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<DIV id=wmQuoteWrapper>-------- Original Message --------<BR>Subject: National Council of State Agencies for the Blind public<BR>comments on WIOA Proposed Regulations<BR>From: "Sigman, Brian" <<a href="mailto:Brian.Sigman@ct.gov">Brian.Sigman@ct.gov</a>><BR>Date: Fri, June 05, 2015 3:48 pm<BR><BR>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Good afternoon,<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Pasted in below are the public comments submitted today to <a href="http://Regulations.Gov">Regulations.Gov</a> by the National Council of State Agencies for the Blind (NCSAB) in response to the Notice of Proposed Rulemaking for the federal regulations governing the administration of the Vocational Rehabilitation section of the Workforce Innovation and Opportunity Act. I would like to call particular attention to the comments on Pre-Employment Transition Services and the potential fiscal implications, particularly for Vocational Rehabilitation Programs that serve individuals who are blind. The deadline to submit public comments is Monday, June 15<SUP>th</SUP>. I have pasted in a link immediately below for where public comments can be posted. Have a nice weekend.<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><U><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial Unicode MS","sans-serif"; COLOR: #0000aa'><A href="http://www.regulations.gov/#!docketDetail;D=ED-2015-OSERS-0001" target=_blank>State Vocational Rehabilitation Services Program: State Supported Employment Services Program; Limitations on Use of...<SPAN style='FONT-FAMILY: "Arial","sans-serif"'><o:p></o:p></SPAN></A></SPAN></U></B></div>
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<div class=MsoNormal style="font-size:12pt;TEXT-ALIGN: center" align=center><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>NCSAB Comments<o:p></o:p></SPAN></B></div>
<div class=MsoNormal style="font-size:12pt;TEXT-ALIGN: center" align=center><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Proposed Parts 361, 363 and 397<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>The National Council of State Agencies for the Blind (NCSAB) offers the following comments on the NPRM covering proposed Parts 361, 363, and 397. First, we wish to commend RSA for its efforts to implement the 2014 Amendment to the Rehabilitation Act. We are encouraged by the proposed regulations that support competitive, integrated employment for individuals with disabilities. We are also pleased with the efforts to focus on serving youth with disabilities and limiting the use of subminimum wages for individuals with disabilities. <o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;TEXT-ALIGN: center" align=center><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Part 361 – The State Vocational Rehabilitation Services Program<o:p></o:p></SPAN></B></div>
<div class=MsoNormal style="font-size:12pt;MARGIN-TOP: 12pt"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Revised Definition of “Employment Outcome” – proposed §361.5(c)(15)<o:p></o:p></SPAN></B></div>
<div class=MsoNormal style="font-size:12pt;MARGIN-TOP: 12pt"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>In the Preamble to the NPRM, RSA discusses a policy decision to amend the regulatory definition of “employment outcome” to include only compensated outcomes. This would eliminate uncompensated outcomes including both homemaker closures and closures for individuals in unpaid family work. RSA cites changes that the Amendments incorporated into Sec. 100(a), Findings, Purpose, Policy, of the Rehabilitation Act of 1973, as amended, as justification for this policy decision. The Amendments include language emphasizing competitive integrated employment and economic self-sufficiency for individuals with disabilities served under the VR and SE programs. While this policy decision may be supported by the Amendments, it is not mandated by the 2014 Amendments and is clearly a policy decision made by RSA. NCSAB strongly objects to this policy decision as it will have a disproportionate impact on agencies serving blind and visually impaired individuals. The statutory definition of “employment outcome” in section 7(11) of the Act, allows the Secretary of Education to identify other appropriate vocational outcomes. Given this provision, NCSAB recommends that the Secretary continue to recognize homemaker and unpaid family worker as <U>appropriate</U> vocational outcomes of the State VR Services Program.<o:p></o:p></SPAN></B></div>
<div class=MsoNormal style="font-size:12pt;MARGIN-TOP: 12pt"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>In justification for this policy decision, RSA acknowledges that the percentage of homemaker closures is higher in agencies serving only blind and visually impaired individuals. NCSAB has reviewed RSA-911 data for FYs 2011-2013. For agencies serving only blind and visually impaired individuals, between 10.7% and 12.1% of successful closures were homemakers or unpaid family workers during those fiscal years. For individuals who are blind or visually impaired served by combined agencies, successful closures as homemakers or unpaid family workers were 27.3% to 30.2% during that same time period. It is clear that this policy decision will have a disproportionate impact on services to individuals who are blind or visually impaired – whether those individuals are served by separate blind agencies or by combined agencies. It is clear that this policy decision will impact individuals who are blind or visually impaired more than any other group. Given this, the NCSAB strongly opposes this policy change and recommends that homemaker and unpaid family workers remain successful employment outcomes under the State VR Services Program.<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;MARGIN-TOP: 12pt"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>RSA also asks for comments on whether or not a transition period of six months following the effective date of the final regulations is needed to allow State VR agencies time to implement this change. Should RSA retain this policy decision in the final regulations, NCSAB recommends that a longer transition period of up to two years be allowed for those individuals who may already be receiving VR services towards an employment goal of homemaker or unpaid family worker.<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Definition of “Student with a Disability” for Purposes Of Pre-Employment Transition Services – proposed §361.5(c)(51)<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>The proposed definition of “student with a disability” in §361.5(c)(51) basically repeats the statutory definition of “student with a disability” included in Section 7(37) of the Act. The proposed definition includes an age range and states that the student is either receiving special education services or is an individual with a disability under Section 504. In the explanatory notes about this proposed definition, RSA states that it intends this definition to apply only to students currently in IDEA-funded special education or to students in secondary school under what is commonly call a Section 504 plan. The preamble states:<o:p></o:p></SPAN></B></div>
<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'><o:p> </o:p></SPAN></B></div>
<div class=MsoNormal style="font-size:12pt;MARGIN-LEFT: 0.5in; TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>“However, it is important to note that we have interpreted a student with a disability, given the plain meaning of the statutory definition, as not including an individual with a disability in postsecondary education.”<o:p></o:p></SPAN></B></div>
<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'><o:p> </o:p></SPAN></B></div>
<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>In this statement, RSA clearly implies that other interpretations of the statutory definition of “student with a disability” are possible. NCSAB recommends that a broader interpretation of “student with a disability” is needed for the purposes of the provision of pre-employment transition services. As some DSUs (especially agencies serving only blind or visually impaired individuals) will find it difficult to meet the 15% set-aside for pre-employment transition services to students with disabilities within the more narrow interpretation that RSA is proposing, a broader interpretation would be beneficial. The broader definition should include individuals with disabilities (as defined for purposes of Section 504 of the Act – not just those under Section 504 education plans) who are still in school – either at the secondary or the post-secondary level and meet the applicable age-range in that state. NCSAB recommends that the definition be broadened to encompass students who are home-schooled, students in GED classes, students in ESL classes, students in community college or vocational technical school classes, and even students in other post-secondary school situations as long as the student meets the definition of “individual with a disability” for Section 504 purposes and is below the age limit applicable in the State. NCSAB also recommends that an individual should meet this definition at the onset of the provision of pre-employment transition services (see further comments below on this issue).<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Comprehensive System of Personnel Development – proposed §361.18 <o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>NCSAB recognizes that the 2014 WIOA Amendments made a change to the requirements that a DSU maintain a comprehensive system of personnel development. The new language in section 101(a)(7) of the Act describes the education and experience requirements that would ensure that state VR personnel have a 21<SUP>st</SUP> century understanding of the labor market and the employment needs of individuals with disabilities.<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>In the proposed regulations, RSA has incorporated the statutory change regarding personnel standards. Since both the statute and the proposed regulations maintain the language about the establishment and maintenance of personnel standards that are consistent with any national or state approved or recognized certification, licensing, registration, or other comparable requirements that apply to a particular profession, NCSAB believes that the new language contained in the 2014 Amendments regarding the education and experience requirements that would allow for the attainment of a baccalaureate degree plus one year of relevant job experience do not apply to the category of vocational rehabilitation counselor. This is based on the acknowledged fact that a national certification exists for this profession (Certified Rehabilitation Counselor), and that many states have counselor licensure laws. Both the national certification and state licensure laws require a Master’s degree as the minimum qualification for a vocational rehabilitation counselor. Since national certification and state licensure laws apply to the profession of VR counselor, proposed §361.18(c)(1)(ii)(A) should not apply to this major category of personnel in DSUs. As there was no legislative report accompanying the WIOA Amendments, RSA cannot be certain that Congress intended that the education and experience requirements in section 101(a)(7)(B)(ii) apply to vocational rehabilitation counselors.<o:p></o:p></SPAN></B></div>
<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'><o:p> </o:p></SPAN></B></div>
<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Since RSA is also seeking comments on examples of what it means “that the personnel have a 21st century understanding of the evolving labor force and the needs of individuals with disabilities,” NCSAB offers the following. The GAO recently did a study of knowledge gaps found in vocational rehabilitation counselors employed by the Veterans’ Administration. RSA should look to that report for additional areas to add to this listing of examples. Some additions could include –<o:p></o:p></SPAN></B></div>
<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'><o:p> </o:p></SPAN></B></div>
<div class=MsoListParagraphCxSpFirst style="TEXT-AUTOSPACE: ; TEXT-INDENT: -0.25in; mso-list: l0 level1 lfo1"><SPAN style="FONT-SIZE: 16pt; FONT-FAMILY: Symbol"><SPAN style="mso-list: Ignore">·<SPAN style='FONT: 7pt "Times New Roman"'> </SPAN></SPAN></SPAN><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>In-depth knowledge of labor market trends<o:p></o:p></SPAN></B></div>
<div class=MsoListParagraphCxSpMiddle style="TEXT-AUTOSPACE: ; TEXT-INDENT: -0.25in; mso-list: l0 level1 lfo1"><SPAN style="FONT-SIZE: 16pt; FONT-FAMILY: Symbol"><SPAN style="mso-list: Ignore">·<SPAN style='FONT: 7pt "Times New Roman"'> </SPAN></SPAN></SPAN><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Familiarity with BLS data and the DOT and O*Net occupational systems<o:p></o:p></SPAN></B></div>
<div class=MsoListParagraphCxSpMiddle style="TEXT-AUTOSPACE: ; TEXT-INDENT: -0.25in; mso-list: l0 level1 lfo1"><SPAN style="FONT-SIZE: 16pt; FONT-FAMILY: Symbol"><SPAN style="mso-list: Ignore">·<SPAN style='FONT: 7pt "Times New Roman"'> </SPAN></SPAN></SPAN><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Knowledge of testing and assessment strategies<o:p></o:p></SPAN></B></div>
<div class=MsoListParagraphCxSpMiddle style="TEXT-AUTOSPACE: ; TEXT-INDENT: -0.25in; mso-list: l0 level1 lfo1"><SPAN style="FONT-SIZE: 16pt; FONT-FAMILY: Symbol"><SPAN style="mso-list: Ignore">·<SPAN style='FONT: 7pt "Times New Roman"'> </SPAN></SPAN></SPAN><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Knowledge of job accommodations <o:p></o:p></SPAN></B></div>
<div class=MsoListParagraphCxSpMiddle style="TEXT-AUTOSPACE: ; TEXT-INDENT: -0.25in; mso-list: l0 level1 lfo1"><SPAN style="FONT-SIZE: 16pt; FONT-FAMILY: Symbol"><SPAN style="mso-list: Ignore">·<SPAN style='FONT: 7pt "Times New Roman"'> </SPAN></SPAN></SPAN><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Training in the ADA and other employment nondiscrimination laws<o:p></o:p></SPAN></B></div>
<div class=MsoListParagraphCxSpMiddle style="TEXT-AUTOSPACE: ; TEXT-INDENT: -0.25in; mso-list: l0 level1 lfo1"><SPAN style="FONT-SIZE: 16pt; FONT-FAMILY: Symbol"><SPAN style="mso-list: Ignore">·<SPAN style='FONT: 7pt "Times New Roman"'> </SPAN></SPAN></SPAN><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Understanding of vocational implications of various disabilities, including TBI, PTSD, autism and mental health issues<o:p></o:p></SPAN></B></div>
<div class=MsoListParagraphCxSpMiddle style="TEXT-AUTOSPACE: ; TEXT-INDENT: -0.25in; mso-list: l0 level1 lfo1"><SPAN style="FONT-SIZE: 16pt; FONT-FAMILY: Symbol"><SPAN style="mso-list: Ignore">·<SPAN style='FONT: 7pt "Times New Roman"'> </SPAN></SPAN></SPAN><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Employment plan formulation and coordination of resources<o:p></o:p></SPAN></B></div>
<div class=MsoListParagraphCxSpMiddle style="TEXT-AUTOSPACE: ; TEXT-INDENT: -0.25in; mso-list: l0 level1 lfo1"><SPAN style="FONT-SIZE: 16pt; FONT-FAMILY: Symbol"><SPAN style="mso-list: Ignore">·<SPAN style='FONT: 7pt "Times New Roman"'> </SPAN></SPAN></SPAN><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Knowledge of the implication of Social Security work incentives and the Ticket to Work<o:p></o:p></SPAN></B></div>
<div class=MsoListParagraphCxSpLast style="TEXT-AUTOSPACE: ; TEXT-INDENT: -0.25in; mso-list: l0 level1 lfo1"><SPAN style="FONT-SIZE: 16pt; FONT-FAMILY: Symbol"><SPAN style="mso-list: Ignore">·<SPAN style='FONT: 7pt "Times New Roman"'> </SPAN></SPAN></SPAN><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Familiarity with the broad range of disability programs available in the state and local area, including independent living programs<o:p></o:p></SPAN></B></div>
<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'><o:p> </o:p></SPAN></B></div>
<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>As NCSAB is particularly concerned with services to individuals who are blind or visually impaired, we suggest that this listing also include examples of skills needed in serving this population. These skills should include orientation and mobility training, Braille training, and knowledge of technology and devices that can assist in mobility and communication for individuals who are blind or visually impaired.<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Order of Selection – proposed §361.36<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>NCSAB supports the changes in this section to incorporate the new statutory provision in section 101(a)(5) of the Act. This new provision allows a DSU to serve an eligible individual, even if that individual does not meet the order of selection in that state, if the individual requires a specific service or equipment in order to maintain employment.<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Although not addressed in the NPRM, DSUs need further guidance about the impact of the new service requirements for students with disabilities who may or may not be eligible for VR services. Given that students who have not been found eligible for VR services can receive pre-employment transition services, this in effect supersedes the order of selection requirements. Students with disabilities who do apply for and are found eligible for VR services may then be placed on a waiting list should they not fit into a priority category in a state’s order of selection. This seems unfair and not what Congress intended in establishing the new category for pre-employment transition services.<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>In another significant way, the 15% set-aside for pre-employment transition services may force DSUs to go on an order of selection or close categories under an existing order due to limited funds available for the other individuals seeking and receiving VR services in a state. The 15% reservation is from existing funds that are currently used to serve all eligible individuals of the VR agency. By removing this funding from overall case services and program administration activities, and by further defining the allowable use to such a narrow age range of individuals, there is a direct impact on the available case service funding for the remainder of the VR population. NCSAB agencies typically serve an aging population based upon the overall demographic for the onset of blindness. It is not uncommon to find transition age youth to represent no more than 15% of the client population. Diverting funds from other eligible individuals to serve such a narrowly defined population will likely result in insufficient funds to serve all other eligible individuals while at the same time leaving underutilized funding from the 15% reserve that cannot be accessed for any other purpose, even if good faith efforts are made to first satisfy the allowable use of the reserve funding.<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Eligibility Criteria – proposed §361.42(a)(1)(iii)<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>NCSAB supports the change in proposed §361.42(a)(1)(iii) to clarify that an applicant, who meets all other eligibility criteria, may be determined eligible if he or she requires VR services to advance in employment, in accordance with the amendment in section 102(a)(1) of the amended Act.<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Residency – proposed §361.42(c)(1)<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>We also support the proposed change to current §361.42(c)(1) to clarify that a DSU must not require the applicant to demonstrate a presence in the State by the production of documentation that would, under State or local law, or practical circumstances, result in a duration<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Elimination of “Extended Evaluation” – proposed §361.41(b)(1)(ii)<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>NCSAB supports the elimination of “extended evaluation” in proposed §361.41(b)(1)(ii). This option was rarely used by DSUs and its elimination will place more emphasis on the exploration of an individual’s abilities, capabilities, and capacity to perform in real employment settings. <o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Record of Services – proposed §361.47(a) <o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>NCSAB is concerned about the documentation required for the use of the 15% set-aside for pre-employment services – both at the individual case service level and in group situations. NCSAB recommends that the documentation of individual case services with regard to pre-employment transition services mirror the documentation used for SSA reimbursement. Proposed §361.47(a), Record of Services, should be modified to include a section that describes the case record documentation required for pre-employment transition services as applied to the 15% set-aside of funds. <o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>NCSAB also notes that proposed §361.47(a) has not been updated to correspond to other proposed regulatory changes. For example, proposed §361.47(a)(5) still references extended evaluation which is eliminated by another section of the proposed regulation. Also, proposed §361.47(a)(10) discusses employment outcomes under 14(c) wage certificates. Both of these references should be deleted in the final regulations. <o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Pre-Employment Transition Services – proposed §361.48<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>It was clear from discussions with Congressional staff prior to the passage of the WIOA Amendments of 2014, that they viewed pre-employment transition services to be a subset of the overall transition services provided to youth with disabilities. In fact, the data they used to determine the 15% set-aside of funds was based upon RSA-911 data that included the total costs of services for individuals under age 24. However, we acknowledge that the actual language that was included in the Amendments is much more limiting. Without the benefit of a report to go along with the enacted bill, it is difficult ascertain the intent of the new sections 101(d) and 133 of the 2014 Amendments to the Rehabilitation Act.<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>One issue regarding the definition of “student with a disability” is the timing of when the definition applies. (See NCSAB’s recommendation above about the definition.) NCSAB recommends that §361.48(a)(1) be modified to state that the individual must meet the definition of “student with a disability” at the onset of any pre-employment transition service. This would allow for a continuation of services that is not interrupted by a switch to another funding source (e.g., regular VR funds).<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>The preamble to the NPRM states that certain activities, such as a VR counselor’s involvement in IEP meetings, can be met through alternative means – such as video-conferencing and telecommunication. NCSAB recommends that §361.48(a)(4) be modified to include these alternative options for participation in meetings on a student’s IEP.<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Other Documentation Issues relating to Pre-Employment Transition Services and the 15% Set-Aside<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>In addition to the documentation requirements noted above under Record of Services, NCSAB recommends that guidance is needed for DSUs regarding the documentation for the provision of pre-employment transition services to individuals who are not subsequently determined eligible for VR services. Guidance is also needed for the documentation of staff time involved in the provision of pre-employment transition services. For example, if a staff person is assigned full-time to pre-employment transition activities, how can that person’s time be charged to the 15% set-aside without violating the prohibition on administrative costs? In addition, guidance should be provided about the documentation needed to justify the use of the 15% set-aside funds for the systems-level activities authorized in proposed §361.48(a)(3) and (4).<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Comparable Services and Benefits – proposed §361.53<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>NCSAB acknowledges that section 101(a)(8) of WIOA made a significant change to comparable services and benefit requirements. Accommodations and auxiliary aids and services are now subject to a search for comparable services and benefits from other sources before a DSU can provide the service. RSA is proposing changes to §361.53 to implement this both at the counselor level and at the state policy level through changes to requirements for interagency agreements for the coordination of services.<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Prior to the WIOA Amendment, accommodations and auxiliary aids and services were considered to be support services and rarely provided as a stand-alone service. That is why such services were previously exempt from a search for comparable services and benefits. While the law has changed, the proposed regulations should be revised to state clearly that accommodations and auxiliary aids and services must be exempt from a comparable benefit search if such support services are needed by an individual to access the other exempt services as identified in the Act and in proposed §361.53(b), which are unchanged from the previous regulations. <o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>It is critical that the final regulations make clear that the provision of accommodations and auxiliary aids and services are exempt from a search for comparable services and benefit when needed by an individual to access or participate in the exempt VR services listed in §361.53(b). RSA cannot require that a restriction be placed on a support service that is needed to access an exempt service required by an individual.<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Another concern is the lengthy discussion in the preamble to the proposed regulations regarding the interagency agreement required between a DSU and a public institution of higher education. RSA gives some examples of what such agreement could include. For example, RSA states the following:<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;MARGIN-LEFT: 0.5in; TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>“In States where students who are deaf or blind and attend a State university tuition-free, the interagency agreement could specify that the DSU provide auxiliary aids and services, such as reader and interpreter services, both in and out of the classroom, since the school is responsible for the full cost of tuition.”<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>This example could be construed as giving an institute of higher education a pass on supporting the costs of accommodations, interpreter services, and auxiliary aids and services. This example should be further clarified in the discussion section of the final regulations to clearly state that it is only an example and not a recommendation for a course of action under an interagency agreement.<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>15% Set-Aside for Pre-Employment Transition Services – proposed §361.65(a)(3)<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Proposed §361.65(a)(3) implements the required set-aside of 15% of VR funding for the provision of pre-employment services to students with disabilities. The proposed regulation implements section 101(d) of the Rehabilitation Act and clearly states that the reservation of funds applies to the state as a whole – and not to each DSU separately. This is particularly important as DSUs that serve only blind and visually impaired individuals will have a difficult time meeting the 15% set-aside due to the demographics of the population they serve. NCSAB believes that it is critical this provision continues to be interpreted that the 15% set-aside applies to the state and not separately to each DSU in a state. RSA also needs to clarify that the 15% set-aside does not include state matching funds. If matching funds were included, it would be even more difficult to meet the set-aside amount for many state agencies.<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>In a recent survey of DSUs serving only blind or blind and visually impaired individuals, NCSAB has found that only one DSU reported that it would be able to meet the 15% set-aside on its own. The other 11 DSUs that responded to the survey reported that, based upon the six months prior to March 15, 2015, these agencies would experience a sizeable deficiency in meeting the 15% set-aside for pre-employment transition services as defined in the law and the proposed regulations. Therefore, NCSAB believes that it is critical that the statutory intent that the set-aside should be based upon total state funding and not applied to individual DSUs when there are two in the state.<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>The NCSAB is pleased to see that the NPRM tracks the changes made by the WOIA Amendments to the Supported Employment program and to supported employment services under the State VR Services Program. We support the changes to the definitions of “supported employment” and “supported employment services” in proposed §361.5(c). <o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Definition of “Short Term Basis” – proposed §363.1(c)<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>We are pleased to note that RSA has made an attempt to define “short term basis” for the purpose of working towards competitive integrated employment as six months or less (proposed §363.1(c)). We support the fact that even this short-term effort must be employment in an integrated setting. <o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Prohibition on In-Kind Match – proposed §363.23(b)<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>In proposed §363.23(b), RSA has made a policy call that in-kind contributions are not allowable for matching purposes with regard to the 50% set-aside for supported employment services to youth with the most significant disabilities. NCSAB takes issue with this policy position. RSA argues that the State Supported Employment Program is supplemental to the State VR Services Program, which does not allow in-kind contribution as match. However, language in the WOIA Amendments seems to make a case for a broader interpretation regarding match under the SE Program. Sec. 606(b)(7)(I) of the Rehabilitation Act as amended by WIOA states, in part, that the 10% matching funds can come “directly or indirectly from public or private entities.” This language supports that in-kind contributions are allowable for matching purposes under the State Supported Employment Program. DSUs will struggle to find matching funds for a program that did not require match in the past. NSCAB recommends that §363. 23(b) be deleted when the Part 363 regulations are finalized. RSA also contends in the preamble to the NPRM that not allowing in-kind match would make it easier for DSUs to document match for the State Supported Employment Program. This is not an accurate assumption given that DSUs are used to accounting for in-kind contributions as allowable match under both the Independent Living Program for Older Individuals who are Blind and the Independent Living State grant program that is now administered by the U.S. Department of Health and Human Services.<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;TEXT-ALIGN: center" align=center><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Part 397 – Limitation on Subminimum Wages<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>NCSAB strongly supports the limitations on the use of subminimum wage for youth with disabilities, as well as individuals of all ages who are employed under 14(c) wage certificates. While we support the changes brought about by the new section 511 in the Rehabilitation Act as amended by WIOA, we don’t believe that Congress has gone far enough in eliminating subminimum wage employment for people with disabilities. We offer the following comments to clarify and/or strengthen the proposed regulations.<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Jurisdiction of the Department of Education – proposed §397.2<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>The proposed regulations in §397.2 discuss the role of the Department of Education in administering section 511 of the Act. The proposed regulations limit this jurisdiction to (1) the documentation requirements for DSUs and LEAs; and (2) the services that DSUs must provide to all persons employed under 14(c) wage certificates. In addition, this section states that nothing in this Part gives the Department of Education jurisdiction over FLSA requirements, including 14(c) wage certificates. NCSAB believes that the Department of Education should take a more proactive stand on this issue and work with the U.S. Department of Labor, Wage and Hour Division to enforce the tenets of section 511 with the entities that employ individuals with disabilities at subminimum wages.<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Timeframe for the Provision of Documentation – proposed §397.10(c)(2)<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>The statute requires that the individual receive documentation of the completion of various steps that are required prior to employment at subminimum wage within a “reasonable period of time.” The proposed regulations in §397.10(c)(2) state that such documentation should be provided to the individual as soon as possible but no later than 90 days after the completion of each required action. Given that there are several relevant steps to the process, the 90-day timeframe may be too long as it could be extended to encompass up to four or five steps. <o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Timeframe for a Try-Out in Competitive Integrated Employment – proposed §397.20(a)(2)(ii)(B)<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>The proposed regulations in §397.20(a)(2)(ii)(B) state that in the event “the youth with a disability was unable to achieve the employment outcome specified in the individualized plan for employment, …despite working toward the employment outcome with reasonable accommodations and appropriate supports and services, including supported employment services and customized employment services, for a reasonable period of time…” This is a repeat of the language in the statute.<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>However, the proposed regulations in §397(b)(3) further define the “reasonable period of time” as follows:<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>“(i) For purposes of paragraph (a)(2)(ii)(B) of this section, a determination as to what constitutes<o:p></o:p></SPAN></B></div>
<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>“reasonable period of time” must be consistent with the disability-related and vocational needs of the individual, as well as the anticipated length of time required to complete the services identified in the individualized plan for employment. <o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>“(ii) For an individual whose specified employment goal is in supported employment, such reasonable period of time is up to 24 months, unless under special circumstances the individual and the rehabilitation counselor jointly agree to extend the time to achieve the employment outcome identified in the individualized plan for employment.”<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>The regulations propose an individualized approach for the “reasonable period of time” for all youth with disabilities, unless the youth is in supported employment. By statute and the proposed regulations in Part 363, supported employment is limited to a period of up to 24 months – whether using title I for SE funding. However, the NCSAB feels that this distinction is more confusing than helpful. We recommend that the regulations reflect an individualized approach to defining what a “reasonable period of time” means for each individual, even those individuals in supported employment. Should RSA determine that a specific timeframe is needed, NCSAB recommends that the timeframe be viewed as a “floor” and not as a “ceiling.” For example, the 24 months should be a minimum amount of time suggested for trying out competitive integrated employment – rather than a time limit. <o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Prohibition on Contracting – proposed §397.31<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Both the statute and proposed regulations (§397.31) prohibit a SEA or LEA from contracting with an entity that uses 14(c) wage certificate employment for the purpose of training youth. The preamble to the NPRM specifically asks for comments on the Department’s jurisdiction in this matter. Since the statute includes this language, it clearly gives the Department of Education jurisdiction over SEA and LEA contracting procedures in this particular type of training. NCSAB strongly supports this requirement for SEAs and LEAs. The statute clearly gives the Department of Education jurisdiction in this matter and should not be viewed as an infringement on States’ rights.<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Language on How a DSU Can Identify Individuals in Subminimum Wage Employment – proposed§397.40(a)(2)<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Proposed §397.40(a)(2) lists a variety of ways in which a DSU can identify individuals in subminimum wage employment for the purposes of the on-going career counseling, information and referral services that the DSU is required by statute to provide to any individual employed under a 14(c) wage certificate. These sources include: provision of VR services, a referral from the CAP agency or another agency, or referral by the 14(c) entity itself. While this language in the proposed regulation is beyond that in the statute, it does provide some clarification. NCSAB supports the inclusion of this clarification for identifying individuals in subminimum wage situations.<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Contracting Out Review Activities – proposed §§397.40(b)(2) and 397.40(e)<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Section 511 allows the DSU to meet its obligation for the on-going review of individuals in subminimum wage employment through contracting with other entities. These entities must not have a financial interest in the individual’s employment outcome. The proposed regulations in §397.40(b)(2) include this requirement. However, no clarification is given. NCSAB recommends that the final regulations clearly state that such reviews cannot be conducted by 14(c) entities. <o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>In addition, proposed §397.40(e) includes a general statement that DSUs can contract out the entire process under Part 397 if the DSU so wishes. However, the same prohibition about lack of a financial interest is not included. The final regulations should also include the contracting prohibition regarding a lack of financial interest in §397.40(e).<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;"><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>DSU’s Authority to Review Documentation – proposed §397.50<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>Proposed §397.50 states, in part: “The designated State unit, or a contractor working directly for the designated State unit is authorized to engage in the review of individual documentation required under this part that is maintained by [14(c)] entities...” This language is not sufficient to provide for any enforcement mechanism should the documentation not exist or the documentation is not sufficient to address the needs of the individual or the needs of the DSU to ensuring appropriate services. NCSAB recommends that the regulation be strengthened to include an enforcement mechanism. At a minimum, §397.50 should be revised to require that the DSU report the documentation deficiency to the appropriate office in the Department of Labor for action.<o:p></o:p></SPAN></B></div>
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<div class=MsoNormal style="font-size:12pt;TEXT-AUTOSPACE: "><B><SPAN style='FONT-SIZE: 16pt; FONT-FAMILY: "Arial","sans-serif"'>In conclusion, NCSAB appreciates the opportunity to review these proposed regulations and offer comments for improvement. Should any clarification of our comments be required, please contact Susan Schaffer, President, NCSAB, at <A href="mailto:susan.schaffer@maryland.gov" target=_blank>susan.schaffer@maryland.gov</A>.<o:p></o:p></SPAN></B></div>
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