1. Purpose of DVR & Roles 2. Applying for DVR 3. Eligibility & DVR Wait List (OOS) 4. Plan for Employment (IPE) 5. DVR Services 6. Fiscal/Purchasing 7. Closing a DVR Case 8. Consumer Rights & Legal Info 9. Service Providers & Projects 10. Technical & General Info 11. A-Z Resources List 12. Chronological Announcements

Service Providers & Projects



DVR Policy Manual

Related Information

Forms/Publications

Rehabilitation Act/Federal Regulations Comparison

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Federal Regulations

Sec. 361.51 Standards for facilities and providers of services.

View Federal Regulation 361.51

(a) Accessibility of facilities. The State plan must assure that any facility used in connection with the delivery of vocational rehabilitation services under this part meets program accessibility requirements consistent with the requirements, as applicable, of the Architectural Barriers Act of 1968, the Americans with Disabilities Act of 1990, section 504 of the Act, and the regulations implementing these laws.

(b) Affirmative action. The State plan must assure that community rehabilitation programs that receive assistance under part B of Title I of the Act take affirmative action to employ and advance in employment qualified individuals with disabilities covered under and on the same terms and conditions as in section 503 of the Act.

(c) Special communication needs personnel. The designated State unit must ensure that providers of vocational rehabilitation services

are able to communicate--

(1) In the native language of applicants and eligible individuals who have limited English speaking ability; and

(2) By using appropriate modes of communication used by applicants and eligible individuals.

Rehabilitation Act

Sec. 101(a)(6)(C) Facilities

View Sec. 101(a)(6)(c)

The State plan shall provide that facilities used in connection with the delivery of services assisted under the State plan shall comply with the Act entitled "An Act to insure that certain buildings financed with Federal funds are so designed and constructed as to be accessible to the physically handicapped", approved on August 12, 1968 (commonly known as the "Architectural Barriers Act of 1968"), with section 504, and with the Americans with Disabilities Act of 1990.

Frequently Asked Questions

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1. If we paid supported employment hire fee and job was lost, can we re-authorize for an additional hire fee?

The counselor may authorize another $1,500 if the consumer was receiving appropriate supports and follow-up by the service provider and, indeed, the employer changed their mind. This should not be a common occurrence. Discussion to verify this with the consumer and approval by your supervisor is recommended. (Reviewed: 03/2018)

2. I have a consumer in SE who did not get placed in 60 days per the tech specs in the contract. Now what do I do?

[Opinion of DVR Policy Analyst] - The Supported Employment technical specifications do not require the consumer to be placed in 60 days - the specs state "Job Development services are delivered per the Employment and Support Plan. The Plan is to be reviewed and revised every 60 days at a team meeting." A meeting should occur with the consumer and vendor to determine next steps and whether different job search strategies are needed. (Reviewed: 03/2018)

3. Under what circumstances will DVR pay for a second hire?

[Opinion of DVR Policy Analyst] - This is a judgment call. Payment of a second hire fee should be considered if the consumer had two different jobs planned at the outset. If the consumer lost the first placement and that was outside the control of the provider, they could be provided an additional hire fee to assist the consumer in finding a new position. It is recommended that you consult with your supervisor. (Reviewed: 03/2018)

4. Do we pay for job development if the service provider did not participate significantly in obtaining the placement?

[Opinion of DVR Policy Analyst] - Our technical specifications state that as part of the hire criteria that the service provider was actively involved in assisting the consumer in obtaining the job.

If the job developer has been actively involved throughout the process, documenting that they are contacting employers on behalf of the consumer and actively developing leads for the consumer, even though they may have not created this one specific placement, then it is appropriate to pay the hire fee. (Reviewed: 03/2018)

5. I am referring a consumer to a service provider. She needs an interpreter. Can I pay for that?

[Opinion of DVR Policy Analyst] - No. Under ADA it is the responsibility of the provider of the service to make sure that accessibility standards are met. If you feel that it would be an undue hardship for the provider, you should discuss the matter with your supervisor.

http://dwd.wisconsin.gov/dvr/service_providers/undue_hardship.pdf (Reviewed: 03/2018)

6. I have a provider who hired a consumer; is this a conflict of interest?

[Opinion of DVR Policy Analyst] - Possibly. This situation should be discussed with a DVR supervisor. There are specific rules that apply to what is an allowable payment when a DVR consumer becomes an employee of a service provider.

A current DVR consumer may not become a DVR service provider for the purposes of self-employment. They may be hired to work for an existing provider but full disclosure and consultation must be made to DVR by the provider and prior to the offer of employment. There should be discussion about how the issue of a current consumer performing work for a DVR service provider will be handled due to possible ethical boundary and role issues that may be at play.

https://dwd.wisconsin.gov/dvr/service_providers/agreement_for_services.pdf (Reviewed: 03/2018)

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