appropriate
participation in agency sponsored and outside training sessions.
Work Adjustment Instructor:
In addition to the criteria required in the MDRS policy manual,
OVR requires the following:
1.
Evidence that the individual has met goals on "Completion of Reports to
Interact within established procedures and prescribed time frames" on previous
performance appraisal and YTD on a prorated basis.
2. Examples of the employees performance and
progress at the current level to include:
a.
Ability to perform job duties independently.
b. Provide workshop clients with instruction
and training regarding manufacturing duties.
3. Examples of the employees willingness to
accept supervision, dependability, effectiveness as a team player, to include
willingness to accept additional assignments.
4. Appropriate participation in agency
sponsored and outside training sessions.
