[nfbmi-talk] why arent' these state plans on mcb's web site???

[Fran Fulton]

Did you ask your buddy this question:  Although I know that MCB's web site
is accessible, I , obviously , seem to be having trouble finding the annual
updates.  Can you tell me where exactly I can find them on the web site?

Maybe you should take some Chlorox Clean up with you the next time so you
can wipe out the scum ball.
----- Original Message ----- 
From: "joe harcz Comcast" <joeharcz at comcast.net>
To: "Jo Anne Pilarski MCB, Chair" <pilarskij at CHARTER.NET>
Cc: "Margaret Wolfe MCB, Commissioner" <margwolfe at usa.net>;
<miadaptleaders at yahoogroups.com>; <nfbmi-talk at nfbnet.org>; "Jeanette Brown
MI CAP" <JBROWN at mpas.org>; <Craig.McManus at ed.gov>; "John Scott MCB,
Commissioner" <jcscot at sbcglobal.net>; "Lynnae Ruttledge RSA Commissioner"
<lynnae.ruttledge at ed.gov>; "TOM MASSEAU MPAS" <TMASSEA at mpas.org>; "Joe
Sibley MCBVI Pres." <Joe.sibley1 at sbcglobal.net>; "Geri. Taeckens MCB,
Commissioner" <geri.taeckens at isahealthfund.org>; "Donna Rose"
<wild-rose at sbcglobal.net>
Sent: Saturday, August 28, 2010 10:00 AM
Subject: [nfbmi-talk] why arent' these state plans on mcb's web site???


Colleagues,

I received this state plan update for 2004 from Sherry Gordon after making a
request of Cannon and all on the MCB 2020 list serve. This answers many
questions that commissioners rightly make of MCB over all (re: yesterday's
meeting). But why in the world aren't these annual state plan updates
required by the Rehab Act not routinely sent to commissioners and routinely
posted in a timely manner on MCB's own web site for the public to review and
inspect?

In fact this goes to my comments over the past two days at both the budget
training and at yesterday's MCB meeting. I have never made the contention
that MCB's web site is inaccessible (though I've documented that many other
state web sites or documents therein, including DELEG's has accessibility
issues in violation of the ADA among other laws and have forwarded some of
those concerns to you as well as Mr. Cannon in his capacity as State ADA
coordinator, which he, by the way has neither remedied those issues nor even
responded with me either). Moreover, once again even this is not on MCB's
own web site nor any other state plan since 1999 to this very date. Thus it
is not the accessibility of MCB's web site that is the issue but the dearth
of timely, and important information on it.

We the people of Michigan and that includes those of us who are blind
deserve more openness and transparency about this critical VR and
Independent Living agency.

Sincerely,

Joe Harcz

Attachment:
ATTACHMENT 4.11(B), Procedures and Activities for the Establishment and
Maintenance of a Comprehensive System for Personnel Development



The Michigan Commission for the Blind (MCB) continues to maintain its
commitment to having the most qualified rehabilitation professionals serving
blind consumers in the State of Michigan. We still require at least a master
’s degree in rehabilitation counseling or counseling and guidance for all
new counselors being hired by the agency.



Despite this requirement, we recently experienced some difficulty meeting
that goal when filling a vacancy in our most northern office in Escanaba. We
had no Certified Rehabilitation Counselor (CRC)-eligible individuals apply
for the position. We ended up hiring a person with over eight year’s
experience as a counselor and supervisor in another state VR agency who
recently graduated with a master’s degree in rehabilitation teaching. At
this time, he does not meet the standards for CSPD, however, he has agreed
to take the necessary coursework to make him CRC-eligible. We also have
another vacancy in the Escanaba office and an opening in another northern
office in Gaylord. We are hoping to find candidates with education and
experience in counseling and teaching. We will do everything we can to fill
these positions with persons who already have a CRC or are CRC-eligible.
Still, we anticipate some difficulty in doing so. Therefore, we are seeking
an extension until October 2007 for our staff to complete the necessary
coursework to make them CRC-eligible.



The agency has established a minimum standard for all rehabilitation
professionals that have the responsibility of performing the core duties of
a counselor. Those core duties are (1) determination of eligibility, (2)
developing an Individualized Plan of Employment (IPE), and (3) closing a
case upon achievement of a successful outcome. Each individual providing
counseling services must be eligible to sit for the CRC examination. This
requires a degree (as noted above) or completion of additional graduate
coursework to meet the eligibility standards for the exam as determined by
the Commission on Rehabilitation Counseling Certification (CRCC) to meet the
needs of section 101(a)(7)(v)(II)(B) of the Act and 34 CFR 361.18(c).



Eight individuals were initially identified who did not meet the minimum
standard. The CRCC determined that one of those eight people had qualified
for the CRC exam based on a review of her graduate transcript. That
counselor still has intentions of taking the CRC exam at some point in the
future.



Of the other seven, two completed the necessary coursework to become
qualified rehabilitation counselors, two are currently taking classes at
Wayne State University, one is taking classes at Michigan State University,
one has recently retired from the State of Michigan, and one has expressed
little interest in taking classes at all. One other staff person, a blind
rehabilitation teacher, has taken three classes and hopes to take the
remaining three in 2004 so that she can be a qualified rehabilitation
counselor and possibly take the CRC exam. She is taking her coursework
online from Utah State University.



All of these courses have been paid for by a grant awarded to MCB and the
Michigan general agency, Michigan Rehabilitation Services. The grant covers
tuition, books, fees, and travel expenses. If the person takes the class
online it covers the costs of Internet service, phone bills, and perhaps
even the cost of a laptop computer, if needed. A person at the general
agency manages the grant. Three MCB staff persons sit on the grant advisory
board.



We currently have 20 qualified rehabilitation counselors on staff. With an
average VR Program count of approximately 3000, that gives us a ratio of
about 150 clients for each qualified rehabilitation counselor. We have many
clients who are involved in other non-vocational programs but these were not
figured into the ratio. We also have those counselors who are not yet
considered “qualified” under the definition discussed earlier who are still
carrying caseloads so the average caseload size is less than 150.



The state of Michigan has three universities offering graduate programs in
rehabilitation counseling: Michigan State University, Wayne State
University, and Western Michigan University. We continue to work closely
with these programs to ensure quality training for students as well as
opportunities for practicums and internships. MCB staff have also been
involved in the Region V task force examining ways to recruit students into
these programs. We are hopeful that continued efforts with undergraduate
colleges will increase the number of students entering vocational
rehabilitation graduate programs. We especially focus on the recruitment of
students with disabilities and/or from minority populations. With MCB staff
being active on advisory boards and as adjunct and guest instructors at the
three universities, we will continue to encourage and recruit students to
work for the Michigan Commission for the Blind.



The table on this page shows the number of rehabilitation staff by position,
ethnic background and disability status. The numbers may vary from last year
’s due to several new hires, a couple of retirements, and movement of staff
from one program to another. The agency currently has 10 field staff and one
central office staff person with CRC certification. Several people have
expressed some interest in pursuing formal certification and taking the
exam. Over the next five years we estimate that 5-6 staff may decide to
retire or otherwise leave the agency. Our current headcount is 91 full-time
employees (FTEs). Several years ago, our total number of FTEs was around 108
but due to budget cuts in all of state government, we have not been allowed
to fill all positions. Our headcount has recently been revised to 96 and we
are in the process of trying to hire 3 new field staff. We continue to
negotiate with the department to increase the number of employees. We
continue to recruit minorities and persons with disabilities for all
vacancies within the organization.





      Personnel Category
     Ethnic Category
     # with a disability





      Rehab. Counselors (19)
     13 – Caucasian

      6 – African American
     10

      Rehabilitation Teachers (5)
     5 – Caucasian
     1

      IL Program Teachers (8)
     6 – Caucasian

      1 – African American

      1 – Asian American
     3

      Supervisors (5)
     3 – Caucasian

      2 – African American
     2

      Administrative Support (11)
     6 – Caucasian

      5 – African American

      1 – Asian American
     1

      Totals (48)
     33 – Caucasian

      13 – African American

      2 – Asian American
     17






All consumers of MCB receive materials in their preferred format whenever
possible. Braille, large print, computer disk, email, or audiotape can be
provided upon request. The agency also has two staff who are fluent in sign
language when the need arises. We can also provide interpreters and
translators for individuals seeking assistance from the agency. We have made
arrangements with some organizations such as the Arab-American Chaldean
Council in Detroit to provide needed services. We continue to be involved
with the Statewide Transition Council to provide support and services to
local school districts and consumers statewide.



One of the primary resources for training funds is the In-Service Training
Grant. The funding provided by that grant supplements our regular training
budget to provide training for staff to improve skills and competencies. By
doing so we can improve the number and quality of positive outcomes.



The Michigan Commission for the Blind provides significantly more
comprehensive training programs that most other state agencies as noted in
the yearly training report. The amount spent on training greatly exceeds the
amount received from the In-Service Training Grant. Due to the number of
retirements in recent years and the hiring of new staff, it is extremely
important for us to provide training to improve the skills of those
individuals and to in the retention of qualified persons within the agency.



The agency is committed to providing the training necessary for staff to
more effectively perform the duties of their jobs. Through the use of
in-house needs assessments, discussions directly with staff, and issues
identified by managers and administrators, we are able to provide whatever
training is necessary to improve staff competencies. This practice will
continue during the coming year. One program that has proven to be very
effective is the Discovery Learning program offered by Doug Boone and
Associates. The program intends to improve the sensitivities and
understanding of blindness issues in order for staff to provide better, more
effective, service to consumers.



We also plan on working with the state’s general agency to provide training
on American Indian issues and rehabilitation. This will be designed
primarily for those counselors and teachers who live in the areas of
northern Michigan where most of the tribal communities are located.



We continue to support many other programs and strongly encourage staff to
attend such events as the MI Rehabilitation Conference, the Michigan
Association for the Education and Rehabilitation of the Blind and Visually
Impaired (MAER) Conference, and the Capital Quality Initiative Program
(CQI). We also encourage staff to attend the statewide consumer organization
conferences each year.



While we utilize the In-Service Training Grant and our own Title I funds to
support various training opportunities, we rely a great deal on the
expertise and resources offered by the two Region V RCEP programs. Both
programs, one at Southern Illinois University and the other at the
University of Illinois at Champaign-Urbana, have always provided us with
excellent services and assistance in improving the knowledge and skills of
our professional staff.



The Michigan Commission for the Blind receives information from the three
universities in the state each year letting us know who will be graduating
from their programs. This is consistent with Section 101(a)(7) of the Act
and 34 CFR 361.18(a). We have hired several people over the past year or so
and most instances we have posted an opening, we’ve had several qualified
applicants. We feel that our relationships with the three universities have
improved the quantity and the quality of the applicants. We have recently
switched from one state department to another and due to this change have
been given tentative approval to proceed with the filling of more vacant
positions. We anticipate a high level of interest in these positions and
should be able to hire some very capable individuals.



Succession planning as typically defined is not possible in our system. Due
to current Department of Civil Service rules and policies, it is not
possible to identify individuals ahead of time to replace those who decide
to terminate their employment with the state. All we can do is try and
prepare all those who express an interest in becoming managers and then hope
that opportunities will be presented at some point down the road. We have
been placing greater emphasis on developing leadership throughout the agency
and continue to provide all staff with opportunities to enhance their
professional development. By doing so we hope to assure the retention of
qualified counselors, teachers, supervisors, and administrative support
staff. The Michigan Department of Civil Service provides many different
training programs for new and prospective managers and we use these as
necessary. Activities are directed at maintaining capacity rather than
adding capacity pursuant to 34 CFR 361.18(d)(2) (iii)(A)-(C).



We continue to recruit minorities, especially those with disabilities. The
table provided earlier in this section demonstrates the diversity of our
staff and we plan to continue along that path. The department’s Office of
Affirmative Action has provided support and assistance to us in the
recruiting and hiring of minority candidates. We do all we can to retain
qualified minority staff and individuals with disabilities by offering good
working conditions and opportunities for continuous professional development
pursuant to Section 101(a)(7)(A)(iv)(II) of the Act and 34 CFR 361.18(b).



The Administrator of the Consumer Services Division and the State Director
of the Michigan Commission for the Blind continue to be active

participants on the Statewide Transition Network Team in an effort to
coordinate staff development under the agency’s Comprehensive Plan for
Personnel Development (CSPD) with the personnel development under the
Individuals with Disabilities Education Act (IDEA) as provided by Section
101(a)(7)(a)(ii) of the Act and 34 CFR 361.18(f). This is also accomplished
through a variety of cash-match agreements that provide for the sharing of
personnel and services among the various educational entities and the
Michigan Commission for the Blind. The Administrator of the Consumer
Services Division will work closely with the transition team to develop
specific procedures for improving our coordination of CSPD and IDEA
requirements for personnel development. These agreements allow for maximum
sharing of information related to the needs of consumers and enhance
planning for the future provision of services.







ATTACHMENT 4.2: State independent commission or state rehabilitation council





The Michigan Commission for the Blind does not have a State Rehabilitation
Council. The Michigan Commission for the Blind has a governor appointed
Board of Commissioners.



ATTACHMENT 4.12 (b): Annual Estimates of Individuals to be Served and Costs
of Services.



Based on previous experience it is estimated that there will be
approximately 1,750 individuals in the state who are eligible for services
under this State plan for the current fiscal year



The Michigan Commission for the Blind is not under an Order of Selection.
Therefore, it is estimated that there will be 3,300 individuals who will
receive services with funds provided under Part B of Title I of the Act and
under Part B of Title VI of the Act.  Approximately 2,870 persons will be
served under Title I, Part B and 125 persons under Part VI of the Act.



Costs of these services are estimated to be $2,350,000 specifically for case
services provided under Title I and $200,000 for case services provided
under Title VI, Part B.  The total cost for providing comprehensive services
under these two programs is estimated to be $7,954,029 including
administrative costs, but excluding the cost of operating the Michigan
Commission for the Blind Training Center, the agency Business Enterprise
Program and other agency programs and initiatives.



ATTACHMENT 4.12 (c): State’s Goals and Priorities, Including Options Related
to the Order of Selection, and the Goals and Plans for Distribution of Title
VI, Part B Funds.



Currently, the Michigan Commission for the Blind is not operating under an
Order of Selection. If circumstances change, specifically the inability to
hire more staff, this option may be considered in the future.



ATTACHMENT 4.12(c)(3): for State's Goals and Plans Regarding Distribution of
Funds Received Under Title VI, Part B of the Act



The Michigan Commission for the Blind continues to have adequate funding to
provide supported employment services to all blind individuals in the state
who meet the agency criteria for being the most severely impaired. The
agency will continue to work with the local Community Mental Health
programs, who recently have suffered their own cuts in funding, to encourage
them to identify appropriate referrals and ongoing supports for these
individuals. The agency will receive approximately $195,000 to serve the
most severely impaired blind individuals under the supported employment
program. This funding will be distributed between the two regions and each
counselor/teacher will have access to the $92,500 available in their region.
It is estimated that the agency will serve 50 to 55 individuals under this
program.





Attachment 4.12(d): State’s Strategies and Use of Title I Funds for
Innovation and Expansion Activities



The Michigan Commission for the Blind under Indicator 1.1: Number of
Individuals with Employment Outcomes, failed with (-100%).  The Michigan
Commission for the Blind continues to experience staff shortage resulting
from the early retirement and other retirements.  In order to continue to
effect the impact of the sluggish economy in Michigan, which directly
affected employment outcomes, Michigan Commission for the Blind staff were
encouraged to engage in a variety of employment activities to help staff to
become familiar with the latest labor market trends.  Several staff
participated in the Michigan Works! Employment Training programs and the new
staff received training from Employment Management Professionals (EMP)
regarding placement techniques and approaches.  These and other employment
activities are expected to increase the employment outcomes of our
consumers.



Indicator 1.2: Percentage of Individuals Receiving Services Who Had
Employment Outcomes, Michigan Commission for the Blind slightly failed this
standard and indicator by 0.49%.  The state experienced one of the highest
unemployment rates in recent history; therefore, this impacted adversely
upon employment outcomes for MCB, coupled with the limited staff as
indicated previously.



Indicator 1.3: Percentage of Persons with Employment Outcomes Who Were
Competitively Employed, Michigan Commission for the Blind met this standard
and indicator with 38.85%.



Indicator 1.4: Percentage of Persons with Competitive Employment Outcomes
Who Had Significant Disabilities, Michigan Commission for the Blind met this
standard and indicator with 100%.



Indicator 1.5: Ratio of Average VR Hourly Wage to Average Wage, Michigan
Commission for the Blind met this standard and indicator with 0.719%.



Indicator 1.6: Difference in Percentage of Individuals Achieving Competitive
Employment Who Report Own Income as Primary Source of Support at Closure and
Application, Michigan Commission for the Blind slightly failed by 0.44%.
The staff has been working more vigorously with consumers assisting and
obtaining higher wages in their employment outcomes resulting in an increase
from 2001.



Indicator 2.1: Ratio of Minority to Non-Minority Service Rate, Michigan
Commission for the Blind failed the standard and indicator by 0.056%.  Due
to early retirements and reduction of staff, the outreach activities were
adversely affected; therefore, the overall effect was seen in the reduction
of minority participation in the rehabilitation process.  Plans are in place
to increase activities in this area.



Michigan Commission for the Blind and Michigan Rehabilitation Services in
the Department of Labor and Economic Growth collaborated together in
conducting a Statewide Needs Assessment in July 2002.  The results indicated
that the Michigan Commission for the Blind emphasized the need to continue
to provide customer friendly services and effective timely services.  The
Michigan Commission for the Blind has developed five design teams to focus
on a variety of activities within the Commission, specifically the Service
Delivery Design team is focusing on the timeliness and the effectiveness of
services.  The Michigan Commission for the Blind is developing the Needs
Assessment Survey in order that the 2005 survey will meet the goals and
objectives as it relates to the agency’s short and long term strategic plan.



MCB continues to place high priority on outreach activities, emphasizing the
need to provide timely services to special populations and minority groups
with disabilities (4.12 (d) (c)).  The Cultural Diversity Committee
continues to play an important role in helping to identify unserved and
underserved individuals with disabilities.  One of the activities that they
have employed that has been very successful in bringing the awareness of MCB
services to minority groups with disabilities is through presentations made
at local churches, recreational centers and community health establishments.
The committee functions with the support of two of the commission board
members. The commission provides brochures in alternative formats and in
alternative languages, particularly in Spanish and Arabic.



MCB is active with the Michigan Commission on Disability Concerns in
providing presentations on services for individuals with disabilities
statewide.  MCB also participated in disability awareness trainings for the
Michigan Works! centers (workforce investment system in the state of
Michigan) to help overcome access barriers.  We are also active with
workforce advisory boards for Owosso, Kalamazoo, Genesee, Ann Arbor,
Calhoun, St. Clair, Monroe, Western Wayne and Macomb counties as well as the
City of Detroit Disability Advisory board.



MCB continues to expand the Capital Quality Initiative as part of the
Planning and Quality process using Title I funds (4.12 (d) (e)).  Title I
funds are also used for the Discovery Learning training, implementation and
maintenance of the “Changing Lives, Changing Attitudes” video and the
MI-Connection program (High School-High Tech) which was implemented in
Michigan.  MCB continues to assist in the implementation of this program and
its involvement in transition from school to work.



In addressing 4.12 (d) (f) (i), MCB in the application step of the
rehabilitation process provides all documentation in the format of the
client’s choice.  Assistive technology services and devices are available at
various training facilities such as: MCB Training Center, e-blind, colleges,
etc.  We also consult with employers on accommodations and identify and
provide, if needed, assistive technology services and devices based on an
individualized assessment of those needs.  Our list of technology
consultants continues to be updated yearly and is found in our Vocational
Rehabilitation manual.



MCB has a renewed effort (4.12 (d) (f) (ii)) to participate with community
rehabilitation programs.  MCB doubled its participation of the Michigan
Association of Rehabilitation Organizations (MARO) annual conference in
June.  In addition we had many staff attend a recent MARO conference on
employment skills and job development.  We continue to purchase services
from Goodwill statewide, such as, computer training, assessment and
vocational evaluation services, etc.  We continue to sit on the Supported
Employment Community Team with Peckham Vocational Industries.  We are also
involved in the Supported Employment Coalition with the City of Detroit
inclusive of other partners such as, Detroit Public Schools, Services to
Enhance Potential, Jewish Vocational Services, Goodwill Industries, etc.



MCB’s placement initiatives (4.12 (d) (f) (iii) were assessed and determined
that assistance was needed in order to be more effective in an extremely
repressed labor market.  Therefore, Employment Management Professionals were
employed to provide training for new staff as well as a refresher course
that will help equip staff to engage in meaningful job analysis and job
development as well as the establishment of employer accounts.  These
placement activities have allowed us to involve our community rehabilitation
partners in the expansion of job placement activities, which ultimately
opened up opportunities for persons with disabilities.  These activities are
enabling this organization to meet the challenges of an ever-changing labor
market.



The Planning and Quality (PAQ) team (which combines agency supervisors and
managers with members of the Vision 2020 design team), continues to explore
ways to continue to provide homemaker services, emphasizing the need to
remove homemaker closures from the competitive outcomes.  Discussions are
ongoing with other agencies that provide homemaker services and the ways in
which they are providing services to this population.  MCB is fully aware of
the importance of marketing and marketing strategies as it impacts upon
service delivery to persons with disabilities.  It is imperative that
persons with disabilities must be able to access MCB services in order to
gain knowledge and to be aware of opportunities that will enable them to
obtain and maintain employment and explore opportunities for upward
mobility.  We are attempting to develop a tracking process for long term
tracking of competitive closures.



MCB participates in statewide Michigan Works! training (4.12 (d) (f) (iv)).
The staff also has provided sensitivity training to the Michigan Works!
local staff in their geographic regions as it relates to blindness and
visually impaired. We are co-located in the Lansing, Ypsilanti, and Clinton
Township Michigan Works! offices and continue to use itinerant offices
statewide.



In relation to the use of Title I funds reserved for the development and
implementation of innovative approaches to expand and improve services to
individuals with disabilities, the Michigan Commission for the Blind in
addition to the Planning and Quality team process, continues to make
progress in initiating innovative concepts and activities.  Michigan
Commission for the Blind video entitled,  “Changing Lives, Changing
Attitudes” has had a significant impact on the community overall. The video
enables counselors and teachers to show consumers and community partners
some of the services that MCB provides.



The Discovery Learning training continues to provide MCB staff with
different techniques and approaches relating to orientation and mobility
which provides staff with additional skills to be utilized in assisting
individuals who are blind and visually impaired as well as enabling them to
be sensitive to the needs of this population.



Another process resulting from the Planning and Quality team is the
establishment of the case management file system.  The case management
system utilizes “tabs” to identify specific categories within the case file.
The Service Delivery Focus Design team, which is a part of the PAQ team,
developed a statement to be included in the Individualized Plan of
Employment which encourages vocational and college students to obtain
employment during their academic programs in order to enhance employment
opportunities.



Michigan Commission for the Blind is also exploring a new concept, which is
called “Learned Optimism and Empowerment.”  This program is designed to
promote positive approaches to the rehabilitation process and employment
outcomes.  MCB will be implementing pilot projects in both regions.



Finally, the establishment of the Speakers Bureau has been instrumental in
furthering our outreach initiative. Staff and community partners have
benefited from this initiative.  Ultimately, the activity has helped to
increase MCB’s awareness throughout the state.



Regarding the methods Michigan Commission for the Blind uses to address
Supported Employment Barriers to employment pursuant to section 427 of the
General Education Provisions Act, MCB believes the current transition
services, inclusive of the Youth Low Vision services, greatly reduce the
barriers for all eligible students 14 and older, including supported
employment students.  MCB’s transition services include active vocational
guidance with the student and school, career exploration (both aptitude and
interest testing), Youth Low Vision services for students in the K-12 school
system, skills of blindness training at MCBTC or in their home community and
coordination with local school supports for vocational training including
job readiness skills, job shadowing, on-the-job training and employment
opportunities. MCB actively funds job shadowing experiences, identifying and
paying for necessary accommodations for jobs, paid and unpaid work
experiences, and even permanent jobs that continue after graduation.
Funding for job coaching, and, as needed, direct job placement services, are
additional services available for our supported employment students to help
overcome barriers to employment.







ATTACHMENT 4.12 (e) for Evaluation and Report of Progress in Achieving
Identified Goals and Priorities and Use of Title I Funds for Innovation and
Expansion Activities



The Michigan Commission for the Blind has a goal of rehabilitating 198
individuals who are blind or visually impaired into competitive jobs in an
integrated community setting during the fiscal year beginning October 1,
2003. Our focus is to continue to assist individuals who are blind or
visually impaired in obtaining and maintaining employment. The Michigan
Commission for the Blind has a strong commitment to provide opportunities
for persons with multiple disabilities to integrate into the employment
arena through the variety of services and supports that will enable these
individuals to be successfully employed.  MCB’s overall objective is to
maximize individual’s goals, capacities, abilities and priorities. The
commission’s focus is to provide assistance through which these individuals
are able to obtain high-quality employment where wages and benefits are
commensurate with wages and benefits paid to a person without a disability.
The Michigan Commission for the Blind’s goal is to rehabilitate 124
homemakers during this fiscal year and plans to serve approximately 3,300
consumers overall in the Vocational Rehabilitation program.



A major concern of the Michigan Commission for the Blind is a reduction in
staff due to an early retirement program and attrition within the State of
Michigan. This combination has greatly impacted on the overall staff’s
ability to provide rehabilitation services to our population.  The early
retirement program and the normal attrition of staff reduced the staff by
more than 20 individuals.  The state’s fiscal ability did not allow for one
to one replacements of staff, which resulted in some reduction in services.
Also, due to State of Michigan budget concerns, we have been able to hire
only seven new staff to replace those staff who retired. The goal of
providing quality vocational rehabilitation services remains our highest
priority. Our challenge is to strategize and collaborate with our existing
staff, as well as with other Community Rehabilitation Partners to continue
to provide effective vocational rehabilitation services in a timely and
efficient manner. The Michigan Commission for the Blind will continue to
serve as many persons who are blind or visually impaired as possible, while
working within the constraints of limited staff. These staff reductions have
forced us to purchase services of rehabilitation counselors and
rehabilitation teachers on a fee-for-service basis across the state to meet
our consumer demands. In addition, we are forced to work with very limited
fiscal resources so collaboration and partnering with other Community
Rehabilitation Programs remains a very high priority.



The Michigan Commission for the Blind continues to pursue additional
learning opportunities for our staff in the area of job development and job
placement. A priority is to provide additional training for staff with
Employment Management Professionals with emphasis on phase III (the
advanced) for the staff.  We will also be providing a completion of phase II
for all new staff that received the initial training in spring of 2003.  The
program has provided counselors and counselor/teachers with renewed
confidence in the job placement arena.  Although the labor market in
Michigan is repressed, staff is still utilizing their skills acquired though
the EMP training to help them meet the challenges of a reduced labor market.
One of the major objectives of the program is to provide an expanded
employer base, which results in greater placement activities and the
establishment of employer accounts that result in meaningful employer
relationships.  An additional aspect of this program is expected to produce
opportunities for internships and trial work experiences. This training will
be done in conjunction with the Region V, Rehabilitation Counselor
Continuing Education program at Southern Illinois University in Carbondale.



The Michigan Commission for the Blind goal is to provide thorough and
comprehensive training for all new staff.  The training will focus on
program policies and procedures, and practices.  It will also provide all
new staff with the agency’s philosophy, goals and objectives in relation to
service and delivery.  MCB is aware that such training for personnel is
imperative if we wish to have staff that is equipped with skills and
abilities to be able to participate in an ever-changing society.  These
objectives will offer staff opportunities to demonstrate leaderful qualities
that are encouraged and promoted by the agency.



The Ticket-to-Work program has been implemented by the Michigan Commission
for the Blind.  In the infancy stage, the program provided another
opportunity for MCB to enhance services to our consumers.  It is expected
that a considerable number of the consumers will receive “tickets” which are
assignable. MCB will continue to provide an array of quality vocational
rehabilitation services to individuals who are blind or visually impaired to
assist consumers in obtaining employment, so that these individuals will
choose to assign their "ticket" to the Michigan Commission for the Blind.
MCB has been assigned 75 tickets, which is in keeping with the
Ticket-to-Work legislation as it relates to expand rehabilitation
opportunities.  Although prior to November 2002, those cases that had signed
Individualized Plans of Employment are considered as, “pipeline cases” which
should increase this number. MCB has continued to pursue the cost
reimbursement payment system for those consumers that assign their ticket to
MCB.  The staff continues to be informed in regards to additional activities
relating to the Ticket-to-Work through our assigned ticket coordinator.  The
coordinator has provided many training sessions that provided the staff with
opportunities to further their knowledge in regards to the ticket
legislation and payment practices.



The Michigan Commission for the Blind focused on a case management system,
which provides consistency in the structure of the case files statewide.
This process yielded helpful results that promoted standardization of paper
case files.



The Michigan Commission for the Blind’s Youth Low Vision program has
continued to serve as many individuals as possible.  This goal continues to
be realized because of the expanded opportunities for youths with visual
impairment to receive services.  Although MCB still experiences staff
reductions, through hard work and collaboration with Intermediate School
Districts, the services of this program have expanded.  The Michigan
Commission for the Blind Youth Low Vision program is strategically located
in each geographic office throughout the state.  This practice has
encouraged more collaboration and partnering with the many school districts
resulting in increased number of youths who have received services.  There
are approximately 1,500 youth low vision students whose visual acuity is
20/70 or greater.  Students that are 14 and older that meet MCB’s
eligibility criteria for the Vocational Rehabilitation program are referred
for rehabilitation services. This opportunity promotes an excellent working
relationship with the school districts and increases the involvement of
students in transition.  Students that do not meet MCB’s eligibility
requirements are referred to the Michigan Rehabilitation Services for
further services.  The decentralization of the Youth Low Vision program has
enabled MCB to provide more timely services for youths and to promote more
meaningful relationships to school districts, intermediate school districts
and the Special Education Department. Through collaboration with the Special
Education Department, MCB has been able to obtain and/or identify the number
of students that are visually impaired in the state of Michigan.  This
provides an opportunity for MCB to become involved in transition activities
in the intermediate school districts throughout the state.  MCB’s partnering
with the intermediate school districts is paying dividends to support
academic programs as well as prevocational and job opportunities for the
participants.



The Michigan Commission for the Blind’s goal related to strategic planning
that the Planning and Quality team initiated by the Vision 2020 process,
produced five design teams to evaluate and recommend goals and objectives
for the agency for one-year and five-year time periods. The five focus
design teams are Service Delivery, Image and Identity, Technology, Resource
and Structure, and Partnership and Collaboration. One of the major goals of
the agency was achieved when the agency was moved from the Family
Independence Agency to the Department of Labor and Economic Growth.  Many
other goals have been met that were recommended by the design teams.
Diversity training for all staff was successfully provided.  Technology
training was made available for staff and a variety of vendors participated
in the training program.  As mentioned in 4.12 (d) the Individualized Plan
of Employment was implemented regarding employment.  Many of the goals that
were outlined by the design teams have been accomplished.  The Planning and
Quality team and the design teams continue to meet with the objectives of
continuing to shape the agency to meet ever-changing demands placed on the
agency.  Our motto “Changing Lives, Changing Attitudes” is the platform that
our five design teams are based on.



Another focus of the Michigan Commission for the Blind is to promote the
usage of technology in the rehabilitation process.  The Technology design
team, a part of the Planning and Quality initiative, has undertaken this
objective.  The objective is to enhance the use of technology for staff and
consumers.  This group continues to work toward the development of a
Technology center where staff and consumers will have an opportunity to
become aware of the latest technology in the labor market.  Training will
also be available to individuals who wish to avail themselves.  A Technology
forum was presented in the fall of 2003, where staff was exposed to a
variety of the latest devices and/or adaptive equipment that is being
utilized in a variety of occupation and academic settings.  Another
objective of this team is the establishment of a Braille center where
Braille production will be provided.  The emphasis will be on Braille
literacy and the exposure to Braille devices.



The Michigan Commission for the Blind has developed and continues to
establish working relationships with the Michigan Works! offices in a number
of areas.  Our Memorandums of Understanding with the Michigan Works! offices
have provided the basis for working relationships.  These agreements also
outlines accessibility and necessary adaptive equipment that will encourage
consumers to utilize these service centers for employment assistance.  A
number of the Michigan Works! offices are equipped with adaptive equipment
that allows blind and visually impaired individuals to access their services
as their peers access job search services.  In some areas, the Michigan
Works! offices are still in need of providing adaptive equipment to promote
independence in job search by persons that are blind and visually impaired.
The Michigan Commission for the Blind in collaborating with the Michigan
Works! offices have established goals to make these offices accessible to
the consumers we serve.  Through this collaboration, we are co-located at
three locations.  We continue to develop itinerant staff in several other
Michigan Works! offices.  These activities will help to ensure utilization
of the Michigan Works! services by the consumers of the Michigan Commission
for the Blind.  As MCB continues to co-locate with the Michigan Works!
offices it will be necessary to develop memorandums that will continue to
outline specific cost sharing for the locations as well as pamphlets,
brochures, etc.  The Michigan Commission for the Blind staff participates on
Michigan Works! advisory boards to provide valuable input regarding persons
who are blind and visually impaired.



Another goal is to continue to provide staff with professional development
opportunities and the familiarization of new and innovative technologies
that expand opportunities for consumers who are blind.  The Discovery
Learning training will provide additional skills and techniques for some 14
staff to acquire innovative concepts in orientation and mobility and other
alternative methods related to independent living skills. This four day
training has been beneficial to staff who have previously participated in
this training, in terms of considering a different type of viewpoint of
teaching skills to persons who are blind or visually impaired.



The Michigan Commission for the Blind policy manual has been presented and
was approved by the Board of the Michigan Commission for the Blind.



The Michigan Commission for the Blind under Indicator 1.1: Number of
Individuals with Employment Outcomes, failed with (-100%).  The Michigan
Commission for the Blind continues to experience staff shortage resulting
from the early retirement and other retirements.  In order to continue to
effect the impact of the sluggish economy in Michigan, which directly
affected employment outcomes, Michigan Commission for the Blind staff were
encouraged to engage in a variety of employment activities to help staff to
become familiar with the latest labor market trends.  Several staff
participated in the Michigan Works! Employment Training programs and the new
staff received training from Employment Management Professionals (EMP)
regarding placement techniques and approaches.  These and other employment
activities are expected to increase the employment outcomes of our
consumers.



Indicator 1.2: Percentage of Individuals Receiving Services Who Had
Employment Outcomes, Michigan Commission for the Blind slightly failed this
standard and indicator by 0.49%.  The state experienced one of the highest
unemployment rates in recent history; therefore, this impacted adversely up
on employment outcomes for MCB, coupled with the limited staff as indicated
previously.



Indicator 1.3: Percentage of Persons with Employment Outcomes Who Were
Competitively Employed, Michigan Commission for the Blind met this standard
and indicator with 38.85%.



Indicator 1.4: Percentage of Persons with Competitive Employment Outcomes
Who Had Significant Disabilities, Michigan Commission for the Blind met this
standard and indicator with 100%.



Indicator 1.5: Ratio of Average VR Hourly Wage to Average Wage, Michigan
Commission for the Blind met this standard and indicator with 0.719%.



Indicator 1.6: Difference in Percentage of Individuals Achieving Competitive
Employment Who Report Own Income as Primary Source of Support at Closure and
Application, Michigan Commission for the Blind slightly failed by 0.44%.
The staff has been working more vigorously with consumers assisting and
obtaining higher wages in their employment outcomes resulting in an increase
from 2001.



Indicator 2.1: Ratio of Minority to Non-Minority Service Rate, Michigan
Commission for the Blind failed the standard and indicator by 0.056%.  Due
to early retirements and reduction of staff, the outreach activities were
adversely affected; therefore, the overall effect was seen in the reduction
of minority participation in the rehabilitation process.  Plans are in place
to increase activities in this area.



In relation to the use of Title I funds reserved for the development and
implementation of innovative approaches to expand and improve services to
individuals with disabilities, the Michigan Commission for the Blind in
addition to the Planning and Quality team process, continues to make
progress in initiating innovative concepts and activities.  Michigan
Commission for the Blind video entitled,  “Changing Lives, Changing
Attitudes” has had a significant impact on the community overall. The video
enables counselors and teachers to show consumers and community partners
some of the services that MCB provides.



Another continuing process at the Michigan Commission for the Blind is the
Discovery Learning training. The Discovery Learning training continues to
provide MCB staff with different techniques and approaches relating to
orientation and mobility which provides staff with additional skills to be
utilized in assisting individuals who are blind and visually impaired as
well as enabling them to be sensitive to the needs of this population.



Another process resulting from the Planning and Quality team is the
establishment of the case management file system.  The case management
system utilizes “tabs” to identify specific categories within the case file.
The Service Delivery Focus Design team, which is a part of the PAQ team,
developed a statement to be included in the Individualized Plan of
Employment which encourages vocational and college students to obtain
employment during their academic programs in order to enhance employment
opportunities.



Michigan Commission for the Blind is also exploring a new concept, which is
called “Learned Optimism and Empowerment.”  This program is designed to
promote positive approaches to the rehabilitation process and employment
outcomes.  MCB will be implementing pilot projects in both regions.



Finally, the Michigan Commission for the Blind has created a Speakers Bureau
designed to train interested staff in public speaking skills. The idea is
that public awareness will increase as staff begins to do more presentations
in local communities throughout the state.



Michigan Commission for the Blind does support the Statewide Independent
Living Council from Title VII Part b funds, i.e. no Title I funds are used
for this purpose.





CERTIFICATIONS REGARDING LOBBYING, DEBARMENT, SUSPENSIONS AND OTHER
RESPONSIBILITY MATTERS: DRUG-FREE WORKPLACE REQUIREMENTS





Applicants should refer to the regulations cited below to determine the
certification to which they are required to attest.  Applicants should also
review the instruction for certification included in the regulations before
completing this form.  Signature of this form provides for compliance with
certification requirements under 34 CFR Part 82, “New Restriction on
Lobbying” and 34 CFR Part 85,  “Government-wide Debarment and Suspension
(non-procurement) and Government-wide requirements for Drug-Free Workplace
(Grants).”  The certifications shall be treated as a material representation
of fact upon which reliance will be placed when the Department of Education
determines to award the covered transaction, grant or cooperative agreement.



1.    LOBBYING



As required by Section 1352, Title 31 of the U.S. Code, and implemented at
34 CFR Part 82, for persons entering into a grant or cooperative agreement
over $100,000, as defined at 34 CFR Part 82, Sections 82.105 and 82.110, the
applicant certifies that:



(a) No Federal appropriated funds have been paid or will be paid by or on
behalf of the undersigned, to any person for influencing or attempting to
influence an officer or employee of any agency, a Member of Congress, an
officer or employee of Congress, or an employee of a Member of Congress or
in connection with the making of any Federal grant, the entering into of any
cooperative agreement, and the extension, continuation, renewal, amendment,
or modification of any Federal grant or cooperative agreement.



(b) If any funds other than the Federal appropriated funds have been paid or
will be paid to any person for influencing or attempting to influence an
officer or employee of any agency, a Member of Congress, an officer or
employee of Congress, or an employee of a Member of Congress in connection
with the Federal grant or cooperative agreement, the undersigned shall
complete and submit Standard Form – LLL. “Disclosure Form to Report
Lobbying,” in accordance with its instructions.



(c) The undersigned shall require that the language of this certification be
included in the award documents for all subawards at all tiers (including
subgrants, contract(s)) and that all subrecipients shall certify and
disclose accordingly.



As the duly authorized representative of the applicant, I certify that the
applicant will comply with the above certifications.



NAME OF APPLICANT:

Michigan Commission for the Blind



PR/AWARD NO. AND/OR PROJECT NAME:

                   Title I



PRINTED NAME OF AUTHORIZED REPRESENTATIVE:

                   Patrick D. Cannon, State Director







SIGNATURE:
DATE:



ED 80-0013






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