11.0 Individualized Plan for Employment (IPE)

• 1.0 - Policy Summary
• 2.0 - Definitions
• 3.0 - Procedures
  • 3.1 - Assessment for Determining Rehabilitation Needs
  • 3.2 - Criminal Justice System Information
  • 3.3 - Sharing Information with the Individual
  • 3.4 - Developing the IPE
  • 3.5 - Timeline for IPE Development
  • 3.6 - The Employment Goal
  • 3.7 - The Employment Status or Strategy
  • 3.8 - Services
  • 3.9 - Plan Justification
  • 3.10 - Ticket-to-Work (TTW)
  • 3.11 - Annual Review
  • 3.12 - Plan Amendments and Changes
• 4.0 - Exceptions
• Forms

State of Alaska

Department of Labor and Workforce Development

Division: Vocational Rehabilitation

Policy No.: CS 10.0

Subject: Individualized Plan for Employment

Reference:

34 CFR § 361.45 and 34 CFR § 361.46

Effective Date: 7/21/2014

Revised Date: 7/21/2014, 12/1/2009

Approved: ____________________________________    7/21/2014_____________

                    Cheryl A. Walsh, Director                                   Date

1.0 - Policy Summary

The Individualized Plan for Employment (IPE) is a written agreement between the Alaska Division of Vocational Rehabilitation (DVR) and an individual eligible for vocational rehabilitation services. The IPE shall be developed so that it affords the eligible individual meaningful opportunity to exercise informed choice in the selection of the employment goal, the specific vocational rehabilitation services required to achieve the employment goal, the entities that will provide services and the methods of service provision.

The IPE shall be on a form approved by DVR and signed by the individual or, as appropriate, the individual's representative and by a qualified DVR rehabilitation counselor. Planning and approval of the IPE shall be conducted within the framework of a counseling relationship. Counselor approval of an IPE verifies that the IPE is consistent with DVR Policies and guidelines, is complete and is expected to lead to an employment outcome.

An IPE must be developed and implemented in a timely manner for each individual determined to be eligible for vocational rehabilitation (VR) services or, if DVR is operating under an order of selection, each eligible individual to whom DVR is able to provide services.

The employment outcome and the nature and scope of rehabilitation services included in the IPE must be determined based on the data used for the assessment of eligibility and the data obtained in the comprehensive assessment process.

2.0 - Definitions

Amendment to an IPE means a substantive change in the employment outcome, the services to be provided, or the providers of services.

Competitive employment means work in the competitive labor market that is performed on a full-time or part-time basis in an integrated setting. The individual is compensated at or above the minimum wage, but not less than the customary wage and level of benefits paid by the employer for the same or similar work performed by individuals who are not disabled.

Employment outcome means, with respect to an individual, entering or retaining full-time or, if appropriate, part-time competitive employment in the integrated labor market to the greatest extent practicable; supported employment; or any other type of employment, including self-employment, telecommuting, or business ownership, that is consistent with an individual's strengths, resources, priorities, concerns, abilities, capabilities, interests, and informed choice.

3.0 - Procedures

Vocational rehabilitation is based upon an IPE that is oriented to the achievement of an employment outcome.  Services provided to persons with disabilities must be required to overcome related barriers to employment and must be provided as cost effectively as possible.

The IPE is developed within the framework of informed choice. Informed choice requires that the individual thoroughly understand his or her medical condition and personal goals, and know the available rehabilitation services and the implications of vocational decision-making. Every individual shall make informed decisions to the highest degree possible in the development and implementation of his/her IPE. The VR counselor will provide necessary information and professional counseling skills to guide the individual throughout the planning process

The IPE development process consists of assessment, sharing the assessment results with the individual, developing the employment goal, identifying the required services to meet the goal, writing the IPE and summarizing the entire process in the electronic case management system as a plan justification case note. 

3.1 - Assessment for Determining Rehabilitation Needs

A vocational needs assessment shall be conducted to determine the goals, nature and scope of rehabilitation services to be included in the IPE. This assessment shall begin simultaneously with the assessment for eligibility. Even so, it is important to bear in mind that the development of an appropriate IPE is a separate process from the eligibility determination.

The assessment for determining the rehabilitation needs of the individual begins with both the counselor and the individual having a clear understanding of the disability, and the impact of the disability on employment. As much as possible, information that is current and available will be used for this assessment. If additional data is necessary to determine the employment outcome and the nature and scope of services to be included in the IPE, DVR must conduct a comprehensive assessment of the unique strengths, resources, priorities, concerns, abilities and capabilities, including the need for supported employment services, for the individual. The individual shall be an active participant in the choice of assessments and providers.

Assessing Existing Information

Limit the assessment to gathering information necessary to identify the employment goal, and develop the IPE. Use, to the greatest extent possible, existing information obtained during the eligibility assessment. Of particular importance is information about work history, job descriptions, work performance, and vocational skills.

Complete the following steps to assess existing information.

• Identify and address any deficiencies in existing information needed to document the individual's disability-related functional limitations, and impediments to employment.

• Obtain disability-specific assessments from specialists when existing medical or psychological records do not adequately address severity, duration,

• Determine if existing information is adequate to generate or confirm one or more possible employment goals, and if so, review the employment goal key attributes and characteristics of workers and occupations in O*Net or AKCIS so that a good job fit can be confirmed, and ensure that the employment goal meets identified individual needs and expectations; or if not, identify information gaps and seek relevant vocational information.

• Identify potential employment goals based on the individual's work experience.

Individuals with a work history:

Individuals who have a work history have more existing information and may need less additional assessment than individuals without work experience.

• Explore return-to-work opportunities, transferable skills, and the ability to engage in work with accommodations.

• Determine what factors limit the individual's ability to re-engage in work and if the individual has had a job consistent with the individual's abilities, interests and capabilities.

• Use counseling and guidance skills to help the individual see how current skills and work history can transfer to a different job. If information is not adequate to identify suitable employment goals, additional assessment may be needed.

Individuals with no work history:

Selecting an employment goal for individuals who have never worked requires a thorough understanding of the individual's preferences, needs, abilities, interests and strengths, and any other resources. Vocational assessments should build upon the information acquired during the diagnostic interview and through records, identify  gaps  and a strategy for obtaining additional information.

Comprehensive Assessment

The comprehensive assessment begins with the initial intake. The intake begins a discussion of the individual's medical, psychological, social, vocational, educational, cultural and economic information. The information gathered is sometimes used to refer individuals to other needed assessments.

The comprehensive assessment:

• Is limited to information that is necessary to identify rehabilitation needs and to develop an IPE.

• Uses, as a primary source of such information, to the maximum extent possible and appropriate and in accordance with confidentiality requirements, existing information, including information that is provided by the individual, the family of the individual, and education agencies;

• May include an analysis of pertinent medical, psychiatric, psychological, neuropsychological, and other pertinent vocational, educational, cultural, social, recreational, and environmental factors, and related functional limitations, that could affect the employment and rehabilitation needs of the individual;

• May include an analysis of the individual's personality, career interests, interpersonal skills, intelligence and related functional capacities, educational achievements, work experience, vocational aptitudes, personal and social adjustment, and employment opportunities;

• May include an appraisal of the patterns of work behavior of the individual and services needed to acquire and develop occupational skills, and  work attitudes, work habits, work tolerance, and social and behavior patterns necessary for successful job performance; and

• May include an assessment, through provision of rehabilitation technology services, of the individual's capacities to perform in a work environment, including in an integrated setting, to the maximum extent feasible and consistent with the individual's informed choice.

Vocational evaluations and appraisals of intellectual capacities, vocational aptitudes, interests and achievements, as well as assessments of personality, social and vocational adjustment, may be provided directly by qualified DVR counselors or purchased from other qualified providers.

Assessment of physical capacities, assistive technology and accommodations, which could enable the individual to perform in an integrated employment setting, including supported employment may be provided.

These evaluations include, but are not limited to:

Assessment - Discovery: Discovery is an intensive process that allows us to fully get to know people in settings where they are most apt to be themselves.  Discovery results in a comprehensive biographical profile of an individual clearly identifying their unique needs and potential employment options including conditions that may be necessary for them to retain employment.

Assessment - On-the-Job Evaluation: Often called Community Based Assessment, this is a work assessment within the community where an individual performs the actual job duties in a real job situation.  Performance is supervised and evaluated by the employer in coordination with an evaluator and/or CRP. There is a predetermined beginning and ending date; this activity is not necessarily intended to result in employment.

The tasks in an on-the-job-evaluation do not vary and are specific to the job whereas the tasks in a situational assessment may vary in order to evaluate a variety of work related behaviors.

Assessment - Situational: An assessment process for evaluating work-related behaviors in a controlled environment.  Although any type of task or situation may be used, real work is most often used in order to add relevance. 

The situational assessment is distinguished from other types of assessment due to the ability of the evaluator or CRP to control and vary the task, in order for an individual to be assessed under a variety of conditions or situations.

Assessment - Vocational Evaluation: The comprehensive process in which individuals and evaluators or CRPs work together to identify and evaluate an individual's vocational interests, abilities, strengths, weaknesses, aptitudes and functional strengths and limitations relative to an individual's vocational goal.

Vocational evaluation may include: standardized paper and pencil tests, work samples, job analysis, interviews, situational assessments and reviewing and interpreting medical records. Psychological, social, medical, vocational, educational, cultural and economic data is incorporated into the evaluation process.  Vocational evaluation is a specialized service that requires advanced training and experience.

3.2 - Criminal Justice System Information

If an individual is interested in a vocational objective that requires a license, background check, or drug screening test, the ability of the individual to meet those requirements shall be addressed in the assessment before development of the IPE is completed.

Some licensed professions such as nursing or teachers require a criminal background check (CBC) before they will issue a license. Some training programs (for example, security guard training) may also require a CBC before they will admit a person for training. If the individual is interested in an employment goal in one of these types of occupations, the VR counselor should obtain a CBC before completing the IPE. CBC reports become part of the confidential individual case file.

Alaska Statute (AS) 12.62.160 authorizes "Any Person" to receive Alaska criminal justice information. Alaska Administrative Code (AAC) further defines procedures to obtain this information. AS 12.62.160 authorizes the dissemination of additional information to employers/licensing agencies for screening of applicants for positions responsible for the care of children and dependent adults. The subject of a record is authorized to view or purchase a copy of his/her entire record. The Department of Public Safety, Criminal Records and Identification (R&I) Bureau maintains Alaska Criminal Justice Information.

Conditions of Parole or Probation

The VR counselor shall obtain a release of information (ROI) from the VR individual in order to obtain a copy of the conditions of parole or probation. Individuals living in half-way houses also have conditions of residency. This information should also be obtained. The VR counselor should communicate with the individual's parole or probation officer to insure that the counselor fully understands the implications of the conditions of parole.

Parole and probation are different forms of supervision after sentencing. Parole is supervision that begins after a person's release from prison or jail after serving part of a sentence. Parole is a privilege, not a right. If a person violates the terms of their parole, they can be sent back to jail to finish serving their sentence.

Probation is a sentence that a judge can give instead of jail or in addition to jail or prison time. Like parole, it has conditions attached. If a person violates the terms of probation, the judge can then give them any sentence the judge could have originally given them, including a jail term. In the federal system, parole is no longer available, as federal sentencing guidelines apply instead.

3.3 - Sharing Information with the Individual

Explaining and/or sharing assessment information with the individual (and/or representative, if any) is a valuable service that may help the individual better understand the disability and its impact on employment, strategies to overcome that impact, and how to avoid inappropriate or unsafe employment goals.

Sharing information directly with the individual that might be harmful should be avoided. Medical and psychological records should be disclosed to the individual (and/or representative, if any) only under the guidelines found in DVR Policy and Procedures CS 2.0 - Confidentiality.

3.4 - Developing the IPE

Options for IPE Development

The IPE may be jointly developed between the VR counselor and the individual or the individual may develop all or part of the plan independently or with technical assistance from another source. If the individual chooses the latter option, the counselor will provide the individual with Choosing Your Employment Plan with the Division of Vocational Rehabilitation (separate document, located with electronic version of Policy Manual Forms and Attachments).

The DVR IPE form is the only form sanctioned by DVR and shall be entered into the DVR's case management system. The IPE is not implemented until it is signed by both a qualified VR professional who is a DVR employee and the individual or, as appropriate, their representative.

IPE Components
Regardless of the approach that an eligible individual selects for purposes of developing the IPE, each IPE must include:

1. An employment goal that is consistent with the definition of employment outcome.

2. The VR services required to achieve the employment outcome.

3. Estimated duration of the IPE.

4. Estimated start date for each service.

5. The name of the person or organization selected to provide each service.

6. How the services will be procured.

7. Criteria used to evaluate the progress being made toward achieving the employment outcome.

8. Terms and conditions, including:

   • A description of what DVR has agreed to do.

   • A description of what the individual has agreed to do to reach the employment outcome, including:

     • Steps the individual will take to achieve the employment goal;

     • Services the individual agrees to  pay for and the amount; and

     • Comparable services the individual agrees to apply for and use that are available at no cost from another program.

9. Expected need for post-employment services prior to closing the case service record and, if appropriate, a statement of how post employment services are arranged using comparable services and benefits;
    

Supported Employment - Traditional Model

An IPE that includes a supported employment outcome must also document:

1. Supported employment services to be provided;

2. Extended services or natural supports that are likely to be needed;

3. Who will provide and pay for natural supports or extended services. If it is not known who will provide and/or pay for extended services or natural supports at the time the IPE is developed, the IPE must include a statement explaining the basis for determining that a resource is likely to become available;

4. A goal for the number of hours per week the individual is going to work and a plan to monitor progress toward meeting the goal;

5. A description of how the services on the IPE are coordinated with other federal or state services delivered under an individualized plan;

6. If job skills training is provided, the IPE must reflect that the training is provided on a job site;

7. Placement in an integrated setting for the maximum number of hours possible.

See DVR Policy and Procedures CS 12.0 - Support Employment for complete policies and procedures for supported employment services.

SSDI/SSI Beneficiaries using the Supported Employment (SE) Model

 Individuals receiving SSI and SSDI benefits from the Social Security Administration (SSA) and who have received a Ticket-to-Work are eligible for continuing services through an employment network (EN) after their case has been closed by a state VR agency to help the individual remain employed or advance in their career.  This is referred to as the Partnership Plus model by SSA.

EN continuing support services must include career planning and assistance with job search activities. Specialized services offered by some ENs include benefits counseling, job accommodations, job coaching, and job retention services. Since EN continuing support services meet the definition SE of extended services, the IPEs for these individuals can be coded as SE cases as long as the IPE has an expectation of being completed within 18 months as per SE regulations.

Following the SE model, the VR counselor should contact local ENs at the time of IPE development to discuss the services offered by the EN and the viability of transferring the ticket to the EN after DVR closes the case. A list of ENs is available on the SSA sponsored web site http://www.yourtickettowork.com/endir.

Self Employment

Self-employment is an employment outcome and not an employment goal. It is a placement strategy as determined through the IPE process. An IPE with a vocational goal is developed for all eligible individuals. Self-employment as the employment strategy to achieve the vocational goal is not identified on an IPE until a business plan has been approved.

See DVR Policy and Procedures CS 13.0 - Self-Employment for full details on self-employment.

Transition Students

For high school students, develop the IPE as soon as practical but at the latest by the time the student graduates from high school. If the student is receiving special education services, you must coordinate, to the extent possible, the IPE with the goals, objectives, and services identified in the student's individualized education program (IEP).

See DVR Policy and Procedures 16.0 - Transition for more information on serving transition students.

3.5 - Timeline for IPE Development

The IPE shall be developed as soon as possible following the determination of eligibility. The time between the determination of eligibility and finalization of the IPE shall not exceed 180 calendar days unless additional comprehensive assessment is necessary to fully assess the individual's rehabilitation needs and/or determine an employment outcome.

An extension of time to prepare the IPE beyond the 180 days must be agreed upon by the individual and the DVR counselor. The VRC will use the Plan Development Extension datapage in AWARE to document the reason for the delay, any additional data or information required for IPE development, and the estimated time frame for the finalization of the IPE. The VRC may extend IPE development up to 60 days. Beyond 60 days, VR manager approval is required. The extension should be printed and filed in the case file where the IPE would be filed.

3.6 - The Employment Goal

The employment goal is a specific long-term vocational goal based on an assessment of the individual's rehabilitation needs and based on the individual's strengths, resources, priorities, concerns, abilities, capabilities, interests and informed choice. Performance based information is encouraged as part of a comprehensive assessment to determine whether the individual is capable of achieving a desired employment goal.

An employment goal is defined using the 2000 Standard Occupational Classification (SOC) published by the US Department of Labor. Because the SOC is often very broad in its occupational groupings, the AWARE system allows for a more custom employment goal to be entered on the IPE that is often more meaningful to the individual participant.

The employment goal shall be stated on the IPE specifically enough to be meaningful to the individual, considering his or her level of vocational development.  Quite often, employment goals for transition students are stated more broadly, focusing on a type of career or industry and are then revised to be more specific.

If the assessment results in more than one appropriate vocation, identify the vocation closest to the individual's choice reflecting his/her interests and expectations for salary and benefits. As the case develops, amend the IPE if a different vocational objective becomes more appropriate.

Career advancement in an individual's present career may be considered as a part of post-employment services, or for eligible employed individuals when it is determined that the current employment is not consistent with the individual's strengths, resources, priorities, concerns, abilities, and capabilities. (See DVR Policy and Procedures CS 6. 0 - Eligibility for VR Services and/or DVR Policy and Procedures CS 15.0 - Post Employment Services for more information).

An employment goal may be in full or part-time employment in one of the following settings: the competitive labor market, supported employment, the practice of a profession, self-employment, family work, telecommuting, homemaking, subsistence or any other gainful work consistent with the individual's informed choice and the employment factors described above.

In assisting the individual to select a suitable occupation, primary consideration should be given to the individual's strengths, capabilities, abilities, priorities and career interests -- as well as to the individual's functional limitations, family, environmental, and labor markets issues. These factors taken together will dictate the degree to which training and other services will be necessary to provide the individual with an opportunity to compete in the job market, and have opportunities for advancement. Training at or beyond the bachelor's level may be necessary to achieve meaningful employment at the individual's level of ability and capability if functional limitations preclude practice of an occupation at a baccalaureate level.

For many individuals, an entry level job, one which requires little or no training, education or job experience will not be sufficient, nor will it meet the requirements of the Rehabilitation Act. Entry level jobs may be appropriate for transitional work experiences and in those instances where individuals are unwilling or unable to develop more specific job skills.

Job matching systems like the Alaska Career Information System (AKCIS) can assist the individual and the counselor in identifying and exploring appropriate career goals, after physical, mental and behavioral abilities and capabilities are identified.

Some individuals may not be ready to enter employment commensurate with their abilities and capabilities until they build work tolerance and develop core work behaviors (e.g., attendance, punctuality, dealing with criticism), commonly referred to as soft skills. These individuals may need one or more transitional work experiences before being ready to select and/or enter a vocational goal consistent with their abilities. Some individuals may require both transitional work experience and training to achieve a vocational goal.

A religious vocational goal may be selected and DVR services provided to help an individual prepare for, obtain, or maintain the goal, but VR services may not be provided solely to support the practice or advancement of religion.

In analyzing whether services support the practice or advancement of religious beliefs, the counselor should ensure that the service(s) provided have an impact primarily on the individual, rather than the religious organization or the practice of religion.

3.7 - The Employment Status or Strategy

DVR is required to report the employment status of all individuals exiting the VR program as employed. The majority of individuals exiting the program employed do so in an integrated employment status. Other employment statuses require clarification as they are more ambiguous and often get confused with the employment goal.

Self-Employment

Self-employment is an employment status or strategy and not an employment goal. It is the employment strategy to achieve the vocational goal and is not identified on an IPE until a business plan has been approved. (See DVR Policy and Procedures CS 13.0 - Self-Employment for more information.)

Business Enterprise Program (BEP)

The BEP licenses blind and severely disabled individuals to operate a variety of food service facilities on state and federal properties. It is advised that VR counselors contact DVR's BEP coordinator when they have an individual who is interested in the BEP prior to developing an IPE.

A BEP vending facility operator can be both an employment goal on the IPE and the employment status or strategy in the employment record in the AWARE system. Because there are a variety of BEP facilities from an espresso cart to a cafeteria, a VR counselor may want to code in the AWARE system, the primary IPE goal as the BEP operator with the custom IPE goal specific as to the actual work the individual will be doing.

 A BEP vendor should be interested in working in food service and have both the aptitude and interest in managing a small business. The VR counselor through an IPE provides the required training and skills acquisition prior to individual becoming part of the BEP. The BEP has a limited number of facilities.

Homemaker

Homemaker is recognized as non-competitive employment and can be both an employment goal on the IPE and an employment status in the employment record in the AWARE system.

In order for a homemaker to be considered an appropriate vocational goal, the individual must perform a majority of certain work activities within a family unit. These include, but are not limited to family financial management, cleaning, meal preparation, laundry, mending, childcare and other household activities. The performance of these responsibilities must positively impact the family's economic circumstances.  For example, by rehabilitating an individual as a homemaker, another family member is enabled to go to work and an economic advantage occurs because the family will not have to pay someone else to perform those tasks.

Unpaid Family Worker

An unpaid family worker refers to a person who works without pay on a family farm or in a family business. It can be both an employment goal on an IPE and a work status in the AWARE employment record. Because this goal is not very meaningful and often confusing to the individual, the VR counselor would not normally use unpaid family worker as the vocational goal on the IPE. Instead, the actual activity or work the individual will be doing and the one that the services on the IPE will support should be used. The unpaid family worker should be used as the work status in the AWARE employment record.

Subsistence

DVR recognizes subsistence as an employment status unique to Alaska and therefore cannot be recorded as such in either the AWARE employment record or as the primary employment goal. Subsistence can be used in the AWARE custom employment goal and in the plan justification. It is very closely aligned with the definition of an unpaid family worker. The VR counselor should use unpaid family worker in the AWARE employment record when the individual is an active participant in a family that is leading a subsistence lifestyle.

Subsistence itself is a complex issue with laws defining what constitute subsistence, governing the areas qualifying for subsistence designation and limiting the quantity of fish or game that may be harvested for subsistence use.

The VR counselor should be aware of the potential issues that could arise when subsistence is the vocational goal. DVR assumes no responsibility for individuals whom have been or are being supported with an employment goal of subsistence who do not follow current laws and regulations.

Both U.S. and Alaska law define subsistence uses and the two definitions are nearly identical. Both establish subsistence as customary and traditional uses of wild, renewable resources as food, shelter, fuel, clothing, tools, or transportation and for use in barter, sharing and customary trade.

Subsistence is a lifestyle, not just one or two events during the year where a person living in an urban area goes dip-netting or berry picking. Both the state and federal subsistence enforcement agencies identify rural Alaskans as eligible for subsistence.

The Alaska Department of Fish and Game states that: subsistence has been legally defined to include the customary and traditional uses of fish and game in all of Alaska's rural areas. If a person moves into a rural area and adopts that way of living for their own, then that person, whether Alaska Native or non-Native, may legally fish and hunt for subsistence.

Federal regulations further state that only rural Alaska residents are eligible for subsistence uses. These individuals usually only qualify for federal subsistence hunts and fisheries near the communities where they live, based on decisions about which uses are "customary and traditional."

While food is one of the most important subsistence uses of wild resources, there are other important uses of subsistence products, such as:

• Clothing: Wild furs and hides are still the best materials for ruffs (wind guards), mitts, parkas, kuspuks, clothes lining, and mukluks (winter boots) in many regions.

• Fuel: Wood is a major source of energy in rural homes, and is used for smoking and preserving fish and meat.

• Transportation: Fish, seals, and other products are used to feed dog teams.

• Construction: Spruce, birch, hemlock, willow, and cottonwood are used for house logs, sleds, fish racks, and innumerable other items.

• Home goods: Hides are used as sleeping mats. Seal skins are used as pokes to store food. Wild grasses are made into baskets and mats.

• Sharing: Fish and wildlife are widely given out to support neighbors who cannot harvest for themselves because of age, disability, or other circumstances.

• Customary trade: Specialized products like seal oil are bartered and exchanged in traditional trade networks between communities. Furs sold to outside markets provide an important source of income to many rural areas.

• Ceremony: Traditional products are used in funerals, potlatches, marriages, Native dances, and other ceremonial occasions.

• Arts and Crafts: Ivory, grass, wood, skins, and furs are crafted into beautiful items for use and sale.

When contemplating subsistence as a vocational goal, all of the above may be taken into consideration when identifying the measurable outcomes of the IPE. For example, a person who is unable to fish due to the disability can fix the nets on the shore. This person is still participating in, enabling others to fish and living a subsistence lifestyle.

In an IPE with a traditional employment goal, the measurable outcome is the individual working for 90 days. With a subsistence goal, the VR counselor and the individual will need to negotiate what events must occur in order for the individual to be considered successful.

3.8 - Services

Each plan is unique and depends on the individual's individual situation. The assessment of the individual's identified rehabilitation needs and suitable employment goal drives the selection and delivery of services that will help the individual prepare for, secure, retain, or regain the planned employment outcome. The IPE may contain any VR services (see DVR Policy and Procedures 11.0 - Vocational Rehabilitation Services) that are reasonable and necessary for the individual to reach the employment outcome.

All services must be provided in accordance with the policies that govern that service.

The dates on the IPE should realistically reflect the anticipated start and end dates of each service. The duration of the plan should adequately support both the individual services and the eventual employment outcome.

3.9 - Plan Justification

The purpose of a plan justification case note is to rationalize how the counselor and individual reached a reasonable vocational goal, what are the needed services and why they are needed and to identify comparable benefits. 

To help prepare for the plan justification, questions to ask are "What assessments helped to identify this as a good vocational goal?" and "What activities did the individual participate in to help them determine that this is a good vocational goal?  The answers should summarize the specific steps/actions taken and services needed to return to or prepare for work.   

The counselor should synthesize and integrate the information collected during the assessment process (intake interview, medical evaluations, vocational evaluation, individual interests, previous work history, transferable skills and community employment outlook).    This information should support the selected vocational goal and needed services.  The vocational goal should be an "appropriate" goal based upon the assessment information. 

If an individual pursues a vocation that is incongruent with their skills, abilities and labor market information, it is the VR counselor's responsibility to guide the individual to select an appropriate vocational goal that will result in successful employment.  Signing the plan means that both the VR counselor and the individual agree to the vocational goal and identified services.

3.10 - Ticket-to-Work (TTW)

DVR central office notifies MAXIMUS when Social Security Administration (SSA) recipients have an active IPE. If a recipient has been assigned a ticket-to-work by SSA, MAXIMUS will designate the ticket as "in use" thus precluding the individual from a continuing disability review by SSA.

The counselor should inform the SSI/SSDI recipient that the choice to participate in an active IPE program will restrict any option to assign the ticket to other employment networks (ENs) while participating in the VR program. The counselor should also inform the individual that SSA will conduct reviews of timely progress toward their goal to determine whether the individual qualifies for protection from continuing disability reviews.

DVR will notify MAXIMUS when a ticket holder's cases is closed which will reactivate the ticket for further assignment if desired by the individual. At successful closure, the VR counselor should provide information on ENs available to provide continuing support services.

TTW information is tracked in AWARE by either entering SSI/SSDI information at application or on the Special Programs datapage if an individual begins SSI/SSDI benefits after application. DVR central office staff maintain the AWARE TTW information.

3.11 - Annual Review

IPE must be reviewed annually by a qualified vocational rehabilitation counselor and the individual to assess the eligible individual's progress toward achieving the identified employment outcome. The Annual Review should be documented in the case record, using the plan review datapage.

3.12 - Plan Amendments and Changes

A substantive change in the employment outcome, the VR services or the providers of the VR services results in a federally required IPE amendment. The amendment shall be signed by both the VR professional and the individual, and the individual is given a copy with a copy included in the case. DVR defines a substantive change in services as adding a service which costs more than $400 or the duration of the service is greater than four (4) months (the 4-by-4 rule determines a substantive service).

Table 1 identifies types of IPE changes that may be necessary and the appropriate action to take.

Table 1 - IPE Changes/Actions

4.0 - Exceptions

Any exception to policy must be approved by the Chief of Rehabilitation Services or his/her designee.

Forms

• Handout: Choosing Your Employment Plan