The assessment of One-Stop delivery system partner program services is based on participant outcomes identified under their statutorily required performance and reporting requirements. However, the WIOA joint performance measures, which consist of six customer outcomes specific to core indicators of performance and employer satisfaction, demonstrate value in promoting integration of services and boosting accessibility and transparency within the workforce system. Therefore, if possible, the same measures and methodologies are applied to other One-Stop partner programs that are applied to the core programs, in addition to any program-specific measures required by federal or state regulations. Regardless of whether a program is a core program or a partner program, or whether a measure is required by WIOA or partner program law and regulation, performance measures and performance evaluations will be applied at the customer level first and then may be aggregated by program or population. (Pages 77-78) Title IV
The state’s One-Stop system of Alaska Job Centers (AJCs) has developed a comprehensive approach to ensure accessibility and inclusion of all customers, including those with disabilities, to all facilities, programs, and services. Physical and programmatic accessibility are continuously evaluated with an annual Americans with Disabilities Act (ADA) assessment and continuous improvement strategies planned and implemented when needed. Alaska will continue to refine the policies, training, and continuous improvement strategies to ensure compliance with WIOA and continued compliance with ADA. Additionally, the State of Alaska recently hired an ADA Coordinator who ensures accessibility of state offices for both the public and employees. The One-Stop system’s approach to ADA compliance includes: o Physical and programmatic accessibility; o Staff training and accountability; o Adaptive technology and other accommodations; and o On-going survey of effectiveness and continuous improvement. (Pages 88-89) Title I
Job centers provide individuals with disabilities access to information, resources, programs and activities in a manner that allows each individual, no matter their disability, the opportunity of full inclusion. All workshops, public access, programs, etc. are fully accessible, to ensure that the opportunities and benefits provided by the job center are available to individuals with disabilities in an equally effective and integrated manner; o “Alaska Job Center Universal Access for Customers with Disabilities” policy plays a vital role in establishing the working-level framework for outlining and improving the accessibility, capacity, and accountability of AJCs to serve customers with disabilities. The policy covers both physical and programmatic accessibility within AJCs and outlines the assistive technologies available and required staff training; o Each location has appropriate signage identifying the policy that no individual with a disability shall, by reason of such disability, be excluded from participation in, or be denied the benefit of, the services, programs, or activities of the AJCs; o All job centers use universal design with printed materials. All posters, flyers, brochures, etc. use common principles throughout the design. The outreach and marketing materials developed for distribution from the AJCs to partners, job seekers, and employers contain notice of the availability of auxiliary aids and services for needed accommodations to access programs and services; (Page 89) Title I
Each AJC is equipped with a Universal Access Accessibility Station that is designed to improve the quality of the job applicant’s experience, no matter the disability. Each station is designed with state-of -the art technology that can help job seekers with disabilities navigation the World of Work with based on their personal independence level. o Assistive Technology (AT) available includes screen readers, magnifiers, adaptive software, virtual sign language interpretation, closed captioning on scrolling program and services video, motorized adjustable workstations, specialized keyboards and mice, TTY phones, and personal voice amplification device; o “Tips for Improving Access to Workshops and Training” has been developed and disseminated to staff. This document offers guidance and suggestions on increasing accessibility and success for individuals attending AJC workshops and training sessions and is broken down by disability type. The document outlines ways the facilitator or trainer can incorporate accommodations and adaptations into the class to ensure an optimal learning environment for all; and o Any program and service may be accommodated for full inclusion on an “as needed” basis with the accommodation being dependent on the needs of the individual customer and provided through the AJCs in collaboration with partners. (Page 90) Title I
AJC certification occurs annually and is a collaborative process involving all partners of the One-Stop delivery system. The joint AJC management team collectively completes the documents and surveys for the certification and submits them to the AWIB for approval. Certification involves reviewing site working agreements, cost allocations, self-assessment surveys, and the ADA accessibility survey. In addition to reviewing all submitted documents, members of the AWIB conduct an on-site review identifying best practices and need for corrective action planning. Based on their review and findings, the AWIB recommends and approves certification; (Page 90) Title I
Information on physical and programmatic accessibility for individuals with disabilities is supported by statewide activities funding and reinforced by the AJC Universal Access for Individuals with Disability Policy 07-516 (Page 98) Title I
DVR continues to work with the Department of Administration, Division of Personnel and Labor Relations, the Governor’s Council on Disabilities and Special Education, and the State of Alaska as a Model Employer for Individuals with Disabilities. In order to create a baseline, an extensive state employee survey was conducted so state employees may self-disclose their ADA defined disability. This survey will assist with ensuring reasonable accommodations for these employees. DVR continues to see considerable progress in expanding and improving Alaska’s Provisional Hire program as part of this effort. Additionally, the State of Alaska recently hired a full time ADA Coordinator to ensure accessibility for all employees. DVR continues to have an Interagency Agreement in place with the Department of Veterans Affairs Vocational Rehabilitation & Education (VR&E) to cooperate, coordinate, and collaborate for the creation of a powerful force within the rehabilitation community to increase vocational opportunities for veterans of the military service in the United States, regardless of the level of disability, by including DVR as a partner in a comprehensive system of case management. DVR has assigned a VRC to attend monthly meetings with VR&E to strengthen collaboration and coordination of services for this population. (Pages 146-148) Title IV