OLDER WORKER BULLETIN NO. 96-1
TO: ALL SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM
SPONSORS
SUBJECT: Minimum Assessment Requirements
1. Purpose. To provide Senior Community Service Employment
Program (SCSEP) sponsors with the minimum requirements for
enrollee/applicant assessments.
2. References. The SCSEP regulations at 20 CFR 641.309(g) and
the Older Americans Act at 502(b)(1)N.
3. Background. The regulation which was published on 5/17/95
for the SCSEP indicated that the Department of Labor would issue
minimum requirements for enrollee assessments, 641.309 (g);
eligibility documentation, 641.302 (c); and Individual
Development Plan (IDP) terminations, 641.315. In July, a work
group consisting of State and national SCSEP sponsors prepared
draft standards for these regulatory related matters. A number
of sponsors provided comments which we are incorporating into our
final issuances.
This bulletin is the first of a series of issuances which are
intended to clarify the SCSEP regulations. Future issuances will
provide guidance on eligibility documentation, IDP terminations,
and physical exams.
4. Directive. SCSEP sponsors must adhere to the minimum
assessment requirements found in Section 5 of this bulletin
"Minimum Assessment Requirements." They should consider the
attachment as guidance on what an assessment should contain.
Sponsors may institute more stringent requirements but this
bulletin must serve as the framework for developing
enrollee/applicant assessments.
5. Minimum Assessment Requirements. SCSEP sponsors must adhere
to the following minimum assessment requirements.
* The assessment/reassessment shall be made in partnership with each enrollee.
* The applicant's/enrollee's skills, talents, training, work
history and capabilities must be considered.
* Appropriate training and employment objectives should be
identified.
* Needed support services should be identified.
* The assessment and/or reassessment must be the basis for the Individual Development Plan (IDP).
* The assessment must be the basis for the community
service assignment.
* The assessment should be signed by the applicant/enrollee and the project staff member who helped develop it.
It is expected that the assessments will be conducted by the
grantee or subgrantee rather than the host agency. Assessments
which are done entirely by host agencies should be avoided.
6. Inquires. Questions may be directed to your Federal
Representative at (202) 219-5904.
JAMES H. NORRIS, Chief
Division of Older Worker Programs
PAUL A. MAYRAND, Director
Office of Special Targeted Programs
Attachment
SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM
20 CFR PART 641.309 ASSESSMENT AND REASSESSMENT OF ENROLLEES
PREAMBLE. In developing assessments for Senior Community Service
Employment Program (SCSEP) enrollees, the following character-istics should be built into the process;
o Trust. The relationship that evolves from working with
an enrollee or applicant should be based on trust.
While it is impossible to require that a trusting
relationship be developed, there are basic principles
such as honesty, integrity, rapport, respect, and
commitment that should be adhered to by all parties
involved in the assessment process.
o Priority. The regulatory requirement that the most
needy persons with the poorest employment prospects are
given priority for enrollment in the SCSEP must be
addressed in the assessment process. This means that
the assessment process is designed to fully consider
all applicants who apply to the individual SCSEP
projects.
o Flexibility. The process must be flexible enough to
accommodate the needs of the individual. Each
individual and his/her specific needs will vary; the
grantee assessment process must take this into
consideration.
o Realistic. The assessment process must be reality
based to facilitate the individual's successful
performance consistent with the jointly developed plan.
o Diversity. The assessment process should recognize the
need for staff to be culturally sensitive and aware of
the impacts of different cultural experiences.
o Continuing Assessment Process. An essential part of
the assessment process is that it be designed to
encourage positive interaction between the enrollee and
the SCSEP staff as well as the host agency supervisor.
The most successful projects have a continuing interaction
with the enrollee during the year rather than only the
minimum requirement of an assessment once every twelve
months.
o Potential for Growth within Community Service
Assignment. The ability of some enrollees to perform
in an unsubsidized job may be very limited. The
assessment process must acknowledge that everyone may
not be a good candidate for an unsubsidized position.
However, such persons should be given the opportunity to broaden their experiences as individuals at their
community service assignment.
o Inability to Cope/Work. The assessment process must
include provisions for addressing barriers. Enrollees
who do not have basic skills to function at a host
agency or in an unsubsidized setting need to be
assisted on an individual basis. To address these
needs, grantees should seek support services in the
community.
o Imposing Values. Staff may provide guidance and
direction to enrollees who are unfamiliar with local
customs, or methods of conducting employment related
activities. However, to the extent feasible, the
assessment process should respect the values of the
enrollees.
THE ASSESSMENT PROCESS
The assessment process can be put into context by examining it in
stages. The outline which follows focuses on different stages in
the assessment/IDP process.
Sponsors are also reminded that assessments prepared for other
employment and training programs may be used if they have been
prepared within a year prior to the individual applying to the
SCSEP. (641.309(h))
STAGE I - ELIGIBILITY DETERMINATION. The eligibility
determination is part of the overall assessment process.
o Note: Minimum standards for complying with age, income
and residency requirements are addressed under section
641.305 of the SCSEP regulation.
STAGE II - INFORMATION GATHERING.
o Most Suitable Community Service Assignment (CSA). An
interview shall be conducted with each enrollee to
determine the most suitable community service
assignment. The community service assignment should
accommodate the needs of the applicant/enrollee. The
needs of the host agency or project are to be
considered secondary to those of the applicant
/enrollee.
o Appropriate Employment & Training Objectives. An
interview shall be conducted with each enrollee to
identify the appropriate employment and training
objectives.
o Prepare Assessment in Partnership with Enrollee. The
assessment shall be made in partnership with the new
enrollee.
o Consider the enrollee's:
- preferences
- history, including all aspects such
as work, practical life experiences
(homemaking/parenting), military
service, education, personal
background, training.
- skills
- interests
- talents
- physical capabilities
- need for supportive services
- aptitudes
- potential for performing CSA
- potential for transition to unsubsidized
employment
- training needs
- reason for applying to/and
expectations of the program
- barriers
o Identify abilities. The assessment of each enrollee
shall take into consideration his/her physical
capabilities.
o Require consistency with RA/ADA. Assessments for
physical ability shall be consistent with section 504
of the Rehabilitation Act of 1973, as amended, and the
Americans with Disabilities Act of 1990 (ADA)
o Assignment. Grantees shall seek a community service
assignment which will permit the most effective use of
each enrollee's skills, interests and aptitudes.
STAGE III - Individual Development Plan (IDP) The Individual
Development Plan (IDP) is based on the assessment and
reassessment. Some points to consider in the IDP are the
following;
o Expandable goals. The goals developed shall be
expansive (but clearly defined) and include items such
as:
- employment
- training needed
- community service assignment
- quality of life
- aspirations
o Mutual partnership. The IDP shall be:
- developed in partnership with the enrollee.
- contain the signatures of enrollee and appropriate staff
o Action Steps with Approximate Time Frames. The IDP
shall include specific:
- action steps;
- approximate dates for undertaking and completing the
action steps
-3-
o Appropriate supportive services. The enrollee's
supportive services identified in the assessment shall
be reflected in the IDP. To the extent practicable,
plans to provide the needed services should be
described.
o Assessment/reassessment. The grantee shall use the
assessment or reassessment as a basis for developing or
amending an IDP.
STAGE IV - Reassessment/Recertification. The reassessment can be
a continuous process but must be done at least once every twelve
months. It may be prepared when the eligibility recertification
is done and should include consideration of previous assessment
findings.
o Update the IDP and Conduct a 12 Month Review
- evaluate progress
- explore needed supportive services
- determine potential for transition
- review employment and training objectives
- demonstrate mutual partnership, in
development of time frames with
specific actions
- link with joint enrollee/staff signatures.
o Consider alternative community service assignments
- assess potential for greater opportunity(ies)
- enhance potential for transition to unsubsidized
employment
- consider best interest of enrollee
- determine training opportunities
JAMES H. NORRIS, Chief
Division of Older Worker Programs
PAUL A. MAYRAND, Director
Office of Special Targeted Programs
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