Section 103.03. Initial W-2 worker training.

 

(1)   FEPs and resource specialists.

(a) The department shall make initial W–2 worker training available to new FEPs and resource specialists directly or through contractors. The W–2 agency shall ensure that each FEP and resource specialist completes the department's initial training during the first 6 months of employment.

(b) No FEP may make independent decisions related to eligibility or perform case management functions until the initial W–2 training for new FEPs is successfully completed.

(c) No resource specialist may make independent decisions related to providing an initial assessment of a potential W–2 applicant's needs, making referrals to service providers, or evaluating an individual's need for W–2 until the initial W–2 training for new resource specialists is successfully completed.

(d) To successfully complete the initial W–2 training, a new FEP or resource specialist shall attend all class hours and shall participate in all instructional activities. The W–2 agency shall develop evaluation strategies to ensure that the new FEP or resource specialist achieves a minimum standard of competence.

(1m)   Supervisor. A supervisor who is employed on or after December 1, 2006, to supervise FEPS or resource specialists shall complete the department's new worker training for the job function of the workers that the supervisor is supervising during the first 6 months of employment, unless the supervisor worked in that job function within one year prior to the date of hire as a supervisor. If a supervisor supervises both FEPs and resource specialists, the supervisor shall be required to complete the FEP training only.

(2)   Standard curriculum.

(a) The department shall develop a standardized curriculum for training new FEPs and resource specialists. The standardized curriculum shall include courses, independent study, and closely supervised practical experience and shall ensure that learning objectives support an acceptable standard of competency at completion. The curriculum may vary depending on job function and may include the following:

1. Program philosophy emphasizing W-2 as a work program.

2. Policy and procedure in W-2 handbooks, manuals, and instructional materials.

3. Eligibility determination.

4. Automated systems used in the W-2 program.

5. Interpersonal skills needed to perform W-2 functions.

5g. Civil rights compliance, cultural awareness, and diversity issues.

5r. Compliance with the Americans with Disabilities Act (ADA).

6. Case management information and skills, including:

a. Employment and training information for W–2 participants, including job readiness assessment, skills training opportunities, job search activities, labor market information, career planning, and job retention skills.

b. Special needs of the W–2 participant or a family member as those issues affect the W–2 participant's employability, including substance abuse, domestic abuse, and physical or mental disabilities.

c. Community resources and supportive services available to assist W–2 participants.

d. Collaboration and coordination with local child welfare agencies.

(3)   Domestic abuse training.

(a) A FEP shall complete 12 hours of training in domestic abuse awareness within the first year of employment, including case management strategies and the department's comprehensive screening tool.

(b) A resource specialist shall complete 6 hours of training in domestic abuse awareness within the first year of employment.

(c) A supervisor who is required to take the initial W-2 training under sub. (1m) shall complete domestic abuse awareness training for the job function of the workers who the supervisor is supervising.

(4)   Comparable training. A W-2 agency may develop its own training to implement the standardized curriculum under sub. (2) , with approval by the department. A W-2 agency that chooses not to participate in the initial training for new W-2 workers offered by the department or its contractors shall submit a training implementation plan to the department for approval at least 45 days before the planned start date of the training. Training plans shall be submitted to the department on an annual basis. The plan shall do all of the following:

(a) Specify the number of hours of classroom training, independent study, planned exercises, and activities.

(b) State how W-2 handbooks, manuals, and instructional materials will be used.

(c) Explain how training will address the interpersonal and case management skills needed to perform the W-2 function.

(d) Specify the number of hours of supervised practical experience, including the use of automated systems, W-2 program policy and procedure application, and case management techniques.

(e) Indicate the length of the training program.

(f) Describe how learning will be evaluated.

(g) Include the name, address, position title, and qualifications of each trainer.

History: Cr. Register, October, 1999, No. 526 , eff. 11-1-99; CR 02-050 : r. and recr. Register January 2003 No. 565 , eff. 2-1-03; CR 06-044 : r. and recr. (1) and (3), cr. (1m), (2) (a) 5g., 5r. and 6. d., am. (2), (a) (intro.), 1. and 4., 6. a. and b., (4) (intro.), r. (2) (b) and (c), Register November 2006 No. 611 , eff. 12-1-06.

Note

Send the proposed W–2 training implementation plan to: BWF Partner Training Section, DCF Division of Family and Economic Security, 201 E. Washington Avenue, P.O. Box 8916, Madison, WI 53708-8916. A copy of the department's training schedule for new and experienced workers may be obtained by writing the above address or by accessing the Bureau of Working Families Partner Training website at http://dcf.wisconsin.gov/partnertraining . Microsoft Windows NT 6.1.7601 Service Pack 1