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Individual Placement and Support (IPS) is competitive integrated employment that uses an evidence-based model of Supported Employment for consumers with the most significant disabilities (Category 1) including youth with a most significant disability who have a primary diagnosis of serious and persistent mental illness or substance use disorders. IPS services are provided in a working alliance with mental health services and DVR. To build ongoing collaboration, DVR meeting attendance and continued use of information and training from the IPS Employment Center is encouraged, including resources on implementation of the IPS model, agency guidance, fidelity reviews and recommendations, policies, and regulations to guide the service for consumers.
IPS services are intended to use principles found at the IPS Employment Center to maximize consumer independence and choice in support.
IPS services can also be provided to youth prior to exit from high school if the consumer is receiving services from a county mental health team approved to provide IPS, youth should be allowed to fully participate in pre-employment transition services (Pre-ETS) while they are still participating in secondary education. Pre-ETS give students the opportunity to explore career options. Once their long-term goal has been identified, the IPE should be updated to reflect the specific job goal and transition from student work-based learning and other Pre-ETS to needed IPS supported employment.
Individual Placement and Support Career Profile
(IPS title-Vocational Assessment)
|To gather information about the employment and goals of the consumer from the consumer and the supported employment team.||60 days||
Individual Placement and Support (IPS) Job Development Plan
(IPS title-Job Search Plan and Initial Job Supports Plan)
|To create a plan for the consumer to successfully find and keep a job matching their interests, skills, abilities and needs.||
Job Development Plan completed within 45 days of authorization
|Individual Placement and Support Job Development and Hire||Using the IPS Job Development Plan, strategically contact businesses that offer jobs of interest to the consumer, support the consumer during the job search, and connect the consumer to a job.||
Job Development Plan, progress, and quality will be reviewed every 60 days until Hire
Monthly Reports (calendar)
35+ hours per week and health insurance benefits or 35+hours per week and $12 per hour
$2,000 20+ hours per week and health insurance benefits or 20+ hours per week and $9 per hour
$1,600 all other
|Job and Task Analysis and Monthly Systematic Instruction (SI)||To instruct a consumer and develop strategies to learn a job through data driven teaching.||Job and Task Analysis- Within 10 calendar days of job start. Monthly SI-30 days from authorization and ongoing||
$275 Job and Task Analysis
$1,600 per month-Systematic Instruction
|Job Retention Services (when Monthly SI is not being provided)||To provide regular planned progress checks and verification of job sustainability with a consumer and/or employer||Using the contact standard identified.||
|Individual Placement and Support Transition to Long Term Supports||To transition the consumer to Long Term supports funding and services.||Minimum 90 days to a maximum of six months of employment||
DVR expects that upon an authorization for services the provider will make Initial contact with consumer within 48 hours of authorization. A DVR Authorization for Services is required before any services can begin.
Note: Supported Employment Plan Documentation Requirements
DVR and Long-Term Care providers create service plans for consumers/participants/members, coordination between representatives from those entities is important. Specifically, funders and providers should identify the type of supports needed and when those services should be identified and implemented and in their corresponding consumer service plans. The communication should be documented and include an agreement for planned services, employment, payment, timing, and outcomes for the consumer. A review of the coordinated plans should take place at the following three points in the process:
DVR is responsible for gathering of documentation of agreement from members of the supported employment team but can ask the DVR service provider to assist during the course of delivery of the service.
The Career Profile should begin as soon as possible once a consumer identifies an interest in employment, which can be before DVR involvement in the case as a Career Profile is a required component of IPS. The career profile is to be completed by the employment specialist during multiple meetings with someone interested in work and IPS. Sources of information include: the person, the mental health treatment team, client records, and with permission, family members and previous employers.
The information collected should be used in assisting in a job search, provide insight into employment or educational goals and determine how supports may be planned and provided once the consumer obtains employment. It should contain detailed information and reflect the choices, including disclosure of disability, preferences, and interests of the consumer. Using this information, the service provider should develop an action plan for job development honoring the stated preferences of the consumer.
The IPS provider and DVR should discuss options for DVR to authorize funding for the Career Profile. If the Career Profile is near completion, DVR may choose not to authorize the service and instead allow the service provider to seek alternate funding.
Supported employment services are provided as a working team with the DVR consumer at the center. The makeup of the team is individualized based on the needs and expressed wishes of the consumer. The team typically includes the consumer, the DVR Counselor, a, IPS service provider, a guardian (if applicable), family members, a mental health case manager, and any other individuals identified who support the consumer's employment goals.
Members of the supported employment team should be identified and involved in the completion of the Career Profile. A meeting to review the Career Profile is required either in person or remotely,
The IPS Job Development Plan service requires a detailed Job Development Plan and resume or application template, if applicable. Information gathered in the Career Profile as well as any benefits analysis results, should inform job development efforts. All elements of this plan will be discussed with the consumer and DVR and will include the responsibilities of each party and a 90-day review after the completion of the initial plan. The service provider must identify a contact standard between the consumer and service provider and between potential employers and the service provider. Changes can be made as needed in full consultation with all parties.
As part of Job Development, the service provider will provide employment preparation services (interview preparation, resume development, visual resumes, etc.) as identified in the planning process when Job Center services do not adequately address the consumer's needs. An acceptable Job Preparation and Development Plan will have the following items attached (if DVR deems this necessary and appropriate); Sample job application Resume, List of references, Cover letter, Job Center of Wisconsin registration and verification of uploaded resume (service provider must describe the assistance they provided with this task).
During the initial phases of the job search, it is important for the service provider to discuss disclosure of disability with the consumer. Consumer preferences for disclosure are specific to the individual and may change over time. The service provider should confirm these preferences with the consumer regularly and record them throughout the process.
Internship/Temporary Work Experiences or other work assessments are generally not accepted as part of model IPS services, but may be allowed by DVR in unique consumer situations. DVR approval is required.
The Job Development Plan report contains a job supports plan section related to discussion and planning for potential job supports that may be needed by the consumer. The purpose of the job supports plan section is to help the consumer and the provider to begin thinking about how to address any concerns or barriers to working, given the employment goal. The job supports will be revisited and revised once the consumer has been offered a job.
Job Development Plan and Monthly Report (DVR-18028-E)
Job Development in IPS uses a systematic approach to assist the consumer to achieve the highest wages possible and find the best job match given the consumer's strengths, abilities, capabilities, informed choice, concerns, priorities, interests, and resources. IPS Employment Specialists should also work with the consumer to ensure that the job can be maintained and that there are opportunities for career advancement.
IPS Employment Specialists can assist businesses in identifying, modifying, and eliminating environmental barriers and provide recommendations to DVR for needed assistive technology consultations or assessments. DVR may also provide technical assistance to businesses as appropriate. Upon request, IPS Employment Specialists, in cooperation with DVR staff, will educate businesses about disability related issues, including relevant legislation.
If the team thinks the consumer would benefit from other services, assessments, or experiences while seeking permanent employment, other service options will be explored while supported employment (SE) efforts continue. Use of these options should be purposeful and time-limited and may also include Work Incentive Benefits Analysis services to identify available work incentives.
The IPS Job Development service requires monthly job development progress reports. As noted in the IPS Employment Center best practices, job development is conducted in IPS by building relationships with employers. Service providers may contact employers in a more general sense, but should still reach out to potential employers based on individual consumers' stated areas of interest.
The position obtained by the service provider must be consistent with the consumer's employment goal listed in their IPE. If the position obtained does not reflect the IPE goal, a documented conversation must occur to amend the IPE if all parties agree. During initial and ongoing meetings, the employment team, including the consumer, should discuss the number of hours the consumer would like to work and include this information in the Job Development Plan report. This estimate of hours should be based on the consumer's stated preference and ability to work.
Upon an offer of employment, DVR should be notified as soon as possible (within 5 days) to review the job to ensure that the potential position meets the job goal and to authorize Job Retention services, Job/Task Analysis and Monthly Systematic Instruction or supports via Partners with Business. All consumers receiving any job development service (which includes supported employment services) shall be provided with job supports appropriate for the consumer need for at least the first 90 days on the job. The three options for Job Support Services are provided to ensure retention of the job and are not authorized together at the same time, only one type of job support service can be provided during the same timeframe. It is possible to switch between the services depending on the needs and circumstances of the consumer and the job. DVR must be consulted if changes in the type of support is identified and agree to authorize alternate support services. It is expected that most consumers of supported employment services will require Monthly Systematic Instruction services. Use of Job Retention Services or Partners with Business does require justification in the DVR case file and DVR authorization.
Job Development Plan and Monthly Report (DVR-18028-E)
Job Hire Report (DVR-17037-E)
Job Retention Report (DVR-17038-E)
Job Support and Retention Service
If a consumer does not need on site systematic instruction to learn job tasks, or to be redirected back to attend to job tasks, authorization of Job Support Retention services can be used to foster positive workplace relationships with coworkers and supervision, potentially leading to the development of independent and natural supports in the workplace as available and appropriate. The provider should work with the consumer to help with situational problem solving and communication. The provider should ensure the consumer knows how to seek and get information at the worksite. The provider should have regular check-ins with the consumer and the employer as detailed in the Hire Report and Job Retention Report, respectively, so that job retention, stability and progress can be monitored in the first months of a job.
The provider must:
Monthly Systematic Instruction (Includes Job Retention)
All DVR consumers should be provided with require regular check-ins to maintain the job in the first months of employment. In addition to the responsibilities identified in Job Support Services, Monthly Systematic Instruction includes planning and implementing individualized instruction for a job. The steps include using the Job and Task Analysis to identify the work routine and identifying instructional strategies and how the consumer will be supported and taught to complete their job tasks independently. Progress is monitored and strategies are modified using a step-by-step, or systematic, approach including positive and constructive communication with the consumer.
Partners with Business
Partners with Business (PwB) is a strategy for providing on the job support using a consumer's co-workers instead of a provider employee. The employer is reimbursed for the time a co-worker spends assisting a consumer. This service is especially effective for consumers transitioning to long term supports.
In certain pre-approved circumstances, offsite supports may need to be provided. These types of support requirements must be detailed in the job support plan, including parameters for contact, and must be based on the consumer's disability needs or unique work environment. For example, a consumer's employer may not allow an instructor onsite, or the consumer does not wish to have job supports in the workplace. In these types of cases, direct contact with the consumer must be included in the job supports plan and the employer (if approved by the consumer) phone calls, check-in meetings in the community or emails, etc. may be used as 'offsite' support. Offsite support requests will be considered and approved by DVR on a case-by-case basis and agreement must be documented in the DVR case file.
If a consumer needs other types of support that fall outside of the soft or hard job skills described, the Supported Employment team and DVR should be consulted, and a plan to provide those supports should be developed. Services such as transportation training, personal attendant services are not part of Systematic Instruction. If a consumer requires another person to be present at the request of someone other than the consumer or for the purposes of an established behavioral support plan, civil commitment or for safety, the Supported Employment team and DVR should be notified to discuss the appropriateness of the job placement, next steps or to develop plans for supports.
A discussion with the service provider, consumer, DVR, and long-term support provider (and any others invited by the consumer) is required to secure an appropriate plan and time to facilitate the transition to long term support services. A signature from all parties (consumer, service provider, Wisconsin county Mental Health representative, and DVR) is required to confirm and document agreement. A meeting is not required; however, DVR must document that all parties have agreed on a plan to provide support to the consumer and a definition of what stabilization will look like based on the consumer's individual circumstances. It is critical to identify agreement on the timing of the transition with the provider of long term supports ahead of the transition to allow them to follow their own internal procedure for consumer/member plan revision and payments to be put in place. If a change in provider of direct supports in needed, all parties including the new provider should work to identify hand off procedures.
Stability can occur at any time. While additional independence and progress may still occur, stabilization happens when the consumer has learned the job and is performing at a level where they are able to accurately complete the required job tasks with a reasonable level of support given the timeframe on the job and in the timeframe agreed upon with the employer. Once stability is achieved the case should be transitioned to Long-Term Support, though transition cannot occur before the consumer reaches 90 days on the job.
Timing of the transition to long term supports should coincide with the first business day of the month if possible. This it to ease confusion for payment by long term supports to the service provider. No provider shall be paid by long term supports for the same service on any date covered by DVR authorizations for services.
Service Providers are not required to provide monthly reports to DVR after the transition to LTS. If the DVR case file is not closed, DVR can continue to contact the consumer, employer, or long-term support provider to obtain information for case closure purposes.
WIOA states that DVR is required to follow the consumer for an additional 90 days after successful transition to LTS before closing the case.
Providers should obtain wage documentation between the time of hire and transition to LTS. The types of acceptable documentation are detailed in the DVR Wage Documentation for Successful Closure guidance.
The Rehabilitation Services Administration requires DVR to collect wage verification and start date documentation from consumers and/or employers. DVR asks as a part of the delivery of services, service providers assist in getting that documentation.
Before receiving a payment for retention or transition to long term support DVR Service Providers are required to provide the start date of employment and the hourly wage rate documentation to DVR as part of service delivery in the following services:
If a service provider is collecting documentation, they are expected to have the consumer's permission. The provider may use their own form if it contains all required information. DVR also created a Sample Wage Verification Form that can be used to record wage documentation.
Wage Documentation Sample Form: https://dwd.wisconsin.gov/dvr/service-providers/pdf/sample-wage-doc.pdf
DVR service providers may get the wage documentation from consumers or employers. Documentation of the hourly wage and start date does not have to be on a single document (e.g., a pay stub showing hourly wage and a letter from the employer with start date is acceptable).
The following are acceptable forms of wage and start date verification: wage stubs, offer letter, or employer documentation containing:
If the information is emailed, the message must contain information indicating the email is directly from the employer (e.g., signature line that includes employer name and title).
Questions about wage documentation should be directed to the DVR case facilitator.
|$1,000||Individual Placement and Support Career Profile:
Payable upon completion of acceptable service and report to DVR within five (5) business days of the conclusion of the last contact with the consumer. Completion of service not to exceed 60 days from issue of service authorization.
|$350||Individual Placement and Support Job Development Plan:
Payable upon completion of acceptable service and report to DVR within five (5) business days of the conclusion of the last contact with the consumer. Completion of service not to exceed 45 days from issue of service authorization.
|Up to $2,200||
Individual Placement and Support Job Development and Hire:
Preferred Placement/Hire Outcome Payment:
|$275||Job and Task Analysis:
Payable upon delivery of acceptable service and timely report to DVR within five (5) business days of the conclusion of the analysis. Completion of service and report not to exceed 1 calendar week of the job start.
IPS (079) IPS (SE): Transition to LTS/Monthly SI/JTA
|$1,600||Monthly Systematic Instruction (Includes Job Retention)
Payable upon delivery of acceptable service and timely report(s) to DVR within five (5) business days of the conclusion of the previous month of service or within five (5) business days of the conclusion of the last contact with the consumer.
(079) IPS (SE): Transition to LTS/Monthly SI/JTA
|$500 per month||Job Retention Service (When Monthly SI is not being provided)
Payable upon completion of acceptable service, timely monthly progress reports and final retention report to DVR within 5 business days of the conclusion of the previous month of service for progress reporting and within 5 days after a minimum of 90-calendar days job retention or as DVR determines by individual circumstance.
|$1,300||Individual Placement and Support Transition to Long Term Support (3-6 months):
Paid only if transition occurs within initial six (6) months of support. This service cannot occur until after the consumer has been employed for a minimum of 90 days. Payable at the time of successful transition. Per DVR supported employment policy, DVR will keep the consumer's case open an additional 90 days for purposes of follow-along support. Transition to LTS service payment can be processed upon receipt of an acceptable report.
(Code 079) IPS (SE): Transition to LTS/Monthly SI/JTA
If a consumer has been authorized job retention services and needs monthly systematic instruction, the provider should contact DVR as soon as possible and identify the reason(s) for the requested change in service. After quick consultation with the consumer, if agreed, monthly systematic instruction should be authorized without delay, the service delivered, reported, and the provider paid at the monthly systematic instruction rate.
If a consumer has been authorized for monthly systematic instruction and no longer needs the services, the provider should contact DVR as soon as possible and identify the reason for the change in service. If agreed, after consultation with the consumer, job retention should be authorized to begin on the first day of the following month.
For consumers needing on-the-job site supports for any non-SE activity (training program or I/TW), Job Task Analysis and Systematic Instruction will be provided at the typical fee and hourly rate. Permanent positions and On-the-Job Training (OJTs) for SE consumers will receive the monthly Systematic Instruction rate.
If a consumer returns to DVR and Career Profile was previously completed, it should be reviewed to see if another career profile is necessary.
Service Providers may not seek or accept payments from another source for the same consumer and service funded in the same timeframe as DVR.
|Report Name and Link||Purpose of the Report||Use and Submission Details|
|IPS Career Profile Report (DVR-18018-E)||Use this report to describe the activities completed during the Career Profile Process.||Submit once following completion of activities.|
|Job Development Plan and Monthly Report (DVR-18028-E)||
Use this report to describe the activities with a consumer to help prepare and plan for future job development and to identify employment and/or internship opportunities for a consumer.
Submit initially following completion of activities and plan section.
Submit monthly to reflect job development activity.
Plan section reviewed every 90 days and section submitted for the month.
|Job Hire Report (DVR-17037-E)||Use this report to notify DVR of specific information for position(s) offered to consumers, and anticipated support needs or strategies.||Submit once following completion of activities and within 5 days of job hire offer.|
|Job Retention Report (DVR-17038-E)||Use this report when no Systematic Instruction is authorized to describe efforts to ensure a consumer maintains employment.||Submit Monthly when Retention is authorized.|
|Job and Task Analysis and Systematic Instruction Report (DVR-18212-E)||
Use the Job and Task Analysis portions of report to explain the anticipated support needs of a consumer and strategies to meet that need at the beginning of Employment or Internship/Temporary Work.
Once the consumer has begun working, use Service Summary section of the report to detail efforts to support the consumer.
Complete the Job and Task Analysis portion within 1 calendar week of consumer's start date and submit it as soon as possible.
Submit the report at the end of each month in which the service was provided.
|Transition to LTS Report (DVR-18037-E)||
Use this report to describe ongoing consumer support needs to continue as they transition to County supports.
Submit once following completion of activities.
Providers who are delivering IPS services must agree to have qualified personnel complete the services. IPS service providers must meet all qualifications outlined by their county mental health agency, and also be approved by the Wisconsin Department of Health Services. For IPS service to be delivered, either the county or the IPS provider must have a current approved DVR service agreement to facilitate payment and reporting of services for DVR consumers.
Starting in 2024, it is expected that IPS Employment Specialists will be required to take the IPS Employment Centers online practitioner skills within 6 months of the start date of the employments specialist. If an employment specialist has previously been certified by the IPS Employment Center or by the Association for Rehabilitation Educators (ACRE), they will have met the requirement.
The Division of Vocational Rehabilitation has identified service specific criteria for all statewide services. The list below contains objective information that DVR will begin to collect and use to establish baseline quality information, and eventually establish goals for quality improvement with our provider partners. The effort to collect the information, verify accuracy, establish data baselines and targets will take time and collaboration. DVR's goal in identifying these criteria in the technical specifications is to assist providers in understanding what elements DVR considers important in the delivery of statewide services
|Wages per hour*|
|Wages vs County Index|
|Hours per week* attained|
|Hours per week (IPE)|
|Job Titles (by Sector)*|
|% Job Title Match IPE|
|Most Recent IPS Fidelity Score**|
|Second Hire date|
|Time referral to conclusion: Career Profile|
|Time referral to conclusion: JPDP|
|Time referral to conclusion: Hire|
|Time referral to conclusion: Trans LTS or (Number of months of SI)|
|Time referral to conclusion: Trans LTS +6 months|
|Source of LTS|
|Level of support needed at LTS (SE) hrs./wk.|
|Working at 6 months post LTS transition|
|Working at Q 2 wages hours|
|Working at Q 4 wages hours|