3130 Employment Services Assessment Process - The employment service assessment is an on-going process which consists of engagement, information gathering, and documentation. The self-assessment will assist in this process. It is recommended that the substance use screening (i.e. SASSI, UNCOPE, etc.) as defined by the contractor, be completed within the first 90 days of TANF approval and is required to be completed by the 12^th month of TANF assistance. All cases that do not have the substance use screening completed within the first 90 days must have the extension approved by the Employment Services Program Administrator. All additional assessments to determine barriers to employment or hardship should be initiated no later than the 8th month of assistance. Once the client’s limitations are assessed, the career navigator will meet with the client and place them in an appropriate employment focused activity. The career navigator will work regularly with the client to assure they are performing at their maximum capacity with accommodations as per assessments, medical evaluations and career screening tools.

• If the client reports incidents of sexual harassment, domestic violence, sexual assault, or stalking to a career navigator, the career navigator will send a referral to a local Domestic Violence/Sexual Assault (DVSA) provider.
  
  
• If the client provides documentation they cannot work because they have physical or mental limitations, the career navigator may refer these clients directly to Rehabilitation Services.
  
  Note: If the client is involved with DV/SA or Disability Employment Services (Rehabilitation Services) they will still be expected to complete the self-assessment and the substance use screening unless excluded (KEESM 2251).
  
  

3130.1 Engagement - Building rapport and establishing trust are important for client/career navigator collaboration. The initial contacts with the client set the tone for a successful partnership. Listening is an important communication skill. Determine the following:

• What motivates the client?
   

• What barriers does the client talk about that are keeping them from attaining goals?
   

• How to empower the client. What are their options? What can they reasonably do?
   

• Focus on strengths and client buy-in to the activity they select.

3130.2 Gather Information - The career navigator will gather information about the client during motivational interviews. The career navigator will utilize specific screenings and assessment tools to help identify the client's strengths and barriers, and to assist the client in developing a plan for achieving the client's goals. Employment Services Program Administrator approval is required for any exception to a client’s completion of the assessment process.

Documentation of assessments will be placed in the case file and noted on the system.

Additional assessments may occur within the first 12 months of TANF benefits and should be initiated by the 8th month.

•  Adult Basic Education Testing: If the client has not obtained a high school diploma or completed a GED, the client may be referred to the Adult Learning Center, or other available local resources for testing based on availability in the given region and on the client’s goals for employment.
   
• LD Screening: If the client indicates a potential for the existence of a learning disability, i.e., repeating grades in school, trouble reading, early drop out or poor grades, an LD Screen may be administered based on the regional availability and the client’s employment goals. A referral to Rehabilitation Services or a provider for further psychological testing, learning disability diagnostic testing , and/or plans for accommodations may be made.
  
  
• Additional Substance Use Disorder screens: Once they have been given the substance use screening (i.e., SASSI, UNCOPE, etc.), as defined by the contractor, if a client displays unusual behavior or has the appearance of being under the influence of an intoxicating or illegal substance, the client may be referred to SRCC for further assessment and screening. This referral will be made on the ES-4412.  See KEESM 3330.1 for guide lines
  
  
• Employment Screening: The client may be referred to a provider or the local workforce center to take employment screens such as the Work-Keys, Star, Career Pipeline, or other assessments to determine their interests, strengths, and skill levels for employment opportunities. They may also be referred to local providers for Vocational Assessments to determine specific skills or limitations.
  
  
• Psychological Evaluations: Clients who have a history of poor performance on work sites, difficulty completing school or who report depression, emotional or mental challenges may be referred for a psychological evaluation. See KEESM 3330.4 .
  
  
• Medical Assessments: If the client claims a physical or mental disability, they must provide documentation to establish their limitations. The career navigator will provide an ES-4309, Doctor’s Statement, to be completed by a licensed professional. The career navigator will advise the client that all medical documentation will be subject to a second opinion. Based upon the information received, the client may be referred to Rehabilitation Services, a comparable community service or an appropriate employment focused work program activity where they may participate within the boundaries of their limitations. See KEESM 3330.4.
  

Additional follow-up guidance is provided in Appendix, Item #E-14.

Much of the information gathered during the work program assessment process is used to meet the required protocol prior to terminating a TANF case due to the 24-month time limit (see 2242).

The client may be referred to a RS Career Development Center (RS CDC), other contracted provider, Rehabilitation Services or Mental Health Center for further assessment.

The Self Assessment Tool (Appendix #E-6) should be completed each time the client applies for assistance.

3130.3 Documentation - Information obtained during the assessment is documented in the case record and on the system.

The Self-Sufficiency Agreement documents the collaboration between the client and the career navigator to establish the strategies for achieving employment and self-sufficiency goals. Client strengths, information from assessment interviews, tests, community resources, barriers, available program activities and services are considered in the mutual development of the agreement.

The career navigator and the client will determine the appropriate activity based upon the client's goals, assessment data, and available local resources. If the assessment report indicates continuing mental health needs, the career navigator should collaborate with the Mental Health Center (MHC) for treatment and/or case management. Identified barriers such as substance abuse and/or domestic violence will need to be addressed early in the Employment Services participation process.