VR Competencies – Learning Objectives for Employer Supports; Area Office or District Level (Area Managers, Supervisors The following table identifies competencies and potential learning objectives for training relating to Employer Supports in a State VR Agency, at State/Central Office level. They are divided into three domains: Training and Coordination of Services, Connections and Relationships, and Providing Information and Support. COMPETENCY AREA AREA-DISTRICT OFFICE LEVEL (Area Managers, Supervisors) LEARNING OBJECTIVES After training, the learner will be able to: Training and coordination of services Coordinate and supervise employer support activities provided by staff under their supervision Explain and demonstrate approaches being used to coordinate employer support activities and provide supervision & support to staff engaged in these activities Support quality training on employer support tools and approaches for direct service staff Describe available training resources along with areas of expertise, training modalities, and cost. Develop area/office budget in a manner that business events and employer educational programs can be supported Demonstrate how the current budget supports these activities; or explain what would need to be changed in the current budget to provide this support. Effectively evaluate employment specialist/counselor knowledge, skills, and outcomes in the area of employer supports Explain and demonstrate approaches being used to evaluate employment specialist/counselor knowledge, skills, and outcomes in the area of employer supports Ensure that all staff are aware of the Job Driven Priority initiative and the agency strategic plans and goals including moving the agency to a dual customer approach. Describe the efforts the state agency is taking to ensure that all staff understand the JD Priority, plans and goals COMPETENCY AREA AREA-DISTRICT OFFICE LEVEL LEARNING OBJECTIVES
(Area Managers, Supervisors) After training, the learner will be able to: Connections and Relationships Provide outreach and consultation to employers, educational institutions, and community organizations List the strategies being used/planned to build and maintain relationships with the business community. Monitor CRP services and outcomes Explain the current system for recruiting and evaluating CRPs. Describe any needed changes/improvements Providing Information and Support Provide technical assistance to businesses on recruiting, interviewing, hiring, and retaining qualified workers with disabilities Explain TA resources on recruiting, interviewing, hiring and retaining qualified workers with disabilities available from the state VR agency and other sources such as JAN Assist companies in the development of Affirmative Action plans that include the recruitment of qualified workers with disabilities Provide and describe examples of effective AA plans List available resources for recruiting applicants with disabilities Provide information on state and federal regulations that such as Rehab Act Section 503 and the federal and state tax incentive programs available for businesses Explain relevant state and federal regulations, tax incentives, and other financial incentives such as OJT.