View VR-State-Plan

In its efforts to enable eligible individuals to achieve competitive employment, the South Carolina Vocational Rehabilitation Department (SCVRD) readily seeks referrals and comparable services and benefits. In doing so, the Department has established formal and informal partnerships with other providers of facilities and services. For the purpose of referral, service collaboration, facility allocation, and staff designation, cooperative agreements have been established with the Medical University of South Carolina, the South Carolina Department of Mental Health, the South Carolina Department of Corrections, and the South Carolina Department of Juvenile Justice. Referral, employment, and earnings information are the focus of the agreement between SCVRD and the South Carolina Employment Security Commission. A detailed agreement between SCVRD and the South Carolina Department of Education describes the coordination of transition. With regard to the SC Independent Living Council, the Department acts in an advisory and technical support capacity.

The SCVRD State Plan assures that an interagency agreement or similar document for interagency coordination between any appropriate public entities becomes operative. Such entities include the South Carolina entity responsible for administering the South Carolina Medicaid program. The Department has entered into collaborative arrangements with institutions of higher education as well. This is to ensure the provision of vocational rehabilitation services, described in subparagraph (A) (other than those services specified in paragraph (5)(D), and in paragraphs (1) through (4) and (14) of Section 103(a)of the Rehabilitation Act of 1973, as amended through 1998, are included in the individualized plan for employment of an eligible individual. This includes the provision of vocational rehabilitation services during pending disputes as described in the interagency agreement or similar document.

SCVRD will provide input to the US Department of Agriculture-Office of Rural Development as it endeavors to support the development activities that empower and build capacity of local communities. The South Carolina Vocational Rehabilitation Department will seek to assure the participation of individuals with physical and mental impairments in training and employment opportunities, as appropriate.

With the exception of services specified in paragraph (5)(D) and paragraphs (1) through (4) and (14) of section 103 (a) of the Rehabilitation Act of 1973, as amended through 1998, information shall specify policies and procedures for public entities to identify and determine interagency coordination responsibilities of each public entity in order to promote coordination and timely delivery of vocational rehabilitation services.

Coordination with Educational Officials:

SCVRD, the South Carolina Department of Education (SDE), Office of Exceptional Children and the Office of Career and Technology Education are signatories and partners in a Memorandum of Agreement (MOA) which expresses a basic commitment on behalf of both agencies to provide comprehensive vocational and educational services to individuals with disabilities. The agreement details each entity’s roles and responsibilities in identifying and serving students with disabilities. Items covered in the agreement include student identification and exchange of information, methods for dispute resolution, the process to request and provide technical assistance, and the requirements for regular monitoring of the agreement. Timing of student referrals is individualized based on need but should occur no later than the second semester of the year prior to the student’s exit from school.

The State Board of Education statute, 43-243, requires the mandatory participation of representatives of state agencies involved in the financing or delivery of related services to children with disabilities in the State Advisory Panel to the Office of Exceptional Children. The Advisory panel’s purpose is to provide policy guidance on special education and related services for students with disabilities.

Local Agreements:

Using the SCVRD-SDE Memorandum of Agreement as a model, the SCVRD has developed agreements with all 86 local education agencies in the state. These local MOA’s clarify roles and responsibilities at the local level. There is an SCVRD counselor assigned to each of the 200+ High schools in the state whose purpose is to be a resource for career development, participate in school-based meetings as appropriate, and to seek referrals of students who can benefit from SCVRD services. SCVRD also maintains an agreement with the South Carolina School for the Deaf and the Blind.

SCVRD Transition Specialist

SCVRD maintains a Transition Specialist position whose duties include:

a. Coordinate all transition-related activities and projects including those that involve other agencies, community organizations and local SCVRD field offices;

b. Develop, monitor and update all transition documents and cooperative agreements;

c. Provide technical assistance, professional development and training on transition related issues to field office staff, education personnel, community organizations, families, and students;

d. Review and update client service policy to ensure policies and procedures are reflective of the SCVRD mission and focus on quality in serving youth in transition;

e. Coordinate the RSA Transition Demonstration Grant Program-“Youth Employment Services” Program;

f. Chair the interagency South Carolina Youth Leadership Forum, a summer youth development and leadership program

g. Participate in the South Carolina State Transition Planning Team, an interagency initiative to create system change and a quality focus for students with disabilities.

Innovative Practices

SCVRD continues to facilitate the development of innovative transition services to improve the successful outcomes of transition aged youth. In this effort, SCVRD has integrated evidence-based guideposts for successful transition into the general program. In addition, SCVRD has several additional programs to offer enhanced transition services:

a. High School High Tech(HSHT)- an initiative of the Office of Disability Employment Policy, U.S. Department of Labor whose mission is to reduce the dropout rate of youth with disabilities, increase their enrollment in post-secondary education and training, and improve their participation in employment related activities.

b. Transition Services Specialist(TSS)- a cooperative funding initiative that enhances the general transition services offered to a school by engaging a school employee, designated as the Transition Services Specialist, who will provide and coordinate with the assigned SCVRD counselor, career assessments, occupational exploration, and participation in meaningful work experience for students with disabilities that will result in higher rates of successful secondary school completion, enrollment in post-secondary training, and subsequent entry and maintenance of competitive employment.

c. Youth Employment Services (YES) - a program supported by a RSA Transition Demonstration Grant awarded in 2007, the YES program supports four sites with designated Transition Assessment Specialists (TAS) who are permanently located in their respective schools. The TAS identifies referrals, coordinates assessment and focuses on delivering guidepost directed services to transition aged students with disabilities with a focus on paid work experiences within both the school and community settings. The YES program combines elements of HSHT and the TSS programs to provide innovative and high quality transition services to students.

SCVRD continues to explore and develop new initiatives that promote successful post-school outcomes for students with disabilities. These outcomes include employment, independent living, and community participation and post-secondary education.

SCVRD has memorandums of agreements or collaborative agreements with the following:

• Certified Cardiopulmonary Rehabilitation Programs

• South Carolina Association of the Deaf

• South Carolina Heart Association

• South Carolina School for the Deaf and the Blind

• South Carolina Association of the Deaf, Inc.

• South Carolina Multiple Sclerosis Society

• American Diabetes Association

• South Carolina Arthritis Foundation

• National Multiple Sclerosis Society

• South Carolina Cardiopulmonary Rehabilitation Association

• South Carolina Brain Injury Alliance

• South Carolina Spinal Cord Injury Association (SCSCIA)

• South Carolina Autism Society

• Work in Progress

SCVRD provides public information materials, shared website links, and financial sponsorship for the annual South Carolina Autism Conference and the Brain Injury Alliance Conference.

Additional cooperative agreements with other private, non-profit vocational rehabilitation service providers will be developed as needed in order to promote growth in the area of employment for individuals with disabilities.

SCVRD is currently working closely with the South Carolina Department of Mental Health (SCDMH) in the area of providing supported employment services to those individuals with a severe and persistent mental illness served by the Individual Placement and Support (IPS) programs within SCDMH. This effort is taking place in Columbia, Sumter, Greenville, Anderson, Charleston, Conway, Florence, Berkeley, Aiken, and Marlboro. The collaboration in the Columbia location also involves a private, non-profit organization, Work In Progress.

Representatives from the SCDMH, South Carolina DDSN local boards, and other community resources are sought to provide long term, extended support services. Pending the availability and willingness to participate in providing extended support services, natural support service providers have also been used to include family members, work-site supervisors or co-workers. SCVRD uses a “Letter of Agreement” for clients receiving supported employment services when the extended service provider is not identified at time of IPE or supported employment amendment. The agreement is in affect prior to successful employment outcome. The individual agreeing to provide extended support services must commit to monitoring job stability twice a month. This commitment must be documented in the case record by having the Extended Service Provider initial the item. The Extended Services Provider and client must be notified by letter of the transition to extended services two weeks prior to successful case closure.

SCVRD collaborates with the South Carolina Commission for the Blind (SCCB) to assist in the provision of successful supported employment outcomes. While each agency has expertise related to the disabilities they primarily serve, many individuals have multiple disabilities and can benefit from being served by both agencies in a complementary manner. Five SCCB counselors will be joining SCVRD job coaches and other staff for supported employment training in September 2010. In turn, SCVRD staff will attend SCCB sponsored training about eye physiology.

Due to budget constraints and travel restrictions the Interagency Transition and Supported Employment Training Committee which provided two basic and one advanced supported employment training workshops is currently on hold. This committee provided training throughout the state each year in addition to an annual statewide conference. The members of the committee are:

• South Carolina Department of Disability and Special Needs (DDSN)

• South Carolina Department of Mental Health

• Work in Progress

• Greenville County School District

• South Carolina Department of Education

• Charleston County Disabilities and Special Needs Board

• Continuum of Care

• Burton Center- of the Greenwood County DSN Board

• Center for Disability Resources

• South Carolina Assistive Technology Program

SCVRD and SCDDSN are currently engaged in meetings to develop initiatives to ensure greater collaboration and to discover ways to complement services. A counterpart meeting between the two agencies is planned for the second quarter of FY 2010.

The department has a working relationship with the University of South Carolina and South Carolina State University (a historically black college). Both of these schools prepare individuals for graduate degrees in rehabilitation counseling. Outreach programs are conducted, including publications and distribution of targeted recruiting material, attendance at career days and job fairs, and recruitment at colleges in South Carolina with particular attention paid to historically black colleges. In addition, practicum placements and paid internships are offered to students who are in CSPD qualifying programs. These efforts are designed to recruit qualified personnel, including graduates with disabilities as well as minority graduates. A recruitment plan is in place to recruit graduates from all universities in South Carolina and selected out-of-state universities offering degrees in rehabilitation counseling, counseling, and closely related fields. Recruitment efforts are coordinated by the SCVRD Human Resources office with active support from local supervisors.

Employees of the department are assigned to work with school officials to assist in curriculum development for the graduate school programs. The HRD Director is an active member of the Rehabilitation Counseling Degree Advisory Boards for the University of South Carolina, South Carolina State University, and Auburn University. SCVRD has been especially successful in recruiting personnel from the SC institutions, especially those from minority backgrounds and individuals with disabilities. Students from these programs and out of state programs are encouraged to accept paid internships and practicum placements with the department. The human resources office coordinates the placement of interns statewide. In addition, regular classes and tours are conducted in department facilities and staff is available to present in university programs.

A solid New Employee Orientation program is vital to the recruitment and retention of SCVRD staff. All new staff members are required to complete New Employee Orientation Parts I, II, and III. New Employee Orientation is intensive and comprehensive. The orientation program incorporates training in the following topics:

* A history of vocational rehabilitation

* The SCVRD agency mission, policies, procedures, and benefits

* Ethics in the workplace

* Disability awareness

* Customer service

* True Colors (personality assessment)

* Medical and psychosocial aspects of specific disabilities

* Safety in the workplace

* Job specific training

New employees are assigned mentors, participate in job shadowing, and receive performance coaching from their supervisors.

In addition, new counselors and selected direct service delivery staff are required to take the following training sessions:

* Motivational interviewing

* Medical terminology (for those who did not have this as a graduate course)

* Client Services training

In addition to the New Employee Orientation program, to retain qualified staff, SCVRD uses a system for staff evaluation that is a modification of a system that is available to all state employees. The system focuses on the individual employee’s job duties compared to stated goals and objectives. These goals and objectives are identified and discussed with the employee at the beginning of the rating period. Ongoing communication between the employee and supervisor clarifies the employee’s understanding of how to meet the performance standards and enhances service delivery to the client.

At the conclusion of the rating period an evaluation is performed, rating the employee on each duty in relation to performance objectives. The system provides for employee input into the development of the goals and objectives in order to support successful performance.

Another feature of the system allows objectives to be amended throughout the review period. This system also provides a mechanism for helping a substandard performer improve and a means of removing an employee from a position should performance not improve to an acceptable level. It is as follows:

A covered employee is entitled to adequate notice of substandard performance and the opportunity to improve the substandard performance before receiving a “below performance requirements” rating and being removed from the position. If during the performance period an employee is considered “below performance requirements” in any essential job function or objective which significantly impacts performance, the employee may be provided with a written “Warning Notice of Substandard Performance.” The warning notice shall provide for an improvement period of no less than 30 days and no more than 120 days. The warning notice may be issued at any time during the review period. An employee who receives more than two warning notices within a 365-day period shall be removed from the position. A warning notice is not required on the third occurrence.

The department has developed career path matrices for staff to encourage retention of qualified staff and promotion to higher level positions. These career paths are keyed to requirements in the areas of education, experience, production, quality, and training. The matrices include elements related to the department’s Program Integrity Model which emphasizes a balance among customer service, compliance assurance, and productivity. In addition, counselors who complete the designated courses to meet the state’s CSPD educational requirements will receive a 5% salary increase contingent on the availability of funding. A counselor who does not achieve the state CSPD standard within the required timeframes will be removed from his/her position. Also, any staff member who completes a bachelor’s or master’s degree in a field of study related to his position is eligible for a 5% salary increase contingent on the availability of funding. The career path matrices are published on the SCVRD intranet site.

The department takes an active role in employee/employer relations. Through strong leadership and the assistance of all staff, the department provides a healthy and safe work environment. Employee behavior and performance problems are dealt with appropriately and in a timely manner, with an emphasis on assisting the employee to improve. The department promotes internal and external customer service and has made teamwork an integral part of day-to-day operations. The department’s Celebration of Success program (reward and recognition system) allows employees to recognize coworkers for customer service, program excellence, as well as team and personal accomplishments.

“A State Agency of Vocational Rehabilitation Counselor must meet the following standards: a master’s degree in rehabilitation counseling, or a master’s degree in the field of counseling with a graduate course in Theories and Techniques of Counseling, or a master’s degree in any discipline. In addition to the master’s degree, the individual shall be required to document at least 18 credit hours of coursework at the master’s level or above, within thirty months of date of hire, in the core areas that follow: One graduate course with a primary focus on the Theories and Techniques of Counseling and three graduate courses, each with a primary focus on one of the following areas: Occupational Information, Job Development and Placement, Medical Aspects of Disabilities, Foundations of Rehabilitation, Psychological Aspects of Disabilities, and Personal and Vocational Adjustment; and two graduate courses, each with a primary focus on one of the following areas: Assessment, Research Methodology, Vocational and Career Development, Community Resources, Case Management, and Delivery of Rehabilitation Services, or a current Certified Rehabilitation Counselor (CRC) certification, regardless of degree.”

Of the 181 counselors who are currently employed by SCVRD, 159 meet the State’s CSPD standard for a Rehabilitation Counselor. 22 counselors have master’s degrees in a related field and are currently under a plan to complete requirements.

Funding support for the implementation of a retraining plan to assist VR counselors to meet the state educational requirement of CSPD is being provided by the department’s In-Service Training Grant. Other funding options may be provided by RSA grants, if available. Evaluation of the plan to ensure that VR counselors meet the CSPD requirements is conducted through an analysis of transcripts and the department’s electronic training records.

In addition to these efforts, the department provides, when deemed appropriate, tuition assistance to employees who are taking work-related courses.

HRD conducts systematic needs analyses which include input via public hearings, the findings of internally conducted program reviews, responses to customer service surveys, identified skills deficits from individual staff performance reviews, individual requests from staff for specific skills development, training needs assessment surveys, and meetings with management and direct service staff.

The department has developed a retention and succession plan that includes its Professional Development and Leadership Program (PDLP). The plan provides career development opportunities for staff via career paths, individual development plans, and targeted training opportunities. The Human Resources Development and Training Plan includes training provided by TACE, training on the Baldrige Criteria, management/supervision courses offered by the South Carolina Office of Human Resources and in-house training. In 2009 the PDLP had 143 participants in the program. Of the 143 participants, 46 graduated from the third and final level (Supervision and Management) of the program. The remaining 96 participants completed the first level of the program (Professional Development), and 67 of those completed the second level (Leadership Development). The program has been revised, and beginning June 2010 will consist of two levels. The third level, Supervision and Management will exist as a separate program and will focus on meeting the training needs of new and existing supervisors. Trainings offered in this program will begin in October 2010.

Applications for the first level of the revised PDLP program will be accepted beginning May 24, 2010. Classes will begin in the fall. The program continues to be cited as an innovative program by TACE and other agencies.

HRD has provided/sponsored training on brain injury, alcohol/drug addictions, mental illness, autism, and deafness and hard of hearing. These programs focused on the medical, psychosocial, and vocational aspects of these impairments and featured the application of assistive technology as appropriate. General workshops/online training modules on medical aspects and terminology of specific disabilities, disability awareness, transition from school to work, High school/High tech, post-secondary training, vocational assessment, employer relationships, rehabilitation technology, job placement, compliance assurance, and motivational interviewing were also staff development training topics. Other subject areas of staff training and development include: customer service, coaching, ethics, client services training, leading the generations, conflict resolution, coaching, leadership development, True Colors (personality assessment), computer skills training, safety, business development, ADA, role specific training, and new employee orientation.

Over the course of the next three to nine months, training is planned on the subjects of placement, transition, motivational interviewing, High School/High Tech, brain injury, deafness and hard of hearing, supported employment, the development of relationships with employers, assistive technology, leadership development, safety, cultural competency, communication, returning veterans, the aging population, career development and selected physical/mental impairments. Progress continues in building an on-line library of disability specific modules which are available upon demand. As always, the impact of these training efforts on staff performance will be assessed and the recommendations considered for the improvement of future training programs. The current training grant includes objectives that focus on training on the 1998 Amendments to the Rehabilitation Act, The Workforce Investment Act, Informed Choice, and transition.

SCVRD staff participates in numerous national and local conferences. These conferences offer up-to-date information on disabilities and initiatives in vocational Rehabilitation. Numerous local trainings take place and extensive research is conducted when planning these sessions in order to provide the most up-to-date information that will assist our staff in providing quality services to clients. When conducting disability related trainings, SCVRD uses physicians and other experts who are current with the latest research in their field. For designated staff, the department sponsors attendance at graduate courses that provide information on cutting-edge initiatives in the field.

Executive staff and managers are active members in the Council of State Administrators of Vocational Rehabilitation and the South Carolina Vocational Rehabilitation Association. In addition, the HRD director participated in writing the IRI on e-Learning. SCVRD is a long-time supporter of this effort. Staff also subscribe to numerous professional and research journals.

In addition, the department continues to place emphasis on Deaf services that ensures that a counselor in each area can communicate with clients who are deaf. The department takes advantage of the training offered by Western Oregon University, and web-based trainings. Training for counselors serving this population is planned for the coming year and includes training on Deaf culture, vocational assessment for the Deaf, and employment issues. In addition, the Rehabilitation Counselors for the Deaf are participating in an American Sign Language course at the University of South Carolina.

Certified interpreters are used contingent upon availability and client needs. However, qualified interpreters who are recommended by certified interpreters are used if accessing a certified interpreter would delay service provision.

The department expanded the Transition Services Specialist collaborative approach to the provision of transition services to now include ten school districts. This approach designates a transition services specialist - who is a school district employee - to act as a liaison to refer students to the department and assist these students in participating in work-based experiences in the community. This effort has resulted in a significant increase in transition referrals in the areas in which the program is operating and has increased our collaborative efforts with the local school district.

The department continues to designate a liaison counselor to each public secondary school throughout the state. During this past year State Office and local staff have provided in-service training to school staff, parents, and students regarding service availability. The department continues to work on the Transition Demonstration Grant awarded by the US Department of Education in 2007. The initiative, Youth Employment Services (YES), has now been fully implemented in all four of the planned South Carolina high schools. The YES program combines proven methods for serving students along with evidence-based best practices to create a comprehensive approach to serving youth in transition from school to adult life. The department has exceeded its year three outcome measures.

The South Carolina Vocational Rehabilitation Department designs new initiatives, enhances existing programs and refines policies and procedures based on many factors, including continuous program assessment and evaluation, by analyzing statistical trends and with input from constituency groups. In keeping with SCVRD’s strategic plan and, as specified by the Rehabilitation Act, this feedback loop begins with the triennial statewide assessment.

South Carolina has 2.77 million persons of working age (16 – 64). Of these, 14.8% have at least one disability. Overall, South Carolina ranks 11th in the nation in the number of 16-64 year-olds with a disability, an drop from 10th the previous year. The employment for persons with disabilities is approximately 23% with a relatively higher employment rate for men than women (RRTCDDS, 2008).

Individuals with the most significant disabilities, including their need for supported employment services;

SSI/SSDI Recipients:

A study to compare trends of the number of SSI/SSDI beneficiaries in the state to the number of SSI/SSDI beneficiaries applying for SCVRD service was conducted. Congressional statistics through December 2007, prepared by the Social Security Administration indicate that 233,614 South Carolinians are receiving SSI/SSDI. This is 6.86% South Carolinians over the age of 16. The number of SSI/SSDI beneficiaries applying for services has increased from 1,848 during 2005 to 2,707 during 2008. This reflects an increase of 46% and represents 13% of the individuals with disabilities who applied for services at SCVRD.

Table 1 - Vocational Rehabilitation SSI/SSDI Beneficiaries

2005 2006 2007 2008

Other 90% 88.45% 87% 87.17%

Pop.

SSI 4.98% 5.59% 6.90% 5.50%

SSDI 4.10% 4.93% 4.84% 5.80%

Both 0.93% 1.05% 1.24% 1.54%

SSI/SSDI

A major factor in improving employment options for SSI/SSDI recipients is to ensure a speedy provision of return-to-work services. A briefing paper developed by David Wittenburg and Pamela Loprest entitled “Ability or Inability to Work, Challenges in Moving Towards a More Work-Focused Disability Definition of Social Security Administration Disability Program” found that the provision of accommodations immediately following disability onset among workers in the U.S. increased the likelihood of return-to-work. Similarly, the lessons from the private sector indicate that early intervention is a major factor in improving employment outcomes following disability onset.

The provision of early intervention services is a major issue given the long application process associated in making eligibility determinations for both the SSI and SSDI programs. There will be a need for increased supported employment services at SCVRD to improve the employment outcomes of SSI/SSDI recipients.

The increased need for services for individuals from identified emerging disabilities was identified in this needs assessment. Based on research from FightAutism.org, there has been a 1557% cumulative growth rate of autism spectrum disorder in South Carolina from 1992 to 2007 which compares to the 1558% growth nationwide. Persons who are diagnosed with an autism spectrum disorder required a stable and predictable work environment which can be accomplished with a strong supported employment services.

Another area of identified need is the increase of traumatic brain injuries in veterans as a result of the wars in Afghanistan and Iraq. The prevalence of traumatic brain injuries in this population created a shift in the mission of the Defense and Veteran Brain Injury Center (DVBIC) in 2007. DVBIC’s efforts were focused on prevention, evaluation, and treatment. In South Carolina, a task force has been developed to address the needs of veterans with disabilities and the service needs to ensure their inclusion back into the workforce. SCVRD has been a key member since its inception.

Individuals with disabilities who are minorities and individuals with disabilities who have been unserved or underserved by the vocational rehabilitation program carried out under this State Plan; and

Individuals with disabilities who are minorities:

South Carolina is a state with a large minority population as indicated by the census conducted in 2007 by the United States Census Bureau. A comparison to FFY 2008 RSA Standards and Indicators, indicator 2.1, Access to Services for Minorities, shows the ratio for minorities to non-minorities is .961 and indicates this population is well served.

According to the American Community Survey (ACS) and U.S. Census data, of the persons living in South Carolina, 68.1% are white and 28.9% are African American. This makes up 95% of South Carolinians with the remaining 2.9% Native American (Catawba Tribe), Asian or dual race.

Table 2 – Prevalence of disabilities by race compared to census, 2007 Disability Status Report, and SCVRD RSA 911 data.

1 2 3 4 5

SC Pop. 68.10% 28.90% 1.20% 0.30% 1.40%

SC Pop w/disab 13.80% 19.10% 5.19% 28.10% 11.00%

SCVRD pop. 45.71% 51.40% 0.23% 0.37% 2.30%

1=White

2=African Americans

3=Asians

4=Native Americans

5=Other Races/Multi-Races

African American Population

Of the 1.3 million African Americans living in South Carolina, 19.1% of persons aged 16 – 64 have a disability. This is a higher percentage than in the population at large where 14.3% (2007 Disability Status Report, Cornell University) of persons have a disability. During FFY 2008, SCVRD provided services to approximately 11,000 African Americans. This represents 51.4% of the total SCVRD population who applied for services during this period.

Native American Populations

According to the 2005-2007 ACS, 12,981 South Carolinians identified themselves as being “American Indian and Alaska Native.” This population has the highest incident of disability among demographic groups in South Carolina (28.1% between the ages of 21 to 64). This is comparatively higher than the national average of 22.5% of Native Americans age 21 to 64 with disabilities.

In federal fiscal year (FFY) 2008, .37% of SCVRD applicants identified themselves as Native Americans.

This may be due to social factors. The American Indian Vocational Rehabilitation Services (AVIRS) grant is not awarded in South Carolina. American Indians experience the highest rate of disability of any group in the United States. Efforts to improve the number of Native Americans who receive vocational rehabilitation services will continue through outreach in communities represented by a large numbers of Native Americans.

Latino/Hispanic Populations

Of the total population living in South Carolina, 3.6% selected Latino or Hispanic as descriptive of their heritage. The number of Latinos or Hispanics living in South Carolina has increased by 63.33% since the last needs assessment. With the rapid growth of this population comes the rapid growth of individuals in our state with disabilities who are Hispanic and Latino. This represents an opportunity to develop strategies to ensure this population is well served.

Older South Carolinians

Older South Carolinians are defined as those 65 and over. In the document developed by a recent RSA Institute on Rehabilitation Issues publication, Entitled “The Aging Workforce: A Perfect Storm...Or Perfect Opportunity?” it is noted that this population is one of the fastest-growing age cohorts in the United States. Several factors have contributed to the rise of the older population. One is the increased life expectancy; another is the large number of aging baby boomers.

The Cornell University 2007 study showed the prevalence of people with a disability ages 65 to 74 is 29.7% nationally; however, in South Carolina the prevalence of disabilities in this age group is 33.5%. Using the RSA 911 data, 1.94% of the applications taken in FFY 2008 were persons age 65 and greater. As the aging population faces the challenges of the economic downturn, many will continue pursuing employment.

Veterans

In the 2009 34th IRI “When Johnny (or Jeannie) Comes Marching Home … and Back to Work,” Dr. Ira Katz stated that 95,000 service members returning from Iraq and Afghanistan received at least a preliminary mental health diagnosis. Post-traumatic stress disorder (PTSD) was the most common diagnosis and experienced by more than 45,000 individuals. The Department of Defense task force on Mental Health (2007) reported that in June 2007, nearly 33,000 of these veterans have been treated for nondependent substance abuse issues and 27,000 for depressive disorders.

FFY 2008 data reveal that 6.32% of applicants to SCVRD identified themselves as veterans. This number is expected to rise. In the 2006 ACS, 27.4% of veterans identify themselves as having a disability which is higher than the national average of 26.8%.

Transition Age Youth

South Carolina has one of the highest dropout and lowest graduation rates in the nation(NCES, 2006; Diplomas Count, 2007). With only 54% graduating from high school in 2004 (Ibid, 2007), South Carolina is risking its economic future. Only 69% of those graduating from high school enter post-secondary education and another 20% enter gainful employment (South Carolina Statistical Abstract, 2006). In this state, there are 82,446 individuals with disabilities ages 5-20, constituting 9% of the total population with disabilities in South Carolina (Census, 2000). The educational attainment and potential employability of students with disabilities are of particular concern. More than 100,000 children in South Carolina were served under IDEA in 2006. South Carolina ranks 53rd of 57 states and territories in the graduation rates of students with disabilities, according to a report prepared by the National Center for Special Education Accountability and Monitoring (2005).

SCVRD received applications on 3,051 young adults with disabilities between the ages of 16 and 21 during 2008. With 46% of students with disabilities dropping out before graduation and 30% completing high school with only a certificate of attendance/completion, it is essential the SCVRD continues to aggressively seek innovative methods to build strong partnerships among community stakeholders.

Rural

SCVRD has long established the maximum distance a client should have to travel to obtain V.R. services is 50 miles. The existing field offices satisfy this requirement with ample coverage statewide to all individuals with disabilities who wish to apply for services. However, according a publication of the South Carolina Office of Research and Statistics, “Urban and Rural Population in South Carolina,” 39.5% of the population lives in rural areas which ranks South Carolina 13th in the nation for the highest percentage of population living in rural areas. The rural nature of the state lends itself to minimal transit services. Seven out of the 46 counties do not have any type of public transportation. The lack of transportation makes it difficult for individuals to participate in vocational rehabilitation services and enter the work force. An aggressive approach to deliver vocational rehabilitation services to rural and remote areas will be needed to improve employment outcomes for this population.

Disability Types

• An analysis of clients by disability was conducted to determine whether SCVRD was equally successful serving all groups and to determine which disability categories required more emphasis. An analysis compared three years of SCVRD employment outcomes by disabilities to the national V.R. average.

Table 3 – Employment outcomes by disability

FFY2005 FFY2006 FFY2007

SCVRD Nat'l. SCVRD Nat'l. SCVRD Nat'l.

Physical 32.02% 29.16% 29.99% 28.07% 29.83% 27.00%

Communicative 6.86% 11.86% 6.33% 12.79% 6.45% 13.53%

Cognitive 10.07% 27.28% 12.14% 27.97% 13.82% 27.83%

Mental 50.66% 27.54% 51.18% 27.22% 49.64% 27.62%

The results reveal that SCVRD employment outcomes for persons with communicative and cognitive impairments are half the national average. For this reason, targeted outreach and enhanced service provision will be a focus for these disability groups.

Individuals with disabilities served through other components of the statewide work force investment system.

SCVRD actively participates in the Workforce Investment system throughout the state. The Department of Commerce’s Workforce Investment Board, the One Stop employment system, and numerous cooperative arrangements with other state entities and programs enhance vocational rehabilitation efforts and improve employment outcomes throughout the state.

The South Carolina Department of Commerce is the central point of contact responsible for implementing the Workforce Investment Act and heads up the State Workforce Investment Board. The board oversees the state’s efforts to develop a skilled, highly qualified work force to enable citizens to succeed in today’s global economy. The board includes representatives from the Department of Education, Employment Security Commission, Department of Social Services, Department of Commerce as well as business owners and private citizens. It acts as a forum for collaboration, ensuring that vocational rehabilitation requirements are articulated as part of the statewide plan.

In addition to the board, the One Stop system has been set up in 12 regions throughout the state with multiple offices in each region. The One Stop system provides assistance to job seekers or students looking for the right job and helps employers looking for the best candidates.

Each of SCVRD’s 19 area offices has cooperative agreements with each region to participate in the One-Stop offices. These agreements include staffing requirements, equipment, and referral procedures for individuals seeking employment. During the last year, 428 referrals were made from One Stop offices to SCVRD. The partnership is expected to strengthen since the Ticket to Work legislation pre-qualified One-Stop Centers to be employment networks.

(A) Number of individuals in the state eligible for services:

38,053

(B) Number of eligible individuals who will receive services under:

Title I, Part B 37,589

Title VI, Part B 464

Each priority category within an order of selection, if the agency is using an order of selection N/A

(C) Costs of services for the estimate in (A) $32,475,572

1. The goals and priorities approved by the department’s independent commission (Section 101(a)(21)(A) of the Rehabilitation Act Amendments of 1998);

2. These goals and priorities are developed consistent with the findings of the department’s Comprehensive Statewide Needs Assessment. (State Plan Attachment 4.11(a) conducted in 2009 for FFY 2010.)

Goal 1 – SCVRD will achieve program improvement as demonstrated by improved quantifiable outcomes on standards and indicators.

Goal 2 - SCVRD will improve the quality of employment outcomes for eligible individuals with disabilities.

Goal 3 –SCVRD will increase collaboration with other state agencies.

Goal 4 – SCVRD will place a priority on collaborative efforts to address transition services for students with disabilities.

Goal 5 – SCVRD will expand outreach efforts to unserved and underserved individuals with disabilities in South Carolina.

Goal 6 – SCVRD will strengthen relationships with employers.

Goal 7 – SCVRD will continue to examine and improve its key processes.

• Strengthening service delivery afforded to individuals whose disabilities and vocational needs are so significant that SCVRD’s 110 traditional program services would not be sufficient to meet their employment needs;

• Providing services to people with most significant disabilities, especially SSI and/or SSDI recipients, in order to successfully achieve and maintain competitive employment in integrated work settings; and

• Continuing to utilize resources and special programs offered through the South Carolina Department of Disabilities and Special Needs (SCDDSN) involving individuals with traumatic brain injury.

• Providing ongoing training to SCVRD staff in the provision of supported employment services.

The number of people served may vary in accordance with the disability composition and the portion receiving SSI and/or SSDI benefits. It is expected in SFY 2011 that the supported employment services of a job coach will generate an average of 15-20 direct placements, and 10 - 15 successful employment outcome closures with emphasis on individuals allowed SSI and/or SSDI - each having earnings equal to or greater than the $1,000 per month Substantial Gainful Activity (SGA), 2010.

Individual placement in competitive employment at or above minimum wage remains the primary supported employment model used. SCVRD’s performance for FFY 2008 (most current available information) on indicator 1.4 was 97.43%, 35.03% higher than the required performance level of 62.4%. Transitional employment for individuals with mental illness is also used when appropriate. A team approach is employed in order to collaborate with clients and other community service providers to achieve successful employment outcomes through the use of supported employment services.

The SCVRD coordinator of supported employment services at the state level conducts a yearly training for all job coaches and works with new job coaches in their local office shortly after they are hired. Additional training planned for the coming year focuses on job and task analysis, job development, and follow along services. Training is an area of significant attention including correct RSA 911 coding.

SCVRD, through the vocational assessment process, has developed a method to identify individuals early in the rehabilitation process who may need the supported employment services of a job coach. It is anticipated this will result in identifying more individuals who will benefit from comprehensive supported employment services.

At this time, SCVRD uses designated Title VI, Part B funds for six supported employment coach positions. This annual grant award complements SCVRD’s use of its traditional 110 program service funds to provide statewide supported employment job coach coverage. SCVRD’s traditional 110 program service funds, in turn, provide for additional supported employment job coaches—either directly hired or through an agreement with the South Carolina Department of Mental Health. Generally speaking, the job coaches have been and continue to be a valued resource to extend SCVRD’s service delivery to more individuals who have the most significant disabilities and need additional supports to maintain competitive employment.

STRATEGY 1:

SCVRD will identify areas within South Carolina where specific indicators can be improved based on the unique characteristics and demographics of that area.

GOAL 2 - SCVRD will improve the quality of employment outcomes for eligible individuals with disabilities. (Innovation and expansion activities made possible through ARRA funds)

STRATEGY 1:

SCVRD will expand the Skilled Workforce Apprenticeship Program (SWAT). This program creates apprenticeship opportunities with local businesses with the inducements of reduced recruitment costs, higher productivity, and a more diverse workforce.

STRATEGY 2:

Expand the availability of comprehensive vocational rehabilitation services to the upstate of South Carolina. The completion of the center under construction in Lyman, South Carolina is scheduled for late 2009.The center staff will provide vocational rehabilitation services including occupational and physical therapy, job readiness training, counseling and guidance services, vocational assessment, job placement, supported employment, information technology training, and rehabilitation technology.

STRATEGY 3:

SCVRD will improve the quality of employment outcomes by providing internship opportunities for clients approaching the end of their post-secondary training programs.

STRATEGY 4:

SCVRD will improve the quality of employment outcomes by providing intensive training for staff who are responsible for vocational assessments.

STRATEGY 5:

SCVRD will expand counselor internship opportunities to enhance the recruitment of qualified rehabilitation counselors.

STRATEGY 6:

SCVRD will enhance staff understanding of the vocational implications of a wide range of disabilities to be made available on demand through online learning modules.

GOAL 3 - SCVRD will increase collaboration with other state agencies and entities.

STRATEGY: 1:

SCVRD will work in cooperation with the South Carolina Department of Mental Health and the South Carolina Department of Alcohol and Other Drug Abuse Services through the Co-Occurring State Infrastructure Grant to expand local area staff training and service provision for consumers with co-occurring disorders.

STRATEGY 2:

SCVRD and the South Carolina Department of Education, Adult Education Division, will work together to expand referral development and the availability of WorkKeys instruction and testing in all SCVRD Area Offices, as well as the substance abuse treatment facilities Palmetto Center and Holmesview Center and the future Lyman center.

STRATEGY 3:

Counterpart meetings will continue in SFY 2010 and will include: South Carolina Department of Probation, Pardon, and Parole, South Carolina Department of Corrections, South Carolina Department of Alcohol and Other Drug Abuse Services, and local county health departments.

GOAL 4 – SCVRD will place a priority on collaborative efforts to address transition services for students with disabilities.

STRATEGY 1:

SCVRD will expand the use of collaborative efforts as a mechanism for delivering transition services through joint funding with school districts for transition services specialist positions.

STRATEGY 2:

SCVRD will continue efforts with the South Carolina Department of Juvenile Justice through the joint funding of a counselor position to increase referrals and services for students with disabilities at the Broad River Road Complex.

STRATEGY 3:

Through the Youth Employment Services Grant, transition assessment specialists will be placed in additional schools to provide work preparation, experiences and employment outcomes for students with disabilities.

STRATEGY 4:

SCVRD will partner with the South Carolina Department of Mental Health to co-fund school-based mental health counselor positions to expand outreach and services for students with mental illness.

STRATEGY 5:

SCVRD will expand the partnership with the Wil Lou Gray Opportunity School through the joint funding of a guidance counselor/transition assessment specialist position to provide vocational assessment, work preparation and experiences, and employment outcomes for students with disabilities.

GOAL 5 – SCVRD will expand outreach efforts to unserved and underserved individuals with disabilities in South Carolina.

STRATEGY 1:

SCVRD will seek greater involvement with disability organizations serving individuals with significant disabilities. Formal agreements will be implemented to include referral source requirements, SCVRD participation in support groups, and other outreach activities.

STRATEGY 2:

In order to expand services to the Deaf and hard of hearing population, rehabilitation counselors for the Deaf will be required to develop three new referral sources in their local office area in the coming SFY.

STRATEGY 3:

SCVRD staff will initiate outreach activities to the American Indians Advisory Board to better identify individuals in this population who would benefit from vocational rehabilitation services to enter competitive employment.

STRATEGY 4:

Outreach activities will continue to address the vocational rehabilitation needs of the Hispanic community. Results of a Hispanic focus group to be conducted in SFY 2010 will determine additional strategies required to increase referrals as well as staff training needs.

STRATEGY 5:

In SFY 2010, SCVRD will conduct demonstration projects in three diverse areas of South Carolina to assess the benefit of rural rehabilitation specialists. The project will be designed to take vocational rehabilitation services to rural and remote areas that are underserved. The three projects will be designed to test a variety of service delivery methods.

STRATEGY 6:

In order to reach the growing number of OIF/OEF veterans, SCVRD will work with veterans’ groups as well as other agencies and organizations to identify those veterans and their family members who would benefit from vocational rehabilitation services.

STRATEGY 7:

SCVRD will dedicate a staff position to improve the employment outcomes of individuals who are SSI/SSDI beneficiaries.

STRATEGY 8:

In order to prepare for the increasing need for vocational rehabilitation services for the aging population, SCVRD will identify issues related to this population and conduct training activities in SFY 2010.

STRATEGY 9:

SCVRD will enhance its identification and evaluation process to ensure individuals who require supported employment services will be identified early.

GOAL 6 – SCVRD will strengthen relationships with employers.

STRATEGY 1:

The Vocational Rehabilitation Business Partnership Network will be restructured to develop and strengthen employer partnerships at the local level as well as determine current needs in the workforce and provide education regarding VR services and supports.

STRATEGY 2:

SCVRD will continue collaboration with the South Carolina Employment Security Commission, the South Carolina Department of Disabilities and Special Needs, the University of South Carolina’s Center for Disability Resources, and others to plan and conduct a conference for South Carolina businesses to provide education regarding the benefits of hiring individuals with disabilities as well as available services and supports.

GOAL 7 – SCVRD will continue to examine and improve its key processes.

STRATEGY 1:

SCVRD will continue internal focus groups to determine the effectiveness of staff duties, processes and programs.

STRATEGY 2:

Service delivery and the timely exchange of information will be improved by the completion of the electronic case file which is anticipated for SFY 2010. This includes IPE through closure.

STRATEGY 3:

Time management for staff will be improved by upgrading to web-based email and calendar software using MS Outlook.

STRATEGY 4:

SCVRD will enhance data reporting capabilities by upgrading its SQL database to the 2008 version.

STRATEGY 5:

SCVRD will improve quality and compliance by expanding the review capabilities of the centralized compliance unit and by taking advantage of an electronic case file environment.

STRATEGY 6: Improve the cost-effectiveness of procurement, budgets, finance, human resources, and payroll activities through the implementation of the South Carolina Enterprise Information System (SCEIS).

STRATEGY 1:

SCVRD will identify areas within South Carolina where specific indicators can be improved based on the unique characteristics and demographics of that area. This strategy will continue.

PERFORMANCE MEASURES:

SCVRD sponsored a study by an organizational psychologist to assess the access to services based on a population study. This method determined the number of caseloads required. The findings of this study will be used in the coming year to develop a long-range strategic plan.

GOAL 2 - SCVRD will improve the quality of employment outcomes for eligible individuals with disabilities. This goal will continue.

STRATEGY 1:

SCVRD will continue with the expansion of the Skilled Workforce Apprenticeship Program (SWAT). This program creates apprenticeship opportunities with local businesses with the inducements of reduced recruitment costs, higher productivity, and a more diverse workforce. This strategy will continue.

PERFORMANCE MEASURES:

Over the past year the Skilled Workforce Apprentice Training (SWAT) program has continued expansion throughout the state; it is currently available statewide. During this reporting period, over 40 clients were trained and placed in skilled career positions through the SWAT program. These positions include pharmacy technicians, bank tellers, and digital imaging technicians to name a few.

STRATEGY 2:

Expand the availability of comprehensive vocational rehabilitation services to the upstate of South Carolina. The completion of the center under construction in Lyman, South Carolina occurred in late 2009, and service delivery began earlier this year. The center staff will provide vocational rehabilitation services including occupational and physical therapy, job readiness training, counseling and guidance services, vocational assessment, job placement, supported employment, information technology training, and rehabilitation technology. This strategy will continue.

PERFORMANCE MEASURES:

The Bryant Center in Lyman, South Carolina, was completed in December 2009. Staff have been reassigned and hired, are conducting outreach, and providing vocational rehabilitation services to eligible clients in the upstate. Services include counseling and guidance, vocational assessment, job placement, supported employment, rehabilitation technology, and occupational and physical therapy. Information technology training sessions are scheduled to begin in June 2010.

STRATEGY 3:

SCVRD will improve the quality of employment outcomes by providing internship opportunities for clients approaching the end of their post-secondary training programs. This strategy will continue.

PERFORMANCE MEASURES:

SCVRD clients, who are participating in post-secondary training, were able to experience the world of work in a learning experience. This allows the client to apply their talents and abilities in a paid job setting that enables them to demonstrate valuable work skills.

Program Objectives are:

* Provide the client with real work experience that complements post-secondary education.

* Allows the client to obtain first-hand knowledge about the culture and expectations of the career in general and the employer in particular.

* Allows the client to obtain firsthand knowledge of career opportunities

* Assist client with making decisions about future career opportunities

* Enhance the client’s educational program by providing supervised practical training that is related to the client's professional interest.

* Provide the client with experience that will reflect favorably on a resume.

STRATEGY 4:

SCVRD will improve the quality of employment outcomes by providing intensive training for staff who are responsible for vocational assessments. This strategy will continue.

PERFORMANCE MEASURES:

During this reporting period the following trainings have been provided to all Vocational Assessment and Career Exploration Specialists:

1. Occupational Analysis (Introduction to OASYS and Its Use, Introduction to Client-Specific Analysis)

2. Aptitude/Achievement Testing (Administration, Scoring, And Interpretation of WRAT4 (Wide Range Achievement Test)

3. Behaviors of Vocational Assessments (Skills of Behavioral Observation, Transferable Skills Analysis, Communication Behaviors and Preferences of the Deaf, 4. Hard of Hearing, and Late Deafened, Common Behaviors, Screening Instruments, for clients with issues of substance abuse.)

STRATEGY 5:

SCVRD will expand counselor internship opportunities to enhance the recruitment of qualified rehabilitation counselors. This strategy will continue.

PERFORMANCE MEASURES:

The South Carolina Vocational Rehabilitation Department is committed to the recruitment of qualified rehabilitation counselors by continuing to offer opportunities for eligible graduate students to apply their academic knowledge in a real work environment.

As a result of this initiative, SCVRD developed on-going relationships with the directors and field site coordinators at the graduate level of various universities including: Clemson University, Francis Marion University, South Carolina State University, South University, Winthrop University, University of South Carolina, University of North Carolina in Charlotte, North Carolina; Winston-State University in Winston, Salem, North Carolina; East Carolina University, North Carolina; as well as the University of Tennessee. These graduate programs provide students who meet the CSPD requirement for employment as a Vocational Rehabilitation Counselor and require students to complete an internship as a pre-requisite for successful completion of the Master’s Degree program.

SCVRD continues to see an increase in the number of applications for internships with the agency. In 2007, there were nine interns statewide. In 2009, 25 interns and so far in 2010, 44 applications for internships have been submitted. The increase is attributed to the following coordinated efforts:

1) Marketing through the development of an internship brochure and additional information provided on the agency website about internship opportunities.

2) The development and maintenance of on-going relationships with key individuals at the various universities whose responsibility is to coordinate internships.

3) Appropriate university staff were invited to tour the local area offices and work training centers in order to understand the type of internship experience the student will have while working with SCVRD.

4) During these tours, information was provided to share with students to include the Graduate Internship Program brochure as well as a DVD of the most recent Client Achievement Award recipient.

5) The graduate program director is provided a copy of the agency vacancy listing on a regular basis.

6) Invitations were accepted to speak with students on campus and at various other forums to discuss VR services as well as internship opportunities.

7) SCVRD staff attended career fairs, annual field site placement expositions, job fair expositions, military career fairs, connections internship and employment fairs, and other venues in order to educate the public about Vocational Rehabilitation as well as employment and internship opportunities within our agency.

During the past year, the oversight of the SCVRD internship program was centralized to ensure that every office could accommodate an intern by eliminating the need to have a staff member in every office with the appropriate credentials/certification to oversee the training requirements of the intern. By centralizing this function, we can ensure that the requirements of every MOA will be met, and every intern will receive the training that meets the requirements established by the University. This creates consistency with the internship experience/training statewide.

SCVRD is now reaping the benefits of our internship program as there is now a ready pool of employees who excelled in their internships and became a valuable asset to our agency on the first day of their employment.

STRATEGY 6:

SCVRD will enhance staff understanding of the vocational implications of a wide range of disabilities to be made available on demand through online learning modules. This strategy will continue.

PERFORMANCE MEASURES:

The Human Resource Development staff was successful in launching a learning management system – LOTIS – Learner Online Training and Information Site this year. One of the initial goals was to develop a series of online disability-specific training modules which would be available on-demand to all staff. To date, the following modules have been developed: Addictions, Anxiety Disorders, Bipolar Disorder, Brain Injury, Conduct Disorders, and a general Disability Awareness module. Spinal Cord Injury and Attention Deficit Disorders are in the final phase of being converted to the online format. Content for the following modules have been developed and will be available within the next 2-3 months: Schizophrenia, Autism and Depression. Additional topics are identified and will be developed in the future. All staff are required to watch the modules and complete a basic knowledge check. Direct service staff are required to complete additional activities focusing on service delivery.

GOAL 3 - SCVRD will increase collaboration with other state agencies and entities. This goal will continue.

STRATEGY 1:

SCVRD will work in cooperation with the South Carolina Department of Mental Health and the South Carolina Department of Alcohol and Other Drug Abuse Services through the Co-Occurring State Infrastructure Grant to expand local area staff training and service provision for consumers with co-occurring disorders. This strategy will continue.

PERFORMANCE MEASURES:

SCVRD has continued participation in the Co-occurring State Infrastructure Grant in cooperation with the South Carolina Department of Mental Health and the South Carolina Department of Alcohol and Other Drug Abuse Services. Three additional sites were added to the project during the year. Training has been provided to staff in each of the new sites as well as the existing locations and assessments/evaluations have been conducted to ensure they are prepared and capable to serve individuals with co-occurring disorders.

STRATEGY 2:

SCVRD and the South Carolina Department of Education, Adult Education Division, will work together to expand referral development and the availability of WorkKeys instruction and testing in all SCVRD Area Offices, as well as the substance abuse treatment facilities Palmetto Center and Holmesview Center and the future Lyman center. This strategy will continue.

PERFORMANCE MEASURES:

SCVRD and the South Carolina Department of Education, Adult Education Division have conducted staff training regarding program services and referral development to ensure that consumers are aware of and have access to services offered by each of the partners. The availability of WorkKeys has been expanded to include the new Bryant Center in Lyman, South Carolina, and the Palmetto Center. Work is underway to establish the WorkKeys program in the Holmesview Center. Efforts are also underway to begin offering WorkKeys in electronic format which will provide clients and staff with real-time results regarding their performance. This initiative is projected to be completed in the summer of 2010.

STRATEGY 3:

Counterpart meetings will continue in SFY 2010 and will include: South Carolina Department of Probation, Pardon, and Parole, South Carolina Department of Corrections, South Carolina Department of Alcohol and Other Drug Abuse Services, and local county health departments. This strategy will continue.

PERFORMANCE MEASURES:

Over 75 counterpart meetings were conducted throughout the year with the entities described above. The meetings were well attended and served to bring a greater understanding of both parties and how to further strengthen partnerships.

GOAL 4 – SCVRD will place a priority on collaborative efforts to address transition services for students with disabilities.

STRATEGY 1:

SCVRD will expand the use of collaborative efforts as a mechanism for delivering transition services through joint funding with school districts for transition services specialist positions. This strategy will continue.

PERFORMANCE MEASURES:

SCVRD expanded the Transition Services Specialist Program to four additional school districts. Through this jointly funded arrangement, eligible students receive vocational preparation and work experiences during the school day which keeps them engaged in school and prepares them for post secondary training opportunities or employment upon their exit from school.

STRATEGY 2:

SCVRD will continue efforts with the South Carolina Department of Juvenile Justice through the joint funding of a counselor position to increase referrals and services for students with disabilities at the Broad River Road Complex. This strategy will continue.

PERFORMANCE MEASURES:

SCVRD and the South Carolina Department of Juvenile Justice continued to co-fund a counselor position to provide services to eligible youth with disabilities housed at the Broad River Road Complex. Students receive counseling and guidance, vocational assessment, and work preparation to assist them in transitioning back to their local communities.

STRATEGY 3:

Through the Youth Employment Services Grant, transition assessment specialists will be placed in additional schools to provide work preparation, experiences and employment outcomes for students with disabilities. This strategy will continue.

PERFORMANCE MEASURES:

The Youth Employment Services Grant was expanded to two new locations, Spartanburg and Beaufort, ahead of schedule. Both sites have staff in place and have begun seeing clients and providing work preparation and experiences for eligible youth in the respective schools.

STRATEGY 4:

SCVRD will partner with the South Carolina Department of Mental Health to co-fund school-based mental health counselor positions to expand outreach and services for students with mental illness. This strategy will continue.

PERFORMANCE MEASURES:

Discussions have been held with the South Carolina Department of Mental Health and there is interest in pursuing this endeavor. A draft memorandum of agreement has been developed and potential sites have been identified pending the approval of the MOA.

STRATEGY 5:

SCVRD will expand the partnership with the Wil Lou Gray Opportunity School through the joint funding of a guidance counselor/transition assessment specialist position to provide vocational assessment, work preparation and experiences, and employment outcomes for students with disabilities. This strategy will continue.

PERFORMANCE MEASURES:

SCVRD and the Wil Lou Gray Opportunity School have partnered together to co-fund a guidance counselor/transition assessment specialist position to provide vocational assessment, work preparation and experiences and job placement for eligible students with disabilities. Students receive intense instruction regarding employment preparation and participate in community-based work experiences.

GOAL 5 – SCVRD will expand outreach efforts to unserved and underserved individuals with disabilities in South Carolina. This goal will continue.

STRATEGY 1:

SCVRD will seek greater involvement with disability organizations serving individuals with significant disabilities. Formal agreements will be implemented to include referral source requirements, SCVRD participation in support groups, and other outreach activities. This strategy will continue.

PERFORMANCE MEASURES:

During this reporting period there has been greater involvement with the Spinal Cord Injury Association, South Carolina Independent Living Council and Centers for Independent Living, Mental Health and the IPS Program, Work In Progress, Diabetes Council, and the Brain Injury Alliance. Counselors attend support group meetings and conferences. SCVRD staff assist with training and evaluations of the abovementioned entities.

STRATEGY 2:

In order to expand services to the Deaf and Hard of Hearing population, rehabilitation counselors for the Deaf will be required to develop three new referral sources in their local office area in the coming SFY. This strategy will be modified in the coming year to include increased training and outreach activities.

PERFORMANCE MEASURES:

Rehabilitation counselors for the Deaf (RCD) have strengthened partnerships with the South Carolina School for the Deaf and the Blind Outreach Centers. The centers are located in the Piedmont, Midlands, Low Country, and Coastal regions of South Carolina. In 2009, SCVRD staff conducted counterpart meetings with the center directors in order to increase awareness of VR services and to encourage new referrals. During this period, the RCDs have enlisted mentors from the deaf community to assist in this effort

STRATEGY 3:

SCVRD staff will initiate outreach activities to the American Indians Advisory Board to better identify individuals in this population who would benefit from vocational rehabilitation services to enter competitive employment. This strategy will continue.

PERFORMANCE MEASURES:

SCVRD staff presented to the Catawba Indian Nation about VR services and attended the Native American Conference at the University of South Carolina last fall. In addition, SCVRD staff has been invited to meet and speak with the Catawba Indian Nation Advisory Board during one of their quarterly meetings.

SCVRD staff met with the staff of the South Carolina Commission on Minority Affairs (SCCMA) which involved an exchange of information and an overview of each agency's mission and services. SCCMA focuses on four minority groups: Native American, Hispanic, African American and Asian. Services are geared toward social and human services, economic and community development (including unemployment and underemployment). SCCMA offers a three-hour cultural competency training quarterly and has invited SCVRD staff to attend. Each minority group has an advisory committee that meets quarterly. There are forums held in the Native American community which focus on sharing community resource information including information for persons with disabilities. Partnership opportunities were discussed concerning training, referrals to SVRD, job development, and placement.

STRATEGY 4:

Outreach activities will continue to address the vocational rehabilitation needs of the Hispanic community. Results of a Hispanic focus group to be conducted in SFY 2010 will determine additional strategies required to increase referrals as well as staff training needs. This strategy will continue.

PERFORMANCE MEASURES:

Efforts are still being made to strengthen the relationship in order to become more involved with the Hispanic community. The Hispanic focus group has been rescheduled for FY 2011.

STRATEGY 5:

In SFY 2010, SCVRD will conduct demonstration projects in three diverse areas of South Carolina to assess the benefit of rural rehabilitation specialists. The project will be designed to take vocational rehabilitation services to rural and remote areas that are underserved. The three projects will be designed to test a variety of service delivery methods. This strategy will continue.

PERFORMANCE MEASURES:

The Counselor assigned to Pageland, South Carolina began serving clients at the Pageland Community Center on February 5, 2010. A room was provided to meet with and serve clients on Fridays from 9:00 a.m. to 1:00 p.m. The space was acquired through the permission of the Mayor of Pageland, and the approval of the Pageland Town Council. The mayor provided the council with information provided by SCVRD to demonstrate a commitment by the Department to serve the citizens of Pageland with disabilities. Nineteen clients with Pageland addresses are being served. Other small towns in the area are referring individuals to this counselor. The counselor is located in a meeting room near the entrance and uses a SCVRD laptop computer with an air card to assist in serving clients.

This strategy will continue and additional sites will be selected in the coming year.

STRATEGY 6:

In order to reach the growing number of OIF/OEF veterans, SCVRD will work with veterans’ groups as well as other agencies and organizations to identify those veterans and their family members who would benefit from vocational rehabilitation services. This strategy will continue.

PERFORMANCE MEASURES:

SCVRD has been an active participant on the South Carolina Returning Veteran’s Policy Academy, a team comprised of multiple state agencies and organizations dedicated to serving veterans and their families. This group works together to provide training and information regarding available services for veterans and their families as well as to identify additional resources and funding opportunities. SCVRD has also been closely involved with the Warriors in Transition program at Fort Jackson in Columbia, South Carolina which strives to ensure returning veterans are able to integrate back into society successfully. SCVRD has counselors assigned to each of the VA facilities in the state to reach out to those veterans and family members in need of VR services. In addition, SCVRD is planning a Veteran’s Institute which will be held in the summer of 2010 to provide training to staff regarding the needs of this growing population.

STRATEGY 7:

SCVRD will dedicate a staff position to improve the employment outcomes of individuals who are SSI/SSDI beneficiaries. This strategy will continue.

PERFORMANCE MEASURES:

A new staff member was added to the state office staff and has provided outreach activities during this period. This staff member has worked with the local Social Security offices, local substance abuse treatment facilities, homeless centers, the South Carolina Department of Employment and Workforce, Voice of Promise (a local human services program that serves individuals who are Deaf), the South Carolina Healthy Connections program, the South Carolina Department of Mental Health, Midlands Technical College, The South Carolina Commission on Minority Affairs with the Native American population, as well as some of the local South Carolina Disability and Specials Needs boards.

STRATEGY 8:

In order to prepare for the increasing need for vocational rehabilitation services for the aging population, SCVRD will identify issues related to this population and conduct training activities in SFY 2010. This strategy will continue.

PERFORMANCE MEASURES:

An initial meeting was held to discuss this issue. Plans were made to develop a workshop to address this need. Additional information is being reviewed and specific topics are being researched. This goal will continue, with plans to deliver a workshop for staff within the next few months.

STRATEGY 9:

SCVRD will enhance its identification and evaluation process to ensure individuals who require supported employment services will be identified early.

PERFORMANCE MEASURES:

A mechanism has been put in place in the vocational evaluation process which requires a “placement plan” for each client based on their level of need. This provides the early identification of clients requiring supported employment services who will be identified in status 10 and will assist in IPE development. The placement plan can be amended as necessary.

Placement plan types:

a. Client can obtain employment as a result of their own effort.

b. Client will need limited assistance with locating an appropriate job.

c. Client will need assistance with direct placement. - Client would be unable to obtain employment without the direct intervention of SVRD staff.

d. Client will need supported employment. Client has not been able to get or keep competitive employment because of a most significant disability (MSD). Most significant disabilities are defined as an intellectual disability, learning disabilities, traumatic brain injury/stroke, mental illness (severe), autism and other spectrum disorders, and other disabilities.

Criteria:

* Client has problems with learning and understanding specific job tasks due to a cognitive impairment.

* Client has problems associated with adjusting positively to co-workers, supervisors, and the actual job because of an emotional, mental or cognitive impairment.

* Client has problems associated with using good judgment in completing tasks, making decisions, or interacting with others.

* Client has problems with effective communication that may hinder the ability to understand job tasks and interact positively with peers and supervisors.

* Client requires intensive ongoing support services to include on the job training in order to learn job tasks.

A client who requires supported employment as a part of their placement plan will be referred to a SCVRD job coach for on-the-job services.

GOAL 6 – SCVRD will strengthen relationships with employers. This goal will continue.

STRATEGY 1:

The Vocational Rehabilitation Business Partnership Network will be restructured to develop and strengthen employer partnerships at the local level as well as determine current needs in the workforce and provide education regarding VR services and supports. This strategy will continue.

PERFORMANCE MEASURES:

Over the past year the Vocational Rehabilitation Partnership Network (VRBPN) has been restructured to include local chapters throughout the state. These local chapters have increased memberships and local employer involvement within the VRBPN. The chapters have also allowed for strengthened VR-business partnerships and greater education regarding VR services and support.

STRATEGY 2:

SCVRD will continue collaboration with the South Carolina Department of Employment and Workforce, the South Carolina Department of Disabilities and Special Needs, the University of South Carolina’s Center for Disability Resources, and others to plan and conduct a conference for South Carolina businesses to provide education regarding the benefits of hiring individuals with disabilities as well as available services and supports. This strategy will continue.

PERFORMANCE MEASURES:

SCVRD held the annual conference for employers. The conference was held October 9, 2009 in collaboration with the South Carolina Department of Employment and Workforce, the South Carolina Department of Disabilities and Special Needs, the University of South Carolina’s Center for Disability Resources, the State Employer Council, and others. There were over 100 employers in attendance and the survey results rated the conference as highly informative. There are plans to hold the next annual conference in October 2010.

GOAL 7 – SCVRD will continue to examine and improve its key processes. This goal will continue.

STRATEGY 1:

SCVRD will continue internal focus groups to determine the effectiveness of staff duties, processes and programs.

PERFORMANCE MEASURES:

Focus groups have been conducted with employment coaches and new counselors during the year. Information obtained from these focus groups has been used to update and enhance duties, processes, and programs.

STRATEGY 2:

Service delivery and the timely exchange of information will be improved by the completion of the electronic case file which is anticipated for SFY 2010. This includes IPE through closure. This strategy will continue.

PERFORMANCE MEASURES:

In preparation for the next phase of CMS -Vocational Assessment, a paper system that mirrors the application was implemented across the state. The functional requirements for the Vocational Assessment program were completed on 02/05/2010, with development immediately following. Development is scheduled to be completed 06/30/2010. The next phase of CMS-IPE is in the design phase with functional requirements scheduled to be completed by 07/31/2010. This project is behind schedule due to the transition for state agencies to SCEIS (SAP software) implementation. This affected most financial and HR activities and is still underway.

STRATEGY 3:

Time management for staff will be improved by upgrading to web-based email and calendar software using MS Outlook. This strategy is complete.

PERFORMANCE MEASURES:

Web-based email is live and being used by agency staff.

STRATEGY 4:

SCVRD will enhance data reporting capabilities by upgrading its SQL database to the 2008 version. This strategy is complete.

PERFORMANCE MEASURES:

All production databases have been upgraded to SQL 2008.

STRATEGY 5:

SCVRD will improve quality and compliance by expanding the review capabilities of the centralized compliance unit and by taking advantage of an electronic case file environment. This strategy will continue.

PERFORMANCE MEASURES:

The Centralized Compliance Unit reviews all requests to move a case from applicant status to eligibility, to complete a Trial Work Experience Plan, or to close the case unsuccessfully prior to eligibility. Each counselor is given immediate feedback after a case review including a detailed description of any error. State Office and field staff have access to real-time management reports to assess the number and types of errors. An accuracy rate is calculated and can be determined for each counselor, caseload, and area office as well as statewide. This information is used to help determine local training needs which will improve counselor decisions and expedite case movement.

STRATEGY 6:

Improve the cost-effectiveness of procurement, budgets, finance, human resources, and payroll activities through the implementation of the South Carolina Enterprise Information System (SCEIS).

PERFORMANCE MEASURES:

By legislative mandate, the South Carolina Enterprise Information System (SCEIS) is consolidating more than 70 state agencies onto a single, statewide enterprise system, built on SAP software, for finance, materials management, and human resources/payroll. SCVRD was one of the 37 agencies slated to “go-live” on November 2, 2009. The intent is that SCEIS will replace outdated agency central systems, the STARS accounting system, which was implemented in 1980 and the state payroll system, which came into use in 1969. It is designed to eliminate redundancies, reduce paper handling and provide more efficient processing - all of which is expected to result in significant state savings.

For SCVRD to meet the go-live date, our finance, budget, procurement, internal audits, IT, client services, and work training center staff have devoted extraordinary amounts of time and effort to make this transition while maintaining their usual work responsibilities. Many individuals have worked significant additional weekday hours and well as weekends for the past several months. The departments most affected have undergone restructuring with staff and role changes to accommodate this new business environment. All this has been accomplished without any additional staff. In a time of significant budget concerns, SCVRD along with other state agencies were mandated to contribute funds to support the SCEIS operation. In addition, new hardware was required and purchased.

The HR/Payroll component of the SCEIS project went live on June 2, 2010. SCVRD employees will be paid out of the system for the first time on July 1, 2010.

STRATEGY: Identify individuals who would best be served in a supported employment setting. Allocate resources to supplement existing supported employment services. Train staff in effective and successful supported employment strategies.

PERFORMANCE MEASURES: Training is scheduled to take place during the summer of 2010 for all job coaches including those who work with transition and IPS clients.

1.1 >=0 - 102

1.2 >=55.8% 53.45

1.3 >=72.6% 99.35

1.4 >=62.4% 97.43

1.5 >.52 0.590

1.6 >=53.0 66.85

2.1 >=.80 0.961

Number of indicators in standard 1 that were passed: 4

Number of primary indicators in standard 1 that were passed: 3

STRATEGY: SCVRD’s use of Title I funds for innovation and expansion will provide greater access to comprehensive rehabilitation services to the upstate of South Carolina. Groundbreaking in late summer will begin the construction process with facility completion due in the summer of 2009. (Lyman Project) As this is a new facility and further growth is expected, this strategy will continue.

PERFORMANCE MEASURES: The center was opened earlier this year and a formal dedication was held June 11, 2010. The SCVRD Independent Commision was in attendance and the quarterly board meeting took place before the ceremony.

This year all employment coaches attended supported employment training conducted by the SCVRD coordinator of supported employment services. Follow-up webinars were conducted to discuss best practices. In addition, the IPS employment coaches received specialized training to:

• Increase knowledge in IPS philosophy and principles;

• Increase knowledge in supervisors’ role;

• Increase knowledge in employment specialist roles;

• Increase knowledge in supported employment components;

• Increase knowledge in motivating clients to work.

Employment coaches work as part of a team along with other SCVRD staff and extended support representatives. Through the efforts of these employment coaches, supported employment services are available statewide to individuals with the most significant disabilities.

Initial diagnostic evaluation services are conducted while in the traditional 110 program. If needed, a supplemental evaluation may be performed with the use of an employment coach. At the time of acceptance for supported employment services, an Individualized Plan for Employment (IPE) is developed outlining the employment coach services to be provided. Such services include job development, job placement, on-the-job training, observation or supervision at or away from the job site, and support services with the employer, client, or family.

SCVRD's on-going support services are limited to 18 months unless extended by an amendment to the IPE. Transition to extended services starts after an individual is stabilized in his/her job setting and has met the individualized work goal. The client’s employment stability is determined by the achievement of adequate job performance without a need for ongoing, intensive shadowing/mentoring from the employment coach. The client, employer, employment coach, and SCVRD counselor need to agree that this has occurred before transition to extended services takes place.

Contingent upon the significance of the client’s supported employment needs; there could be an initial training period of two to six weeks, which would be followed by ongoing employment coach involvement of least 90 or more days prior to determining whether the client is ready for extended services. In addition, SCVRD may provide post-employment services following transition if needed to maintain the placement.

The overall objective for each individual receiving supported employment services is successful competitive employment in an integrated work setting. For this to occur, the supported employment team works to assure client and employer satisfaction in terms of both production and fulfillment of the individual’s needs.

The individual placement model for competitive employment remains the primary supported employment model being used by SCVRD. Emphasis is placed upon providing services to people with most significant disabilities, especially SSI and/or SSDI recipients, whose employment needs are so significant that traditional 110 program services would not be sufficient to meet them. The SCVRD coordinator of supported employment services also assists area office staff to identify and serve all eligible clients with the most significant disabilities.