Disability Coordinator Orientation Meeting Center Disability-Related PRH Requirements 1

Overview Provide an overview of disability-related PRH citations. Provide information on the resources and tools available to help disability coordinators meet disability-related requirements. 2

Disability-Related PRH Citations Disability-related program information is in Chapters 1, 2, 5, and 6. Reviewing Applicant Files – PRH 1: 1.4 R1-2, PRH 1: 1.4 R3-4 and PRH 6: 6.11, R7 (d) Orientation – PRH 2: 2.2, R1 (b11) and 2.2, R1 (d4) Student Handbook – PRH 2: 2.2, R2 Training – PRH 5, Exhibit 5-4 Disability Coordinator – PRH 6: 6.11, R7 (a) Data Collection – PRH 6: 6.11, R7 (b) Reasonable Accommodation – PRH 6: 6.11, R7 and Appendix 605 Referrals – PRH 6: 6.11, R7 (e) Networking/Partnerships – PRH 6:6.11, R7 (f)) Accessibility – PRH 6: 6.11, R7 (g) 3

Chapter 1 Applicant File Review Process 4

Chapter 1–Applicant File Review Process Requirements: Administrative requirements for applicant file review process (PRH 1: 1.4 R1-2) 3 reasons for a recommendation of denial (PRH 1: 1.4 R3-4) 1.Health Care Needs (Appendix 610) 2.Direct Threat (Appendix 609) 3.New Information 5

Chapter 1–Applicant File Review Process Health Care Needs Process: If the center staff believes that the health care needs of an applicant are beyond what the Job Corps health and wellness program can provide as defined as basic health care in PRH Exhibit 6-4, then the form in Appendix 610 will need to be completed. 6

Chapter 1–Applicant File Review Process Health Care Needs What’s Next? Determine whether or not reasonable accommodation would sufficiently reduce or eliminate the barriers to providing the necessary health care needs. Yes–If the answer is yes, the center will need to provide accommodations and enroll the applicant! 7

Chapter 1–Applicant File Review Process Health Care Needs If reasonable accommodation would NOT sufficiently reduce or eliminate the barriers to providing the necessary health care needs the center would forward the following to the regional office as a recommendation of denial with:  form in Appendix 610  supporting documentation  applicant file 8

Chapter 1–Applicant File Review Process Direct Threat If the center staff believes that the applicant poses a direct threat to himself or others, complete the form in Appendix

Chapter 1–Applicant File Review Process Direct Threat What’s Next? Determine whether or not reasonable accommodation would sufficiently reduce the threat to below the level of direct threat or will eliminate the direct threat Yes–If the answer is yes, the center will need to provide accommodations and enroll the applicant 10

Chapter 1–Applicant File Review Process Direct Threat If reasonable accommodation(s) would NOT reduce the threat to below level or eliminate direct threat, the center would forward the following to the regional office as a recommendation of denial:  form in Appendix 609  supporting documentation  applicant file 11

Chapter 1–Applicant File Review Process New Information If the center becomes aware of new information that the AC could not have reasonably known that indicates that the applicant may not meet one of the essential admissions requirements (EARs), then the center would revisit the criteria from Exhibit 1-1 about that particular EAR. 12

Chapter 1- Applicant File Review Process Age/Income Waivers If a center denies an age or income waiver because the documentation does not support the presence of a disability, the center will forward that applicant file and supporting documentation to the regional office for review. 13

Chapter 1–Applicant File Review Process Meeting this requirement: Appendix 609–Individualized Assessment of Possible Direct Threat Appendix 610–Health Care Needs Guidelines (coming soon) PRH Change Notices 11-04, 11-06, and Resources: Webinar–A Review of PRH Chapter 1 Changes (Part 1): Applicant File Review Webinar–A Review of PRH Chapter 1 Changes (Part 2): New Information Health Care Needs/Direct Threat 14

Chapter 2 Introduction to Center Life 15

Chapter 2 – Orientation Requirements: Experience and information that will lead to an understanding of the opportunities and benefits available and the program’s expectations of Job Corps student to include the following: Health & Wellness Services, including Disability Program. (e.g. reasonable accommodation (PRH 2: 2.2, R1 (b11)) A variety of opportunities for new students to meet and interact with Disability Coordinator(s) (PRH 2: 2.2, R1 (d4)) 16

Chapter 2 – Orientation Meeting these requirements: Discuss and provide brochure/handout on information regarding the disability program Provide reasonable accommodation request form Introduce co-disability coordinator to all new students 17

Chapter 2 – Orientation Resources: Provide the reasonable accommodation brochure that can be found on the Job Corps Disability website. The brochure can be customized for your center. Webinar–Disability Sensitivity in Inclusive Environments 18

Chapter 2 – Student Handbook Requirement: Centers shall develop and distribute to all students a student handbook that accurately reflects current center behavioral expectations, benefits, policies, and procedures in all areas including in PRH R1b (Disability Program) 19

Chapter 2 – Student Handbook Resources: The Job Corps Disability website contains a section on sample student handbook information language that can be customized for your center. 20

Chapter 5 Staff Training 21

Chapter 5 – Staff Training Requirement: Conduct yearly disability training for all center staff (PRH 5: 5.3, R1(b) and Exhibit 5-4) Resources: Use New Staff Disability Program Orientation available in SIMON to train new hires Use training materials section of website for packaged trainings and ideas Use community resources to provide training 22

Chapter 6 Disability Program Requirements 23

Chapter 6 – Disability Program Centers shall implement a disability program with a center-wide focus to provide individualized and coordinated services to all students with disabilities (PRH 6: 6.11, R7) 24

Chapter 6 – Disability Coordinator Requirement: Appoint disability coordinators (DCs) to oversee the program (PRH 6: 6.11, R7 (a)) 1.The health and wellness manager (or a health staff designee) and academic manager (or an academic staff designee) will function as co- disability coordinators to oversee the program. 2. The roles and responsibilities of each of the DCs with be defined in an SOP. 25

Disability Coordinator Responsibilities As a DC, your responsibilities include: Ensuring that all required disability program components are implemented, monitored, and maintained in an effective manner Demonstrating commitment to disability initiative (leadership) Delegating responsibilities Encouraging all staff to take ownership of the program 26

Chapter 6 – Disability Coordinator Resource: Refer to the JC Community Disability Website 27

Chapter 6 – Data Collection Requirement: Accurately collect and submit all required disability data in CIS (PRH 6: 6.11, R7(b)) Resources: Sign up for the JCDC training on the CIS wellness and accommodation module when it is offered Refer to the CIS User’s Guide Disability Data Collection & Reasonable Accommodation Plans (Program Instruction 09-48) 28

Chapter 6- Data Collection Resource: CIS User Guide – Disability Data Collection & Reasonable Accommodation Plans 29

Chapter 6 – Data Collection Resources (continued): Review CIS Release Notes for October 19, 2009, December 7, 2009, and January 25, 2010 for technical instructions for completing the CIS data collection and accommodation screens Ask your regional disability coordinator for assistance 30

Chapter 6 – Reasonable Accommodation Process Requirement: Develop a process for applicants/students to request and receive reasonable accommodation (PRH 6: 6.11, R7(c)) Define process in an SOP. 31

Chapter 6 – Reasonable Accommodation Process Request Documentation Reviewing a request Evaluating a request Denying a request Developing an accommodation plan Notification Determining accommodation effectiveness Recordkeeping SOP should contains the following components (see Appendix 605): 32

Chapter 6 – Reasonable Accommodation Process Resources: Review Job Corps Reasonable Accommodation Guidelines (Appendix 605) Review slides or attend Reasonable Accommodation 101 webinar Review reasonable accommodation section of Job Corps Disability website Attend reasonable accommodation session at conference 33

Chapter 6 – Reviewing Applicant Files Requirement: Develop a process for the review of applicant files (PRH 6: 6.11, R7 (d)) Process must be outlined in an SOP * Refer to Chapter 1: Section 1.4 Resources* 34

Chapter 6 – Referral Process Requirement: Develop a referral process for students suspected of having a learning or other disability. (PRH 6: 6.11, R7 (e)) Resource: Use the suggested referral forms on the website 35

Chapter 6 – Networking/Partnerships Requirement: Develop and maintain partnerships with outside agencies and programs that will assist the center in serving students with disabilities. The Business Community Liaison staff and other appropriate staff should be involved in this process (PRH 6:6.11, R7 (f)) 36

Chapter 6 – Networking/Partnerships Potential partner benefits may include: Screening/assessment services Accommodation assistance Student/staff training (e.g. technology training, disability sensitivity training) Career development assistance Career transition services (e.g. workplace accommodation, housing, employment assistance) 37

Chapter 6 – Networking/Partnerships Ways to build partnerships: Develop a relationship with your local vocational rehabilitation agency Learn about the services the Job Accommodation Network (JAN) provides to Job Corps centers Network (e.g., provide information about Job Corps or invite to center) with local disability organizations (e.g., centers for independent living, one stops, school systems, colleges/universities) Educate local employers about hiring people with disabilities 38

Chapter 6 – Networking/Partnerships Resource: The Disability Program Partners Tool located on the Job Corps Disability website can be used to for partnership ideas and to document center efforts to establish partnerships. 39

Chapter 6 – Accessibility Requirement: Develop a written accessibility plan to improve the programmatic accessibility and physical accessibility of the center with priorities and next steps. This plan shall be updated at least annually and include updates of progress toward previously identified goals (PRH 6: 6.11, R7 (g))  Examples of programmatic accessibility include: books on audio tapes, large print materials, disability posters located throughout the center, etc.  Examples of physical accessibility include: ramps, elevators, adjustable work stations, accessible restrooms, etc. 40

Chapter 6 – Accessibility Meeting this requirement: Complete the ADA checklist for readily achievable barrier removal available on the Job Corps Disability website Complete the program self-evaluation tool available on the Job Corps Disability website Develop an accessibility plan with priorities and next steps based on the results of the checklist and self- evaluation tool Review and update the plan annually 41

Chapter 6 – Accessibility 42

Resources 43

Regional Disability Coordinators Boston Region – Lisa Kosh Philadelphia and Atlanta Regions – Nikki Jackson Dallas Region – Laura Kuhn Chicago and San Francisco Regions – Kim Jones 44

Appendix 606 Outlines obligation to communicate effectively with persons with disabilities 45

Appendix 607 Describes requirements for transmission, storage, and confidentiality of medical, health, and disability-related information 46

Job Corps Disability Website 47

Job Corps Learning Disabilities Website 48

Job Accommodation Network (JAN) ASKJAN.ORG 49

Test Your Knowledge 50