1. Use client mode of communication and supplement written information as needed
    

2. Use the native language of client with limited English proficiency (to authorize this service, see Chapter 8.07, INTERPRETER, Policy 2)
    

3. Use a qualified interpreter for the deaf for client who uses sign language (per P.L. 101-336 Americans with Disabilities Act of 1990), unless the counselor is a DRS regional counselor for the deaf (to authorize this service, see Chapter 8.07, INTERPRETER, Policy 1​)
    

4. Provide support and assistance (for suggestions, see Chapter 1.6, CHOICE, Policy 1) needed by client with a cognitive disability (such as intellectual disabilities, learning disabilities, head injury, stroke, etc. or disability as a result of organic brain damage or mental illness or medications, etc.), or client with no experience in making decisions for him or her self, or client with significant impairment in communication skills
   
   

If an individual discloses that they are using a substance, the counselor shall provide counseling and guidance to educate the client so they understand the implications regarding the substance use as it pertains to employment. For example, the individual may disclose that they are using marijuana. The counselor will want to advise the individual that marijuana use remains illegal at the federal level; therefore, the counselor will want to discuss the impact of marijuana use upon federal employment. In addition, employers are permitted to maintain policies and hiring practices that prohibit marijuana use, even when the employee is away from the workplace. Counseling and guidance would include information on Virginia’s occupational and regulatory requirements regarding substance/marijuana use that could affect the denial, revocation, suspension, or restriction of a license, certificate, or registration. For information about Alcohol and Substance Abuse Assessment during Eligibility, See Chapter 4.01 Eligibility, Policy 2: Section A10. For client legal issues, see Policy 2 of this chapter.​

1. Working with the counselor to develop a good working relationship
    

2. Keeping and being on time for all appointments with the counselor, and notifying the counselor right away if the client cannot keep an appointment
    

3. Notifying the counselor about changes that could affect client vocational rehabilitation (such as a change in address, family size, personal injury legal action, other benefits and funding sources, job status, disability or general health, financial situation, support network, etc.)
    

4. Asking questions to understand information being communicated and make informed  VR decisions
    

5. Being honest about the disability, service needs, and feelings
   
   

1. Upon certifying eligibility, the counselor shall begin or continue VR counseling and guidance and assistance needed to make informed choices in selecting an appropriate IPE goal, vocationally-necessary services, service duration, and providers (per 2016 Federal Regulation 34 CFR § 361.52). Information shall (per 2016 Federal Regulation 34 CFR § 361.45) include: providing the Consumer Information on Development of the Employment Plan (RS-4b form), financial policies (such as methods available to procure a VR service, consumer financial participation, comparable benefits, maximum allowances, etc.), and additional information the client requests or the counselor deems necessary. If DRS is operating under Order Of Selection, the counselor provides the Consumer Information on Development of the Employment Plan (RS-4b form) to clients assigned to an open category. The Consumer Information on Development of the Employment Plan (RS-4b form) complies with the client written notification requirement in 2016 Federal Regulation 34 CFR § 361.45(c) and describes the option to develop the IPE with assistance from the DARS VR counselor or other entity set forth in the federal regulation, required IPE elements, availability of assistance to complete the DARS IPE form, consumer rights to appeal, and other mandatory procedures.
   
   

2. All Individualized Plans for Employment shall include VR counseling and guidance. Counselors and clients shall schedule and participate in vocational counseling and guidance sessions at least every 90 days if the primary service is C&G, at least twice a year (preferably at the end of every term) for school training, and as often as needed for other IPEs.
   
   

3. When VR counseling and guidance is the primary IPE service needed, planned sessions should be face-to-face (in-person or via technology at counselor discretion) with date, location and time convenient to both client and counselor. The counselor may offer individual sessions, group sessions, or both.
   
   

4. When training (such as vocational training, work adjustment training (WAT), Supported Employment (SE), Job Coach Training Services (JCTS), On-the-Job Training (OJT), post secondary school, etc.) is the primary IPE service needed, IPE Progress Measures shall include training graduation/completion requirements. VR counseling and guidance shall include emphasis on training-related issues and client responsibilities. For school training cases, VR counseling and guidance shall include attendance, grades, progress towards graduation requirements, financial status, next semester schedule, and other issues such as classroom accommodation, referral to campus disability services office, etc.
   
   

5. When rehabilitation technology or physical or mental restoration service is the primary IPE service needed, VR counseling and guidance shall include issues such as following medical advice and treatment or recovery program, length of treatment, projected date of return to work, work restrictions, information available on service provider, comparable benefits, billing procedures, and other issues such as necessary child care and housekeeping arrangements.
   
   

6. All Individualized Plans for Employment shall (per 2016 Federal Regulation 34 CFR § 361.46(a)(5)) include criteria used to evaluate progress towards achieving the employment goal. When VR counseling and guidance is the primary IPE service needed, progress measures shall include specific counseling issues that remove or substantially reduce the impediments to employment and the expected changes.
   
   Examples of VR Counseling and Guidance Progress Measures (measurable, attainable, SFL-related, specific):
   
   Example 1 - SFL: self-care, Progress measure: Learn effective job interview skills measured in mock interviews by demonstrating appropriate eye contact and responses to common interview questions.
   
   

   Example 2  - SFL: self-care, Progress measure: Improve personal hygiene and appearance at job interviews.  This will be measured through client self-report, counselor observation, and feedback to counselor from employer interviewers and job placement counselor.
   

   Example 3 - SFL: interpersonal skills, Progress measure: Acquire understanding and acceptance of functional limitations of disability, know what accommodations are needed and why, become an effective self-advocate. This will be measured through client self-report, counselor observations, and feedback to counselor from service provider regarding demonstrated positive attitude about abilities.
   

   Example 4 - SFL: interpersonal skills, Progress measure: Interact appropriately with service providers, supervisor, and co-workers in one-on-one and group situations. This will be measured through feedback to counselor from job coach and employer.
   

   Example 5 - SFL: self-direction, Progress measure: Learn how to use checklists, alarm watch, and other compensatory strategies to assist in satisfactory completion of job-related duties. This will be measured through vendor reporting to counselor on completion of required job tasks within an acceptable time frame.
   

   Example 6 - SFL: self-direction,
   Progress Measure: Abstain from alcohol or drugs or any substances not currently prescribed by a physician familiar with the alcohol/substance abuse diagnosis. No services subject to consumer financial participation will be authorized until client has demonstrated abstention for at least [enter appropriate time period]. This will be measured through the treatment records or consulting with the case manager on an ongoing basis [use if individual is involved in treatment] and counselor observations of arrival time for appointments [add other behaviors consistent with abstinence].
   Progress measure: Client agrees to voluntarily participate in a treatment program or support group (however, DRS shall not pay for treatment). This will be measured through attendance.
   Progress measure: Client agrees to meet with the counselor at least twice a month for VR counseling sessions during the first [enter appropriate time period] consecutive days of this IPE. This will be measured through attendance at scheduled VR counseling sessions. 

   Progress Measure (Participating in an Individual Placement and Support Program): I will work with my treatment team and IPS Employment Specialist to develop a plan to be sober at work.  I will utilize this plan and follow recommendations of my treatment team, utilize healthy coping strategies to manage triggers and cravings. I will be open and honest with my team about progress and make changes to my plan as needed to improve success/progress. This will be measured through self-report, treatment team report, IPS Employment Specialist report, case staffing and continued employment.
   
   
   Progress Measure (Participating in an Individual Placement and Support Program): I will work with my case manager, VR Counselor and/or Benefits Counselor to develop and utilize a plan to manage extra income once I start working to reduce temptation for drug use/alcohol consumption. This will be evidenced by self-report, review of budget/plan and treatment team report.
   
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During Service – I status.
For scope of services, see Chapter 5, PLAN, Policy 1.  For case progress note requirement, see Policy 3 of this chapter.  

During Employed status.
The counselor shall continue to provide VR counseling and guidance. At least one VR counseling and guidance interaction with the client (or representative with a signed consent form) shall occur during the ten day period preceding the Closed - Rehabilitated Date in order to (per 2016 Federal Regulation 34 CFR § 361.56(c)): reach agreement that the employment outcome is satisfactory and the client is performing well in the employment, to discuss case closure, and to inform the client of the availability of post employment services (PES). If the counselor is not able to maintain contact with the client following job placement, the counselor must document in the case record the reason(s) and attempts. For supported employment (SE) cases, the counselor must ensure that the entity that will fund the long term follow along support services after VR case closure is aware of the pending case closure and discontinuation of VR time-limited SE services. For clients needing personal assistance services (PAS) after VR case closure, during Employed status a referral to state-funded PAS may be appropriate (see Chapter 8.13, PAS).

Addressing Abusive or Threatening Behaviors by Individuals
The Department for Aging and Rehabilitative Services (DARS) is committed to the prevention of workplace violence and harassment and maintaining civility in the workplace. DARS will comply with the Department of Human Resource Management's Policy 2.35 - Civility in the Workplace, which applies not only to employees, applicants, and contractors but also to customers, clients, and other third parties in the workplace. Third parties include customers, clients, students, interns, vendors, contractors, volunteers, applicants for employment or services, and the public. 

Per DHRM Policy 2.35, workplace violence is any physical assault, threatening behavior, or verbal abuse occurring in the workplace by third parties. Threatening behaviors create a reasonable fear of injury to another person or damage to property or subject another individual to extreme emotional distress. 

DRS is committed to promoting and maintaining a safe workplace and service-delivery environment. When DRS staff believe that a third party poses a clear and immediate threat of serious violence, they should notify law enforcement immediately. See Chapter 1.1 Confidentiality, Policy 1: A2 Disclosure to Third Parties​, regarding the release of confidential client data to third parties.  Workplace violence, including profane, abusive, or threatening verbal or written statements or behaviors, could result in delay or termination of VR services. Applicants or clients shall receive counseling and guidance about their responsibilities to act appropriately during the vocational rehabilitation process. When the individual is an applicant or client, the threat or act of workplace violence shall be documented in the case record. 

​​Guidance – Applicants and clients shall be provided counseling and guidance about acceptable workplace behaviors and interpersonal skills being critical for employment success and the requirement for acting appropriately with their counselors, DARS staff, service providers, employers, and other consumers. 

Guidance – If appropriate, accommodations may be considered if the applicant or client has exhibited workplace violence. Examples may include having additional staff present when the applicant or client is present in the office or utilizing virtual service delivery.  It is always appropriate to provide the client or applicant information about the Client Assistance Program (CAP).