Arkansas Administrative Code › Agency 172 - Department of Career Education › Rule 172.00.06-002 - Arkansas Rehabilitation Services Department of Workforce Education - Annual State Plan Update

Current through Register Vol. 49, No. 6, June, 2024
I.
ATTACHMENTS REQUIRED OF ALL AGENCIES
Attachment 4.11(b): Comprehensive System of Personnel Development
Policies, Procedures and Activities to Establish and Maintain
A Comprehensive System of Personnel Development
Section 101
(a)(7)
Data on Qualified Personnel Needs and Personnel Development
Arkansas Rehabilitation Services (ARS) maintains a comprehensive data
	 system on personnel and personnel development. Data collected includes the
	 following:
*
Number and type of personnel employed in each professional
	 and paraprofessional category:
Title
Total
Staff/
acan
Male
emal
White
Black O
the
isability
ACCOUNTANT
1
1
0
0
1
1
0
0
0
ACCOUNTING SUPERVISOR II
1
1
0
1
0
1
0
0
0
ACCOUNTING TECHNICIAN II
8
8
0
0
8
8
0
0
1
ADMINISTRATIVE ASSISTANT II
7
7
0
0
7
4
3
0
0
AGENCY PROGRAM COORDINATO
5
5
0
3
2
3
2
0
1
APPLICATIONS & SYSTEMS ANALY
1
1
0
1
0
1
0
0
0
ASST PERSONNEL MANAGER
2
2
0
0
2
1
1
0
0
BAKER I
1
1
0
0
1
0
1
0
0
BAKER II
1
1
0
0
1
0
1
0
1
BLDG PLANT MAINTENANCE SUPV
1
1
0
1
0
0
1
0
0
BLDG PLANT MAINTENANCE SUPV
2
2
0
2
0
2
0
0
0
CARPENTER SUPERVISOR
1
1
0
1
0
1
0
0
0
CHAPLAIN
1
1
0
1
0
1
0
0
0
CHIEF PHYSICIAN SPECIALIST
1
1
0
0
1
1
0
0
0
CLERICAL ASSISTANT
3
3
0
0
3
3
0
0
0
COMPLIANCE ADMINISTRATOR
1
1
0
1
0
0
1
0
0
COMPUTER APPLICATION MANAG
1
1
0
0
1
0
1
0
0
COOK I
2
2
0
1
1
0
2
0
1
COOK II
5
4
1
2
2
2
2
0
1
COORDINATOR OF INTERPRETIVE
1
1
0
0
1
1
0
0
0
CUSTODIAL WRKR II
14
14
0
7
7
7
7
0
5
DENTIST
0
0
0
0
0
0
0
0
0
DIETARY SERVICES DIRECTOR
1
1
0
0
1
1
0
0
0
DIRECTOR MAINTENANCE
1
1
0
1
0
1
0
0
0
DIRECTOR OOF PHYSICAL THERA
1
1
0
1
0
1
0
0
0
DP PRODUCTION SCHEDULER
1
1
0
1
0
1
0
0
0
ED COORD VOC PLANNING & EVAL
1
1
0
0
1
1
0
0
0
ELECTRICIAN SUPERVISOR
1
1
0
1
0
1
0
0
0
ELEVATOR OPERATOR
0
0
0
0
0
0
0
0
3
ENGINEER PE
1
1
0
1
0
1
0
0
0
EXECUTIVE SECY/ADM INISTRATIV
13
13
0
0
13
6
7
0
0
EXTRA HELP
8
8
0
8
11
11
8
0
0
FOOD PRODUCTION MANAGER II
2
1
1
1
0
1
0
0
0
FOOD PRODUCTION MANAGER
1
1
0
0
1
1
0
0
2
FOOD SERVICE WORKER II
6
6
0
3
3
4
2
0
0
FOOD SERVICE WORKER III
3
3
0
1
2
2
1
0
0
GENERAL PHYSICIAN
2
2
0
1
1
1
1
0
0
GRANTS COORDINATOR
1
1
0
0
1
1
0
0
0
HEATING & A/C MECHANIC
2
2
0
2
0
2
0
0
0
HOUSEKEEPER
2
2
0
0
2
1
1
0
3
HOUSEKEEPER SUPERVISOR
5
5
0
1
4
1
4
0
0
HOUSEPARENT I
10
10
0
0
10
7
3
0
0
HSRC DIR OF PHYSICAL THERAPY
1
1
0
1
0
1
0
0
0
HSRC MEDICAL SERVICES MANAGE R
1
1
0
1
0
1
0
0
0
INFORMATION SYSTEMS ADMINISTRAT
1
1
0
0
1
0
1
0
0
INTERPRETER II
5
5
0
0
5
5
0
0
0
INVENTORY CONTROL CLERK
1
1
0
0
1
1
0
0
0
INVENTORY CONTROL MANAGER
2
2
0
0
2
1
1
0
0
JOURNEYMAN CARPENTER
3
3
0
3
0
3
0
0
0
JOURNEYMAN ELECTRICIAN
1
1
0
1
0
1
0
0
0
JOURNEYMAN PAINTER
3
3
0
3
0
3
0
0
0
JOURNEYMAN PLUMBER
2
2
0
2
0
2
0
0
0
LAUNDRY SUPERVISOR
1
1
0
0
1
0
1
0
0
LAUNDRY WORKER
1
1
0
1
0
0
1
0
1
LEAD PROGRAMMER/ANALYST
1
1
0
0
1
1
0
0
0
LPN II/LPTN II
7
7
0
0
7
6
1
0
2
MANAGEMENT PROJECT ANALYST I
1
1
0
0
1
1
0
0
0
MANAGEMENT PROJECT ANALYST II
5
5
0
0
5
5
0
0
0
MEAT CUTTER II/BUTCHER II
1
0
1
0
0
0
0
0
0
MEDICAL OR LEGAL SECRETARY
4
4
0
0
4
4
0
0
0
MEDICAL RECORDS ADMINISTRAT OR
1
1
0
0
1
1
0
0
0
MEDICAL TECHNOLOGIST
1
1
0
0
1
1
0
0
0
MEDICAL TRANSCRIPTIONIST
1
1
0
0
1
1
0
0
0
MICRO-PHOTOGRAPHER I
1
1
0
0
1
1
0
0
0
MOTOR VEHICLE OPERATOR
4
4
0
4
0
1
3
0
1
NURSE II
10
10
0
0
10
10
0
0
0
NURSE SUPERVISOR
2
2
0
0
2
2
0
0
0
NURSING ASST II
15
15
0
4
11
12
3
0
2
NURSING SERVICES UNIT MANAGER
1
1
0
0
1
1
0
0
0
OCCUPATIONAL THERAPIST II
4
3
1
0
3
2
1
0
0
OCCUPATIONAL THERAPY SUPERVISO
1
1
0
0
1
1
0
0
0
OCCUPATIONAL THERAPY WORKER
2
2
0
0
2
2
0
0
0
OFFICE CLERK
1
1
0
0
1
0
1
0
0
ORTHOTIST AIDE
2
2
0
0
2
2
0
0
0
PAYROLL SERVICES SPECIALIST
1
1
0
0
1
1
0
0
0
PHARMACIST II
1
1
0
1
0
1
0
0
0
PHYSICAL THERAPIST ASSISTANT
1
1
0
0
1
1
0
0
0
PHYSICAL THERAPIST II/PHYSICAL TH
4
3
1
1
2
3
0
0
0
PHYSICIAN SPECIALIST
8
7
1
4
3
7
0
0
0
PROGRAM SUPPORT MANAGER
7
7
0
4
3
3
4
0
0
REHAB FIELD SUPERVISOR
9
6
3
5
1
5
1
0
0
REHAB PROG PLNG & DEVELOP MANAGER
2
2
0
2
0
1
1
0
0
REHAB PROGRAM ADMINISTRATOR
6
5
1
3
2
2
3
0
0
REHAB SERVICES PERSONNEL MANAGER
1
1
0
1
0
0
1
0
0
REHAB SPECIAL PROGRAM ADMINISTRATOR
4
4
0
2
2
4
0
0
0
REHAB SVC FACILITY SPECIALIST
2
2
0
1
1
2
0
0
0
REHAB VOCATIONAL CONSULTANT
1
1
0
0
1
1
0
0
0
SECRETARY I
2
2
0
0
2
1
1
0
0
SECRETARY II
50
50
0
0
50
36
11
0
8
SECURITY OFFICER II
3
3
0
3
0
2
1
0
0
SECURITY OFFICER III
1
1
0
1
0
1
0
0
0
SOCIAL SERVICE AIDE II
1
1
0
0
1
0
1
0
0
SOCIAL SERVICE WORKER II/SOC SVC WK
1
1
0
0
1
1
0
0
0
SOCIAL WORKER II
1
0
1
0
0
0
0
0
0
SPEECH PATHOLOGIST II
2
2
0
0
2
2
0
0
0
SR PRGRAMMER/ ANALYST
1
1
0
1
0
0
1
0
0
SR REHABILITATION COUNSELOR
29
27
3
18
9
21
6
0
0
STAFF DEVELOPMENT COORDINATOR
1
2
0
1
1
2
0
0
1
STATIONARY ENGINEER
4
4
0
4
0
3
1
0
0
STOREROOM SUPV/STORE SUPV
3
3
0
2
1
2
1
0
1
SUPERVISOR OF COOKING
1
1
0
0
1
0
1
0
0
SWITCHBOARD OPERATOR II
4
4
0
0
4
4
0
0
1
SYSTEMS APPLICATIONS SUPERVISOR
1
0
1
1
0
1
0
0
0
SYSTEMS COORDINATION ANALYST I
1
0
1
0
0
0
0
0
0
SYSTEMS COORDINGATION ANLAYST II
1
1
0
1
0
0
1
0
0
VOCATIONAL INSTRUCTOR I
4
4
0
1
3
1
3
0
0
VOCATIONAL INSTRUCTOR II
4
4
0
2
2
2
2
0
0
VOCATIONAL INSTRUCTOR III
17
17
0
7
10
14
3
0
2
VOCATIONAL REHAB EVALUATOR II
4
4
0
2
2
3
1
0
1
VOLUNTEER PROGRAM DEVELOPER II
1
1
0
0
1
1
0
0
1
WELDER
1
1
0
1
0
0
1
0
0
X-RAY TECH SUPV/X-RAY TECH II
1
1
0
1
0
1
0
0
0
TOTALS
543
499
44
189
310
315
128
6
50
- Existing vacancies are presently at 44. Many vacant positions are not
	 used or ARS is working with OPM to change the classifications or delete the
	 positions because they are no longer relevant to the agency.
- The average yearly ARS turnover rate is 17%.
- Projected yearly separations (including turnover) within ARS is
	 16%
*
Projected client numbers to be served and optimum
	 client/counselor ratio
:
86 counselors will serve a target of 21,000 clients. The optimum
	 client/counselor ratio is 244 clients per counselor on average.
* Projected staff requirements for the coming five years:
23 Years or More of
				Service
Number
Percent
Management
44
59%
Direct Service Delivery
22
9%
Medical/Allied Health
5
4%
Central Support
12
6%
Direct Service Delivery
				Support
24
13%
Other Support*
7
3%
TOTALS
114
22%
*Includes: Housekeeping, Food Service, Elevator
	 Operators, Laundry, Custodial, Maintenance, Drivers,
	 Security.
Years of Service
Number of Staff
OVER 28
67
28
10
27
13
26
9
25
11
24
3
TOTAL
113
Projected ARS staff requirements for the next five years are
	 approximately 22% a year (turnover, retirements and separations). Management
	 and direct service delivery (professional and support) continues to be the main
	 needs within the agency. ARS has received upgrades for support staff upgrades
	 and continues to use the Career Ladder
ARKANSAS REHABILITATION SERVICES
Update of the State Plan
Fiscal Year 2007
Incentive Program to help meet future needs. ARS continues to recruit
	 VR counselors based on the Market Labor Rates for the Vocational Rehabilitation
	 Counselor Series.
As part of the maintenance of offering a program of development, ARS
	 maintains a list of higher education institutions in the state, which prepare
	 rehabilitation professionals. This listing is maintained by type of program and
	 by category of professional development. ARS also monitors students who enroll
	 in rehabilitation and related programs at each of the institutions and programs
	 by category and the number of students who graduated during the prior year,
	 with and without certification or licensure. The Staff Development sections at
	 ARS and DSB have collaborated to develop and disseminate a formal survey of the
	 higher education institutions to assure timely and accurate data for planning
	 proposes. The following is a sample of the yearly survey:
Click here to view
	 image
Click here to view
	 image
The minimum qualifications for the Counselor III and II are bachelor's
	 degrees in psychology, sociology, or related field with three, two, years of
	 experience, respectively.
The Rehabilitation Counselor III is functionally the entry-level
	 counselor position. Because of the state's salary structure, ARS have had a
	 difficult time recruiting at the lower levels. Hires are being made at the
	 Counselor II level. The Counselor I positions are being used for intern
	 positions. ARS during the last year has been able to raise the counselors'
	 series salary level through Market Labor Rates Standards.
ARS PLAN OUTLINE
Arkansas Rehabilitation Services has implemented the following plan to
	 address the requirements of the CSPD. The initial phase of the plan has focused
	 on rehabilitation counselors. Later phases will address the other VR
	 professionals identified in Section 101(a)(7).
* STANDARD
Because there is no standard established by the State of Arkansas, ARS
	 bases its personnel standards for counselors on the degree needed to meet the
	 national CRC requirements. CRC requires a Master's degree in rehabilitation
	 counseling or a closely related field, as defined by the CRC.
Action(s) taken:
Effective October 1, 2007 ARS will hire vocational rehabilitation
	 counselors only in the position classified as Rehabilitation Counselor III.
	 Vocational rehabilitation counselors must be classified as Rehabilitation
	 Counselor III and meet other qualifications in order to become a Senior
	 Counselor. Effective September 30, 2007 all ARS employees in the classification
	 of Rehabilitation Counselor III or Senior Counselor should meet the standard of
	 having a master's degree and either be CRC certified, or eligible to sit for
	 CRC certification. After September 30, 2007 all ARS employees in the position
	 classified as Rehabilitation Counselor III or Senior Counselor, who do not meet
	 the standard of having a master's degree and either CRC certification, or
	 eligibility to sit for CRC certification, will be cross-graded in
	 classification to the position of Rehabilitation Counselor II. The counselors
	 who do not meet CSPD requirement and are cross graded in classification to the
	 position of Rehabilitation Counselor II will be required to have prior approval
	 on cases where paid for services are planned on their IPE. The District Manager
	 or their designee will provide prior approval.
Action(s) needed:
Formally adopt and communicate the master's degree standard in ARS. The
	 state Office of Personnel Management (OPM) is aware of our efforts to do this.
	 We are preparing to go before the upcoming legislative session to get counselor
	 positions minimum qualification changed. OPM currently does not recognize ARS
	 master's degree level standards in the minimum qualification in the vocational
	 rehabilitation counselors' series.
* NEW STAFF
All personnel hired by ARS in any position classified as a
	 Rehabilitation Counselor III or Senior Counselor will meet the standard of a
	 master's degree and/or be CRC certified. When there is not an applicant with
	 the master's degree, ARS will permit the hiring of a bachelors degreed
	 counselor in a Counselor II position with a condition of employment that the
	 person will seek and obtain a masters degree within three years of
	 employment.
Action(s) taken:
ARS is currently working with the Office of Personnel Management (OPM)
	 on getting them to realign the state class specifications with the state
	 qualification and implementation criteria to read that the minimum education
	 qualification is a Master's Degree rehabilitation counseling for Senior and III
	 Rehabilitation Counselor positions. We are currently working with OPM to make
	 this necessary change. We now advertise for a Counselor II position with the
	 preferred qualification being a Master's Degree in Rehabilitation Counseling
	 and CRC certified.
A request has been made to the Office of Personnel Management (OPM) to
	 change the minimum education qualification for Rehabilitation Counselor III
	 positions to a Master's Degree in rehabilitation counseling two years of
	 experience. We also requested Senior Rehabilitation Counselor positions be
	 changed to a Master's Degree in rehabilitation counseling, three years of
	 experience, and a CRC Certification. OPM is seriously considering these
	 changes. ARS will have to modify classification and job duties to reflect
	 changes that are different from other titles that are similar within other
	 state agencies.
Action(s) taken:
ARS has devised and implemented recruiting strategies to identify
	 potential applicants for vacancies.
* EXISTING STAFF:
ARS currently has 60 out of 86 counselors that meet the national CRC
	 standard. (We presently have 15 unfilled counselor positions.) The priority of
	 training and development within CSPD continues to be emphasized for direct
	 service delivery personnel in ARS. ARS presently has 13 counselors involved in
	 distant learning graduate training programs in order to become eligible to sit
	 for CRC exam. ARS has 13 counselors that are not eligible to sit for CRC or
	 involved in a CSPD program. Of these, 3 is a counselor who has between 16-25
	 years of career service and 10 are counselors with 25 or more years of service
	 and are eligible to retire. Preference on training is given to the higher
	 priority during the current fiscal year based on availability of training
	 funds.
Priority 1: Counselors with related bachelor's degrees that have
	 completed graduate hours in a rehabilitation-counseling program and/or are
	 currently enrolled or accepted into a program. (10 counselors)
Priority 2. Counselors who have between 16-25 years of career service
	 with the state and are not eligible to sit for CRC or involved in a learning
	 program. (3 counselors)
Priority 3: Counselors who have 25 or more years of career service with
	 the state and are not eligible to sit for CRC or involved in a learning
	 program. (10 counselors)
In all priority categories, counselors who receive educational
	 assistance would be expected to comply with the provisions of the ARS
	 Educational Leave Policy and agree to continue working with the agency for two
	 years for every 9 credit hours completed.
Action(s) taken:
Determined availability of ARS resources to fund training. The Federal
	 In-Service Training Grant FY 2006-2010 has increased tuition and textbook
	 expenditures.
Identified alternative methods of funding for education. We presently
	 have three VR Counselors involved in distance-learning coursework at the
	 University of North Texas, at no cost of tuition to the agency. Other VR
	 counselors who do not meet the requirements of CSPD are encouraged to enter the
	 program at the University of North Texas.
Identified methods and opportunities for training (e.g., traditional
	 classroom, distance learning, etc.). Ten counselors are enrolled at the
	 University of Arkansas at Little Rock. There are two individuals enrolled in
	 the graduate distance-learning program at the University of North Texas. ARS
	 has one counselor enrolled in the masters in rehabilitation program at the
	 University of Arkansas at Fayetteville.
* RECRUITING:
When recruiting for Rehabilitation Counselor vacancies, ARS vacancy
	 announcements state that MRC and CRC are preferred. Applicants who have the
	 preferred qualifications are referred for interview. If a selection cannot be
	 made from those candidates, a candidate with the State minimum qualification
	 may be hired, subject to the condition that the master's degree will be
	 obtained within a specified time.
The Rehabilitation Counselor III is functionally the entry-level
	 counselor position. Because of the state's salary structure, ARS have had a
	 difficult time recruiting at the lower classification levels. ARS is now hiring
	 Counselor II level, with promotion opportunities being made available once the
	 individual meeting the standards for the Counselor III level.
Action(s) taken:
Requested change from OPM to require master's degree in Rehabilitation
	 Counseling for the Rehabilitation Counselor III positions with two years of
	 experience needed. This is still pending.
OPM has approved ARS request to use Extra Help positions for
	 Rehabilitation Counselor Interns, allowing ARS to initiate a paid internship
	 program. The minimum qualifications for the Intern are the same as a Counselor
	 I position - bachelor's level. This program continues to be an effective tool
	 for recruiting new counselors.
Action(s) needed:
A Human Resource Development component of the CSPD team reviews and
	 oversees the current training levels of all personnel in each category.
	 Required standards and evaluation of training needs and timelines are
	 established. The HRD component develops and monitors agency policy and
	 procedure in terms of hiring, training, or retraining personnel to meet
	 standards. This function includes notifying public agencies and all personnel
	 of those steps and timelines.
Personnel Training, Including Staff Development
ARS ensures that all personnel receive appropriate and adequate
	 continuing education. The agency provides for employees to attend classes,
	 seminars, and conferences, and disseminates information through newsletters,
	 in-service training, workshops, etc.
Several innovative efforts are currently in progress in the area of
	 training and staff development.
* Distance Learning - Technology equipment is in place and is being
	 used to present an ongoing series of conferences and courses to virtually all
	 employees through the use of local downlinks and the Internet. The agency has
	 also developed an Intranet system for training all ARS staff called the Able
	 Training System.
* HRD continues to use a series of institutes and training programs
	 that have included every ARS employee.
* Online training is being conducted to address agency needs. These
	 brief training programs include topics that ARS has identified as important to
	 ARS operational effectiveness.
* Performance Evaluation and Training Needs - Each Employee Performance
	 Evaluation addresses training needs. These needs receive priority for funding.
	 In those cases where sufficient common training needs are identified, the
	 agency develops and provides this training to groups.
* Cooperative Relationships - The agency continues to have close
	 relationships with the Arkansas Rehabilitation Continuing Education Center
	 through the University of Arkansas. ARS staff serves on advisory boards and
	 steering committees for those organizations, and are able to influence the type
	 of research, training, development, and consultation provided by these
	 organizations to meet ARS needs.
* Technology Training - The agency offers ongoing training programs for
	 professional and paraprofessional personnel in the area of technology. The
	 ARTEC Lab is being used for ongoing training of staff in the areas of software
	 application training, internet training for Job Placement, ARMIS training for
	 the agency's client training system, etc.
* Workforce Investment Act of 1998 and Rehabilitation Act Amendments of
	 1998 -The Agency has conducted extensive training on Workforce Investment Act
	 of 1998 and Rehabilitation Act Amendments of 1998, and key components of the
	 Acts are incorporated into new employee orientation and training. Collaboration
	 and cooperation with our partnering state agencies are continuing. The agency
	 is being kept updated with the latest development of the Workforce Investment
	 Act that is before Congress at this writing. ARS continues to provide input
	 into the reauthorization of the Rehab Act and the Workforce Investment
	 Act.
Special Communication Needs Personnel Training
ARS will continue to employee personnel who are able to communicate in
	 the native languages of applicants for service and clients who have limited
	 English speaking ability. ARS also provides special communication modes such as
	 interpreters, captioned videos, specialized telecommunications services and
	 material for individuals who are deaf and deaf-blind as well as other
	 specialized media systems for individuals with disabilities. Whenever possible,
	 people with needed language skills are hired, special equipment is provided as
	 needed. Interpreters are provided in training settings when needed. Sign
	 language skills are included as a minimum qualification for positions providing
	 services to deaf persons. When needed, special entry rates are offered to
	 persons who possess needed special language or communication skills. ARS also
	 is providing training opportunities in Spanish. Arkansas is experiencing a
	 large influx of Spanish speaking citizens into the state and these citizens are
	 now requesting our services. The agency is providing assistance to our
	 employees in order to help them accommodate these needs.
Performance Evaluation System
ARS continues the process of continuously examining and modifying its
	 personnel evaluation system, particularly with rehabilitation counselors, to
	 emphasize serving persons with the most severe disabilities. Performance
	 evaluation focuses on accomplishing the purposes of the Act and Federal
	 Regulations. The Evaluation in no way impeded the accomplishment of the purpose
	 and policy of the Act. The agency's Personnel Performance Evaluation System was
	 just recently updated and approved by OPM. All Managers/Supervisors have been
	 provided training on those approved updates.
Coordination with Personnel Development under IDEA
ARS coordinates its comprehensive system of personnel development with
	 personnel development under IDEA. ARS provides training opportunities for our
	 direct service support personnel in the areas of transition. Key VR counselors
	 are involved with state transition coordinators that are provided by Special
	 Education within the state. ARS VR counselors are involved in annual transition
	 coordination meetings. Information on IDEA is forwarded to all ARS employees
	 including the latest IDEA reauthorization updates. ARS is aware that the latest
	 IDEA legislation has been passed and ARS is providing training for key
	 personnel within the agency who will be dealing with the schools and
	 transition. ARS is presently looking at restructuring the field program in
	 order to effectively utilize personnel that will be doing transition. ARS is
	 fully committed to providing transition services through our agency with
	 collaboration and cooperation with the public schools.
Attachment 4.12 Assessments; Estimates; Goals and Priorities;
	 Strategies; and Progress Reports
Attachment 4.12(a) Results of Comprehensive Statewide Assessment
	 of the Rehabilitation Needs of Individuals with Disabilities
A Statewide Comprehensive Needs Assessment was planned and conducted
	 jointly with representatives of the State Rehabilitation Council (SRC), the
	 State Independent Living Council (SILC), and a contractor known as Dan Hopkins
	 & Associates, hereafter referred to as DHA. The final report was presented
	 to the full Council for their review and approval on March 15, 2006. The Agency
	 will continue to work with the Council to address the recommendations from the
	 assessment and will also work cooperatively for the next assessment due in
	 2009.
Results
The DHA study utilized a mixed-method research design to collect
	 information from a variety of sources including, the consumers, their family
	 members, consumer advocates, service providers, and from secondary data
	 sources. The study methodology assured attention to the rehabilitation needs of
	 individuals with disabilities residing within the state; particularly the
	 vocational rehabilitation services needs of:
(a) Individuals with the most significant
  disabilities, including their need for supported employment services
(b) Individuals with disabilities who are
  minorities
(c) Individuals with
  disabilities who have been unserved or underserved by the vocational
  rehabilitation program
(d)
  Individuals with disabilities served through other components of the statewide
  workforce investment system