1. Conduct the Employment Discussion/Intake. The Employment Discussion may occur in one or more counseling sessions and should accomplish the following by the end of the discussion.

   • Understanding Individual’s Situation

     • Use open-ended questions, affirmations, reflective listening and summary statements to gain the individual's confirmation that you understand his/her situation and desire to work.

   • Exploring the Reasons for Previous Unsuccessful Termination(s)

     • Determine what actions the individual has taken to resolve previous issues that resulted in a termination.
     • Explore what services VR could offer that might help resolve those issues and result in a successful employment for the individual.
     • Document the discussion and conclusions in a Task Note.

       • Proceed if it appears the individual is ready to successfully engage in services and appropriate services are available.
       • Do not proceed if it appears the individual is not ready to successfully engage in services or appropriate services are not available.

         • Refer the individual to appropriate community resources.
         • Terminate the case from I & R. If the individual wants to apply for services an application should be taken and the case subsequently terminated from applicant status. Advise individual of his/her right to appeal a termination after applying.
         • Provide the individual information about the Client Assistance Program.

   • Discussing Work History and Expectations

     • Obtain a thorough work history with the goal of obtaining sufficient information and understanding to determine/assess eligibility and to identify any Employment Planning Readiness (EPR) Factors.
     • Ascertain what the individual has recently done to look for work as a means of assessing the individual’s commitment to and skills in seeking employment.

   • Addressing Employment Planning Readiness (EPR) Factors

     • Share with the individual any EPR Factors identified that may positively or negatively impact his/her ability to successfully participate in planning, services, and employment.
     • Discuss with the individual referral to an appropriate community resource(s) to address EPR Factors that may negatively impact his/her participation in planning, services and employment.
     • Identify with the individual EPR Factors to be addressed with Team services.
     • If the individual self discloses any sexual offenses, first review the Sex Offender Policy Sex Offender Policy and explore criminal history thoroughly.

   • Determining/Assessing Eligibility

     • Determine/assess the presence of an impairment. Assure the individual understands that psychological testing VR arranges and/or funds may result in a mental health diagnosis and document this discussion in the task notes.
     • Determine/assess how the individual’s impairment results in a substantial impediment to employment.
     • Determine/assess that the individual can reach an employment outcome as a result of services. (Presumed)
     • Determine/assess that the individual requires VR services.

   • Offering the Opportunity to Sign and Complete an Application and VR Information Release Form

     • Inform the individual that the decision to apply is his/her decision.
     • Emphasize the commitment expected of the individual.
     • Refer individuals who decide not to apply to appropriate community resources.
     • Review with individual the “Information for You” section of the Application Form.
     • Obtain applicant, and if appropriate, parent, guardian or representative, dated signature.
     • Provide VR Representative dated signature.
     • Complete release of information form(s) with client. If the individual self discloses any sexual offenses, review policy regarding confidentiality. Review the Release of Information form, specifically identifying the section pertaining to the Sex Offender Registry under “Consent to Release and Exchange Information” to assure the individual understands that VR will inform potential employers that he/she is on the Nebraska Sex Offender Registry and/or convicted of any registrable offense under the Nebraska Sex Offender Registration Act prior to January 1, 1997, for the purpose of obtaining suitable employment.

       • Inform the individual their offense(s) creates significant limitations with respect to several career areas, and as a result, career planning and job placement goals may be impacted.
       • Inform individual a signed and completed VR Application and the VR Release of Information Form are required to be able to provide VR Services.
       • If the individual self discloses that he/she is not in compliance with the Nebraska Sex Offender Registration Act, Nebraska VR will not provide services to the individual until full compliance has occurred (Nebraska Sex Offender Registration and signature on VR Release). (Review with Scott Summers by telephone (402-471-7828) or email (scott.summers@nebraska.gov) prior to release.)

     • Provide individual with a copy of all forms completed.
     • Refer individual who decides to apply to appropriate community resources.

   • Completing the Nebraska VR ABI Screen

     • Complete the screen if the applicant answered “yes” or “not sure” to the ABI pre-screening question on the application. If the applicant answered “no”, no further action is needed.
     • Discuss results of the screen and challenges checklist with the applicant, determining functional impact of any noted injury(s), illness(s) or event(s).
     • Obtain a signed release to request existing records that may confirm the noted injury(s), illness(s) or event(s) and resulting physical or cognitive impairments.
     • Give the applicant a Nebraska Brain Injury Information, Referral and Resource Facilitation Services brochure (download from VRIS) and ask if they would like assistance in contacting the Brain Injury Association of Nebraska for information and referral services.
     • Email or fax the completed screen and challenges checklist to Keri Bennett, keri.bennett@nebraska.gov or (308) 865-5348. *For vocational planning purposes, it is recommended to refer eligible clients with challenges resulting from ABI for Vocational Evaluation (Perceptual Memory Task and VCWS 6 Independent Problem Solving) to assess the potential impact of their challenges on employment.
     • For guidance on neuropsychological assessment for ABI, conditions that warrant it, and neuropsychologist qualifications, refer to the Comprehensive and Brief Neuropsychological Evaluation Guides on VRIS under Resources. For additional help, contact Keri Bennett, Program Director for ABI.

   • Summarizing the Employment Discussion with the Individual

     • Achieve agreement with the individual on what was discussed, decisions made and next steps.
     • Record the sexual offense(s) in the Summary of Employment Discussion Task note under the heading Legal Situation. Some offenses may not be readily identifiable as a sex offense. If there is any question about the nature of an offense, review it with Scott Summers by telephone (402-471-7828) or email scott.summers@nebraska.gov prior to taking an application.
     • Use either the Employment Discussion Summary Form or a Next Steps Form. Provide the client with a copy of all documents used during the Employment Discussion.

   • Introducing the Employment Planning Process Meet You Where You Are Model

     • Determine if the employment planning process Meet You Where You Are Model would be best introduced at the first meeting or at a subsequent meeting.
     • Discuss the opportunities to engage clients into the process as soon as possible through rapid engagement and the discovery phase of the Meet You Where You Are model.
     • Consider team and community services and resources that have been identified to address each of the EPR Factors. If there are no services, providers or resources for a particular EPR Factor, developing an IPE and providing services may not be appropriate.

   • Completing a Task Note for each Employment Discussion Session Using the Following Section Headings as Appropriate to Each Session.

     • Why the individual came to VR
     • Presenting impairment
     • How the impairment causes vocational issues
     • General work history
     • General educational history
     • Family situation
     • Legal situation
     • Other agencies involved
     • Economic situation
     • Impressions
     • Next steps

Individuals who receive an Employment Discusson to VR shall be provided the opportunity to apply to the Employment Program.

All individuals completing an application are required to complete a VR Information Release at the time they sign the application.

Applicants answering “yes” or “not sure” on the ABI pre-screening question on the application are to complete a Nebraska VR ABI Screen.

When possible, prior to beginning the Employment Discussion, the specialist should consult with his/her Office Director if the referral had previously been terminated unsuccessfully. This discussion should include identifying the issues that contributed to the previous termination, actions one would expect the previous client to have taken to resolve the issues, and/or the services that VR could reasonably offer to help resolve the issues.

If eligibility can be determined at the conclusion of the Employment Discussion, inform the individual of his/her eligibility.

If eligibility cannot be determined at the conclusion of the Employment Discussion, inform the individual as to why the eligibility decision cannot be determined and what additional information will be needed to make the decision.

While information is being gathered, the individual should proceed with the employment planning process.

Assure there has been clear communication between VR staff and the client during any Employment Discussion. Either a Next Steps form or a Summary of Employment Discussion form should be used with a copy provided to the client.