2004 Innovations Awards Program s1

2004 INNOVATIONS AWARDS PROGRAM Application Form

ID #: 04-W-42WA______Category: Health and Human Services State: Washington

1. Program Name: Division of Vocational Rehabilitation Counselor Recruitment Program

2. Administering Agency: DSHS, Health and Rehabilitative Services Administration Division of Vocational Rehabilitation

3. Contact Person (Name and Title): Chuck Paeth, Human Resources Manager

4. Address: P.O. Box 45340 Olympia, WA. 98504

5. Telephone Number: 360-438-8018

6. FAX Number: 360-407-3935

7. E-mail Address: [email protected]

8. Web site Address: www1.dshs.wa.gov/dvr

9. Please provide a two-sentence description of the program. Washington State Division of Vocational Rehabilitation (DVR) implemented a nationwide recruitment program with a long term orientation that reaches young people at a formative time in choosing careers, provides contact during college training, and offers internships and other hands-on learning opportunities. The program is based on the development of ongoing, mutually beneficial relationships with university faculty and students and is designed to attract highly qualified candidates to fill vocational rehabilitation counselor (VRC) positions.

10. How long has this program been operational (month and year)? Note: the program must be between 9 months and 5 years old on May 1, 2004 to be considered. November 2001

11. Why was the program created? (What problem[s] or issue[s] was it designed to address?) . In November 2001, minimum qualifications to be employed as a VRC were raised to a masters degree which resulted in a severe shortage of qualified applicants . Lack of awareness of career as a VRC . Lack of local graduate programs to train counselors- only four programs total in Oregon, Washington and Idaho. Current graduation rates result in 30-50% shortage of applicants needed . Stiff competition with private industry for counselor applicants. . Negative perception of public vocational rehabilitation program. . High level of turnover- twenty-five percent annual turnover rate has been noted for the past three years

- - 1 12. Describe the specific activities and operations of the program in chronological order. 1. The DVR Counselor Recruitment Program was created in 2001 as part of an overall DVR Human Resource Plan. The goal of the plan was to create and maintain a highly qualified workforce to serve division clients and accomplish strategic plan goals. 2. In fall 2001 the development of ongoing, mutually beneficial relationships with university faculty and students began. To ensure successful development of these relationships the following strategies were implemented: . Semi-annual campus visits to four area schools and targeted annual visits to six schools nationwide offering a degree in vocational rehabilitation counseling. . Active participation on four university program advisory groups. . Active involvement in curriculum review of three schools . Teaching of classes at five universities. . Active participation in two rehabilitation education conferences annually and one professional organization. . Development of a counselor job shadowing program with two universities to allow new graduate students to directly experience the duties of a vocational rehabilitation counselor. . Development of a quarterly newsletter distributed via email to share DVR program news and recruitment information with faculty and students. 3. Utilization of the Governor’s Internship Program to attract and train highly qualified candidates for counselor positions began in winter 2001. The level of compensation and opportunity to build skills has allowed the division to involve twenty-seven students in the internship program. Faced with potential elimination of the program, DVR assumed operation of the Governors Internship program in summer 2003 to ensure its availability to all state agencies.

13. Why is the program a new and creative approach or method? . A long-term orientation to recruiting - Successful recruiting is based on ongoing contacts with students and professors. DVR's recruitment efforts follow a six-year cycle beginning in high school, sharing the message of vocational rehabilitation counseling as "a career where you change people's lives every day" to masters level students interested in employment.

. Based on succession planning - An effective succession plan sets the "blueprint" for recruitment efforts by identifying positions that will be in high demand within DVR in the future.

. Targets based on data - Evaluating the program to be sure the recruitment program efforts are being effective, and making appropriate adjustments to improve efforts.

. Based on relationships - Visiting campuses, teaching classes, developing a job-shadowing program, and becoming an active partner in the academic programs in your area are great ways to develop an ongoing relationship with professors and students.

- - 2 14. What were the program’s start-up costs? (Provide details about specific purchases for this program, staffing needs and other financial expenditures, as well as existing materials, technology and staff already in place.) . Dedication of .10 FTE on an ongoing basis to develop and maintain the program and relationships. . Travel and lodging expenses- Extensive travel especially in the first year of the program was required- $15,000. . Materials- Recruitment brochures and other materials were created that were able to be used for two years- $5,000.

15. What are the program’s annual operational costs? . $20,000 not including staffing costs

16. How is the program funded? . Federal Vocational Rehabilitation funding

17. Did this program require the passage of legislation, executive order or regulations? If YES, please indicate the citation number. . No

18. What equipment, technology and software are used to operate and administer this program? . Computer, telephone and email

19. To the best of your knowledge, did this program originate in your state? If YES, please indicate the innovator’s name, present address, telephone number and e-mail address. . Yes- o Chuck Paeth P.O. Box 45340 Olympia, WA. 98504 360-438-8018 [email protected]

o DVR Human Resources Staff and the DVR Chiefs Team contributed to this project.

o Special recognition for project development: o Mike O’Brien o Sandy, Adams o Rosemary Gallagher o Ann Janni o Cindy Beckman

20. Are you aware of similar programs in other states? If YES, which ones and how does this program differ? Other state vocational rehabilitation programs are involved in some form of recruitment activities. The program implemented by the Pennsylvania Division of Vocational Rehabilitation most closely approximates the Washington DVR program. The Washington Division of Vocational Rehabilitation program differs from other programs in the following ways:

- - 3 . Growing your own applicants- o Supporting current staff to complete education to compete for counselor positions. o Marketing to high school and undergraduate students vocational rehabilitation counseling- a job where you change people lives every day you come to work . Supporting Division clients with disabilites to train to be a vocational rehabilitation counselor 21. Has the program been fully implemented? If NO, what actions remain to be taken? . Yes. We are now receiving unsolicited requests from schools to visit their campus to discuss internship and employment opportunities with their students.

22. Briefly evaluate (pro and con) the program’s effectiveness in addressing the defined problem[s] or issue[s]. Provide tangible examples. PROS: . Washington DVR is viewed nationally as a “first choice” program to complete an internship and employment- o An average of nine telephone calls and emails are received each month inquiring about employment and internship opportunities o Fifteen students are currently completing internships with DVR through the Governor’s Internship Program . The DVR Counselor Recruitment Program was recognized in February 2004 for development of best practices in a national study conducted by the Federal Department of Education Twenty one DVR clients are currently in training to become vocational rehabilitation counselors . The relationships with university faculty have resulted in increased student capacity and curriculum changes in masters’ level vocational rehabilitations programs. Specific outcomes include: o DVR and Western Washington University created a graduate level 24 credit hour certificate program in vocational rehabilitation counseling. o Western Oregon University will be incorporating the DVR Vocational Rehabilitation Process class into their masters’ program to better prepare students for internships and employment in Washington DVR and similar programs in Oregon, Idaho and Alaska o DVR is currently working with Western Oregon University, the University of Idaho and local tribes to create a bachelors level vocational rehabilitation program with a Native American emphasis to increase the number of qualified candidates for counselor positions from diverse backgrounds CONS: . Difficulties remain in recruiting candidates from diverse backgrounds from the South and East Coast. Many students have strong familial and cultural ties that have precluded internship or employment in Washington State. . Outcomes from recruitment efforts may not be realized for two to three years. The DVR program has made substantial investments of money and staff time that are just this year starting to result in increased numbers of candidates.

23. How has the program grown and/or changed since its inception? . The interactions and growth in relationships with students and faculty has been substantial. Faculties see DVR as a significant resource for them and their students.

- - 4 . DVR staff are very active in educational programs- DVR’s Director serves as an adjunct professor at Western Oregon University and Western Washington University

24. What limitations or obstacles might other states expect to encounter if they attempt to adopt this program? . Need to make a long term commitment for a recruitment program to be successful . Cost of travel . Dedication of ongoing staff time to lead program