services

Directions: Circle one anchor number for each criterion.

Criterion	Data Source *	Anchor
SERVICES 1. Ongoing. work-based vocational assessment: Vocational assessment is an ongoing process based on work experiences in competitive jobs.	DOC, INT	1 = Vocational evaluation is conducted prior to job placement with emphasis on office-based assessments, standardized tests, intelligence tests, work samples. Or can not rate due to no fit. 2 = Client participates in a prevocational assessment at the program site (e.g. work units in a day program). 3 = Assessment occurs in a sheltered setting where clients carry out work for pay. 4 = Most of the assessment is based on brief, temporary job experiences in the community that are set up with the employer. 5 = Vocational assessment is ongoing. Occurs in community jobs rather than through a battery of tests. Minimal testing may occur but not as a prerequisite to the job search. Aims at problem solving using environmental assessments and consideration of reasonable accommodations. 9 = Insufficient data to rate.
2. Rapid search for competitive job: The search or competitive jobs occurs rapidly after program entry.	DOC, INT, ISP	1 = First contact with an employer about a competitive job is typically more than one year after program entry. Or can not rate due to no fit 2 = First contact with an employer about a competitive job is typically at more than nine months and within one year after program entry. 3 = First contact with an employer about a competitive job is typically at more than six months and within nine months after program entry. 4 = First contact with an employer about a competitive job is typically at more than six months and within nine months after program entry. 5 = First contact with an employer about a competitive job is typically within one month after program entry. 9 = Insufficient data to rate.
3. Individualized job search: Employer contacts are based on clients' job preferences (relating to what they enjoy and their personal goals) and needs (including experience, ability, symptomatology, and health, etc., and how they affect a good job and setting match) rather than the job market (i.e., what jobs are readily available).	DOC, INT, ISP	1 = Employer contacts are based on decisions made unilaterally by the employment specialist. These decisions are usually driven by the nature of the job market. Or can not rate due to no fit. 2 = About 25% employer contacts are based on job choices which reflect client's preferences, strengths, symptoms, etc., rather than the job market. 3 = About 50% employer contacts are based on job choices which reflect client's preferences, strengths, symptoms, etc., rather than the job market. 4 = About 75% employer contacts are based on job choices which reflect client's preferences, strengths, symptoms, etc., rather than the job market. 5 = Most employer contacts are based on job choices which reflect client's preferences, strengths, symptoms, etc., rather than the job market. 9 = Insufficient data to rate.
4. Diversity of jobs developed: Employment specialists provide job options that are diverse and are in different settings.	VL, MIS, DOC, INT, ISP	= Employment specialists provide options for either the same types of jobs for most clients, e.g., janitorial, or jobs at the same work settings most of the time. Or cannot rate due to no fit. 2 = Employment specialists provide options for either the same types of jobs, e.g., janitorial, or jobs at the same work settings about 75% of the time. 3 = Employment specialists provide options for either the same types of jobs, e.g., janitorial, or jobs at the same work settings about 50% of the time. 4 = Employment specialists provide options for either the same types of jobs, e.g., janitorial, or jobs at the same work settings about 25% of the time. 5 = Employment specialists provide options for either the same types of jobs, e.g., janitorial, or jobs at the same work settings less than 10% time. 9 = Insufficient data to rate.
5. Permanence of jobs developed: Employment specialists provide competitive job options that have permanent status rather than temporary or time-limited status, e.g., TEPs.	VL, MIS, DOC, INT, ISP	1 = Employment specialists usually do not provide options for permanent, competitive jobs. Or can not rate due to no fit. 2 = Employment specialists provide options for permanent, competitive jobs about 25% of the time. 3 = Employment specialists provide options for permanent, competitive jobs about 50% of the time. 4 = Employment specialists provide options for permanent, competitive jobs about 75% of the time. 5 = Virtually all of the competitive jobs offered by employment specialists are permanent 9 = Insufficient data to rate.
6. Jobs as transitions: All jobs are viewed as positive experiences on the path of vocational growth and development. Employment specialists help clients end jobs when appropriate and then find new jobs.	DOC, VL, INT, ISP	1 = Employment specialists prepare clients for a single lasting job, and if it ends, will not necessarily help them find another one. Or can not rate due to no fit. 2 = Employment specialists help clients find another job 25% time. 3 = Employment specialists help clients find another job 50% time. 4 = Employment specialists help clients find another job 75% time. 5 = Employment specialists help clients end jobs when appropriate and offer to help them all find another job. 9 = Insufficient data to rate.
7. Follow-along supports: Individualized follow-along supports are provided to employer and client on a time-unlimited basis. Employer supports may include education and guidance. Client supports may include crisis intervention, job coaching, job counseling, job support groups, transportation, treatment changes (media medication), networked supports (friends/ family)	VL, DOC, INT	1 = Follow-along supports are nonexistent. Q Cannot rate due to no fit. 2 = Follow-along supports are time-limited and provided to less than half of the working clients. 3 = Follow-along supports are time-limited and provided to most working clients. 4 = Follow-along supports are ongoing and provided to less than half the working clients. 5 = Most working clients are provided flexible follow-along supports that are individualized and ongoing. Employer supports may include education and guidance. Client supports may include crisis intervention, job coaching, job counseling, job support groups, transportation, treatment changes (medication), networked supports (friends/family). 9 = Insufficient data to rate.
8. Community-based services: Vocational services such as engagement, job finding and follow-along supports are provided in natural community settings.	VL, MIS, DOC, INT	1 = Employment specialist spends 10% time or less in the community. Or can not rate due to no fit. 2 = Employment specialist spends 11-39% time in community. 3 = Employment specialist spends 40-59% time in community. 4 = Employment specialist spends 60-69% time in community. 5 = Employment specialist spends 70% or more time in community. 9 = Insufficient data to rate.
9. Assertive engagement and outreach: assertive engagement and outreach (telephone, mail, community visit) are conducted as needed.	VL, DOC, MIS, INT	1 = Employment specialists do not provide outreach to clients as part of initial engagement or to those who stop attending the vocational service. Or can not rate due to no fit. 2 = Employment specialists make one telephone or mail contact to clients as part of initial engagement or to those who stop attending the vocational service. 3 = Employment specialist makes one or two outreach attempts (telephone, mail, community visit) as part of initial engagement and also within one month that client stops attending the vocational service. 4 = Employment specialist makes outreach attempts (telephone, mail, community visit) as part of initial engagement and at least every two months on a time limited basis when client stops attending. 5 = Employment specialists provide outreach (telephone, mail, community visit) as part of initial engagement and at least monthly on a time unlimited basis when clients stop attending the vocational service. Staff demonstrate tolerance of different levels of readiness using gentle encouragement. 9 = Insufficient data to rate.

*Data sources:
VL Vocational Logs
MIS Management Information System
DOC Document review: clinical records; agency policy and procedures
INT Interviews with clients, employment specialists, mental health staff
ISP Individualized Service Plan