Education/training is an activity recommended by the Employment Development Team (EDT) or a Vocational Assessor for participants who need further education/training to realize their employment goal. In addition to vocational education/training programs, GED, High School Diploma, ESL, and basic reading and math classes may also be included in the employment plan.
CASE MANAGER DUTIES
- An education/training assignment must correspond with the employment goals outlined in the participant's employment plan.
- Education/training programs tend to be short in duration, usually less than six months.
- The duration of the education/training program cannot exceed the participant's remaining time on aid.
- As opposed to traditional long-term education programs advancing growth and development, vocational education/training programs are geared for adults. They provide both soft and hard skills which can be quickly applied on the job.
- While hard skills are trade/occupation related (e.g., apprenticeship programs), soft skills include work behaviors and interpersonal relations.
- After enrollment is verified, work-related expenses (beyond transportation) can be authorized.
- For education/training participants who are also employed part-time, assigned to Intensive Case Management(ICM) and/or in supportive services, the combined activities cannot exceed 20 hours.
- Participants must inform his/her Case Manager of any problems that may prevent him/her from participating in any activity within 3 work days of signing the ABP 1463, Welfare-To-Work Plan Activity Assignment.
- There is also a 30-day grace period after a post-assessment activity begins for the participant to request a change in selected provider type of post-assessment activity. This is also to be evaluated by the Case Manager. These changes may occur only once during each activity.
- The participant's attendance and progress is verified every 30 days with the ABP 1469, Progress Report, a computer-issued notice to the participant. If the participant is attending but not progressing, a reassignment to ICM may be appropriate.
NOTE: Some providers may refuse to complete the ABP 1469; if so, other documentation may be accepted (e.g., report cards, school document with grades, etc.). If the participant has no documentation and there is no conflicting evidence, a PA 853, Affidavit, may be accepted.
- Upon completion of an education/training program, the participant is considered job-ready for an entry-level position and can be assigned to ICM (based on what is in employment plan).
- The participant's attendance/completion is tracked/entered on the GROW system.
- For participants who complete education/training, the GROW system will automatically schedule the participant for an appointment with the Case Manager to discuss the next activity.
- For participants who fail to participate in or to complete education/training, the GROW system will automatically initiate noncompliance and schedule a pretermination hearing with the Case Manager.
- Review the participant's progress via the ABP 1469, Progress Report generated by GROW to the participant, every 30 days.
- If the participant dropped out or is not progressing satisfactorily, the GROW system will automatically put the case into noncompliance.
- At the pretermination hearing:
- If there is good cause for not progressing, reassign the participant to ICM.
- If the participant dropped out without good cause (and this is the first instance of noncompliance), return the participant to the activity.
Upon assignment to education/training, the outcomes should be:
- The participant was motivated to attend and complete the assigned program.
- The participant and Case Manager signed the ABP 1463.
- Any recommended concurrent activity/ supportive services referrals were made.
- The component assignment screen was completed on the GROW system.
- Transportation was authorized, in advance, for the duration of the activity.
- Work-related expenses were authorized.
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