ࡱ> Z[Yܥhc e B>Thhhhhhh|||||  |ZXCh"$,hhhh; ua||hhhhColorado Workforce Centers Accessibility Checklist for Regional Directors Instructions: This survey form is to be completed by the Regional Director of Colorado Workforce Centers (WFC), or a designated representative of that official. (Whoever completes this questionnaire should be identified as the Primary Contact below.) Please print or type your responses to the items listed below. This checklist can be completed online and e-mailed to the Project TRAIN processing center. For each of the options listed, place a check in only one of the unshaded boxes, to indicate whether you 0. Dont Know, 1. Strongly Disagree, 2. Disagree, etc. Use the Notes/Comments field to provide any additional explanations you deem appropriate regarding any of these items. Return your completed checklist by January 31, 2003 to: Project TRAIN, 1223 S. Yosemite Way, Unit #68, Denver, Colorado 80231, or fax to 303/751-5167, or e-mail it to whilton50@aol.com. Thanks for your cooperation and participation in this important effort. Facility Name:___________________________________________________Name of Primary Contact: ___________________________________________Address: _______________________________________________________City: __________________________, Colorado Zipcode: __________Average Annual Visits: __________ % Persons with Disabilities: ______Phone # (and area code) of Primary Contact: _____________________________Date Checklist Completed: _________________________________________Fax # (and area code): ______________ E-Mail: _________________________Name of Your Region: ____________________________________________ Access Element0. Dont Know1. Strongly Disagree2. Disagree3. No Opinion4. Agree5. Strongly AgreeNotes/ CommentsA. Staff Development, Knowledge, and Awareness Workforce centers must be aware of the need to ensure equity of services to persons with disabilities. Staff know how to make people with disabilities feel comfortable.Staff seem comfortable relating to people with all types of disabilities.People with disabilities are not discriminated against in any way when they visit the center.If asked, staff can identify all of the resources within the center that are available to assist people with disabilities.Staff understand that they are required to provide reasonable accommodations to customers with disabilities.Staff understands the obligations of the workforce center under the requirements of the Americans with Disabilities Act (ADA) Title II, the Rehabilitation Act (Section 504), and the Nondiscrimination and Equal Opportunity Regulations for the Workforce Investment Act (WIA).Staff know how to use, and how to instruct customers on the use of, all of the assistive technology that is available in the center. Staff know how to be advocates for people with disabilities when it is appropriate to do so. Staff know how to conduct individualized, client-centered planning and counseling on behalf of people with disabilities.Cross-training takes place among staff, and between staff and external partners.Training is ongoing, reflects current and cutting edge content, and is available to new workforce center (WFC).Information and training on serving persons with disabilities is part of new employee training.There is an ongoing assessment of the effectiveness of programs and services offered in this area.B. Human Factors Workforce centers must accord persons with disabilities the same level of respect and freedom of choice that is extended to all other patrons.Processes or policies have been created to offer accommodations to those with various disabilities (such as sensory limitations, cognitive and behavioral disabilities, etc.) in order to provide access to all programs and services.A process for handling reasonable accommodation requests is in place, and staff are aware of how to address these requests. Staff recognize and respect the customers right to refuse any special assistance that has been offered.Confidentiality is assured, and information is not shared with third parties without the written permission of the customers.Information on services and programs for persons with disabilities is included when introducing new customers to the workforce center.When they are trying to match a customer who has disabilities with possible job opportunities, staff avoid making restrictive assumptions about the limits of that customers capabilities.People with disabilities have access, as appropriate, to the full range of services available at the center.There is an ongoing assessment of the effectiveness of programs and services offered in this area.C. Communications Workforce centers must ensure effective communications with individuals with disabilitiesCommunications materials are available in alternate formats (e.g., Braille, signage, etc.) upon request.Staff regularly ask all customers if they need information in alternative formats.Staff are familiar with Internet-based and telephone options for communicating with persons who are deaf or hard of hearing.Upon request, staff are able to provide literature, posting information, and audio-visual materials in formats that are understandable to persons with visual, hearing, learning, and cognitive impairments.Staff have identified a source for sign language interpreters and other needed support services, and can respond quickly to requests for these services.Staff are familiar with strategies and auxiliary aids for communicating verbally with persons who have speech, hearing, or cognitive disabilities.Staff are familiar with the operation of a text telephone (TTY) and with the etiquette of a text-based telephone call.Signage is posted to remind employees and customers of the center that information is available in alternate formats.There is an ongoing assessment of the effectiveness of programs and services offered in this area.D. Electronic Resources Workforce centers provide a wealth resources to their customers electronically, including job research, job development training, and resume tools. These resources must be equally available to customers with disabilities.The center provides equal access to center resources delivered through computer to customers with disabilities.The center has at least one accessible workstation that can serve the needs, to the extent possible, of the majority of its customers with disabilities.There is a budget for the purchase of adaptive equipment and services for customers with disabilities, such as sign language interpreters.The center maintains, or has ready access to personnel who can install, configure, and maintain adaptive equipment and materials.The center regularly budgets for the acquisition and upgrade of assistive technology.There is an ongoing assessment of the effectiveness of programs and services offered in this area.E. Partnerships Workforce centers must be open to leveraging other local community resources in addressing the needs of people with disabilities.Staff are aware of potential community resources that are available to assist the center and its customers with disabilities with program access.Staff team with representatives from independent living centers (ILCs), Vocational Rehabilitation (VR) and others organizations, as appropriate, to develop and provide training on disability and related issues.Staff and community partners have manifested a willingness to create and institute an integrated, collaborative approach to training, and to providing services to people with disabilities.Memoranda of Understanding (MOUs) are in place with the disability community agencies and independent living centers (ILCs).Memoranda of Understanding (MOUs) are in place with Vocational Rehabilitation (VR).MOUs are revised as needed, to reflect improvements in practice and policy related to serving people with disabilities.MOUs reflect performance standards, outcomes, service delivery and outreach efforts.The range and flow of services offered involves independent public and private agencies and organizations, in collaboration with the center, as appropriate.Partner agencies, including the workforce center (WFC), VR, and ILC share and collect outcomes data.A process is in place to refer from the WFC to disability agencies, and to refer from disability agencies to the WFC.There is an intentional connection between WFCs and disability agencies, either using the Consumer Navigator model, collocation of staff, or another model of service delivery.There is an ongoing assessment of the effectiveness of programs and services offered in this area.F. Involving People with Disabilities The more directly people with disabilities are involved in center operations, the more responsive and beneficial those operations are likely to be.One or more persons with disabilities, who are active in the disability community, sit on the workforce center board.Representatives of the disability community are consulted in the planning, design, and creation of an accessible center, and are encouraged to assist with problem identification and resolution.Representatives of the disability community are involved in setting the performance measures for the center.An effort is made to recruit and hire employees who have disabilities.External consultants/advisors who are themselves persons with disabilities are consulting in the conduct of center operations.There is an ongoing assessment of the effectiveness of programs and services offered in this area.G. Performance Measures/Record-Keeping Center personnel and leadership recognize and appreciate the value of ongoing evaluation as a critical factor in responding to the needs of people with disabilities.The WFC collects data regarding the outcomes of the services provided to people with disabilities, including the adequacy of self-help resources, the effectiveness of counseling and guidance, placement, retention, wage gains, and other outcomes data, as determined locally.Discrimination complaints are logged and used to detect patterns and to improve services to people with disabilities.Performance data is collected in formats that permit comparative analyses across workforce centers.Data resources are computerized for each of access and analysis.All data, collected from all sources, is used to improve service delivery.There is an ongoing assessment of the effectiveness of programs and services offered in this area.H. Outreach/Marketing Workforce centers must make a conscious and ongoing effort to ensure that people with disabilities are aware of, and feel encouraged to use these resources.Print and multi-visual marketing materials depict people with disabilities in a positive light.Marketing materials reflect the fact that the WFC is an equal opportunity employer and program.Customers requiring such are provided with TTY and relay services.Marketing materials are provided in formats appropriate to the needs of people with disabilities (e.g., tactile signage for blind patrons, sign language interpreting services for the deaf, etc.).People with disabilities are consulting in the design of outreach activities for consumers in that target market.Outreach to employers, encouraging them to hire people with disabilities, is part of the standard operating procedure at the center.There is an ongoing assessment of the effectiveness of programs and services offered in this area.I. Physical Accessibility Workforce centers must be physically accessible to people with all types of disabilities in terms of ease of ingress and egress, width of hallways to accommodate customers who require mobility aids, availability of ramps, proper lighting, adequate toilet accommodations, access to nearby parking, access to assistive technology, etc.Herein, the route of travel refers to physical passage to and from transport vehicles parked outside, and among all of the offices, waiting rooms, on-premise workstations, restrooms, and other resources in each workforce center. Center personnel have analyzed the route of travel at this facility to determine the extent to which it complies with ADA access requirements.There are no records of any unresolved complaints or incidents related to physical access that have frustrated customers who have disabilities.When access barriers have been identified, the staff, as a matter of policy, responded immediately, either by repairing the deficit, or by providing dignified alternatives to the centers main route of travel.An adequate number of parking spaces are available for people with disabilities near the main entrance of the center.The on-premise signage directing consumer traffic includes, where appropriate, large-print, literal communications; tactile signage (e.g., Braille); and audio/recorded instructions strategically placed to ensure ease of wayfinding by people with disabilities.Every physical aspect of the center has been thoroughly checked for compliance with ADA requirements.Heavy doorways are power-assisted, or equipped with sensors that allow them to be opened automatically upon the approach of individuals who may not be able to open or close them without assistance.The center is equipped with automated, emergency alert systems that employ audio/visual techniques for making building occupants aware of dangers, and for directing them along safe passages of evacuation, if that becomes necessary.Any critical, automated, emergency systems (e.g., fire alarms) in use at the facility are checked for reliability on a regular basis, or are designed to notify center personnel when batteries need to be changed or circuits need to be checked.Most of the seating accommodations within the center are flexible, as opposed to fixed, to more easily accommodate the movements of people in wheelchairs and other mobility impaired patrons.Railings have been installed, as appropriate, on stairwells and ramps.Water fountains, public phones, door knobs, mirrors, and other conveniences are located at a level of accessibility to mobility impaired patrons.There is at least one phone on premises designed to accommodate the hearing impaired, and at least one equipped with a text capability (TTY).A broad range of assistive aids and services are available to people with disabilities upon request.All of the assistive aids available are maintained in usable condition.There is an ongoing assessment of the effectiveness of programs and services offered in this area.Thanks for your patience. Please return this completed survey form immediately to the Project TRAIN processing center, at the address or fax number indicated on Page 1 Contact Lee Carter, Project TRAIN Grants Manager at 303 866 3430 or Judy Emery, Colorado Project WIN Project Director at 303 315 1274 for more information. The material contained herein was developed through a grant from Rehabilitation Services Administration / United States Department of Education Grant Number: H989A980018-00 and the United States Department of Labor Work Incentive Grant to the State of Colorado Office of Workforce Development Grant # IG-12230-02-60. This checklist was created by the Universal Access Committee of Colorado Project TRAIN. 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