1. (a) Each provider agency shall have:

   1. (1) Personnel qualified pursuant to (b) and (c) below, available to meet the individual and collective employment-related needs of each individual served; and
   2. (2) Staff who meet the requirements of (e) or (f) below.
2. (b) Prior to a person providing employment services to individuals, the provider agency, with the consent of the person, shall complete the necessary registration, criminal background, and office of the inspector general exclusion list checks in accordance with He-M 504.03

3. (c) Prior to providing employment services to individuals, the provider agency, with the consent of the person, shall:

   1. (1) Obtain at least 2 references for the person; and
   2. (2) Complete a motor vehicles record check to ensure that the person has a valid driver’s license if such provider will be transporting individuals.
4. (d) Provider agencies shall provide initial and ongoing training as required in He-M 506.05 and as required to implement services in He-M 518.05 and He-M 518.07.

5. (e) Employment professionals shall:

   1. (1) Meet one of the following criteria:

      1. a. Have completed, or complete within the first 12 months of becoming an employment professional, training that meets the national competencies for job development and job coaching, as established by the Association of People Supporting Employment First (APSE) in “APSE Universal Employment Competencies” (Revision 2019), available as noted in Appendix A; or
      2. b. Have obtained the designation as a Certified Employment Services Professional through the Employment Services Professional Certification Commission (ESPCC), an affiliate of APSE; and

   2. (2) Obtain 12 hours of continuing education annually in subject areas pertinent to employment professionals including, at a minimum:

      1. a. Employment;
      2. b. Customized employment;
      3. c. Task analysis or systematic instruction;
      4. d. Marketing and job development;
      5. e. Discovery;
      6. f. Person-centered employment planning;
      7. g. Work incentives for individuals and employers;
      8. h. Job accommodations;
      9. i. Assistive technology;
      10. j. Vocational evaluation;
      11. k. Personal career profile development;
      12. l. Situational assessments;
      13. m. Writing meaningful vocational objectives;
      14. n. Writing effective resumes and cover letters;
      15. o. Understanding workplace culture;
      16. p. Job carving;
      17. q. Understanding laws, rules, and regulations;
      18. r. Developing effective on the job training and supports;
      19. s. Developing a fading plan and natural supports;
      20. t. Self-employment; and
      21. u. School to work transition.

6. (f) At a minimum, job coaching staff shall be trained on all of the following prior to supporting an individual in employment:

   1. (1) Understanding and respecting the business culture and business needs;
   2. (2) Task analysis;
   3. (3) Systematic instruction;
   4. (4) How to build natural supports;
   5. (5) Implementation of the fading plan;
   6. (6) Effective communication with all involved;
   7. (7) Methods to maximize the independence of the individual on the job site; and
   8. (8) Understanding individual specific health-related requirements including but not limited to any special, cognitive, mental health, or behavioral needs.
7. (g) Supervisors of employment professionals shall ensure employment professionals and job coaches meet the criteria outlined in (e) and (f) above.

Source. #10493, eff 2-18-14 (from He-M 518.08); ss by #14040, eff 8-1-24