reglab/statecodes huggingface dataset:
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 8 - EXTENDED (SHELTERED) EMPLOYMENT › Section 12:51-8.1 - Extended (sheltered) employment

Current through Register Vol. 56, No. 14, July 15, 2024
(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 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 for those individuals choosing non-integrated employment or for those requiring such services to prepare for integrated employment. The achievement of at least 20 percent of the normal production level is required for these persons to be individually certified by DVRS. For those individuals choosing extended employment as a long-term goal, extended employment may be entered without a PVE or WAT for a trial period of up to 50 days during which 20 percent productivity must be achieved in order to be certified as an extended employee. Those individuals who are unable to reach the required 20 percent productivity within that period will be referred to an alternate funding source. For individuals continuing to pursue integrated employment, extended employment can be entered from a PVE or WAT program provided that 20 percent productivity is achieved.
(b) The services available to extended (sheltered) employees must include evaluation, counseling, work adjustment, and placement. 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 updated every three months.
1. For individuals choosing extended employment as a long-term goal, the rehabilitation plan shall provide for annual review to determine the individual's interests, priorities, and needs with respect to integrated employment; and
2. For individuals in extended employment for up to one year who are continuing to pursue integrated employment, the rehabilitation plan shall include specific objectives to overcome the barriers to integrated employment and for placement.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 8 - EXTENDED (SHELTERED) EMPLOYMENT › Section 12:51-8.2 - Reporting

Current through Register Vol. 56, No. 14, July 15, 2024
The organization approved to provide extended employment services shall be responsible for the submission of a quarterly statistical report 14 calendar days after the close of each quarter. This report will be submitted on Form RSW-1 to be supplied by the Division of Vocational Rehabilitation Services.
Quarter Ending
Due Date
September 30
October 14
December 31
January 14
March 31
April 14
June 30
July 1
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 8 - EXTENDED (SHELTERED) EMPLOYMENT › Section 12:51-8.3 - Business and financial practices; records; requirements

Current through Register Vol. 56, No. 14, July 15, 2024
(a) Contractor's accounting records are required to include the following information:
1. Individual client attendance records summarizing periodically on a calendar basis the number of days the client is present and absent, and the reason. The scheduled "working day" of a facility's extended (sheltered) employment program will consist of not less than five working or instructional hours. This record will be maintained either for all clients in a single binder or individually in each client's case file.
2. Total wages or other payments to all individual clients on an annual basis for the agency's fiscal or calendar year.
3. Supplementary cost records: Records shall also be maintained that will enable the State auditor to readily and accurately determine the separate cost for direct labor, indirect labor, and payments made in excess of those required by minimum Wage and Hour regulations (often called wage supplements or "subsidies").
4. Annual auditor's reports, copies of the auditor's adjustments and work papers, if any, to explain the adjustments and depreciation schedules. An analysis of the agency's costs will not be completed until this information has been reviewed by State auditors. In the absence of this information, the agency's book figures and the State auditor's estimates will be used in computing the agency's program costs.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 8 - EXTENDED (SHELTERED) EMPLOYMENT › Section 12:51-8.4 - Wage and hour compliance

Current through Register Vol. 56, No. 14, July 15, 2024
Contracts will comply with all applicable State and Federal wage and hour regulations including the possession of all certificates legally required and on a current basis.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 8 - EXTENDED (SHELTERED) EMPLOYMENT › Section 12:51-8.5 - Reevaluation of extended (sheltered) employees

Current through Register Vol. 56, No. 14, July 15, 2024
(a) Annual reevaluation and ongoing services to extended (sheltered) employees is the responsibility of the vocational rehabilitation facility. This activity is supported by DVRS under the funding of the Sheltered Workshop Act of 1971, 34:16-39 et seq. The Division shall also meet with extended employees to offer them additional options for integrated employment.
(b) On occasion it may become apparent that with the provisions of some specific service the individual may be competitively employable. When this instance occurs, the facility should contact the local DVRS office and discuss the specifics of the case. The decision as to whether the case should be accepted will be made on an individual basis.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 9 - PSYCHO-SOCIAL CENTERS › Section 12:51-9.1 - Psycho-social centers

Current through Register Vol. 56, No. 14, July 15, 2024
(a) Psycho-social rehabilitation is a structured program of vocational preparation which endeavors to:
1. Discover and develop the individual's strengths and assets;
2. Build positive and adaptive skills; and
3. Increase and extend the individual's repertoire of skilled behavior in the physical, emotional and intellectual areas. The purpose of the center is to teach living, learning and working skills necessary to function effectively in the individual's community with adequate support.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 9 - PSYCHO-SOCIAL CENTERS › Section 12:51-9.2 - Program description: vocational readiness assessment

Current through Register Vol. 56, No. 14, July 15, 2024
(a) A vocational readiness assessment (VRA) is designed as a short-term period of time during which a program evaluates the readiness of a client to engage in and benefit from a variety of vocational services. A determination is made at the end of this short-term assessment that the client understands and is committed to the goal of employment upon completion of the rehabilitation process.
(b) The VRA shall evaluate community living skills and their potential impact on vocational service provision. These skills include, but are not limited to: medication, housing, transportation, self-maintenance, including grooming and appearance, money management, home maintenance (cooking, cleaning, shopping, etc.), psychological and psychiatric factors including interpersonal skills, and ability to utilize leisure time. This information is to be used to establish other potential areas of needed support. The VRA shall also evaluate the client's ability to participate in vocational activities.
(c) A VRA can be accomplished through a variety of activities and services examples of which are interviewing, group and individual counseling, service procurement, activities of daily living, leisure time activity groups, psychometrics, community contacts, work activities such as a facility work situation, contracts or volunteer work.
(d) A VRA can be authorized to a maximum of 10 program days over a period of 20 working days. An agency must provide the following services over this period:
1. Vocational activities (40 percent of time);
2. Related activities (ADL, use of leisure time, etc.) (40 percent of time);
3. Assessment related counseling (15 percent of time);
4. Community contacts (five percent of time).
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 9 - PSYCHO-SOCIAL CENTERS › Section 12:51-9.3 - Program description: rehabilitation assessment

Current through Register Vol. 56, No. 14, July 15, 2024
(a) The primary purpose of a rehabilitation assessment is to evaluate the client's present level of skilled performance and to ascertain the level of skilled performance needed to live, learn and work in his or her community with adequate support.
(b) The ultimate outcome of rehabilitation assessment is the formulation of the individual plan for employment (IPE) that will specify the individual client's rehabilitation goals and will provide the standards against which progress is measured.
(c) An agency offering a rehabilitation assessment must provide the client with the following minimum time in direct service.
1. Two hours of vocational activities per day, which must include either a center or community site situational assessment in at least two occupational areas. The use or work samples, contract work and psychometrics is desirable but optional. The vocational activities shall be provided in a systematic organized basis for the purpose of determining client conditions and job objectives in the context of the work environment in which he or she shall function. Direct observation of the client within the context of the work environment shall become the basis for the evaluation.
2. Two hours of related activities, such as interactional group activities, activities of daily living, etc., per day, which should be consistent with the client's level of functioning and should complement the vocational activities in terms of how the client's interactional style and related skills development affect the client's potential for integrated employment and the employment maintenance.
3. Two hours of counseling a week must be an integral part of the rehabilitation assessment provided by the center. It should be directed towards vocational or related issues which impact on a client's progress toward competitive employment.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 9 - PSYCHO-SOCIAL CENTERS › Section 12:51-9.4 - Program description: IPE

Current through Register Vol. 56, No. 14, July 15, 2024
(a) The IPE will be formulated with the consumer, the case manager and the DVRS counselor and will describe the means by which the client will progress from the present level of skilled performance to the needed level of skill performance.
(b) Each IPE will specify long-range and short-range goals.
(c) Each goal statement will describe observable, measurable behavior to be addressed, the environment in which the behavior occurs, the technique or method to be used, the measure of effectiveness, and the staff person responsible.
(d) Progress reports will address each individual short-range goal. The center shall make every effort to identify and utilize existing services at other agencies to assist its clients in realizing their full potential as part of the IPE.
(e) The diagnostic report will be prepared following the staff conference involving, minimally, the client, the case manager, and the DVRS counselor conducted at the end of the eighth week of the diagnostic phase. The report should arrive at the DVRS office during the ninth week and will be processed for further action by the DVRS during the tenth week. If significant information develops during weeks nine and 10, it should be communicated to DVRS by phone and a handwritten note will be entered on the diagnostic report by the responsible counselor.
(f) Any significant development or event at any time during the rehabilitation process must be reported immediately to the DVRS counselors.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 9 - PSYCHO-SOCIAL CENTERS › Section 12:51-9.5 - Program description: vocational development training

Current through Register Vol. 56, No. 14, July 15, 2024
(a) Vocational development training is a process of increasing and extending the individual's repertoire of performance skills (behaviors) in the physical, emotional and intellectual areas of functioning for the purpose of providing the individual with the living, learning and working skills necessary to function effectively in employment and independently in the community in spite of his or her psychiatric disability. The process involves exposure to situational experiences and related activities that enhance interpersonal interaction, personal attitudes, work habits, skills work and stress tolerance and motivation.
(b) An agency providing vocational development training must provide the client with the following minimum time in direct services:
1. Four hours of vocational activities per day which may include center site operations in food service, janitorial/maintenance, clerical, other services or contract work.
2. Two hours of related activity such as interactional group activities, activities of daily living, etc., per week. These related activities should complement the vocational activities in terms of improving the client's interactional style and related skills development so as to affect the client's potential for employment and employment maintenance.
3. One hour of counseling per week must be an integral part of vocational development training provided by the agency. It should be directed towards vocational or related issues which impede a client's progress toward competitive employment.
4. Transitional work experience may be utilized in lieu of the four hours of work activities and two hours of related activities during the initial authorization as long as the following three criteria are met.
i. The client is on the job site for a minimum of four hours per day;
ii. There is a work-site visit by the professional staff at least once per week; and
iii. There exists some related activity at least once per week to maintain the client's connection with the facility.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 9 - PSYCHO-SOCIAL CENTERS › Section 12:51-9.6 - Program description: transitional work experience

Current through Register Vol. 56, No. 14, July 15, 2024
(a) Transitional work experience is a realistic experience in the community that allows the client to test his or her employment skills in a real work setting. This can be either subsidized or unsubsidized and may take the form of the transitional employment, formal volunteer situations or some variations. Compliance with all applicable wage and hour regulations is required.
(b) An agency providing transitional work experience must provide the client with the following minimum time in the program:
1. Four hours of transitional work experience per day;
2. A minimum of one site visit by an agency professional staff person per week; and
3. Some related activity at least once per week to maintain the client's connection with the center.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 9 - PSYCHO-SOCIAL CENTERS › Section 12:51-9.7 - Program description: job maintenance

Current through Register Vol. 56, No. 14, July 15, 2024
(a) Job maintenance is a stabilization process after job placement has occurred to assist the client in maintaining the job he or she has acquired. During this service, problems that the client and the employer experience can be resolved with the assistance of the center professional staff person. Since service needs in this area will vary, a unit fee structure will be employed. A unit is a session of individual or group counseling or a job site visit. They are called units because in terms of actual staff time expenditure, they would be basically comparable with three to four hours of time.
(b) An initial 22 units of job maintenance is provided during the initial 60 working day period. These units can be utilized in any combination of individual/group counseling or job site visits. Upon completion of 60 working days and participation by the client and the professional staff person in the job maintenance program, an IPE will be submitted to the referring DVRS counselor with one of the following recommendations.
1. No further maintenance is needed, therefore, the case can be closed; or
2. An extension be requested for a maximum of 20 job maintenance units in segments of 10 job maintenance units.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 10 - FEES › Section 12:51-10.1 - Establishment and changes in fees

Current through Register Vol. 56, No. 14, July 15, 2024
(a) A fee schedule consisting of an appropriate fee structure for each classification will be maintained by the Division of Vocational Rehabilitation Services which will provide reasonable compensation to the rehabilitation organizations for services provided.
(b) Each approved program will be reviewed periodically by the community rehabilitation program specialist and audit staffs of DVRS for the purpose of determining its program effectiveness and results, and efficiency and compliance with applicable laws and regulations. The appropriateness of fees and other support of funding which an organization receives as it relates to the costs of its programs will be determined in accordance with principles and procedures for determining costs promulgated in Federal OMB Circular A-122 and reported in accordance with Federal OMB Circular A-133, "Audits of Institutions of Higher Education and Other Nonprofit Organizations."
(c) In the event that the total revenues earned from DVRS for these programs are determined by this review and analysis to exceed the actual cost of these programs by more than 10 percent during the most recently completed fiscal year, the total "excess revenues" will be treated as an unabsorbed cost for the fiscal year and carried-forward and added to the total cost for the following fiscal year. A cost analysis, including the roll-forward for these unabsorbed costs, will be completed for the following fiscal year. In the event the total DVRS revenues exceed the actual program operating costs for the second fiscal year and the unabsorbed costs carried-forward from the preceding fiscal year, an appropriate revision of the fees for these programs will be considered and implemented upon approval of the Director of DVRS at that time.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 11 - PROGRAM REQUIREMENTS › Section 12:51-11.1 - Program requirements, existing and new programs

Current through Register Vol. 56, No. 14, July 15, 2024
(a) A written narrative description of all the organization's programs, services and administrative procedures shall be maintained and made available to interested parties. This description will be submitted to DVRS by new organizations applying for program approval as well as existing organizations whenever changes are made in their programs, services, or administrative procedures. Effective January 1, 1999, any community based organization seeking status as a vendor of the Division of the services regulated by Chapter 51 shall have been in existence providing the service for which it is seeking approval for a minimum of two years (24 months) or be able to demonstrate the capacity to provide the service applied for as a result of providing a similar service or have a history of being able to implement services successfully.
(b) Services shall be geared to the development of the client's maximum potential for integrated employment in a competitive labor market.
1. To accomplish (b) above, the following should be provided:
i. Medical, psychological, social, educational, and vocational history shall be analyzed at the time of intake. There will be written criteria for procedures for admissions;
ii. The following kinds of services should be made available to clients, trainees, and employees: vocational evaluation, work adjustment training, job coaching, on-the-job training, skill training, placement and follow up.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 11 - PROGRAM REQUIREMENTS › Section 12:51-11.2 - Procedure for program approval

Current through Register Vol. 56, No. 14, July 15, 2024
(a) An organization that wishes to implement a new program on a "fee for service" basis must, besides meeting the criteria of 12:51-11.1, assemble the "Program Request Package," which includes the detailed written comments of the local office manager and the community rehabilitation program specialist's written endorsement.
(b) The package shall contain a detailed program description, cost analysis and fee requests.
(c) A community rehabilitation program must apply for and be granted a written approval issued by the Director of the Division of Vocational Rehabilitation Services upon his or her being satisfied that:
1. There is a need for the service to be vended; and
2. The community rehabilitation program is in compliance with the rules and regulations governing community based vocational rehabilitation organizations.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 12 - STAFF REQUIREMENTS › Section 12:51-12.1 - Staff requirements, procedures and qualifications

Current through Register Vol. 56, No. 14, July 15, 2024
(a) The executive director will maintain a functional organizational chart which is available at all times.
(b) The organization will provide a staff improvement program designed to encourage professional growth and development of the staff; for example, University Training Programs. Part of this program should include attendance at professional conferences each year pertaining to the work of the staff member, such as the National Rehabilitation Association, ACCSES New Jersey and the Association of Persons in Supported Employment, meetings and programs that are offered by the Regional Rehabilitation Continuing Education Program (RCEP), University of Medicine and Dentistry of New Jersey, and the New Jersey Psychiatric Rehabilitation Association.
(c) Generally speaking, the professional and supervisory staff-client ratio should be no more than one to 12. The staff referred to are those directly involved in services to the participant. When dealing with the individuals with more severe disabilities, this ratio should be much less.
(d) Personnel policies, procedures and practices, and job descriptions must be stated in writing, a matter of official record, and given to all staff members. Such personnel codes shall be reviewed annually.
(e) Staff meetings at which appropriate staff members are present must be held periodically (at least once per month), and the minutes for every meeting will be kept on file and distributed for the use of the staff members involved.
(f) The executive director and the governing body/board will conduct a periodic review of professional staff salary ranges.
(g) Evidence that the individuals with disabilities, director and staff actively participate in interagency and community planning activities should be available.
(h) All staff members will have an annual written evaluation of their performance.
(i) Minimum qualifications for staff personnel are:
1. Executive director should possess:
i. A Bachelor's Degree and some of the college and university education should have included training in business administration, personnel management, the social sciences, industrial engineering, or management;
ii. Three years of experience in an administrative capacity directing professional, technical or supervisory personnel. Graduate degree(s) work may be substituted for two years experience; and
iii. Experience as a staff member in a rehabilitation program.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 14 - COMMUNITY RELATIONS › Section 12:51-14.1 - Program requirements

Current through Register Vol. 56, No. 14, July 15, 2024
(a) It is recommended that the organization cooperate on a continuing basis with all other community agencies, the National Rehabilitation Association, ACCSES New Jersey, the New Jersey Psychiatric Rehabilitation Association, The Association of Persons in Supported Employment and the appropriate State agencies in defining the needs of individuals with disabilities, providing services to meet those needs, and solving problems they have in common.
(b) The organization will have a well-planned public education program in which all forms of communication are utilized to encourage understanding, cooperation and financial assistance from other agencies, as well as civic, religious, fraternal, business and industrial groups in the community.
(c) Fund-raising practices will comply with the State and local laws, ordinances and regulations.
(d) Every effort should be made to maintain liaison with the local labor unions.
(e) The organization will work closely with the local DVRS office and other referral agencies to establish and maintain a coordinated system of service delivery for all individuals with disabilities in the community.
(f) The facility will be responsive to the needs of the community.
(g) In the event of a lay-off of employees, either professional or extended, DVRS must be notified immediately.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 15 - PROFESSIONAL ADVISORY COMMITTEE › Section 12:51-15.1 - Composition and purpose

Current through Register Vol. 56, No. 14, July 15, 2024
(a) The permanent Professional Advisory Committee will consist of the Chief of Rehabilitation Services, the community rehabilitation program specialists of the Division of Vocational Rehabilitation Services and the New Jersey Commission for the Blind and Visually Impaired, the President of ACCSES New Jersey, representatives of the Association, the New Jersey Association of Persons in Supported Employment, the New Jersey Psychiatric Rehabilitation Association, the National Rehabilitation Association, and representatives of other organizations that have a vested interest in DVRS community rehabilitation program policy.
(b) A Professional Advisory Committee is permanently established to meet at least twice a year to review the standards of performance and service for vocational rehabilitation programs. Written minutes of these meetings will be distributed. A formal report recommending any changes in the standards will be promulgated no later than six months prior to any readoption.
(c) Other duties of this Professional Advisory Committee will consist of assistance in handling differences of opinion, grievances and/or problems which may arise between directors of rehabilitation facilities and any private or public agencies, including the New Jersey Division of Vocational Rehabilitation Services. Those involved in whatever dispute is being mediated will in all cases be invited to attend the Professional Advisory Committee meeting.
(d) A report of these periodic meetings should be made available to the appropriate members of ACCSES New Jersey, the New Jersey Association of Persons in Supported Employment, the New Jersey Psychiatric Rehabilitation Association, the National Rehabilitation Association, other organizations with a vested interest and the New Jersey Division of Vocational Rehabilitation Services.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 16 - GRANTS › Section 12:51-16.1 - Availability

Current through Register Vol. 56, No. 14, July 15, 2024
(a) The availability of grant monies is often difficult to determine. When specific grant monies are available DVRS will publish this information and inform organizations of the specific details for application.
(b) In the absence of specific information on availability of grant monies, organizations are encouraged to forward their request, via letters of intent, in reasonable detail, along with tentative budgets, to the community rehabilitation program specialist for their area. It would be advisable to discuss this material with the local DVRS office prior to submission.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 16 - GRANTS › Section 12:51-16.2 - Procedure

Current through Register Vol. 56, No. 14, July 15, 2024
(a) The community rehabilitation program specialist will acknowledge receipt of the proposal and forward it to the DVRS Chief of Rehabilitation Services for community rehabilitation programs who will maintain a file of proposals.
(b) The Chief of Rehabilitation Services will, when appropriate, act as facilitator for those grant requests which show particular merit.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 17 - PAYMENT AND ATTENDANCE POLICY › Section 12:51-17.1 - Procedure

Current through Register Vol. 56, No. 14, July 15, 2024
(a) All rehabilitation services shall receive prior written authorization for specific units of service, and payment shall be made only upon the completion of the service and the receipt of required reports. Individual case records shall be maintained for each client and shall contain the appropriate documentation of rehabilitation services, copies of correspondence, invoices, and reports.
(b) The organization should notify the local office and be paid for only the units the client physically attends the program plus any official commemorative holidays occurring during the authorized period of service up to a maximum of 13 days in a calendar year. In those instances where the unit of service is an hourly rate, such as job coaching, only hours actually delivered will be reimbursed.
(c) DVRS reserves the right to terminate any authorization by submitting in writing, such a notification to the organization, giving it five-days notice.
(d) It is the DVRS counselor's responsibility to maintain an awareness of the client's progress in the program and it is the counselor's responsibility to terminate the program in the event of attendance problems severe enough to negate the value of the program.
(e) DVRS is interested in the evaluation of its client's competitive employment. There are not, within the DVRS context, excused absences. Clients whose attendance does not compare favorably with the industrial norms should not be represented as having good attendance.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 18 - ACCREDITATION OF REHABILITATION PROGRAMS › Section 12:51-18.1 - New Jersey Division of Vocational Rehabilitation Services

Current through Register Vol. 56, No. 14, July 15, 2024
(a) The New Jersey Division of Vocational Rehabilitation Services (DVRS) has developed, maintained, and applied standards for approving vocationally oriented rehabilitation organizations to vend services to DVRS. These standards constitute the basis for this chapter.
(b) The DVRS maintains a firm commitment to ensure that quality, meaningful rehabilitation services will continue to be provided to individuals with disabilities. This commitment mandates DVRS to:
1. Utilize an accreditation process that will enable the agency to meet the ever changing demands of the rehabilitation movement;
2. Utilize the services of a nationally-recognized voluntary agency that has been established specifically for accreditation purposes, and operates independently of the institution it accredits; and
3. Utilize an accrediting body that meets the criteria as an acceptable accreditation authority that has been adopted by the Council of State Administrators of Vocational Rehabilitation (CSAVR).
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 19 - ELIGIBILITY FOR DVRS SERVICES › Section 12:51-19.1 - Client eligibility

Current through Register Vol. 56, No. 14, July 15, 2024
(a) To be eligible for services from DVRS, an individual must have a physical or mental disability that results in a substantial impediment to employment and require vocational rehabilitation services to prepare for, secure, retain or regain employment.
(b) Referrals are accepted from all sources and organizations are encouraged to refer individuals with disabilities to DVRS who might benefit from services.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 20 - STANDARDS TO VEND SUPPORTED EMPLOYMENT SERVICES › Section 12:51-20.2 - Administrative

Current through Register Vol. 56, No. 14, July 15, 2024
(a) The organization shall develop a mission statement that describes in broad terms the organization's purpose, whom it serves, and general areas of service. These must be consistent with the purposes stated in legal documents. It shall be sufficiently broad to allow for modification of the program in response to community needs, or the needs of the individuals it serves, and yet specific enough to give direction to the organization's efforts. It shall reflect the perspective that persons with disabilities have a right to informed choices, including integrated community-based employment.
(b) The governance authority of the organization shall comply with 12:51-3.2.
(c) The organization shall develop an information and communication system that is designed to promote the effective and efficient management of the organization. The system of information collection, dissemination and utilization must be accurate, communicated to appropriate personnel, relevant to the organization, and timely.
1. Appropriate safeguards are to be applied to protect confidential administrative records, whether they are electronically or manually maintained. These safeguards must include access to records being limited to authorized individuals, and controls so that the locations of all essential records will be known at any time.
2. The organization shall develop reports required by the Division of Vocational Rehabilitation Services which contain relevant employment information. The organization shall develop procedures for tracking costs.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 20 - STANDARDS TO VEND SUPPORTED EMPLOYMENT SERVICES › Section 12:51-20.3 - Personnel administration and staff development

Current through Register Vol. 56, No. 14, July 15, 2024
(a) The organization's policy shall reflect its commitment to recruit, manage, develop and retain appropriate personnel to meet the needs of the people served and contribute to the accomplishment of the organization's mission in conformance with CARF, Section 1, Article E.
(b) Professional job coaches shall have an AA degree in the Human Services or the rehabilitation related field from an accredited college, or three years of related experience. If the job coach is to serve individuals whose primary language is American Sign Language (ASL), the coach shall achieve a rating of Intermediate in the Sign Communication Proficiency Interview (SCPI).
(c) The minimum staffing for a supported employment program shall be two qualified full-time equivalents to start, with a minimum of three qualified full-time equivalents once this organization is fully functional. In large organizations where there are trained, qualified staff in other programs within the organization, the qualified staff may be counted toward the three full-time equivalents.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 20 - STANDARDS TO VEND SUPPORTED EMPLOYMENT SERVICES › Section 12:51-20.4 - Supported employment services and community relationships

Current through Register Vol. 56, No. 14, July 15, 2024
(a) Supported employment is employment or employment-related services provided for people with disabilities within an industrial/business community setting and is intended to maintain or result in paid employment in the community. Such services are designed to enable the person served to integrate into the work place.
(b) Supported employment services assist persons with disabilities who require ongoing support, on and/or off the job, in order to choose, obtain, and retain paid employment in integrated settings.
(c) The organization shall establish and document relationships with a variety of community groups impacting upon integrated employment opportunities including local businesses. This is demonstrated through cooperative agreements, contracts, and participation in consortia and advisory groups.
(d) The organization should enhance relationships with community employers through:
1. Providing for close cooperation between the organization and community employers through such mechanisms as business advisory councils, membership in community employer associations, business forums, and/or formal relationships with public and private schools;
2. Providing onsite job analysis, consultation, and recommendations for worksite and job modification, when appropriate;
3. Assisting employers to identify, modify, and/or eliminate architectural, procedural, instructional/communication, and/or attitudinal barriers to the employment and advancement of persons with disabilities; and
4. Educating employers about various disabilities and resulting vocational implications, assistive devices, job accommodations, services provided by the organization, incentives to the employer, and current disability-related legislation affecting the employer.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 20 - STANDARDS TO VEND SUPPORTED EMPLOYMENT SERVICES › Section 12:51-20.5 - Consumer involvement and empowerment

Current through Register Vol. 56, No. 14, July 15, 2024
(a) The organization shall develop employment opportunities based upon the individual's preferences, interests, abilities, capabilities and needs. The organization shall assist the person served to:
1. Understand and manage the financial and personal impact of supported employment on disability benefits and other benefits; and
2. Become knowledgeable about access to, and rights and responsibilities, under such benefits.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 20 - STANDARDS TO VEND SUPPORTED EMPLOYMENT SERVICES › Section 12:51-20.6 - Service design

Current through Register Vol. 56, No. 14, July 15, 2024
(a) The organization shall have a mechanism in place for informing consumers of all supported employment service options, their outcomes and timeframes for initiation and completion of service.
(b) Within the organization's target population(s) as defined by funders, the organization shall not exclude individuals based upon actual or perceived severity of disability(ies) or multiple needs. The intake and orientation process should be designed to facilitate the ability of the person served to take maximum advantage of the programs and services offered. The person served shall have the opportunity to clearly understand the purposes of the organization and its programs and services in response to the person's strengths, abilities, needs, and preferences.
(c) There shall be clearly written criteria of entrance/admission to programs. Policies and procedures shall be established for intake that identify the criteria of the order of admission for persons awaiting service, and designate the position(s) responsible for making admission decisions.
(d) If waiting lists are maintained, procedures shall be in place that provide for adequate information to identify the person and his or her needs, a periodic review of the list, the order of selection from the list, and the referral actions taken.
(e) The supported employment services offered by the organization shall be customized in frequency, type and duration to the individual consumer's needs and interests in conjunction with the DVRS counselors, and long term follow along organization personnel involved as outlined in the consumer driven IPE.
(f) Communication to family and/or significant other is at the discretion of the consumer, except for consumers for whom a guardian has been judicially appointed or who have properly designated an individual representative.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 20 - STANDARDS TO VEND SUPPORTED EMPLOYMENT SERVICES › Section 12:51-20.7 - Career planning and development

Current through Register Vol. 56, No. 14, July 15, 2024
(a) Career planning and development for individuals who are clients of the Division of Vocational Rehabilitation Services requires the active involvement of the Division's Rehabilitation Counselor as the goals established and the objectives required become an integral part of the Individualized Plan for Employment.
1. The organization shall utilize an individualized career/vocational process to develop employment opportunities. This process shall comply with 12:51-4.1(b).
2. The organization shall utilize a situational assessment process such as job sampling, internships, transitional employment, volunteer jobs to determine interest, skills, assistive technology and support needs that the individual requires to meet his or her career goals. The steps required to achieve those goals shall be specifically written and approved by the client, organization representative, and rehabilitation counselor.
3. The career planning and development process is based upon the individual's interests, preferences and stated goals within the context of the person's whole life situation. It shall ensure access to the full range of occupational possibilities.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 20 - STANDARDS TO VEND SUPPORTED EMPLOYMENT SERVICES › Section 12:51-20.8 - Job development and marketing

Current through Register Vol. 56, No. 14, July 15, 2024
(a) The organization shall have a marketing strategic plan that has specific objectives related to employment outcomes which contains strategies for implementation, identification of staff responsible for the plan and materials which are respectful and image enhancing.
(b) The organization shall conduct job development by a process of matching an individual's preferences, skills and needs with specific job characteristics including a routine analysis of potential job sites in relation to the possibility of narrowing or combining existing job responsibilities.
(c) The organization shall provide whatever support and training is needed for an individual who chooses to initiate all or any part of their own job development efforts.
(d) The organization shall have a policy stating its adherence to all State, Federal wage and hour, supported employment and Americans with Disabilities Act regulations.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 20 - STANDARDS TO VEND SUPPORTED EMPLOYMENT SERVICES › Section 12:51-20.9 - Employment phases and support

Current through Register Vol. 56, No. 14, July 15, 2024
(a) The organization shall assist the consumer in benefit planning including accessing Social Security work incentives such as the PASS and IRWE.
(b) The organization shall provide support employment services utilizing two support phases:
1. The intensive support phase immediately after placement, which helps the supported employee to acquire the physical, intellectual, emotional and social skills needed to perform the specific job tasks, work routine and personal life activities critical to employment success;
2. The extended support phase, which refers to the ongoing assistance the supported employee receives to strengthen and maintain physical, intellectual, emotional and social skills and access resources needed to continue successful job tenure. Service shall be proactive with individual support needs continually assessed. Job specific supports should be available on and off the job site and individual/community supports available as needed.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 51 - VOCATIONAL REHABILITATION SERVICES › Subchapter 20 - STANDARDS TO VEND SUPPORTED EMPLOYMENT SERVICES › Section 12:51-20.10 - Quality service outcomes

Current through Register Vol. 56, No. 14, July 15, 2024
(a) Supported employees shall receive the same wages and benefits as non-disabled co-workers in similar job titles.
(b) The organization shall seek jobs for development in a variety of occupational categories which have opportunities for advancement, pay increases, benefits and increases in responsibilities. Employment shall be stable rather than temporary.
New Jersey Administrative Code › Title 12 - LABOR AND WORKFORCE DEVELOPMENT › Chapter 55 - WAGE PAYMENTS › Subchapter 1 - GENERAL PROVISIONS; VIOLATIONS; FEES AND PENALTIES; HEARINGS › Section 12:55-1.1 - Purpose and scope

Current through Register Vol. 56, No. 14, July 15, 2024
(a) The purpose of this chapter is to establish rules to effectuate 34:11-4.1 et seq., an act regarding the payment of wages.
(b) The chapter is applicable to:
1. Wages and hours subject to the Act;
2. Wages paid to an employee for services rendered; and
3. Time and mode of payment.