washington initiative for supported employment (wise) · 2018-08-01 · activities required by...

Employment First Implementation Report, Contract #143999 Amendment #5 2017

Wise Annual Training and Final Report 2016-17

Washington Initiative for Supported Employment (Wise) Oregon Statewide Employment First Implementation Project

Employment First Annual Training and Final Report for the period 7/1/2016 through 6/30/2017

June 30, 2017 updated 8/24/27

A. Introduction This report summarizes the training and technical assistance activities performed under Contract #143999 by the Washington Initiative for Supported Employment (Wise) and its subcontractors during the period July 1, 2016 through June 30, 2017. The work reported here is based on Amendments #4 and #5, which adjusted some items in the original Statement of Work and extended work through June 30, 2017. This report focuses on the amended Contract, addressing the amendments for Sections 2d, as defined by the contract, and only for those requirements effective between July 1, 2016 and June 30, 2017. This report also includes a report on Amendment Section 2e, Community Capacity Building, for the same time period. Thus, this report extends, rather than repeats information provided in previous reports. Contracted activities related to training and technical assistance during the July 2016 through June 2017 period were defined in Section 2d either in Amendment #4 or #5 and include 16 two-day Core Supported Employment Training (CSET) events for the Oregon Employment Leadership Network (OELN), four (of a total of 8) virtual Community of Practice sessions, and a Meet at the Mountain event. Activities required by Section 2e, Community Capacity Building, include the Trainer Mentoring Pilot Program, up to 12 technical assistance consultation requests by Local Employment First Teams, and managing three CESP Exams at multiple locations around the state. Although the amendment still refers to providing ongoing support to individual Employment First Teams, DHS representatives requested that Wise stop providing that support to the teams. The report confirms and verifies that all requirements of the contract have been met related to training and technical assistance.



B. Employment First Implementation Training and Technical Assistance Activities 2015-2016

Exhibit A, Part 1 “Statement of Work”, Section 2 “Work to be Performed”, subsection b.

“Management of Overall Training and Supported Employment Training”, item (12):

(11) By June 30, 2017, Contractor shall evaluate the effectiveness of the training and

technical assistance activities in Section 2.d. and community capacity building

activities in Section 2.e.of this Exhibit completed during the state fiscal year 2016-

2017, and prepare an annual training report to be provided to DHS, which shall

include, but is not limited to, data reflecting the titles of trainings, number of

participants, geographic location of training(s), agency affiliation, and number of

participants who have subsequently sat and passed national CESP exam.

Contract #143999, Amendment Number 5, Item 2.b.(12)

This report summarizes the training and technical assistance activities and deliverables, as well

as those related to community capacity building, completed by the Wise Employment First

Implementation Team a during the period 7/1/2016 through 6/30/2017. All deliverables were

completed and reported in Employment First Implementation Monthly Activities reports, with

links to relevant documents, as appropriate.

On Demand Modules

Exhibit A, Part 1 “Statement of Work”, Section 2 “Work to be Performed”, subsection d

Training and Technical Assistance Activities, item (9):

(9) By January 15, 2016, Contractor shall coordinate completion of the On-Demand

Module Series. Contractor shall, in collaboration with DHS and authorized Subject

Matter Experts, complete the design, development, and content for an “On Demand”

recorded module training series consisting of ten (10) modules targeted to

Vocational Rehabilitation Counselors (VRC’s). Services Coordinators (SC’s) and

Personal Agents (PA’s). Modules will include PowerPoint slides, content, and

scripts. The purpose of these modules is to provide training to VRCs, SC’s, and PA’s

addressing Oregon’s Core Competencies for Employment Services for Services

Coordinators and Personal Agents adopted by DHS.

Contractor shall coordinate and attend monthly teleconferences with DHS and

Stakeholders unless mutually agreed to cancel by both DHS and Contractor.

Contractor shall have at least one in-person meeting with DHS and Stakeholders.

Contract #143999, Amendment Number 4, Item 2.d.(9)



Work on these modules began in March 2015, during a previous contract period. Ten module

PowerPoints and Scripts were created with the assistance of over 30 Subject Matter Experts.

Each module incorporated interactive learning components. Review Teams consisting of

approved Subject Matter Experts reviewed and recommended edits for content and language

for all module drafts. Wise staff incorporated edits recommended by the Review Teams. All

Modules had completed PowerPoints and Scripts for voice over which were converted to Story

Boards that contained on screen and script content as well as direction and any suggested

graphics. Materials developed in addition to the modules included tables for on-screen

content, an Introduction, Glossary, and Marketing Information.

In March, 2016, Wise staff incorporated final review edits of the Introduction, all Modules,

Tables, Marketing Information, Glossary, and Resource Materials, and submitted final versions

to the Employment First Office. Employment First will produce the Training Series. In 2017,

ODDS informed Wise that these modules are on hold.

Deliverables for On Demand Modules: Completed



OELN Training

Exhibit A, Part 1 “Statement of Work”, Section 2 “Work to be Performed”, subsection d. Training and Technical Assistance Activities, item (11):

(11) Effective July 1, 2016 through June 30, 2017, Contractor shall provide 16, 2-day events or 32 days of CSET for the OELN, designed to meet Oregon’s published Core Competencies for Supported Employment Professionals. The trainings are designed to meet the expectations and outcomes of Executive Order 15-01, which supersedes Executive Order 13-04 issued in April 2013.

The trainings may be in the form of an “academy” approach with basic and advanced training components. The training strategy must also include components for ensuring leadership of Provider agencies with participating staff, are aware and supportive of the training received by their staff and demonstrate a commitment to utilize the acquired skills within the organizational structure. The goal is to increase the number of qualified Employment Professionals across Oregon. Solicitation of training participants will be a mutually shared responsibility between Contractor and DHS. Effective July 1, 2016, trainings shall promote a standard of 20 hours of work for competitive integrated employment and having a goal of maximum number of work hours consistent with an individual’s abilities and preferences, and based on person centered planning. Trainings must have a minimum of 20 participants registered or the training will be cancelled and rescheduled. Cancellation must be mutually agreed to by DHS and Contractor. For contract period effective upon execution of Contract Amendment #4, if the total projected participation for the state fiscal year 2016-2017 is below 100, then DHS or Contactor may initiate renegotiation of Sections 2(b) and 2(d) of this Exhibit.


Training Events Provided. Between 7/1/16 and 6/30/17, the project provided a total of 17 two-day events representing 34 days of training in the Oregon Employment Learning Network (OELN), surpassing the 16 2-day events required by the contract amendment. The specific events provided addressed the Core Supported Employment Training (CSET) core competencies as well as the expectations and outcomes of Executive Order 15-01, which superseded



Executive Order 13-04. Specific events, as well as the trainers, dates, locations, attendance and registration information for each, are listed in Table 1. Table 1. Summary of OELN CSET Sessions July 2016 through June 2017

Seminar Session Leaders1 Dates & Locations # Attended / Registered

Introduction to Supported Employment, Discovery & Employment Planning

Emily Harris, Wise

Jim Corey, Wise

Jenny Crook, Wise Michelle Furman, Shangri-La Debra McLean, Wise

7/14-7/15/16 Eugene 11/2-11/3/16 Pendleton 1/17-1/18/17 Medford 4/19-4/20/17 Bend

33/44 22/41 17/23 33/40

Social Security Benefits & Work Incentives

Paula Fitch, WIN Susan Harrell, Wise Gene Rada, WIN Arlene Jones, DRO Lynel Wilcox, LILA Jill Hannemann, Abilitree Ryan Farrow, Wise

8/23-8/24/16 Bend 10/26-10/27/16 Portland 2/1-2/2/17 Salem 5/2-5/3/2017 Pendleton

28/50 27/53 43/51 19/33

Job Development and Marketing

Trish Borden, Consultant Monica McDaniel, Wise Val Morgan, Conscious

Moves Aimee Sharp, Wise Claire Prichard, UCP

7/12-7/13/16 Portland 11/29-11/30/16 Medford 3/22-3/23/17 Eugene2 4/11-4/12/17

Pendleton

40/45 22/29 43/52 26/36

Systematic Instruction & Follow-along

Robyn Hoffman, Wise Teri Johnson, Consultant Aimee Nelson, Trillium

7/6-7/7/16 Salem 10/18-10/19/16 Bend 1/24-1/25/17 Portland 4/26-4/27/17 Eugene 5/17-5/18/17 Salem

48/50 31/51 50/53 42/53 42/54

Totals 20 Session Leaders 172-day Seminars 566/7583 1 = Individual session leaders listed participated in one or more of the seminars held. 2= This seminar was originally scheduled for February 7-8 in Eugene, and rescheduled due to weather. 3= Seminar and total sum of attendees/registrants includes duplicated counts if individuals registered for or

attended more than one seminar.

ODDS and Wise agreed to increase the number of Systematic Instruction seminars to five, given the need for this critical skill across the state. Wise provided each of the other three OELN seminars four times in different cities around the state. Three of the four training teams in the series had changes in trainers, mainly due to increased Oregonian training capacity and efficiency.



Registered Participants. Table 1 included the number of participants registered for, as well as the number actually in attendance at each event. A total of 566 participants attended and 758 registered for the OELN CSET events that were held between July 2016 and June 2017. These figures include duplicate counts for any participant who registered for and/or attended more than one seminar during the time period. Individuals who registered for but subsequently canceled their registration are not included in this count. As shown in Table 2, 380 unique individuals attended seminars during this time period, with 15 unduplicated individuals attending four seminars in the series during this reporting period only. A total of 82 individuals attended two seminars, 24 attended three, and 259 attended just one seminar during the reporting period. These totals do not represent all individuals who have attended OELN, because these counts don’t include attendance at seminars held during reporting periods prior to 10/2014.

Table 2. Number of OELN Seminars Each Year Attended by Individual Participants between 10/2014 and 6/2017 (Unduplicated Counts)1.

Number of Seminars Attended by Individual

Participants

Number of Participants

10/2014 through 6/2015

(9 Months)

Number of Participants

7/2015 through 6/2016

(12 months)

Number of participants

7/2016 through 6/2017

(12 months)

1 141 251 259

2 33 84 82

3 16 31 24

4 3 15 15

5 0 1 0

Total Unduplicated Count

193 382 380

Number of seminars 10 16 17 1 = Counts were completed within each 9- or 12-month year and do not consider if an individual

attended seminars across more than one time period.

These participants represented a wide range of roles, including service providers, Vocational Rehabilitation, schools, service coordinators/personal agents, family members and self-advocates. The roles—and the number of persons who self-reported each—are summarized in Table 3, below. Nearly 85% of the participants attending OELN seminars represented vocational or residential service provider agencies.



Table 3. Participant Roles Attending OELN CSET Sessions July 2016 through June 2017 (Duplicated Counts) as Reported by Participants1

Seminar Role

Intro. to SE, Discovery, &

Career Planning

Job Development & Marketing

Social Security Benefits &

Work Incentives

Systematic Instruction & Follow-

along

TOTALS

Service Provider-Vocational

803 100 92 173 445

Service Provider-Residential

6 3 3 7 19

School/YTP 2 8 5 11 26

VRD 1 0 4 0 5

Family/Self advocate

2 0 2 2 6

Service Coord/ Personal Agent

3 2 6 1 12

State-ODDS 0 0 0 1 1

Other 9 9 4 7 29

Totals 7/2016-6/2017 (12 mos.) 2

103 122 116 202 543

Totals 7/2015-6/2016 (12 mos.)

154 108 147 167 576

Totals 10/2014-6/2015 (9 mos.)

83 71 34 63 251

Totals 10/2013-9/2014 (12 mos.)

91 79 59 97 326

Total 10/2013-6/2017

431 280 356 529 1696

1 = If a person attended more than one OELN CSET event, they are counted in these data for each event attended. 2 = 2016-17 included 5 Systematic Instruction seminars, and 4 each of the Introduction, Social Security and Job

Development seminars. 3 = Some participants entered a title rather than type of agency/role. Titles such as Job Coach, Employment

Specialist were assumed to be, and counted under, Service Provider—Agency. This might have resulted in a few individuals categorized incorrectly. When the title did not easily match with a type of agency/role (e.g., Director, Program Manager), it was counted under “Other.” A few individuals selected more than one category and were counted under each; others did not respond to this question. Therefore, counts may not match totals given elsewhere for individual seminars.



The intent for this series of OELN CSET training was to increase the number of qualified Employment Professionals across Oregon. To determine performance related to this contract item on persons new to the training, Wise included two questions in the registration process related to experience. The responses to these questions are included in Table 4. Based on those indicating they had not received training on the topic of the seminar attended, 341 individuals or 63.5% of 537 (duplicated) attendees met the criterion of being new to the training and core competency content. Table 4 summarizes the number and percent of “Yes” responses to the question, “Have you ever received training on this topic?” Despite many never having received training on the topic attended, 70% of respondents indicated they had helped an individual with intellectual/developmental disabilities to get a job. Table 4. Experience Level Reported by OELN CSET Attendees1

Question #

Respondents1 # “Yes” “Yes” % of

Respondents

Have you ever received training on this topic? 537 196 36.5%

Have you ever helped someone with an intellectual or developmental disability obtain and/or maintain individual employment in the community?

556 388 70%

1 = Data include duplicated counts if one person attended more than one CSET seminar

Feedback on OELN sessions. Table 5 summarizes feedback on individual OELN seminars held during this reporting period, as well as summarizing across seminars within a topic. Overall, seminar participants appear to be very satisfied with OELN. ACRE Certification. In 2016, Wise submitted an application to The Association of Community Rehabilitation Educators (ACRE) to obtain ACRE Certification for the OELN seminar series. ACRE is a national organization for trainers and educators who work in the field of employment for people with disabilities. ACRE helps to promote competency-based training in the field of supported employment by evaluating curricula submitted for review against nationally recognized competencies. OELN successfully achieved ACRE Certification by July 1, 2016 and therefore participants who complete the full four-seminar OELN Training Series after that date now earn ACRE Certification. Due to the high demand for training, Wise, on occasion, offers OELN seminars in Oregon that are not funded by DHS. Therefore, participants may earn ACRE Certification through the OELN series by attending either the DHS-funded seminars, the OELN seminars offered by Wise funded through participant fees, or a combination of both. A total of 18 individuals earned ACRE Certification during this contract year by attending either state-sponsored OELN seminars or a combination of state-sponsored and participant-funded OELN seminars. In addition, ODDS agreed to certify the OELN trainings that were offered prior to July 1, 2016, granting state certification to individuals who completed any OELN seminars prior to the ACRE certification.



Table 5. Summary of Satisfaction Scores for OELN-CSET Training July 1 2016-June 30 2017

Seminar Dates Attendance City

Trai

nin

g

Pre

sen

ter

Mat

eri

als

Val

ue

of

Info

Loca

tio

n

Tim

ing

of

Trai

nin

g

Introduction to Supported Employment, Discovery & Career Planning

7/14-7/15/16 33 Eugene 4.61 4.76 4.47 4.82 4.12 4.36

11/2-11/3/16 22 Pendleton 4.52 4.64 4.29 4.68 4.05 4.33

1/17-1/18/17 17 Medford 4.31 4.47 4.06 4.47 4.18 4.35

4/19-4/20/17 33 Bend 4.39 4.45 4.16 4.55 4.61 4.29

Average Across Intro/Discovery Seminars1 4.46 4.58 4.25 4.63 4.24 4.33

Survey Response Rate2 99.0%

Social Security Benefits & Work Incentives1

8/23-8/24/16 28 Bend 4.67 4.60 4.50 4.87 4.87 4.73

10/26-10/27/16 27 Portland 4.37 4.44 4.30 4.41 4.33 4.07

2/1-2/2/17 43 Salem 4.04 4.14 4.06 4.31 4.16 3.96

5/2-5/3/17 19 Pendleton 4.15 4.19 4.29 4.52 4.24 4.24

Average Across Social Security Benefits Seminars 4.31 4.34 4.29 4.53 4.40 4.25

Survey Response Rate 97.4%

Job Development and Marketing

7/12-7/13/16 40 Portland 4.38 4.36 4.23 4.54 3.82 4.10

11/29-11/30/16 22 Medford 4.62 4.75 4.57 4.67 4.10 4.29

3/22-3/23/173 43 Eugene 4.49 4.57 4.31 4.60 4.14 4.29

4/11-4/12/17 26 Pendleton 4.59 4.67 4.63 4.74 3.85 4.37

Average Across Job Development Seminars 4.52 4.59 4.44 4.64 3.98 4.26


Systematic Instruction & Follow-along

7/6-7/7/16 48 Salem 4.36 4.47 4.22 4.44 4.39 4.43

10/18-10/19/16 31 Bend 4.60 4.70 4.40 4.63 3.65 4.25

1/24—1/25/17 50 Portland 4.58 4.71 4.33 4.48 2.81 4.15

4/26-4/27/17 42 Eugene 4.56 4.73 4.41 4.16 4.37 4.41

5/17-5/18/17 42 Salem 4.46 4.54 4.24 4.46 4.34 4.20

Average Across Systematic Instr. Seminars 4.51 4.63 4.32 4.49 3.91 4.28


Average Across All 17 OELN Seminars 4.45 4.54 4.33 4.57 4.13 4.28

1 = All averages across seminars are calculated using the seminar average scores, rather than calculating across all

individual ratings. This method gives each seminar event equal weight in the calculation. Therefore, a seminar with 21 responses is weighed as heavily as another seminar with 41 responses.

2 = Response rate across seminars 3 = This seminar was originally scheduled to be held 2/22-2/23/17, but was rescheduled to 3/22-3/23/17 due to a

snow storm.



Deliverables related to OELN Training: Completed. Wise completed 17 2-day OELN Seminars (34 training days), one 2-day seminar above the 16 seminars required by this contract amendment. Community of Practice for Employment First Teams

Exhibit A, Part 1 “Statement of Work”, Section 2 “Work to be Performed”, Subsection d. “Training and Technical Assistance Activities”, item (12):

(12) Effective upon execution of Contract Amendment #4 through June 30 2017,

Contractor or DHS approved subject matter experts will host and conduct 8 virtual Community of Practices (CoP’s), on an average of quarterly basis, for local Employment First Teams. CoP topics will be mutually agreed upon by DHS and Contractor, with input from local Employment First Teams.

Contract #143999, Amendment Number 5, Item 2.d.

(12)

During the previous contract year, Wise held four web-based Community of Practice sessions targeted for members of Employment First Teams—on 12/16/2015, 2/26/2016, 4/22/2016 and 6/24/2016. The June, 2016 final report included information on those sessions. The remaining four Community of Practice sessions, described below, occurred between July 1, 2016 and June 30, 2017, on 1/5/2017, 2/3/2017, 3/9/2017 and 5/920/17. At least 352 individuals attended the webinar series (duplicated count). This total and the number of participants listed for each webinar most likely significantly undercounts participants. Because the webinar system only records the number of computers logged on to the webinar, multiple people could view each of the webinars on the same computer. The Community of Practice webinar held January 5, 2017 focused on “Employment is Everyone’s Job: Employment Team Collaboration and Coordination. Panelists included Teresa Knowles (ODDS), Stephanie Roncal (ODDS), Diane Ashley (VR), and Penny Hartley (VR). Topics included: team member roles, service planning and coordination, timelines and collaboration points, how discovery and stabilization trigger next steps, and frequently asked questions. More than 130 people tuned in for this webinar. The February 23, 2017 Community of Practice webinar was “Recruit, Train, Retain: How to Build a Successful Employment Team”, attended by at least 68 attendees. Panelists discussed strategies they use in their organizations to increase retention and resiliency in their staff. The panelists were: Cesilee Coulson, Executive Director, Wise; Mike Schmidt, Director of Employment Services, MV Advancements; Xochil Springer, Employment Specialist, UCP; and Josh Bearman, Executive Director, TVW, Inc. The discussion also included strategies for



recruiting employment staff, identifying the right fit for your team, and staffing/structuring your team for success. On March 9, 2017, Wise held the Community of Practice webinar, “Making the Business Case for Hiring.” At least 79 persons attended this webinar. Panelists included practitioners and an agency board member/business executive: Cathy Sacco, Senior Program Manager, Wise; Brent Kell, Chief Executive Officer, Valley Immediate Care LLC; and Heidi Dirkse-Graw, President/CEO/Counselor at DIRKSE Counseling & Consulting, Inc.

Wise held the final Community of Practice webinar on May 9, 2017, on the topic: “Collaboration between Employment First Teams”. Participating panel members were: Jenny Crook, Program Manager, Wise; Michelle Furman, Community Employment Services Manager, Shangri-La: Melissa Miller, Employment Solutions Program Manager, UCP; and Nicholas Von Pless, Supported Employment Manager, Community Access Services. The Community of Practice involved at least 75 participants from around the state. Discussion included how Employment First Teams are collaborating to expand opportunities within their business networks, and who should be at the table for successful collaboration. Panelists gave insights about Employment First Team programming (e.g., meeting structure, schedules, topics covered, steering committees) and how to engage the wider community (e.g., employers and other stakeholders, events, and marketing.) The panelists also shared success stories related to how their spirit of cross-organization collaboration has led to an enriched Employment First Team experience, strengthening teams and advancing outcomes for all.

Deliverables related to the Web-based Community of Practice: Completed Meet at the Mountain IV

Exhibit A, Part 1 “Statement of Work”, Section 2 “Work to be Performed”, Subsection d “Training and Technical Assistance Activities” Item (13):

(13) Effective July 1, 2016 through June 30, 2017, Contractor shall design and host “Meet at the Mountain” for OELN and Employment First teams to occur in the Spring of 2017. “Meet at the Mountain” will provide an opportunity for employment support professionals and employment Provider organizations to learn, share and exchange best practice methodologies and enhance their core competencies.


Planning. Wise planned the fourth Meet at the Mountain with the assistance of a broad-based Advisory Committee and a smaller work group, beginning the formal planning meetings in



September 2016. The purpose of the Advisory Group was to provide general direction and feedback related to the event, including suggesting session topics and presenters. The smaller Wise Work Group carried out the actual tasks associated with the event, such as making site arrangements, drafting the agenda, and completing presenter logistics. Wise presented Work Group activities and drafts to the Advisory Committee for further review and input. Thus, the Advisory Committee discussed event content, flow, breakout topics and presenters, keynote, logistics, schedule, registration and roles. Advisory Committee members also provided assistance at the Meet at the Mountain event itself. Members of the Advisory Group are listed in Table 6.

Table 6. Planning Group Supporting Meet at the Mountain IV

Planning Group Member by Organization

Oregon Rehabilitation Association

Danielle Vanderlinden

Vicki Devlin

Advocacy Representatives

Dana Stone

Jordan Ohlde

Ross Ryan

State Personnel

Heather Lindsey, ODE

Acacia McGuire Anderson, DHS-ODDS

Ann Balzell, VR

Stephanie Roncal, DHS-ODDS

Angela Yeager, DHS-ODDS

Jerrid Williams, DHS

Erica Drake, DHS

Sabrina Cunliffe, VR

Rebecca Sexton, DHS-ODDS

Brokerage

Heather Hopkins-Schlecta, Full Access High Desert

Wise Staff

Brandi Monts, Event Coordinator

Jenny Crook

Robyn Hoffman

Joyce Dean

Emily Harris

Ryan Farrow

Debra McLean

Morgan Cain (Team Support)



Attendance. The fourth “Meet at the Mountain” (MTM IV) was held outside Bend at Sunriver Resort, April 5-6, 2017. A total of 404 people formally registered for the event and 357 actually attended. This attendance represents a 27.5% increase over MTM III. Since the first Meet at the Mountain, the target audience for the event has expanded. Initially focused on project-supported Employment First Teams only, MTM II added invitations to participants from the OELN training series. MTM III added schools personnel. MTM IV included a focus on expanding the presence of self-advocates and family members. Thus, 853 persons in total (duplicated count) have attended the four Meet at the Mountain events held. Figure 1 presents the increase in registrations and attendance across each of these events. Figure 1. Attendance at MTM Events

Figure 2 summarizes the roles of attendees at Meet at the Mountain IV, as self-reported during registration.

MTM I MTM II MTM III MTM IV

Registered 146 298 404

Attended 82 134 280 357

0

50

100

150

200

250

300

350

400

450

500

Nu

mb

er

of

Pe

op

le

Attendance at MTM Events



Figure 2. Participant Roles Attending Meet at the Mountain IV

Based on this analysis, Meet at the Mountain included a broad mix of participants, including employment agencies, Vocational Rehabilitation, ODDS, schools/Transition Network Facilitators, family members, advocates, brokerages, and CDDPs, as well as a mixture of management level and direct staff. Participants also included consultants, employers, board members, and benefit planners. Twenty-nine individuals were identified as family members or advocates, compared with six at the previous Meet at the Mountain. ODDS established a stipend program to help people served by DHS and/or one caregiver/family member to attend, with the intention of increasing advocate participation in this conference. Wise and ODDS worked to reach out to this population through various avenues including online postings and email lists. A total of 48 stipend slots were available and 22 of them were used by conference attendees.

Of the 357 attendees at Meet at the Mountain IV, only 32 attendees (9%) completed and turned in the post-event survey. This section of this report summarizes the results to the general survey, which included questions related to the overall conference, the general sessions, and conference logistics.

11

2

4

5

7

10

14

15

18

19

30

45

47

61

69

0 10 20 30 40 50 60 70 80

Other or Unknown

Benefit planner

Board or Administrator

Employer

Transition Network Fac/ODE

State-ODDS

Family member

Advocate

Job Coach/Job dev/Disc/PSW

Consultant

Brokerage/CDDP incl PA/SC

Schools

State-VR

Employment Agency Mgt

Employment Professional

Number of People Attending

Roles Attending MTM IV



Participant Feedback: MTM Overall. Participants were asked to provide written feedback on the overall event, as well as on the break-out sessions they attended, on surveys distributed during Meet at the Mountain IV. The next few tables and graphs provide summaries related to aspects of the overall event. Table 7 summarizes satisfaction scores related to aspects of the overall event.

Table 7. Feedback Summary for Overall Event: “Please rate your satisfaction with each of the following aspects of Meet at the Mountain III”

Aspects of the Event # Responses NOT including "Didn't

Attend or NA"

Average Score1

Family Welcome Reception 10 4.10

Opening Keynote: Jason Quick 30 4.67

Kick-off: The State of Employment First 27 4.12

Networking Event (Wednesday Evening) 17 4.12

Dinner Presentation: Success Stories 20 4.15

Closing Session: Planning Your Next Expedition 17 4.24

Geographic Location of Event 31 4.26

Sunriver Resort & Conference Rooms 31 4.39

Meals Provided 31 4.00

Range of Choices for Break-out Sessions 30 4.27

Meet at the Mountain IV Overall 31 4.32 1 = The average score was calculated using the following points assigned to each level of response:

Unsatisfactory=1, Below Average=2, Average=3, Above Average=4, and Excellent=5.

Figure 3 depicts the percent of responses within each item with a rating of “Above Average” or “Excellent.” For four items, 90% or more of the respondents indicated that aspect of Meet at the Mountain was Above Average or Excellent: The Opening Kick-off by Jason Quick (97%), the Kick-off about the State of Employment First (96%), the Meet at the Mountain event overall (90%), and the Dinner Presentation of Success Stories (90%). Items with the lowest percentage of Above Average or Excellent scores were: Meals provided (65%), the Family Welcome Reception (70%), the Wednesday evening networking event (71%), and the Geographic Location of the Event (77%). Overall, it is clear that the Meet at the Mountain participants who responded to the post-event survey were satisfied with the event.



Figure 3. Percent of Total Responses to Items scored “Above Average” or “Excellent”

Analysis of Open-ended Questions. The end-of-conference feedback form also included three open-ended questions:

• What was the most important thing you did or learned at the Meet at the Mountain IV?

• What could have been included or done better to improve the event?

• Any Additional Comments?

Responses to each of these questions were analyzed for themes, which are summarized below.

Question: What was the most important thing you did or learned at the Meet at the Mountain IV? Of the 32 survey respondents, 24 responded to this question. Because a few of the participants gave more than one concept in their response, 28 individual comments were analyzed. Table 8 summarizes these comments, and includes the number of respondents who made comments about that theme.

65%

70%

71%

77%

82%

83%

84%

90%

90%

96%

97%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Meals Provided

Family Welcome Reception

Networking Event (Wednesday Evening)

Geographic Locaion of Event

Closing Session: Planning Your Next Expedition

Range of Choices for Break-out sessions

Sunriver Resort & Meeting Rooms

Dinner Presentation: Success Stories

Meet at the Mountain IV Overall

Kick-Off: The State of Employment First

Opening Keynote: Jason Quick

% of Ratings Above Average or Excellent



Table 8. Analysis of Open-Ended Responses to: “What was the most important thing you did or learned at Meet at the Mountain IV?”

Theme Number of Responses

Sample Responses

Learn about something

10 Other organizations/initiatives; Strategies for rural areas; Job development strategies; Collaboration; Strategies for working with people with disabilities, Different viewpoints, VR, WIOA

Network 5

Success Stories 4 Writing success stories; Hearing from self-advocates

Public Sector session 3 Public Sector employment

Inspiration 2 Rejuvenation

Need to do 2 Need to have faith in your work; Need to innovate

Topics 2 Great variety of topics; More focused sessions

Total comments 28

Question: What could have been included or done better to improve the event? Twenty-two participants responded to this question, leaving 27 total individual comments. Of these, 13 were suggestions related to content, 10 were suggestions related to logistics/schedule/site, and four were general positive comments. Table 9 summarizes these responses.

Table 9. Analysis of Open-Ended Responses to: “What could have been included or done better to improve the event?”


Sample Responses

Content: Suggestions 13 Fewer success stories (2); Less time on historical projects and subjects not useful to direct job development; More tools; Improve session on legislative advocacy; More on critical discussions; More on direct employment work; Add sessions addressing individuals over 40; Tip to employers that hired individuals with developmental disabilities; Add assistive technology; More information about legislation; More job specific content; Share successes in open session.

Logistics: Suggestions 10 Larger break-out rooms (3); Improve food (3); End before checkout; Improve accessibility; more time for Jason Quick; Indicate which sessions for which roles

Positive Comments: General

4 Excellent Event; It went well; Overall great event; …impressed by Wise and OELN trainings

Total comments 27



Question: Any Additional Comments? Of the 32 survey respondents, 21 included a

response to this item. Because several of the participants gave more than one concept in their response, 49 individual comments were analyzed. Table 10 summarizes this feedback. Table 10. Analysis of Open-Ended Responses to: “Any additional comments?”


Sample Responses

Positive Comments: Logistics, Site, Materials

15

Scheduling: Time between sessions, Session timing, Session length; Site: Location, Love Sunriver, Room temperature, Nice rooms, Excellent place to meet; Site staff; Materials: Access to water/pens/paper, Online materials, Bios helpful, Logo; Having no speaker at Wednesday lunch; Dinner amazing

Positive Comments: Content

11

Jason Quick (2); Peer class; Collaboration across state agencies; Information; Panel style sessions; Success stories; Informed presenters; Peer to Peer is great concept; Good variety; Good class

Suggestions & Negative Comments: Logistics, Site, Materials

5 Timing hard right after Spring Break; Would have liked agenda in advance; Travel time long; Need desks to set laptop on to take notes; Would have liked t-shirts with that logo

Suggestions & Negative Comments: Content

11

Weak break-out; Too much focus on YTP; Not enough focus on people whose only experience is sheltered workshops; Want more critical discussions; Should be focused on progress along with field support and connection: With the “Big Wigs” attending we could affect more constructive change; Needed breakfast program on Day 2; Should hear from Bend employers; More advanced sessions; Panel of employers; More networking opportunity

Total comments

49

Meet at the Mountain IV: Break-out Sessions. Meet at the Mountain IV included 24 90-minute break-out sessions, twice the number of break-out sessions at MTM III. The planning group developed the tracks and sessions to address the broad set of stakeholders being invited to attend and a wide range of interests. Therefore, break-out sessions were developed based on the following content areas: advocacy, high school transition, organizational transformation, success stories, employment specialist skills, pilot projects, and federal and state systems and policy.



Feedback on Break-out Sessions. Participants returned a total of 527 surveys across all 24 sessions, with an overall session rating average of 4.33 on a 5-point scale. Appendix A lists each session, its presenter(s), and average feedback scores for each of the three feedback questions with scaled responses (1=unsatisfactory, 5=excellent). Overall, participants appeared to be very pleased with the range of choices, the presenters, and the information provided in these sessions. Appendix B provides written comments received related to each of the break-out sessions.

Deliverables for Meet at the Mountain III: Completed C. Community Capacity Building (Amendment Section 2e.) Local Employment First Teams While the contract amendment continued to include a section [item (1) in Section 2e.] on providing ongoing support to eleven existing Local Employment Teams, DHS representatives requested that Wise no longer provide that support.

Exhibit A, Part 1 “Statement of Work”, Section 2 “Work to be Performed”, Subsection e. “Community Capacity Building,” item (2):

(2) Contractor will provide support for DHS for CSET innovation, demonstration, and

learning designed to improve collaboration and outcomes. The content of the support will be developed in collaboration with DHS.

Contract #143999, Amendment Number 5, Item 2.e. (2)

While the contract included support for innovation, demonstration and learning designed to improve collaboration and outcomes, DHS representatives did not request support in this area. Trainer Mentoring Pilot Program

Exhibit A, Part 1 “Statement of Work”, Section 2 “Work to be Performed”, Subsection e. “Community Capacity Building”, item (6) through (10):

(6) Effective upon execution of Contract Amendment #4 and by February 28, 2016,

Contractor shall design and develop a Trainer Mentoring Pilot Program which shall include…

Contract #143999, Amendment Number 2, Item 2.e. (6) through (10)



Program Design and Development. During 2016, Wise designed, developed, and implemented a Trainer Mentoring Pilot Program (TMPP) on Systematic Instruction. The June 2016 final report included specific information about Wise activities related to this program, including strategic plans, recruitment for the two cohorts of participants, and the seminars held for each cohort. Therefore, program requirements are only briefly summarized here. Since July 1, 2016, activities have focused on mentoring participants during site visits conducted by the two expert trainers. Wise has submitted monthly reports on the Trainer Mentoring Pilot Program each month of the contract period. Achieving the program’s goal of building local capacity to deliver CSET trainings that meet Oregon’s published Core Competencies for Supported Employment Professionals requires expert training and support for participants related to three distinct areas: 1. Ensuring that participants have mastered the knowledge content of the seminar, including

the ability to present the materials accurately and answer questions correctly about the content.

2. Confirming that participants have mastered the skills taught during the seminar, including

task design, task analysis and teaching learners with intellectual/developmental disabilities. 3. Assisting participants to develop personalized outlines, materials, activities, and experience

with providing group presentations that are both accurate to the content and interesting to the listeners.

To achieve these, the Trainer Mentoring Pilot Program included, for each cohort of participants: 1. A three-day seminar to: review the content and presentation tips related to the CSET

“Systematic Instruction and Follow-Along” seminar; support participant trainers to develop their own outlines, examples and activities for use in presentations; and provide an opportunity to practice “live” teaching with individuals with significant learning challenges (“consultant learners”) with real time feedback from expert trainers.

2. A two-day seminar, held approximately 3-4 weeks after the initial seminar, that focused on

giving participants an opportunity to practice brief presentations in each of the main content areas with feedback, as well as additional time to practice “live” teaching with “consultant learners” with feedback from expert trainers.

3. Homework assignments to assist participants to develop their teaching and presentation “kits” with the objective of having at least a minimally complete kit related to each topic area by the end of their participation in the program.

4. Site visits (planned at up to two days per participant) by the expert trainers for the purpose of observing and giving feedback to participant trainers at their own locations. Expert trainers gave feedback to participants on providing presentations (with staff present, if



possible) on the remaining content of the Systematic Instruction and Follow-Along seminar and their practice “live” teaching with “consultant learners.”

5. A notebook of materials, including the OELN Systematic Instruction PowerPoint, worksheets

to support participants in developing their sessions, samples and forms. In addition, after each seminar, the expert trainers sent out additional materials requested by participants, such as resources on the history of developmental disability services and definitions of systematic instruction terms.

Participants and Their Progress. Recruitment for both cohorts prioritized applicants from Transformation Grant organizations, based on the beliefs that having an in-house skilled Systematic Instruction trainer would support their organizations to achieve their transformation goals, and that organizations receiving Transformation Grant support would have both the values and systems to support using Systematic Instruction methods. In an effort to reduce the size of the geography represented by the first cohort, and therefore site visit travel, recruitment for that cohort also prioritized organizations that provided services in the Cascade Region. Recruitment for the second cohort prioritized staff from organizations with a Transformation Grant that provide services in any of the other regions of the state.

Table 11 summarizes the number of participants accepted into each Cohort and that completed the program, earning a Basic Certificate. Table 11. The Trainer Mentoring Pilot Program

Cohort #1 Cohort #2 Totals

Applicants 16 14 30

Accepted into Program 11 13 24

Completed Seminar #1 11 11 22

Completed Seminar #2 10 7 17

Completed Site Visits 6 6 12

Completed Assignments 6 6 12

Received Basic Certificate 6 6 12

Wise received a total of 16 applications for the first cohort of participant trainers; 11 applicants from organizations that are part of the Transformation Projects (with technical assistance support from either Wise or Living Opportunities) and provide services in the Cascade region were selected for participation in the program. Although the target number for each cohort was 10, the project chose to accept a higher number of applicants to allow for participant attrition. Wise selected a total of 13 participants for Cohort #2. The participants represented agencies participating in the Transformation Projects (with technical assistance support from either Wise or Living Opportunities) and providing services in any region, as well as a Wise staff person.



Participants represented providers that offer employment services in the Metro, Mid-Valley, Eastern, and/or Southern regions. Therefore, across the two cohorts, participants reflected all five developmental disability service area regions. During the program, each cohort included some individuals who would not finish the program. Reasons for this included:

• Change in job, usually to a job that would not include the need for Systematic

Instruction knowledge and skills.

• Change in employer.

• Serious health issues.

• Inability to complete assignments, usually associated with workload.

The expert trainers offered support to each person, including arranging for them to attend

another seminar, or offering to delay site visits, in an effort to bring them back into the

program.

As of the end of the pilot program, 12 individuals received a Basic Certificate. Two other

participants, although very close to earning the Basic Certificate, did not complete the program

due to family or workload issues. Because they are both so close to finishing the program, the

expert trainers have offered to do a site visit at a later time if that will assist those participants

to finish.

Learnings. The Trainer Mentoring Program was a pilot program designed to assess the

feasibility of developing a cadre of local trainers capable of delivering CSET training. Across the

work with the two cohorts, Wise has learned:

1. Program recruitment materials need to be very clear about the level of commitment

required to participate in the program. Wise revised the recruitment materials for the

second cohort to respond to this feedback from the initial cohort.

2. Based on the number of individuals who did not complete the program, we suggest a

“tighter” application process that includes a discussion with the individual’s manager. This

would likely result in stronger participant understanding, engagement and success.

3. Work with managers related to the availability of their staff who gain a Basic Certificate to

lead seminars for other organizations or in other regions of the state. Wise found strong

resistance from managers to allow their staff to put on seminars for others. Each agency

that commented insisted they needed that staff person’s time, either to do their own

training or other duties. While managers were open to including staff from other



organizations in seminars they might do for their own staff, putting on separate seminars

for other organizations did not seem feasible to them

4. Participants in the program need continued support and mentoring. Even the most skilled

of the participants has some difficulty delivering the content and accurately answering

questions from others about the content. Most participants needed more than two days

(12-16 hours) of on-site follow-up support. One future support might be to have an expert

trainer co-teach a seminar with a TMPP participant, after they earn their Basic Certificate.

5. While originally we believed that the program would develop methods and criteria for both

“Basic” (preparation for presenting to small groups) and “Advanced” (preparation for

presenting to large groups) certifications, after experience with the program, it was clear

that the program needed to focus on skills for small group presentations only. Becoming a

skilled trainer for large groups requires the personality to keep participants engaged, and an

in-depth knowledge of the content, as well as large group management skills. Usually, great

presenters develop these skills over time.

As a result of the Trainer Mentoring Pilot Program, not only have 12 individuals received a Basic Certificate attesting to their work on Systematic Instruction, but the project completed and improved the project’s program design, recruitment materials, seminar materials, practice activities, and the methodology for completing site visits to assure that participants have mastered the content and skills of Systematic Instruction. With this development effort completed, Wise is poised to repeat the Trainer Mentoring Program. We believe that every organization that is trying to do competitive, integrated employment should have at least one person on their staff that is expert in the methods of Systematic Instruction and able to train and support other staff from their organizations. This strategy would build a strong network of individuals throughout the state to ensure that organizations are using best practice strategies for preparing and teaching jobs to the persons they serve. Deliverables related to the Trainer Mentoring Pilot Program: Completed



Technical Assistance Requests—Local Employment First Teams

Exhibit A, Part 1 “Statement of Work”, Section 2 “Work to be Performed”, Subsection e. “Community Capacity Building”, item (11):

(11) Effective upon execution of Contract Amendment #4 through June 30, 2017,

Contractor shall respond to a maximum of 12 technical assistance consultation requests from local Employment First Teams to support local capacity building efforts and implementation of the Employment First Initiative. Prior to technical assistance being provided, Contractor and DHS must mutually agree to Contractor providing the requested technical assistance.

Contractor shall include a summary of any technical assistance activities provided to local Employment First Teams in its monthly report described in Section 2.b.(9) of this Exhibit.


Technical assistance requests were not well-used by local communities during this contract period. One team, Multnomah County, requested assistance, approved by ODDS, to plan an employer engagement project, and to create a more sustainable facilitation system for their team. Two Wise staff members have been providing assistance on this project. Deliverables related to Technical Assistance Requests from Local Employment First Teams: One of the 12 available Technical Assistance opportunities was received and approved by DHS. Wise staff members are providing technical assistance to the team related to the request.

CESP Exam

Exhibit A, Part 1 “Statement of Work”, Section 2 “Work to be Performed”, Subsection e. “Community Capacity Building”, item (13):

(13) By June 30, 2016, Contractor shall host, provide monitor(s), and coordinate

registration for at least 3 testing locations across the state for the CESP Exam, including supporting the cost of exam materials for a maximum of 100 participants. Targeted testing locations will be located where possible in different geographic locations such as Southern Oregon, Eastern Oregon, Portland Metro area, and Central or Mid-Valley geographic areas.




Wise held four CESP Exams between July 1, 2016 and June 30, 2017, one more than required by contract. These exams are summarized in Table 7. Wise made all site arrangements, worked with APSE to complete exam logistics, and provided two proctors for each exam. Table 12. Summary of CESP Exams held July 2016 through June 2017

CESP Exam Date Location Attended/Registered

November 16, 2016 Salem 24/24

January 26, 2017 Eugene 9/11

March 23, 2017 Portland 22/22

May 23 2017 Bend 5/6

A total of 60 individuals sat for the CESP Exams across the four exam dates. APSE also held a CESP exam on June 19, during its national conference in Portland. Deliverables related to CESP Exam locations and monitoring: Completed D. Evaluate Effectiveness The purpose of the contract between DHS and Wise has been to build capacity within Oregon to implement Employment First. Wise has been very effective in doing this, using a variety of strategies. During the current contract year, DHS placed a focus on Wise activities that included offering OELN seminars, supporting virtual Community of Practice sessions, implementing a Trainer Mentoring Pilot Program, responding to technical assistance requests from Employment First Teams, and supporting testing locations for the CESP exam. These activities have led to expanding capacity for Employment First in Oregon.

• Since October 2013, Wise has filled 1696 seats in OELN seminars. Participants have consistently reported a high level satisfaction with the OELN seminars. Based on the current reporting year data, nearly 64% of participants had never received training on the topics covered in the seminar they attended. Thus, OELN is successfully reaching those provider staff and others who are new to Employment First.

• A total of 284 Oregonians, as of June 2017, held CESP certification according to the APSE website (http://apse.org/certified-employment-support-professional/certified-employment-support-professional-list/). Because the first Oregonians to receive CESP certification did so in 2013, since 2016 some of these individuals have needed to begin renewing their certification.



• Twelve individuals have completed both seminars, the assignments, and demonstrated the skills required in the Trainer Mentoring Pilot Program. As a result, they received certification for teaching the Systematic Instruction and Follow-Along seminar to small groups from their own or other community organizations. The program provided participants with the opportunity to practice and get feedback on their skills related to systematic instruction in multiple settings, with different individuals with disabilities, and different tasks. These skills—including task design, task analysis and teaching—are foundational to strong and lasting supported employment placements. Participants have reported they have been able to use their enhanced skills in analyzing and addressing existing issues related to job placements.

• Community of Practice sessions provided information on employment team collaboration and coordination, building a successful employment team, making the business case for hiring, and collaboration between Employment First teams. At least 352 people participated in these sessions.

• A total of 60 individuals sat for the APSE CESP exam in sessions sponsored by Wise this contract period.

• Technical assistance requests were not well-used by local communities during this contract period. One team, Multnomah County, requested assistance, approved by ODDS, to plan an employer engagement project, and to create a more sustainable facilitation system for their team. Two Wise staff members have been providing assistance on this project.



C. Delivery Schedule Monthly Project Reports As required, Wise submitted monthly reports summarizing the status of all major activities during the contract period. Training and Technical Assistance Activities All items required by these parts of the contract were delivered as required. Specifically, the project completed or maintained: 1. Calendar: Throughout the year, Wise has maintained a web based project calendar that

lists events, activities and forums with projected dates in order to provide a schedule and planning guide for target audiences.

2. On Demand Modules: Completed. In the previous contract year, Wise submitted all

required components, including PowerPoint slides, comprehensive content, and scripts for the On Demand recoded module training series.

3. OELN Training: Completed. Wise submitted a Technical Assistance Plan for the fiscal year,

which was subsequently approved by ODDS. Wise presented 17 two-day events providing 34 days of training for the Oregon Employment Leadership Network. In addition, the number of individuals holding the APSE Certified Employment Support Professional credential increased by 93 since the last report.

4. Virtual Community of Practice Sessions: Wise completed four web-based Community of

Practice sessions during this reporting period. Four additional sessions were held in 2015-16, and reported in the June 2016 report.

5. Monthly Reports: Wise has submitted monthly reports since July 2016. 6. Annual Training Report: The Annual Training Report, including training and technical

assistance activities, as well as community-building activities, was presented to ODDS on June 19, 2017.

Deliverables related to Training and Technical Assistance Activities: Completed Community Capacity Building Activities 1. Trainer Mentoring Pilot Program: Wise implemented a comprehensive program for

ensuring that program participants have strong knowledge and skills in three areas: 1) designing tasks, analyzing tasks, and teaching individuals with developmental disabilities; 2) an in-depth understanding of the concepts and methods of systematic instruction and follow-along; and 3) providing presentations to small groups of staff from their own



organization and other neighboring organizations. Participants from two cohorts have completed seminar requirements, homework assignments, and demonstrated skills during site visits by the expert trainers. All required project deliverables were submitted within required timelines. A total of 12 individuals completed all program requirements and demonstrated sufficient competence in Systematic Instruction to receive a certificate.

2. Local Employment First Team Technical Assistance Requests: Only one request was

received during the contract period that was approved by DHS. Wise staff began providing technical assistance to this team in February, 2017.

3. CESP Testing: Four CESP testing sites were developed and managed during the contract

period. This document represents the final report for the period July 1, 2016 through June 30, 2017 and documents that all contracted activities for that time period have been completed. Recommendations Training & Capacity Development 1. Sponsor at least five to six sets of OELN training each year. Based on requests WISE has

received from service providers, test scheduling all four seminars within a two-month period in the same location, to facilitate local access to all OELN seminars. For example, offer the series in October-November in Central Oregon, January-February in in the Portland area, March-April in Mid-Valley, and May-June in Northeast or Southern Oregon. The remaining series could be scheduled in different locations around the state, as they are scheduled now.

2. Service providers have asked for OELN 2.0-- more advanced OELN sessions for Employment Support Professionals--to smaller groups, that include practice with feedback to help more experienced participants expand their knowledge and gain actual skills they can apply in community settings.

3. Establish a Program Manager Academy to help mid-level managers acquire the new knowledge and skills needed to hire, train and retain great staff who will work in dispersed settings. The Academy should include strategies for staff development, building healthy work cultures, and developing high performance teams.

4. Work with ODE and their Transition Specialists to develop a version of OELN seminars—or portions of those seminars—targeted more specifically to meet the needs of school personnel. Provide funding to schools for substitutes so that teachers and aides are able to attend seminars.

5. Implement the Trainer Mentoring Program. The pilot for this program was very successful, developing 12 Oregonians with the knowledge and skills to teach others on Systematic Instruction. One learning from the pilot is that program managers did not generally support the notion that their trained staff person would travel to other locations to provide seminars. However, they were very supportive of having a resource person within their own



agencies who could provide the classroom training for their own staff (and, other community providers could attend), give one-on-one feedback to staff in practice sessions to build their skills, and help their employment specialists to problem-solve performance issues from a Systematic Instruction perspective. This builds an important resource within individual agencies and should lead to improved outcomes—such as a wider range of job types, more independent performance on the job (so that employment specialists can fade), and longer job retention. Implementing—i.e., repeating—the Trainer Mentoring Program is an effective strategy for getting this important resource to more agencies in Oregon.

6. Establish “emerging leaders” events, one to two per year. Based on our experience, these events identify emerging leaders and give them support to hone their skills, as well as develop a statewide network of influence.

7. Establish a technical assistance and training fund managed by the Employment First staff to allow any service provider—beyond Transformation Project participants—to request a TA contractor to assist them with their transformation planning and implementation.

Families 1. Collaborate with parent and advocacy organizations to develop a formal Parent Leadership

Network—conducting outreach to support existing leaders as well as identifying, enlisting and supporting new parent leaders. This Parent Leadership Network would provide training, help families better understand transition and competitive integrated employment, and support parent-to-parent networking.

2. Establish forums and supports for Spanish-speaking parents. These families are not getting the information and support they need, particularly if they do not speak English.

Employers 1. Provide leadership in developing relationships with a few very large employers. If the state

office could provide leadership for “breaking into” a few very large employers in Oregon, it could open the doors for providers to access jobs in these businesses in local communities around the state. For example, working with the top leadership of a large company to develop a policy around hiring people with developmental disabilities and eliminating barriers to hiring that exist within their organization-level personnel processes would have an effect on the ability of providers to work with that employer in many communities.

2. Develop an initiative to access state level public sector jobs. Accessing jobs in the public sector at the state level is a difficult job for individual service providers to take on. Communities would benefit from an initiative at the state level to build a commitment to employing individuals with developmental disabilities across state departments.

Meet at the Mountain 1. Offer Meet at the Mountain annually to bring together people who are invested in

Employment First from all over the state, and take advantage of the boost in energy that comes with such a gathering.



2. Attach an additional day of training, most likely the day prior to Meet at the Mountain, so that training content is not limited to the 1.5 hour breakout session format that has been used in previous Meet at the Mountain events.

Employment First Teams 1. Hold a webinar to re-introduce the availability of mini-grants and the types of requests

Employment First Teams could get funded.

State Leadership 1. Change one of the weekly state meetings per quarter to involve the larger Wise State

Implementation Team and to focus on what has been accomplished, strategies, and learnings from the field.

2. Establish a quarterly technical assistance and training meeting that includes ODDS personnel, Regional Specialists, Transition Network Facilitators, and TA/Training providers to review available resources, identify needs that they have identified, and coordinate efforts for greater effect.

3. Based on the existing data analyses and reports on Employment First, develop user-friendly tools, such as a PowerPoint presentation that us updated with each report, that support telling the story of what is happening in Oregon. This tool or tools would tell the story, but from a data-driven perspective.

4. Produce and release the on-demand training series WISE developed with the assistance of an active advisory group and content experts. Delaying implementation will require reviewing the current modules to ensure they are up-to-date. Hire a professional business with expertise in on-line training to move the content to full production.

Conclusion Together, the range of activities completed by the Wise Employment First Statewide Implementation Team has addressed portions of Executive Order 15-01, particularly related to expanding awareness of the benefits of employment and expanding provider and community capacity to achieve the desired employment outcomes. The report confirms and verifies that all requirements of the contract amendment for Sections 2d and 2e for the period ending 6/30/2017 have been met related to training and technical assistance and to community capacity building.



Appendix A

Meet at the Mountain IV: Break-out Session Feedback Satisfaction Scores for Breakout Sessions

Session Title Presenter(s)

No. Surveys

Overall Rating1

Presenter(s)1,2 Content1,3

Building Capacity: A Trainer Mentoring Pilot Program in Systematic Instruction

Teri Johnson, Erica Brown and Toni Smith 25 4.16 4.48 4.20

Busting the Myths about Disability Benefits and Working

Jill Hanneman 17 4.59 4.46 4.53

Clatsop County Employment First Team Panel

30 4.37 4.43 4.37

Collaboration: How to Work Together to Create a Positive Employment Experience for People

Theresa Knowles & Panel 22 4.41 4.55 4.32

Communication! Communication! Communication! Successful Job Development in Small Rural Communities

Amber Nagel & Panel

20 4.25 4.40 4.35

Community Building in Pursuit of a Whole Life! Roberta Dunn, Karen McKenney, Todd Dunn & Sam McKeeney

15 4.40 4.40 4.47

Discover the Magic of Why? Heather Lynch, Judy Rudy & Ronald Cruz

20 4.35 4.70 4.50

Employment Success: True Life Tales Jenny Crook & Panel

22 4.68 4.77 4.64

It’s a Win/Win for Everyone: Oregon Seamless Transition Pilot

Marsha Threlkeld & Ray Jensen 33 4.36 4.52 4.48

Job Development 101 Amber Robles

28 4.04 4.18 4.18

OSAC: Legislative Advocacy for Community Jobs Ross Ryan, Gabrielle Guedon & Justin Connolly

7 3.86 4.00 3.71

OSAC: Building Peer to Peer Supports. 33 4.59 4.69 4.72



Session Title Presenter(s)

No. Surveys

Overall Rating1

Presenter(s)1,2 Content1,3

Gabrielle Guedon & Panel

Project Search: Training that Leads to High Quality Jobs and Careers

Paula Johnson & Panel 27 4.22 4.33 4.26

Promoting Successful Relationships: The Facilitation of Long Term Supports

Aimee Nelson & Toni Smith 25 3.88 4.20 3.92

Public Sector Employment: Creating Equity through an Untapped Workforce

Mary Strehlow & Public Sector Panel 27 4.22 4.22 4.26

“Start Now” Engaging Families to Prepare for Future Employment

David Murahashi & Cathy Murahashi 12 3.75 4.08 3.83

Systematic Instruction: Teaching for Success Teri Johnson & Panel

21 4.24 4.24 4.43

Telling Your Employment First Story: What are the Elements of a Great Success?

C.J. Webb & Angela Yeager 7 4.57 4.71 4.86

Thinking Outside the Box: Success Stories from Students’ Perspective, Along with Their Team, on Employment Opportunities in Central Oregon

Erika Drake & Panel

42 4.41 4.51 4.41

Transformation: A Successful Approach to a Complex Endeavor

Roger Hassenpflug, Steve Dawes & Robyn Hoffman 20 4.65 4.80 4.70

The Oregon Transformation Project and Outcomes Roger Hassenpflug & Panel

13 4.15 4.31 4.23

Transportation Equity for People with Disabilities: How to Overcome Barriers

Julie Brown & Steve Dawes 19 4.37 4.79 4.42

WIOA in Oregon: Creating Greater Access to Employment Services

Keith Ozols 21 4.62 4.81 4.62

WIOA, HCBS Rules…What’s the Latest and What’s Next?

Cesilee Coulson 21 4.75 4.95 4.70

1 Rating Scale: 1=Unsatisfactory, 5=Excellent 2 Presenter (s) (e.g., knowledge of material, presentation style) 3 The information and content of session



Appendix B

Meet at the Mountain IV: Break-out Session Feedback

Reponses to Open-Ended Question: “How could we improve the session or any additional comments?”

Building Capacity: A Trainer Mentoring Pilot Program in Systematic Instruction Teri Johnson, Erica Brown and Toni Smith Overall Rating: 4.16; # of Surveys: 25; # of Commenters1: 5

Feedback ▪ She is marvelous!? ▪ Fabulous as always! ▪ Basic info. Great topic. ▪ Ok

Suggestion ▪ Provide very recent practical examples of how systematic instruction has aided an

individual with (I/DD) in a working environment. Busting the Myths about Disability Benefits and Working Jill Hanneman

Overall Rating: 4.59; # of Surveys: 17; # of Commenters: 14 Feedback

▪ Wonderful delivery of a very complex subject. ▪ Really knows her stuff and it was appreciated. ▪ You did great! ▪ Great resources and helpful info overall ▪ Great job. Jill took it in great strides with a know-it-all participant. ▪ Excellent session. ▪ Fantastic and great with the "hecklers" in the crowd. ▪ Most wonderful session! ▪ Just amazing and helpful.

Suggestions

1 When a commenter included more than one type of statement (i.e., Feedback, Suggestion, or Other) that comment

has been split into the applicable categories. Therefore, the number of Commenters may not match the number of

comments listed for each break-out session.



▪ More specific examples could be helpful. ▪ Panel presentation. ▪ I'm interested in a longer session that goes into more depth about each topic we

touched on today. Clatsop County Employment First Team Panel Overall Rating: 4.37; # of Surveys: 30; # of Commenters: 10

Feedback ▪ Sounds like the team is working well together. ▪ Very nice job ▪ Good information and presentation. ▪ Great info! Congrats on the success! ▪ Sounds like the team is working well together. ▪ Great ideas far collaboration from EF team

Suggestions ▪ More time next time so they could answer questions. ▪ More time far questions,

Other ▪ We don't have an employment first team to my knowledge in our county. ▪ Now to get the county south to pull it together. ▪ People don't do well holding questions for the end

Collaboration: How to Work Together to create a Positive Employment Experience for People Theresa Knowles and Panel


▪ County Rocks ▪ Thank you so much. I am a new member of the VOC services team and this

presentation had so much good information. ▪ You all knew your material and were able to answer everything fancy.

Suggestions ▪ I think the presentation could have gotten more in depth about each team

member's role in collaboration. Everyone has their own goals of what they need to do for the individual, each has a meeting and report to complete, etc. It is sometimes hard to contribute to each of these separately because you can only divide your time so much. Some clients don't get to participate in each step and so there are gaps when they get through VR intake to their job developer. By the time they get to job developer a large portion of their plans are created by others who aren't always specialist in employment.

▪ More question and answer time. Couldn't hear questions ▪ Font size is good, might even make it a little larger.



▪ Needs to reference the incorporation of benefits counseling. ▪ Maybe a checklist that team could use. ▪ Still questions stabilization and when is Discovery appropriate.

Communication! Communication! Communication!: Successful Job Development in Small Rural Communities Amber Nagel and Panel


▪ Great and pertinent information. Great examples and opportunity to ask questions. ▪ Lots of open discussion was very helpful. ▪ Best Session of the Conference - Good presentation of information, refreshing

ideas, time for Q&A. ▪ The enthusiasm by the presenters was great. ▪ Provided me with a new perception on job development in smaller/rural

communities. Presenters are knowledgeable on materials. ▪ Excellent!

Suggestions ▪ Would like less speaking from audience more training just from speakers. Too many

counties agencies speaking who do things very different gets confusing. ▪ More real life examples of challenges, obstacles here's what works(ed). ▪ Presenters seemed passionate about what they do this was a good "Big Picture"

session - I would like to talk/learn about this topic with more detail. Community Building in Pursuit of a Whole Life! Roberta Dunn, Karen McKenney, Todd Dunn and Sam McKenney


▪ Good information, I like the perspective that we need to treat all on kids the sauce. Sometimes panels get merely involved.

▪ Thank you very much - positive message. ▪ Excellent! ▪ Great real life stories! ▪ How to use walking maps on phones etc - great for panels to look at to get their

conference and their kiddos. Suggestions

▪ More time for questions/discussion. ▪ Using the bus more. But this presentation was good nonetheless.

Discover the Magic of Why? Heather Lynch, Judy Rudy, Ronald Cruz Overall Rating: 4.35; # of Surveys: 20; # of Commenters: 14



Feedback ▪ Well presented, good use of audience! ▪ Heather did an amazing job with presenting and bringing the audience into the

conversation. This was a great breakout session. Thank you. ▪ Great job! ▪ Very interesting presentation thank you. The audience (we) were all eager to think

of ways to use. ▪ My favorite training class thus far. Enjoyed the activities and specific tools that can

be used in my position. ▪ Loved activities examples ▪ Awesome ▪ She is a natural teacher! ▪ A lot of info - great brainstorm - would love a whole day!

Suggestions ▪ More time longer session. ▪ Include the website that information has been uploaded to or search Meet at the

Mountain 2017. ▪ Group activities/eliminate please. ▪ Overall it was all very good. Not a fan of the laughing exercise. A lot of material. Not

enough time. ▪ The space was not well-suited for two break-out groups (too much

noise/competing voices); Maybe just brainstorm as a whole group? Otherwise, this session was awesome!

▪ Possibly using more than one presenter. Employment Success: True Life Tales Jenny Crook Overall Rating: 4.68; # of Surveys: 22; # of Commenters: 14

Feedback ▪ Great presenter, the questions and info provided were great! ▪ This was the most knowledgeable. the presenters were enjoyable! ▪ People ask me to explain what I do at my job. If they attended this session, they

would understand. ▪ Wonderful to hear from all of these young women! As a job developer I really

celebrate with them their success in finding and keeping meaningful work. ▪ This was great! ▪ Awesome ▪ Each individual is very inspiring. Happy to hear their stories. ▪ The panel was excellent!



Suggestions ▪ It might be helpful to ask if participant's job coach would like to come because, they

can help prompt areas they may forget and also show another aspect of their experience.

▪ Provide voice amplification for speakers with quiet voices. ▪ Possibly more individuals with success stories from a wide variety or jobs. ▪ Have microphone at panel's table. ▪ More employers to discuss how they made hiring decisions and advice for other job

developers when approaching employers. Other

▪ We all have the same feelings about being a good employee and want to be seen as a person.

It’s a Win/Win for Everyone: Oregon Seamless Transition Pilot Marsha Threlkeld & Ray Jensen Overall Rating: 4.36; # of Surveys: 33; # of Commenters: 11

Feedback ▪ Very Through - lot's of details! Great questions. Great details. ▪ Good ▪ Great information! ▪ It was nice to see how seamless transition and PreETS have so much in common.

Start early and move forward with employment. Suggestions

▪ Probably could have been a little more organized, but through the 1.5 hours good information was provided. Thank you.

▪ Not a good audience - too many? Is from one individual. ▪ 1.5 hours is a long session. 1 hour is a better time amount. Especially in afternoon. ▪ Understand that Discovery is not always available due to capacity, eligibility, and

long - term funding sustainability. Often Schools do amazing Discovery profiles on their own.

▪ The presenters struggled to adequate describe the process of this pilot. ▪ Too much time spent on person's questions about his specific situation - in other

sessions too. Other

▪ If only all counties would buy into this. Job Development 101 Amber Robles


▪ Amber was good. ▪ Excellent job! Very informative.



▪ Like that people got the opportunity to speak and share from the audiences a lot of good ideas from audience.

▪ I liked the amount of interaction that Amber pulled out of the audience. There were many knowledgeable folks in the audience.

▪ Loved the connection of how team dynamic works. How developer and coaches work together.

▪ Wonderful. She needs a couple of N's. ▪ Good interaction with audience. ▪ Great seminar no suggestions.

Suggestions ▪ Make it more exciting. ▪ Very dry. ▪ Not the fault of presenter, but the odor of varnish in the room was unpleasant for

me. ▪ How can transition programs do a better job of preparing their young adults for the

world of work - Educator. OSAC: Legislative Advocacy for Community Jobs Ross Ryan, Gabrille Guedon, & Justin Connolly


▪ Great work. Thank you. I'll need to look up more about each at the issue you are working on.

▪ Great presentation easy to understand and gave me some ideas on how to become more involved.

▪ Love the peer to peer idea. Suggestions

▪ More info about strategies to mobilize self-advocates. ▪ This did not have information on the current stare of the legislature or any targeted

actions. Very disappointing. Need federal component. Very disorganized. ▪ Just a little more information on how to talk to Legislators.

OSAC: Building Peer to Peer Supports Gabrielle Guedon & Panel Overall Rating: 4.59; # of Surveys: 33; # of Commenters: 12

Feedback ▪ Good discussion! This is important under valued work. ▪ They were really great! It was a wonderful presentation; the panel was great and

very knowledgeable! Jordan was awesome! Great presenter! ▪ Loved presentation - liked Jordan’s sense of humor. One of my favorite

presentations of the conference. ▪ Very knowledgeable and articulate panel. ▪ Great panel of presenters!



▪ Great session! Very informative and enjoyed all the stories you all shared. ▪ Fantastic Job! ▪ Wonderful! Bring P2P to Hillshore! ▪ Very informational! Thank you! ▪ Love hearing stories ▪ So good!

Suggestions ▪ Allow for more video of the actual process.

Project Search: Training That Leads to High Quality Jobs and Careers Paula Johnson & Panel Overall Rating: 4.22; # of Surveys: 27; # of Commenters: 9

Feedback ▪ This is such an incredible program! Thank you for all of the information. ▪ I love the panel format! Great speakers! ▪ I think you did fantastic great information. ▪ Very informative! ▪ We are interested in bringing Project SEARCH to So. OR and will contact Paula. ▪ What a great innovation!

Suggestions ▪ More time for questions/discussions. ▪ More Info on how program started in other areas, less on stories. ▪ Explain how the host business became the host business.

Promoting Successful Relationship: The Facilitation of Long Term Supports Aimee Nelson &Toni Smith Overall Rating: 3.88; # of Surveys: 25; # of Commenters: 16

Feedback ▪ The PowerPoint materials and discussion were very positive. Toni did an excellent

job on relating to the system in Oregon and materials. Good session after all! Thank you to both speakers!

▪ Good job overall. ▪ Lots of info that we didn't get through all, maybe two different sessions to get all

info. Fading as one and Supporting Families with other agencies in a second. ▪ Trivia was really fun! ▪ Lots of info to cover! Loved interaction Q&A with larger group. Many useful

comments and personal stories - both pro and con. Suggestions

▪ Aimee did notice several times that she knew the Washington vs. Oregon system. As the speaker, she might want to be more prepared as a presenter in Oregon.

▪ There wasn't enough time - it turned into a Q+A instead of a presentation. It could have been amazing, given the presenters!

▪ Trying to stay on track is always awesome, but sometimes difficult to do.



▪ More time for this topic. ▪ More concrete examples/forms/templates for fading out plans. Time management

to discuss all scheduled topic.s ▪ I wish we could have focused more on content and info rather than personal

anecdotes from class participants. ▪ Sorry we did not get to the examples. ▪ Too much story telling by the audience. ▪ We didn't get through the whole presentation so maybe shortening the material in

order to not be rushed. ▪ I think the time management could have been better so we could have hit all

targets. ▪ Engage in more group brainstorming. ▪ More time! ▪ Managing flow of questions and people with lengthy stories.

Public Sector Employment: Creating Equity through an Untapped Workforce Mary Strehlow & Public Sector Panel Overall Rating: 4.22; # of Surveys: 27; # of Commenters 11:

Feedback ▪ Wish more employers could be as open minded are awesome. ▪ Loved it. Great panel, expertise and experience, discussion! Thank you! ▪ Summary provided - good. ▪ Always looking for info and samples of how to work with our more impacted

clients. ▪ Thank you. Very well organized. ▪ Informative, personable, enjoyed each presenter. ▪ Very good discussion on how to create positives and get public sectors interested.

Suggestions ▪ (Summary) Incorporate answers to specific questions. ▪ Bigger room, presenter bios for entire panel. ▪ Larger room needed. ▪ I'd like to hear more about challenging and how to overcome barriers for

individuals. ▪ I would have liked hearing more about challenge faced and how to overcome them. ▪ More information on how and who to contact within existing insfrastructure that

can operate as advocates for supported employment. “Start Now” Engaging Families to Prepare for Future Employment David Murahashi & Cathy Murahashi Overall Rating: 3.75; # of Surveys: 12; # of Commenters: 3

Feedback ▪ Love how she did not read the PowerPoint, but really added to it. ▪ Cathy had great info.



Suggestions ▪ More dynamic in presenting material. Mood level of knowledge and material. ▪ David was a bit hard for me to follow.

Systematic Instruction: Teaching for Success Teri Johnson a& Panel Overall Rating: 4.24; # of Surveys: 21; # of Commenters: 10

Feedback ▪ Couldn't see slides because presenters didn't take into account where they stood. ▪ Overall all 4 were great. Nice job. ▪ Very nice presentation. ▪ Great job thorough. ▪ Great job thorough. ▪ It was all great.

Suggestions ▪ Trainers had a different level of comfort and knowledge of content. Hopefully they

get more practice. ▪ Last presenter spoke kind of fast.

▪ Beginning slides with skills vs. transition (tracks) is actually life skills in Resume Reunion LRC's (Learning Center)

▪ Other training in my classroom please. ▪ Somehow I was expecting to hear a bit more from Teri, herself, but this was a fairly

good brush up. Telling Your Employment First Story: What are the Elements of Success? CJ Webb and Angela Yeager Overall Rating: 4.57; # of Surveys: 7; # of Commenters: 3

Feedback ▪ Best one yet! Thank you! ▪ This was extremely valuable and will be following up.

Suggestion ▪ Handouts are nice to have if available.

Thinking Outside the Box: Success Stories from Students’ Perspective, Along with Their Team, on Employment Opportunities in Central Oregon Erika Drake & Panel Overall Rating: 4.41; # of Surveys: 42; # of Commenters: 26

Feedback ▪ Very nice panel - fair enough panelist so time for interaction with audience. ▪ Materials. ▪ Loved hearing from people own experience Self-Advocates and having people who

can clarify process and explain how to duplicate success. ▪ Loved the video would like the hear more about heart groups.



▪ Wonderful to hear directly from students. ▪ Talk WIN how wages/benefits decision youth speaker were excellent. ▪ Justin's story as well as Chase are very inspiring. ▪ Enjoyed first-hand experience being shared. ▪ Great information! ▪ Absolutely loved the video. - Dynamic mixed audience added to the depth of the

question and answer process. ▪ Great student presenters! ▪ This was real life youth did great! ▪ Wonderful dialogue with students who make our job so fulfilling. ▪ Nothing - awesome! ▪ Engaged Justin and Chase - great stories! ▪ Great perspective and insight shared. ▪ Hear stories, awesome speakers and loved the video. ▪ Great to hear from the students! ▪ Great job overall. ▪ The Q&A was great. ▪ MR. Chase and Justin were absolutely amazing, this session was very powerful not

only to providers in the room, but just to spread the world around about challenge and dreams that are not impossible. Thank you to both gentlemen/speaker.

▪ The panel was informative - Chase and Justin were awesome with sharing their story.

▪ It took real courage for those young men to get up in front of room. Suggestions

▪ Use the microphone - could not hear. ▪ Would have liked to hear more about how a job coach is involved with the process

for students. What is our role if any? ▪ Have a slideshow presentation describing and offering ideas for assisting clients to

be independent. Then have presenters touch on things they have done to enhance independence.

▪ I would love to have more of a step by step how it happened how did you all think outside the box who were on your team, how involved everyone was and how did you guys set up the experiences to make work happen.

▪ Please provide videos to resource page that would be amazing! Thank you. Transformation: A Successful Approach to a Complex Endeavor Roger Hassenpflug & Panel Overall Rating: 4.65; # of Surveys: 20; # of Commenters: 7

Feedback ▪ I appreciated the relaxed casual format ▪ Connect - connect - connect nice coverage of topic. ▪ It was very well done.



Suggestions ▪ I was not able to see the speakers (sitting down). Maybe more toward center?

▪ Time for questions. ▪ I think this was the session I couldn't download the material online from email I

received. Got an error message. I'll follow up. ▪ Maybe a little more focus on the financial aspects? There are winners and losers in

their process. ▪ Larger Room, Screen higher to improve access.

The Oregon Transformation Project and Outcomes Roger Hassenpflug and Panel: Overall Rating: 4.15; # of Surveys: 4.15; # of Commenters:

Feedback ▪ Very importable ▪ Most informative, information helps put transformation into perspective. ▪ Great Job! ▪ Great best practices presented on transformation success! Robyn gave good

outcome charts. Thank you! Transportation Equity for People with Disabilities: How to Overcome Barriers Julie Brown & Steve Dawes Overall Rating: 4.37; # of Surveys: 19; # of Commenters: 6

Feedback ▪ Very informative. ▪ Good topic to include in conference! ▪ Very helpful, great information, you can see her passion. ▪ Such a great topic. ▪ Keep doing what you're doing!

Suggestions ▪ Good presentation exercise was a little loosely structured.

▪ I didn't expect it to be primarily transit oriented. It was nice, but not what I thought the session would be.

WIOA in Oregon: Creating Greater Access to Employment Services Keith Ozols Overall Rating: 4.62; # of Surveys: 21; # of Commenters: 9

Feedback ▪ Great info and presenter - very informative. ▪ Great - ▪ It was excellent regarding the content and presentation. ▪ Enlightening info around Oregon's Sector Partnerships and Workforce Development

Boards!



▪ Excellent info on Statewide Employment Initiatives. Suggestions

▪ Hard to read the slides (too small) presentation with many acronyms made it seem less approachable.

▪ The description didn't emphasize that this was all about transition enough. ▪ Just needed a little larger room. ▪ Need more room for attendees. ▪ Offer more suggestions/direction and info on how providers can get involved with

the new plans in motion. WIOA, HCBS Rules... What's the Latest and What's Next? Cesilee Coulson Overall Rating: 4.75; # of Surveys: 21; # of Commenters: 10

Feedback ▪ Really good session, loved the climate - rope analogy to follow with what we know

as the more solid elements in such a time of change. Thank you to Cesilee! ▪ Cesilee’s the best. ▪ Nice overview and interesting ideas. ▪ Liked group discussion of knowledge. ▪ Cesilee did an excellent job within and state fed movement. ▪ Good

Suggestions ▪ Larger Room ▪ VR should present on how submin wage contact counseling I & R would have been

an appropriate presentation for the conference. ▪ Bigger room. ▪ A segment could not be heard please - microphone throughout the room?

washington initiative for supported employment (wise) · 2018-08-01 · activities required by...

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