4.11(e)(2) Evaluation and Report of Progress in Achieving Identified Goals and Priorities and Use of Title I Funds for Innovation and Expansion Activities

Performance on Past Goals

Based on the results of the FY 2006 comprehensive needs assessm ent, the Department identified seven
"needs" categories and set goals to address those needs. Performance on those goals is detailed below.

1. Adjustment to Blindness

Goal: The Department will increase confidence and independence of blind Iowans so that they may live independently, work competitively, and be active in their community.

The Department uses a variety of approaches to training in a positive philosophy of blindness and in the skills of blindness are required to meet the varied life-styles and personal situations of blind Iowans. The Department offers specialized training programs throughout the state to give blind Iowans the opportunity to acquire new skills, gain self-confidence, and interact with peers who can offer support and encouragement. The following table shows the special training programs held and number of participants.

In addition to the specialized training programs, the Department's Adult Orientation Center is an effective forum for blind Iowans to obtain the skills and positive philosophy of blindness. The Department actively promotes the Orientation Center to prospective students and their families. Many clients are reluctant to attend the Center for a variety of reasons including time away from families, fear of confronting their blindness, and concern about the training activities. Tours are an effective way for clients to have their questions answered and fears addressed by staff and current students.

Goal 1 - What Happened: The Department's success in assisting Iowans achieve their employment goals is evident in the percentage of clients who achieve competitive employment outcomes in relation to all employment outcomes and in the high average wage. The Department has been experiencing a reduction in the number of referrals, and thus applications. Plans to ameliorate this situation have been implemented.

The number of participants for the Job Seeking Skills & Career Seminars fell from FY 2006 to 2008 due to program success and staff capacity issues. The job clubs were suspended in 2007 as all job club participants became employed. The need for job clubs has not yet resurfaced. The number of career seminars offered was reduced as the Employment Specialists' caseloads increased to address loss of two counselor positions.

2. Technology Accessibility and Training

Goal: The Department will improve the technology skills of blind Iowans by providing support and training in the use of assistive technology.

Technology staff use a formalized, standard technology assessment tool that helps our counselors identify the technology needs of their clients and appropriate equipment. Every client who seeks assistance in purchasing technology undergoes a rigorous technology skill assessment to determine (1) how proficiently the client can use technology and (2) in what areas the client may need extra training. The technology assessments ensure that funds are spent on appropriate technology and that clients know how to use the technology productively. To ensure that clients use the equipment to its greatest potential, the assessment allows staff to provide training that is customized to the needs of the individual.

Training provided by the technology staff cover the wide variety of hardware and software that clients require to communicate and manage information in the modern workplace, including Microsoft Office programs, Braille displays, electronic note takers, specialized screen access programs, and cell phones. All technology training activities focus on teaching troubleshooting and problem-solving skills so that clients learn to apply the knowledge and skills they acquire to new or updated technology. Staff use quizzes and assignments to evaluate progress and learned skill.

Goal: The Department will work to increase employer knowledge on software and web accessibility issues.

Education and technical assistance are key to increasing employer knowledge on accessibility of technology. The technology staff support employers through the performance of worksite assessments and through training and technical assistance that is customized to their employment situation. Our technology staff also offer information and advice on assistive technology and accessibility to employers through seminars, e-mail, telephone calls, and in-service demonstrations.

Goal 2 - What Happened: Because technology changes have not abated, indeed they have increased in both scale and complexity, the technology staff continue to receive requests from both staff, clients, and employers to provide assistance. Technology can be both a barrier and a gateway to employment. The Department's technology staff remain committed to maintaining knowledge of both mainstream and assistive technology and to working with staff, clients and employers as request for assistance are made.

3. Student Preparation for Higher Education and Employment

Goal: The Department will improve outreach services to transition age and college students and their families and educators.

Two Transition Specialists oversee all of the Department's transition activities and coordinates services with the VR counselors. Our transition programs are designed to assist blind youth in developing the independence they require to take charge of their own lives. Through these programs, blind youth get the best training opportunities possible to develop the blindness skills and self-confidence they will need, as adults, to live independently and work competitively. Annual activities such as weekend retreats, Camp Discovery, and Stepping Stones programs, build confidence, encourage independence, and help students to make important life choices without having to worry about blindness as an impediment to future success.

For older students, the Department hosts an annual two-day College Days workshop for students currently or newly enrolled in an institution of higher education. Topics vary from year to year; however, the focus is on sharing information and strategies to ensure that these students are successful in school and are fully prepared for employment at graduation.

The Department recognizes that in order for today's college student to compete successfully in post secondary education, students require a personal computer or other technology for completing assignments, communicating with teachers and peers, conducting research on the Internet, and more. Currently, approximately 98% of blind college students have access to accessible computers or note taking devices.

In 2003, the Department received a 5-year grant from the Department of Education to develop and implement a mentoring program. This grant program ended in FY2008. The Pathfinders Mentoring Program matched young adults ages 16-26 who are blind or visually impaired and living in Iowa with successful and competent mentors who also have vision loss. The goal of this program was to help young adults achieve increased confidence and self-esteem, academic success, quality employment, and full community and social integration by matching them with blind mentors who are confident and successful.
 

Over the course of the grant there were 49 individual pathfinders (some participated multiple years), 3 of whom became mentors. A total of 37 individuals served as mentors over the four years, most served as mentors for multiple years.

Goal: The Department will establish relationships with institutes of higher education in Iowa and educate these institutions about the Department's services and our positive philosophy of blindness.

The Department has maintained an interagency agreement with the Iowa Board of Regents, representing the three major institutes of higher education in Iowa: Iowa State University, the University of Iowa, and the University of Northern Iowa. In addition, the Department has interagency agreements with each of the 15 community colleges in Iowa. Through these agreements, all signatories agree to a cost allocation plan to meet the needs of blind and visually impaired students in Iowa.

Goal 3 - What Happened: The Department has been working to contact young Iowans to acquaint them with the Department's services and our positive philosophy of blindness. By reaching out to younger blind students, they and their parents will be more knowledgeable about services available. By being involved with a VR counselor, blind students will develop positive attitudes about blindness, will develop and refine skills of blindness, and will make more informed choices about post high school training and careers.

The Department continues efforts to ensure that students are fully prepared for post-secondary education by providing appropriate technology and by maintaining agreements with the three major four-year schools and fifteen community colleges in Iowa.

Lastly, the Department's Pathfinders grant proved that successful blind adults greatly impacted the young pathfinder participants. This program demonstrated that a well-designed, comprehensive mentoring program can have a positive effect on the lives of young people who are blind or severely visually impaired. Through the use of effective research-based mentoring methods and collaboration with Iowa's consumer-controlled organizations of the blind, these young people have developed a significant positive increase in the hope, self-confidence, and attitude toward blindness that will lead to their meaningful community integration, success in post-secondary education, and high-quality employment outcomes

4. Employer Knowledge and Attitudes toward Applicants who are Blind

Goal: The Department will improve the understanding of employers and newly blind persons about the vocational capabilities of persons who are blind.

The Department staffs two Employment Specialist positions. The Employment Specialists are charged with improving employment outcomes by developing positive relationships with employers and working closely with those clients who have been identified as needing more intensive vocational counseling.

Focusing on Employers

Developing positive relationships with employers directly benefits our clients who are seeking high-quality employment. The employment specialists travel throughout the state, working to educate employers about the benefits and capabilities of hiring qualified blind Iowans. They target employers who are in close proximity to clients, who may be expanding and increasing staff, and who appear to be stable and viable options for clients.

Department staff also work with other state and federal agencies providing employment services to develop partnerships with Iowa employers. The Employer Disability Resource Network (EDRN) is a collaborative effort by the Department, Iowa Vocational Rehabilitation Services (IVRS), Iowa Workforce Development, SCORE, Division of Persons with Disabilities, Small Business Administration, and Veterans Affairs to identify and mobilize resources, supports, and services that will add value to Iowa businesses hiring persons with disabilities.

In partnership with IVRS, the Department hosted an Employers for Excellence Appreciation Day luncheon in October 2008. The purpose of this annual event is to validate and strengthen the employer relationships that currently exist and to generate awareness among new employers so that they consider our client/candidate pool as a viable option when making hiring decisions in the future. The Department Field Operations Director and IVRS Administrator both welcomed the visiting employers and spoke of the need for partnerships between the state VR agencies and employers. Sharon Gaddy-Hanna, Human Resource Manager Banker's Trust, gave the keynote speech on diversity, inclusiveness & the importance of knowing the work culture. Hy-Vee received the Employers for Excellence award, and representatives from the corporate office were present to accept.

Working with Employees

To ensure that all blind Iowans have access to specialized employment services, the employment specialists travel across the state to provide career assessment and development training to Iowans in the communities where they live and plan to work. Some programs that have been implemented include Career Seminars and Job Clubs. The Career Seminars cover job seeking skills, career development, addressing blindness at the interview, the job application process, career exploration, and more. The Job Clubs are peer support networks for individuals who are blind and seeking employment.

The following table lists the number of career-related seminars the employment specialists hosted in the last three fiscal years and the number of participants throughout Iowa.

Goal: The Department will improve staff knowledge of employers in Iowa by developing a resource of potential employers.

To ensure that relationships with employers are maintained, our employment specialists have developed a database of those employers with whom we are working to create jobs on behalf of our clients. The database tracks type of business, contact information, and number of contacts made by Department staff. An employer must be contacted at least once in order to be entered into the database. The database currently has records for 428 employers. The database is a valuable resource to all staff who use it to identify local employers who have been contacted and to obtain basic contact information that can help in placing clients, networking, etc.

Goal 4 - What Happened: The Department views employers as important customers. Two of the biggest barriers that blind Iowans face when seeking employment are accessing information about employment opportunities and employer attitudes toward hiring an individual who is blind or visually impaired. Employers are reluctant to hire an individual who is blind or visually impaired because they are concerned about the time required for that individual to become fully productive. They are unaware of the assistive technology available and how these potential employees would access their systems or perform their duties. The Department has maintained collaborative efforts to educate employers about the advantages of hiring persons with disabilities, address myths and misperceptions, share information on resources available to them and to learn about employer needs.

5. Services to Unserved / Underserved Populations

Goal: The Department will identify unserved and underserved populations in Iowa.

In regards to unserved or underserved populations, analysis of RSA 911 and U.S. Census data completed during the assessment found that the Department is serving minority groups at a comparable rate with their representation in the state. Demographic projections show that Iowa is likely to experience an increase in minorities, especially among the Hispanic population, in the next 5 years and beyond.

The results of the needs assessment survey indicated that women may be an underserved population.

Goal: The Department will raise the awareness in Iowa's minority populations of the Department's services.

The Department has taken several approaches to raise awareness in Iowa's minority populations about our services. Through its involvement with the regional Workforce System partnerships and the statewide Governance Group, the Department has established a network of referral sources to tap into populations who may not be directly contacted by the Department or may not initially believe or realize the Department is a resource for them.

The Department performed a variety outreach events designed to improve the understanding of the general public, including newly blind persons, regarding the capabilities of persons who are blind. Outreach events are listed below:

Goal 5 - What Happened: Females make up 51% of Iowa's population, males 49%. Females age 16 and over represent 47.33% (762,903) of individuals in the labor force. The data shows that the Department has been serving male and female clients in relative proportion to their representation in the state. The following table shows trend data based on gender for fiscal years 2006 through 2007

In terms of employment outcomes, women tend to close more successfully than men. A four year average shows that men closed successfully (status 26) 60% of the time; women closed successfully 66% of the time. Men closed unsuccessfully (status 28) at a rate of 17%; women closed unsuccessfully (status 28) at a rate of 14%. Similar to wage trends throughout Iowa, women earn less than men on average.

Outreach efforts waned in FY 2007 and FY 2008 as the Department lost staff that had a primary responsibility for coordinating many of these events. Plans for renewed outreach efforts along with a long-range marketing have been developed.

6. Independent Access to Information

Goal: The Department will improve the ability of blind Iowans to independently access information.

The Department utilizes several strategies to provide information to clients in the format of their choice and to teach skills that allow them to obtain information independently.

VR staff work closely with the Iowa Library for the Blind and Physically Handicapped to ensure that Iowans who are blind or severely visually impaired have access to books, videos, magazines, textbooks, and educational and professional materials in alternative formats. The Library provides materials to over 8,000 eligible Iowans. The following table lists the items in alternative media circulated by the Library.

Goal: The Department will promote Braille literacy so that more blind Iowans are able to read and write Braille.

The Department has found that, even with increased access to information electronically, the most successful clients are those who are able to read and write Braille. Because of the importance Braille literacy plays in successful employment, we actively promote Braille instruction. All clients who enroll in the Department's Orientation center receive intensive Braille instruction. They practiced their skills by completing small writing assignments. In addition, active VR clients receive Braille instruction from our Rehabilitation Teachers.

Goal 6 - What Happened: The Department has been experiencing a decrease in referrals for services. This decrease may be related to fewer marketing and outreach activities by the Department. The number of items produced in alternative media is dependent upon patrons' needs. The number of items clients require in alternative media can fluctuate from year to year. The
decrease in users has impacted the need for items produced in alternative media. We will be undertaking new initiatives to increase referrals and, by extension, Iowans using services.

7. Collaboration with Other Components of the Workforce Investment System

Goal: To provide training and technical support to partners in the Workforce Investment System

The Department has signed Memoranda of Understanding (MOU) with all 16 boards. Through these MOU, the partners agree to provide cross-training on services and eligibility, share strategies for working with mutual clients, and provide and receive referrals.

The Department also provides training and support to partners through its involvement with the Governance Group. Members of this group include administrative personnel from the Iowa Governor’s Developmental Disability Council, the Division of Persons with Disabilities, IVRS, Department of Human Services, Workforce Development, Department of Education and the Department for the Blind. The purpose of the Governance Group is to ensure that partner agencies deliver quality employment services to individuals with disabilities by addressing the barriers to collaborative efforts that their varying policies and procedures can create. The Group meets quarterly to discuss on-going initiatives such as its Employers Disability Resource Network, Disability Navigator Program, and the Work Incentive Planning and Assistance program.

Goal 7 - What Happened: To ensure that blind job seekers have full access to the employment services they need, the Department has maintained working relationships with other state agencies providing employment services to Iowans. Both administrative and front-line staff regularly attend partner meetings to learn about employment initiatives around Iowa and shape program development and procedures to ensure that blind Iowans have access to services and programs offered by other components of the Workforce Investment System.

Strategies Contributing to Performance

The Department's service delivery team model has contributed substantially to the success which the Department has experienced in meeting its goals and priorities during this time period. Two teams consist of 4 counselors, 4 or 5 teachers, 4 orientation center staff, a transition or mentoring specialist, a supervisor, and support staff person. Teams meet monthly to discuss strategies, progress toward meeting annual performance targets, and work on joint projects. In FFY 2008, teams met 8 of the 11 rehabilitation performance targets set for that year. These targets were related to applications, services provision, competitive employment outcomes, and orientation center activities.

VR Counselors also have individual targets based on the team target tied to their performance reviews. VR Counselors may receive additional points in their review when certain types of placements are achieved. Points are given when the placement is for a person over age 55; the individual is working 35 hours per week and receives employer-paid benefits; or when a Social Security cost reimbursement is received. Overall, counselors are meeting and exceeding their goals.

Supported Employment Goals

Supported employment services included job development and placement, provision of skilled job coaches who provided intensive skills training at the individual's work site; social skills training; training in alternative techniques of blindness; routine observation or supervision of the individual at the work site; facilitation of natural supports at the work site; and follow-up services including regular contact with the employers, the individuals, and family members or authorized representatives of the individuals to reinforce and stabilize the job placement. To evaluate progress and success, staff consider hours worked, wages received (minimum wage is preferred), job satisfaction, satisfaction with follow-along services, and job stability within a defined time period (90 days).

*In 2008, six individual's who had received supported employment services closed successfully in employment without supports.

What Happened: Data trends show that, while few clients receive supported employment services, those who do receive these services close successfully at a high rate in either supported employment or employment without supports. Because these intensive services are successful for those who require them, the Department plans to enhance its supported employment program to ensure that those clients who could benefit from supported employment services receive them.

Strategies Contributing to Performance

The team model used to deliver services also contributes to the success in our supported employment activities. Please refer to information above. 

Standards and Indicators

According to RSA requirements, the Department must meet four of six Performance Indicators 1.1 through 1.6 and two of three Performance Indicators 1.3 through 1.5. The Department met the RSA standards and indicators during FFY 2008.

The Department's performance average of FFY 2007 and 2008 based on RSA's standards and indicators was as follows:

Expenditures for Innovation and Expansion Activities

Expenditures for innovation and expansion activities for FFY 2008 included:

Iowa Self Employment (ISE) Program for Persons with Disabilities - $44,028
The Iowa Self Employment program for Persons with Disabilities is a collaborative effort between IVRS and the Department. The purpose of this program is to provide technical and financial assistance to qualified individuals with disabilities whose desired vocational outcome is self-employment.

Statewide Independent Living Council - $10,000
The Iowa Department for the Blind and Iowa Vocational Rehabilitation Services provide a combined total of $50,000 in innovation and expansion funds to the Statewide Independent Living Council (SILC). The Department's share of that $50,000 is $10,000 (20%).

Iowa Library for the Blind and Physically Handicapped - $1,757,083
The Iowa Library for the Blind and Physically Handicapped ensures that Iowans who are blind or severely visually impaired have access to books, videos, magazines, textbooks, and educational and professional materials in alternative formats. The Library provides materials to over 8,000 eligible Iowans.