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Disability CoordinatorOrientation
Meeting Center Disability-Related PRH Requirements
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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.
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Disability-Related PRH CitationsDisability-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)
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Chapter 1Applicant File Review
Process
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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
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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.
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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!
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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
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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 609.
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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
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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
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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.
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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.
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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 11-07
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
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Chapter 2 Introduction to
Center Life
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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))
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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
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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
Sylvia Domagalski, RNDallas Region Disability CoordinatorJuly 2011
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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 2 2.2.R1b (Disability Program)
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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.
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Chapter 5 Staff Training
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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
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Chapter 6 Disability Program
Requirements
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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)
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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.
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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
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Chapter 6–Disability Coordinator
Resource:
Refer to the JC Community Disability Website
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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)
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Chapter 6- Data Collection
Resource:
CIS User Guide – Disability Data Collection & Reasonable Accommodation Plans
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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
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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.
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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):
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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
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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*
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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
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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))
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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)
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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
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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.
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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.
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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
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Chapter 6–Accessibility
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Resources
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Regional Disability Coordinators• Boston Region – Lisa Kosh
[email protected] • Philadelphia and Atlanta Regions – Nikki Jackson
[email protected] • Dallas Region – Laura Kuhn
[email protected]• Chicago and San Francisco Regions – Kim Jones
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Appendix 606• Outlines obligation to communicate effectively with
persons with disabilities
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Appendix 607• Describes requirements for transmission, storage, and
confidentiality of medical, health, and disability-related information
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Job Corps Disability Website
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Job Corps Learning Disabilities Website
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Job Accommodation Network (JAN) ASKJAN.ORG
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