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4.11 (d) Strategies to Achieve the Goals and Priorities

4.11 (d) Strategies to Achieve the Goals and Priorities

As with the goals and priorities the strategies were developed in response to two separate needs assessments and in consultation with two separate SRCs. While we are consolidating DVR and DBVI into one agency, we feel it is very important not to lose the
focus of the two separate processes. Therefore, we have meshed the DVR and DBVI strategies together recognizing that there may be some occasional overlap or redundancy. We did this because we wanted to be sure no strategy or initiative was lost in the process of the consolidation .

Many of these strategies are long term and require implementation over time to demonstrate results. As noted above, these strategies are designed to help DVR achieve the goals and priorities identified in 4.11 (c) (1).

Strategies to achieve DVR Goals and Priorities Identified in 4.11 (c) (1)

CUSTOMER FOCUS
Strategy and/or Activity Action Steps Goal and Priority Areas
Improve communication with consumers regarding what they can expect from DVR services
  • DVR managers and senior counselors will develop consistent orientation information for consumers outlining clear expectations and clear roles and responsibilities for both the consumer and counselor
1
DVR will ensure staff has the tools they need to rapidly deliver frequently needed services.
  • DVR managers and senior counselors will develop a customer service toolkit with elements established in each VR office – to include such items as gas cards, cell phones, lap tops
 1,3, and 8
District offices will expand linkages with local employers
  • The Employment Services Manager and the local district Employer Outreach Team will utilize information from employer satisfaction survey to develop an outreach plan for each office
 1,2,3,4, and 6
Provide consumers better information on the available job market as it relates to their specific career goal.
  • Develop mechanism to identify customer’s career goals and have data on local businesses to satisfy demand.
 1,2,3,6 and 8
EFFECTIVE COMMUNICATION TO IMPROVE PERFORMANCE AND CREATE CUSTOMER VALUE
Strategy and/or Activity Action Steps Goal and Priority Areas
Systematically recognize exemplary staff performance
  • Create an employee recognition panel on DVR intranet
  • Increase use of Merit Bonus System
 7 and 8
Increase vertical and horizontal communication within the agency around strategic initiatives Build alignment within organization at quarterly meetings with focused agendas that balance presentation with participation
-districts/programs to host segments
-state of VR report
-seek feedback on areas management is unsure about
-2 field staff to attend managers meetings
-tie up loose ends with Kaizen topic for quarterly meeting
-foster two-way feedback loop for training to supervisors at expanded management team; staff told to expect supervisor to ask for feedback
-supervisors/managers ask staff what excites them about their jobs		 All
DATA MANAGEMENT – INFORMATION TECHNOLOGY
Strategy and/or Activity Action Steps Goal and Priority Areas
DVR will continue to become a data driven organization by improve data collection, management and utilization across all levels of the agency
  • In preparation for the database, complete a redesign of all DVR forms
  • Develop a flexible and user-friendly electronic case management system.
  • Develop an Employer Database
  • Add case service expenditures and Ticket to Work data to the DVR performance “Dashboard”
 All
EMPLOYEE ENRICHMENT - EMPOWERMENT
Strategy and/or Activity Action Steps Goal and Priority Areas
Promote and recognize high performance throughout the organization regardless of staff roles within DVR. Recognize the role of all team members supporting the customer (the counselor, the employment consultant, the benefits counselor, the Vocational Evaluator).
  • Define “high performance” and preferred “rewards” by requesting staff input via a Zoomerang Survey, using an “appreciative inquiry” format
  • Share results of above survey with district teams and develop local action steps.
  • Develop a mechanism to capture local success stories and share what works vertically and horizontally within the agency
 1,2,3,5,6,7 and 8
EMERGENCY PREPAREDNESS
Strategy and/or Activity Action Steps Goal and Priority Areas
DVR will establish comprehensive and statewide emergency preparedness processes and protocols
  • Provide local office safety (drills and assigned roles)
  • Provide VR (organization-wide) de-escalation training to all staff (on-going)
  • Coordinate/participate with overall Building Safety planning (BGS and field directors)
  • Ensure VR staff who are out-stationed understood emergency protocols in work areas (transition counselors, in schools, Reach-up, DOC counselors)
  • Encourage staff and provide a mechanism to alert management to personal safety concerns – conduct needs assessment by Zoomerang
 8
KEY PARTNERSHIPS
Strategy and/or Activity Action Steps Goal and Priority Areas
DVR will work with key partners to Increase capacity to serve un-served or underserved populations, specifically:
  • Individuals with measured IQs between 70 and 80
  • Individuals with TBI
  • Individuals with psychiatric disabilities
  • Individuals in the Autism Spectrum range of disorders
  • Individuals with other significant disabilities who require case management services
  • Individuals exiting the correctional system
  • Implementation of Pilot with Developmental Disabilities Council and VABIR to serve youth with Autism Spectrum disorders in Burlington.
  • Partner with Department of Corrections to replicate VABIR/VR Pilot designed to provide job placement for individuals with disabilities who are exiting the correctional system.
  • Implement the Youth Employment Specialist model to serve youth with cross disabilities through the Institute of Educational Sciences grant and/or Congressional Earmarks
 1,2, 3 and 9
DVR district offices will continue to coordinate with local DOL offices and the DOL Disability Navigators
  • As part of the district offices’ strategic plans, each office will identify ways to improve coordination with local DOL offices
  • In particular, DVR offices will partner with local DOL offices to access additional WIA funds available as a result of ARRA.
 1, 2, 3, and 10
DVR will work with the private non-profit supported employment agencies serving adults with developmental disabilities to improve services
  • DVR will continue to support the training and advocacy efforts of the Vermont Chapter of the Association of Persons in Supported Employment (APSE)
  • DVR will participate in the Developmental Services Leadership Committee with the Division of Disability and Aging Services and the provider agencies. The purpose of the committee is to promote evidence-based approaches to employment services
 1,2,3, and 11
DVR will work with the ten (10) private non-profit adult community mental health agencies providing supported employment for adults with severe psychiatric disabilities to improve services
  • DVR will continue to coordinate with the Department of Mental Health (DMH) and the New Hampshire-Dartmouth Psychiatric Research Center (PRC) to provide training and technical assistance to the agencies providing supported employment services
  • DVR will participate in the Mental Health Leadership Committee with DMH, the PRC and the agencies. The purpose of the committee is to promote evidence-based approaches to employment services
 1,2,3 and 12
ARRA STIMULUS ACTIVITIES
To be consistent with Congressional intent, DVR is planning to use all funding to support employers and job seekers with disabilities through employer incentives and short-term training to make job seekers with disabilities more competitive in this labor market.
Strategy and/or Activity Action Steps Goal and Priority Areas
Implementation of alternative placements to provide incentives to employers to hire DVR consumers DVR will provide $600,000 ($100,000 per region) to job developers and counselors to establish alternative placements including:
  • Temp to Hire partnerships with staffing agencies
  • On the Job Training agreements
  • Work Experiences with stipends
  • Internships
  • Necessary case service funding to support success on the job, e.g. clothing, tools, transportation, and more
 1, 2, 3, 4 and 6
Funding for Regional Projects DVR will use ARRA funds to support projects proposed by local offices ($50,000 per region)
  • Staff in each office will generate proposals to meet local needs to move people with disabilities to work.
  • These will be performance-based projects that move people to work.
  • CO staff are meeting with each region to develop their ideas.
 All
Funding for employer outreach both statewide and through local offices DVR will provide $75,000 for employer outreach and education (Each office to develop Employer Outreach Plans) including the following:
  • Events to educate the business community about available employer incentives
  • Advertising to businesses
  • Participation in business organizations, e.g. Chambers of Commerce, Rotary Clubs, etc.
  • Support of the community-based Job Developer Coalitions
 2,3, 4 and 6
Provision of short-term training for VR consumers in high-demand employment fields such as LNA, CDL, etc. DVR will provide $200,000 for short-term training for job seekers with disabilities:
  • Training in specific job skills areas
  • Duration six months or less
  • With jobs available in the local labor market or with agreement to relocate
 1, 2 , 3, 4 and 6
DVR will use ARRA to expand transportation options for DVR job seekers DVR will provide $250,000 to expand transportation options for DVR job seekers including the following:
  • Vehicle purchases
  • Other options to be explored by transportation task group.
 1,2,3 and 6
DVR will use ARRA funds to explore innovations to improve supported employment programs for adults with developmental disabilities and adults with severe mental illness DVR will provide $160,000 to explore innovative new approaches including:
  • Seed money to expand Ticket to Work funding for supported employment programs
  • Piloting use of employers providing direct supports to supported employment consumers
 11 and 12
EMPLOYMENT FOR INDIVIDUALS WHO ARE BLIND AND VISUALLY IMPAIRED
Strategy and/or Activity Action Steps Goal and Priority Areas
Increase OJT, Temp-To-Hire, Short-Term Job Shadow, Long-Term Internships Collaborate with VABIR and Job Developer Coalitions to find placements.
* Two placements per year in each region through the Coalition.

Use VABIR Toolkit and create accounts for job developers to set-up work experiences.
* Job developers will establish 2 work experiences per region using the toolkit and an account for placements.

Create standardized guidelines regarding stipend practices for each work experience option.
* Amounts established.		 1,2,3 and 4
Increase level / quality of competence in soft skills. Develop a complete soft skills checklist.
* Comprehensive skills inventory checklist completed.

Conduct 2 trainings per year in the state and collaborate with VABIR using their expertise.
* Have one statewide soft skills workshop developed for blind and visually impaired.
* Participants will show improvement on the skills checklist.		 1,2,3 and 4
Consumers will receive the appropriate technology and technology training needed to become employed or maintain employment. Establish clear technology goals for each individual who needs technology / technology training. Create goals and skills tech sheet.
* Upon closure, consumers will also report a final time on their efforts and results toward reaching their training goals.

Develop and maintain a dynamic web resource to inform consumers of latest technology. Include “coming events” and give an opportunity to register on website for event announcements. Create a list of additional resources.
* Visits to the DBVI website will increase each month.		 1,2 and 3
Consumers will receive necessary training in order to successfully complete certification or degree programs. Collaborate with college, vocational tech centers, and DOL to enroll and support consumers in formal training with certification.
* One person in each region will obtain certification in one of the training options.		 1,2,3 and 4
Consumers will have increased access to transportation they need to get to work. Work with VABVI and other organizations to expand the number of volunteer drivers available in a region.
* A driver will be available for the first 30 days for each employment related request.

Work with Ride Share and other transportation initiatives to create and promote new opportunities.
* At least one consumer in each region will use a ride share option to their job.		 1,2,3 and 4
OUTREACH
Reduce prejudicial attitudes of employers and the general public regarding blindness and visual impairments, thereby increasing employment and training opportunities.
Strategy and/or Activity Action Steps Goal and Priority Areas
Increase employment-related opportunities by combating perceived barriers.

Demonstrate services DVR has to offer for employers to encourage employment opportunities for DVR consumers (i.e., LV, Technology, O&M). Also share with Chambers, etc.
* One demonstration per Region to business, Chamber, service organization, etc.

Expand White Cane Awareness Day to educate the local community and potential employers about what DVR clients are doing for work. Also educate the public about different eye diseases.
* One event per region with media coverage from newspaper and TV.

Present nominations for the Governor’s Committee Award. Also give a certificate or letter to businesses that hire DVR consumers. Submit kudos to GCEPD newsletter for publication.
* At least one statewide Governor’s Award and at least one certificate per region.

Create public Service Announcement with high profile consumer.
* One PSA

Find intern to help with outreach.
*One media intern

All of the above strategies, and other DVR outreach activities, will include a focus on changing attitudes and educating employers about the overall capabilities of blind and visually impaired consumers – and people with disabilities in general – as employees.

 4
Increase profile of DVR State Unit for the Blind and Visually Impaired Distribute new brochure.
* Distribute 100 brochures in each region

Collaborate with the SRC to identify and participate in existing outreach events
*SRC to attend one outreach event to support DVR outreach efforts (e.g. Health Fair, etc.).

Use website for Outreach. Promote web address on letterhead, and direct mailing.
*Increase the number of visits to our site		 4
Increase DVR Blind Unit communication of information about community events and learning opportunities. Create email groups to reach out to blind and visually impaired consumers about events. Ask for email and permission at application. Send a mailing asking current and previous consumers for the email address. Create a sign up opportunity at our website.
* Obtain at least 25 email addresses from each region.		 4
Improve the ability of consumers who are blind and visually impaired to self advocate. Work with the SRC to provide a training opportunity for consumers to learn effective self advocacy skills.
* Train at least 8 consumers in one year (Two people from each region).

Work with the SRC to create short videos for the website to demonstrate appropriate self advocacy in the community and the workplace.
* Create two short videos for the website.

Work with SRC to create self-advocacy resources on DBVI website.
*Add links and videos to the website.

Create an educational opportunity for parents and students to learn about issues related to transition.
* Have one statewide transition conference.		 4
TRANSITION
All students, who are blind or visually impaired, upon graduation will have a detailed plan including all necessary steps to successfully fulfill one of the following options:
  • Attend college; or
  • Attend vocational training; or
  • Begin employment within 6-months of graduation.
Strategy and/or Activity Action Steps Goal and Priority Areas
Increase OJT, temp-to-hire, short-term job shadowing, long term internships, and mentoring experiences for youth. Increase awareness of the LEAP program through parents, schools and counselors with a goal of increasing participation in the program.
* At least 8 participants per year.

Collaborate with VR Transition Counselors or other agency resources to increase local work experience placements.
* At least one work experience per region in collaboration with VR Transition Counselor or other resources.		 1,2,3 and 4
Students will become proficient with assistive technology before graduating high school. Adopt or create a suitable Technology Transition Checklist.

Work with VABVI teachers to encourage and explore the development of a curriculum/educational program for all students that will teach them to use technology effectively. This will increase their success in school and for securing employment. It should be a one year course that will earn the student school credit.		 4
All eligible 16 year old students will be given the opportunity to participate when it is determined that the DVR Blind and Visually Impaired Unit is the most appropriate agency to provide services. Collaborate with VABIR, DS Services, and VR to develop and utilize a tracking spreadsheet.

Counselors will meet with TVI’s in their region at the (beginning, middle, and end of each school year to discuss students and to establish contact and offer an opportunity to participate to all students who will be 16.
* Meetings take place in each region.

Counselors will meet with the VR Transition Counselor in their region as needed to discuss local resources and opportunities for students.
* Meetings take place in each region.		 4

ASSISTIVE TECHNOLOGY

The DVR Assistive Technology Project (AT) works closely with DVR field offices to ensure appropriate assistive technology services and devices are available throughout the rehabilitation process. Assistive Technology Specialists are co-located with VR staff in Rutland and Waterbury with a third office in Randolph. Together they provide statewide coverage. The AT Specialists meet with customers in their homes, on job sites, in schools, or in VR offices to assess needs and train individuals on the use of various devices. The Project provides try-out workshops so customers can get a hands-on demonstration of various low and high-tech devices. A more extensive try-out center was developed in Waterbury so customers can test an even wider variety of devices. AT Specialists are also involved in the development of IPEs on an as needed basis.

 

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