D.V.R.S. DIRECTORY OF 

COMMUNITY REHABILITATION PROGRAMS

           A. Extended (sheltered) employment

           B. Supported Employment

A. Extended (sheltered) employment

    (a)  Extended (sheltered) employment is a program designed to provide long term employment by the community rehabilitation program of a client/worker who is presently unable to work in the competitive labor market as provided for in N.J.S.A. 34:16-40 (e).  The program has available all the services of the basic vocational rehabilitation program (Title I) provided by DVRS at a lower level of intensity and without the time constraints of the basic vocational rehabilitation program.  After completion of a certified Title I program and the achievement of at least 20 percent of the normal production level, these persons will be individually certified by DVRS.

    (b)  The services available to extended (sheltered) employees must include evaluation, counseling, placement, and work services.  A case record shall be maintained on each individual which shall include documentation of all services provided to the extended (sheltered) employee.

    (c)  The case record will also include an individual rehabilitation plan which will be developed in concert with the evaluation and participation of the extended (sheltered) employee.  The case record is the primary source of documentation and must be update every three months.

    (d)  Each extended (sheltered) employee will participate in a formal semi-annual review with an appropriate professional staff member and modification will be made of the individual's rehabilitation plan as indicated by progress or lack of the same.

    (e)  Case records will include regular quarterly notation of client earnings as a percentage of competitive pay on jobs.  Specific explanations are required in those instances where and individual is earning over 50 percent of the competitive rate and is not involved in active efforts toward competitive placement.  Active placement efforts in progress must be documented.

    (f)  The ratio for floor supervision shall be one supervisor to 20 clients.  Floor supervisor shall not be absent from the floor due to other assigned duties not related to floor supervision (for example, contract procurement).  Staff meetings, safety committee, etc., are considered regular supervisory responsibilities.

    (g)  In computing supervisor ratio in satellite facilities, off-site, or crew labor programs, these will be considered as separate entities.  While counseling and placement services need not be "on site" full time, all services must be available on a regularly scheduled basis.

    (h)  When a staff vacancy exists through illness or separation that is expected to last more than 10 consecutive days, the facility must notify the DVRS program specialist.  If it appears the vacancy will exist beyond 10 days, the facility will submit, in writing, a plan for assuring continued services to clients.

    (i)  For the purpose of standards compliance, a position will be considered vacant for 40 work days.  After 40 work days, the position will be considered not to exist until such time as it is filled.

    (j)  Each facility is expected to place a percentage of its extended (sheltered) employees in competitive employment each year.  It is recognized that economic considerations will impact on performance in this area and consideration will be given for economic factors.

    (k)  Physical plant facilities must comply with the Commission on Accreditation of Rehabilitation Facilities (CARF) standards for "Physical Facilities, Health, and Safety," as amended and supplemented, incorporated herein by reference.

    (l)  A client who is released early for medical appointments shall be considered to have attended the full day for purposes of counting program days unless such early releases occur on more than five percent of the days he or she is present.

B. Supported Employment

Definitions

The following words and terms which apply to the supported employment program have the following meanings unless the context clearly indicates otherwise:

"Competitive work" means work that at the time of transition is performed weekly on a full-time or on a part-time basis, as determined in each individualized written rehabilitation plan, and for which an individual is compensated consistent with the wage standards provided for in the Fair Labor Standards Act and the New Jersey Way and Hour Law, N.J.S.A. 34:11-56a et seq.

"Extended services" means on-going, support services and other appropriate services provided by a State agency, a private nonprofit organization, employer, or any other appropriate resource, from funds other than funds received under the basic Vocational Rehabilitation Program, after an individual with the most severe disabilities has made the transition from State vocational rehabilitation agency support.  New Jersey DVRS has used the term "long term follow along services" to describe this element.

"Integrated work setting" means job sites where either:

1.  Most employees are not disabled; and

2.  An individual with the most severe disabilities interacts on a regular basis, in the performance of job duties, with employees who are not disabled; and 

3.  If an individual with the most severe disabilities is part of a distinct work group of only individuals with disabilities, the work  group consists of no more than eight individuals; or

4.  If there are no other employees or the only other employees are individuals who are part of a work group as described in paragraph 3 above, an individual with the most severe disabilities interacts on a regular basis, in the performance of job duties, with individuals who are not disabled, including members of the general public.

5.  The interaction required by paragraph 3 and 4 above shall not be satisfied by contact between an individual with the most severe disabilities and individuals who provide on-going support services at the job site.  This is interpreted to mean that if the only contact the the work group has in the performance of its job function is with the person delivering the skills training it is not integrated work and thus not considered supported employment.

"On-going support services" means services that are: 

1.  Needed to support and maintain an individual with most disabilities in supported employment;

2.  Based on a determination by the Division of Vocational Rehabilitation Services of the individual's needs as specified in an individualized written rehabilitation plan; and

3.  Furnished by DVRS from the time of job placement until transition to extended services and, following transition, by one or more extended services providers throughout the individual's term of employment in a particular job placement or multiple placements if those placements are being provided under a program of transitional employment.  Ongoing support services must include, at minimum, twice-monthly monitoring at the work site of each individual in supported employment to assess employment stability, unless under special circumstances, especially at the request of the individual, the individualized written rehabilitation plan provides for off-site monitoring, and, based upon that assessment, the coordination or provision of specific services at or away from the work site, that are needed to maintain employment stability.  If off-site monitoring is determined to be appropriate, it must, at a minimum, consist of tow meetings with the individual and one contact with the employer each month.

On-going Support Services Consist of:

1.  Any particularized assessment needed to supplement the comprehensive assessment of rehabilitation needs including such pre-placement services as are necessary to insure a good employee-job match;

2.  The provision of skilled job trainers who accompany the individual for intensive job skill training at the work site;

3.  Job development and placement;

4.  Social skills training;

5.  Regular observation or supervision of the individual;

6.  Follow-up services such as regular contact with the employers, the individuals, the parents, family members, guardians, advocates or authorized representatives of the individuals, and other suitable professional and informed advisors, in order to reinforce and stabilize the job placement;

7.  Facilitation of natural supports at the worksite;

8.  Any other service identified in the scope of rehabilitation services; and

9.  Any service similar to the foregoing services.

"Supported employment" means:

1.  Competitive work in integrated work settings for individuals with the most severe disabilities:

i.  For whom competitive employment has not traditionally occurred or for whom competitive employment has been interrupted or intermittent as a result of a severe disability; and 

ii. Who, because of the nature and severity of their disability, need intensive supported employment services from the designated State unit and extended services after transition in order to perform this work.

2.  Transitional employment for individuals with the most severe disabilities due to mental illness.

 "Supported employment services" means on-going support services provided by the designated State unit with funds under this part.

1.  For a period not to exceed 18 months, unless under special circumstances a longer period to achieve job stabilization has been jointly agreed to by the individual and the rehabilitation counselor and established in the individualized written rehabilitation plan, before an individual with the most severe disabilities makes the transition to extended services; and

2. As discrete post-employment services following transition in accordance with those items indicated under "Discrete post-employment services" listed under 34 C.F.R. 363.4(c)(3) concerning authorized activities.

"Transitional employment" means a series of temporary job placements in competitive work in an integrated work setting with on-going support services for individuals with the most severe disabilities due to mental illness.  In transitional employment, the provision of on-going support services must include continuing sequential job placements until job permanency is achieved.