Performance Based Agreement (PBA)
Vocational Rehabilitation Services (VRS) purchases placement and retention services through a Performance Based Agreement (PBA) structure.
Overview
Placement and retention services are intended for individuals who require assistance to prepare for, secure, retain, advance in or regain competitive integrated employment consistent with their unique strengths, resources, priorities, concerns, abilities, capabilities, interests and informed choice.
PBA milestones, rates and required documentation are identified in the sections below.
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Milestone Rates
Milestone General PBA Milestone Amount E1 BPA Milestone Amount Milestone 1 Initial Placement Plan $1,330 Initial Placement Plan $1,330 E1 Milestone N/A N/A 120-days of service $1,200 Milestone 2 First Shift of New Job Completed $1,200 First Shift of New Job Completed $1,200 Milestone 3 90 Days Successfully Employed $1,270 90 Days Successfully Employed $1,270 - TOTAL $3,800 TOTAL $5,000 *Occupational Communication Specialist Services (OCSS) Differential
- A separate line identified as "OCSS Differential" will be added on the PBA authorization in the amount of $400 for a total of $4,200 for the General PBA and $5,400 for the E1PBA.
- This differential will be authorized to Community Partners who demonstrate the ability to effectively serve Deaf or Hard of Hearing (D/HH) individuals AND have qualified staff that provide placement and follow-up services AND have an Intermediate Plus rating on the Sign Language Proficiency Interview or Registry of Interpreters for the Deaf certification.
- A list of qualified OCSS providers is available at DHH Resources: OCSS Differential Partners.
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Placement and Retention Services Defined
VRS Placement Services may include, but are not limited to: identifying and developing job opportunities, assisting with creating and updating resumes, completing job applications, preparing for job interviews, completing cover and thank you letters, providing on site job analysis, assisting employers to identify and eliminate barriers to both competitive integrated employment and to the advancement of individuals with disabilities.
Follow up services require regular check-ins with the individual to assist the person’s adjustment to competitive integrated employment. The Placement Professional assists the individual with initial orientation and onboarding (as appropriate). The Placement Professional identifies any areas of concern or additional services needed to maintain or advance in employment (e.g., job coaching, reasonable accommodations, assistive technology, assistance with interpersonal communication). Follow up services include communicating with the employer (if appropriate) to ensure that essential performance standards are being met and offer assistance and resources to facilitate adjustment to the new position.
When Vocational Rehabilitation Services (VRS) purchases placement and follow-up services it is through a Performance Based Agreement (PBA) structure.
- General PBA: used when authorizing for job placement and follow up services when participants do not have a Medicaid waiver.
- E1PBA: used when authorizing for job placement and follow up services when participants have a Medicaid waiver.
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VRS E1 PBA and General PBA Frequently Asked Questions
VRS Staff and VRS Community Partners are invited to submit additional questions by email VRSPTContracts.DEED@state.mn.us
PBA Resources
Where can I find training on General and E1PBAs?
The training recording and presentation is located on DEED-VRS website in the Community Partners Guide.
Where can I find forms for the E1 PBA and General PBA?
Forms are available on the DEED-VRS website in the Community Partners Guide.
General FAQs (E1 and General PBAs)
Do Community Partners need to use VRS's template Placement Plan form, or can Community Partners incorporate required elements into their internal electronic Placement Plan form?
The Placement Professional can use their own version of a Placement Plan for General PBAs and E1 PBAs as long as it incorporates all the key elements in the VRS template.
When does the "12 Months in a PBA" clock start?
The "12 months in a PBA" clock starts the day the Placement Plan meeting is held (excluding any days in hold status).
Why are there two 90-Day clocks? And how are the different?
"Employed for 90 days" is for PBA Milestone 3 payment to the Community Partner. "Achieved 90-days of Employment Stability" is an RSA metric. VRS uses the 90 days of Employment Stability to measure employment stability for purposes of considering VRS case closure. This is true for both General and E1 PBAs and is the same as our current policies.
Is the Occupational Communication Specialist Services (OCSS) Differential the same for both E1 and General PBAs?
Yes.
What contact means are acceptable for a 60-day meeting, if a Job Seeker is unable to meet in person or does not have access to technology to do a virtual meeting?
We want to ensure the 60-Day Meeting is a planned meeting and not a quick phone call or email check-in. This meeting is an important part of Job Placement services. VR recommends a "live" in-person or virtual meeting, but we want to respect the Job Seeker's needs. If there is no option to meet either virtually or in person, this meeting can be by phone if it is a scheduled and structured meeting with all core members present (Job Seeker, VRS Counselor and Placement Professional).
When can Milestone 3 be paid with made with Connect 700?
Milestone 3 can be invoiced and paid 90 days after the first day of the official probationary period starts.
Can community partners be paid for interviewing potential Job Seekers?
No. Because community partners and Job Seekers must agree that there is a "good fit" between them, a community partner may wish to review Invitation to Placement Team information or interview a potential Job Seeker.
Who pays for necessary interpreter services?
Interpreter services are included as a part of the PBA payments, so the community partner should pay for the interpreting costs.
In circumstances when neither the employer nor community partner are able to arrange interpreter services for a job interview in a timely manner and this would jeopardize a job opportunity, VRS may arrange and authorize for interpreter services. The record of service should reflect the rationale for VRS providing this service.
Note: An Occupational Communication Specialist Services (OCSS) differential can be authorized to community partners who demonstrate the ability to effectively serve D/HH Job Seekers AND have qualified staff that provide job development, placement & job coaching supports AND have an Intermediate Plus rating on the Sign Language Proficiency Interview or Registry of Interpreters for the Deaf certification. The OCSS differential must be on the partner's contract.
When can Job Seeking Skills training be authorized?
Typically, JSS training is authorized prior to the PBA to prepare the Job Seeker for placement, however, there may be times when a Job Seeker needs those services during the PBA. This should be an individualized decision and must be on the community partner's contract for services.
Can VRS pay for additional services such as a Job Tryout (JTO) or On-the-Job Training (OJT) to assist the Job Seeker with obtaining employment?
Yes, in instances when a Job Seeker is already receiving services through a PBA, VRS can contract with a partner for additional training (On-the-Job Training services and wages) that the Job Seeker may require, beyond what other new employees typically receive. VRS can also contract with a partner to provide a Job Seeker the opportunity to try a job (Job Tryout Services and Wages) to see if it is consistent with their unique strengths, resources priorities, concerns, abilities, capabilities, interests and informed choice. The community partner must contact VRS before making a commitment to the employer for these services. The service must be on the partner's contract.
Follow-up and retention services with the Job Seeker and employer should be provided by the community partner. The employment-first shift completed or 2nd PBA milestone payment occurs when the individual is hired and completes their first shift of work following the completion of the JTO or OJT. The successful placement closure or 3rd and final PBA milestone payment occurs at a minimum of 90 days from the end of the OJT or JTO and the remainder of retention conditions are met.
Can a community partner receive a PBA if the Job Seeker gets hired through a different service, such as work evaluation or work adjustment training?
No. PBA payments are intended to reimburse a community partner for the costs associated with developing a job with an employer. If a job offer results from another service, no placement plan should be signed and no PBA milestones should be paid. Follow-up services (retention services) can be paid on a fee-for-service basis through the contract for services.
Can a PBA be authorized for enclave, clustered, or scattered placements?
No. PBA is to be used for single site jobs. VRS could authorize job retention services through fee-for-service in the P/T Contract if the VRS counselor agrees that the placement is competitive integrated employment.
Can a community partner hire the Job Seeker as their own employee and receive the PBA milestone payments?
No. When a community partner becomes the interested employer, there is an implicit and explicit conflict of interest between the "placement provider" role and the role as an "employer." The PBA service is intended to pay for the community partner's efforts in seeking and securing employment with an employer.
If a community partner wishes to be the employer, they should relinquish the PBA role and not expect to be treated as both the employer and the service provider by VRS.
If a person is hired by a partner, another community partner could be contracted for job coaching or other needed hourly services.
Can a community partner receive payment for the employment-first shift completed when a consumer gets a job that doesn't match the placement and retention plan job goal?
Yes, but no follow-up services should be provided until the VRS counselor and consumer agree to amend the consumer's Employment Plan. If the job is determined to be suitable by the consumer and the VRS counselor, follow-up services under the PBA could be initiated and the successful placement closure or 3rd and final PBA milestone payment may occur when all closure conditions have been met.
When can an existing PBA be ended and a new PBA authorized so the community partner can receive initial milestone payments again?
If the placement and retention plan is amended significantly (the employment goal or services change substantially), a new PBA can be authorized. Additionally, a new PBA can be initiated if the job seeker has been involved in placement services with the same partner for 12 months (excluding any dates in hold status).
If a community partner who does not have long-term support services available engages in a PBA, when should the community partner that will be providing long-term support services start?
Once stability is reached, the long-term provider can begin services and can collect long-term support service funds (waiver, EE, etc). The community partner with the PBA will provide follow-up services until 90 days employed. After that point, the 3rd milestone can be paid.
How long can a PBA authorization run?
Each PBA milestone requires a separate authorization.
PBA milestone 1 authorizations will have an end date 60 days past start date, rather than the employment plan end date or the end of the federal fiscal year which falls on September 30.
PBA milestones 2, 3 and E1MN will have an end date based on the employment plan end date or the end of the federal fiscal year, whichever is soonest.
The exception to this is the Partner's P/T Contract expiration date.
Is there a limit to the number of times that a Job Seeker is to be placed by the community partner under a PBA?
There is no limit, but each time the Job Seeker loses or quits a job, an assessment by the Job Seeker, the community partner and the VRS staff person of why this occurred must be done. Subsequent action must fit the results of that assessment. If the job goal remains consistent, then the PBA continues and job placement efforts are re-initiated.
If the Job Seeker has changed their mind about wanting to work, the job goal has changed significantly, or the Job Seeker is not adequately prepared for employment, the PBA should end. Further counseling by the VRS counselor is necessary to identify next steps.
What happens if the VRS record of service is closed and an event occurs that places the consumer's job in jeopardy?
Individuals who have been exited and require additional services to maintain, regain, or advance in employment should be encouraged to reapply for VR services.
Can a VRS record of service be closed and payment of the successful placement closure milestone occur if the consumer is working in a temporary job?
The 90 days of employment must be with the same employer and the same position unless the individual has made the informed decision for successive temporary employment assignments.
What is the first date of service?
The first date of the PBA service is the date of the placement plan meeting, not the date all signatures were collected on the placement plan.
PBA Billing/Process (General and E1 PBAs)
Does VRS need the first monthly progress report from Community Partners before paying Milestone 1?
No, only the signed Placement Plan provided by the partner is necessary to pay a Milestone 1 invoice.
What is the date of service when billing Milestone 1?
The date of service for Milestone 1 is the date the Placement Plan Meeting occurred.
Is it required to have the first 60-day meeting scheduled before the payment of the first milestone?
Yes, the 60-day meeting should be scheduled before the Placement Plan meeting concludes with the Core Members (Job Seeker, Placement Professional and VR Counselor) agreeing to a date and time.
Will VRS make a payment for a milestone if the partner has not submitted all Monthly Progress Reports to date for that individual?
No, VRS will not make a payment for a milestone unless all Monthly Progress Reports are complete and received from the previous milestone paid to the current milestone being invoiced.
Regarding payment for Milestone 3: do Community Partners need to resubmit all Monthly Progress Reports occurring since the Milestone 2 payment or just ensure that all reports have been submitted for that time period?
The Placement Professional should submit the last Monthly Progress Report with the Job Closure information with an invoice for Milestone 3. The VRS staff will ensure ALL Monthly Progress Reports since the last Milestone payment have been received before approving Milestone 3 payment.
Would the first Monthly Progress Report be required a month after the placement plan meeting?
The first monthly progress report is required 10 days after the end of the calendar month. If a placement plan meeting happens toward the end of a month, there can be discretion utilized to allow the partner to complete the next month of reporting. Communication outside of the progress report is strongly encouraged and is best practice.
How does a Placement Professional report employment verification within 7 days when it should be on the Monthly Progress Report and that will be due by the 10th of the following month?
The partner will use the Monthly Progress Report and complete the job details section. This should be sent within seven days of the first shift worked (regardless of time of month). Partners should continue to submit a regular monthly progress update on the 10th of the following month. It is possible two reports are sent in one month based on timing of a hire.
Are Partners required to submit a Monthly Progress Report each month while an individual is in a "hold" status?
No, Monthly Progress Reports are not required while a PBA is on hold. However, Partner staff an VR staff must document the start date of the hold and any applicable updates pertaining to the ongoing "hold" status.
Is there an option to pay a milestone for an individual attaining an intermediate job while still in placement for the specific employment goal?
If the goal of the PBA was for the specific employment goal on the employment plan, yet the Job Seeker took an intermediate job while in the process of finding that specific employment goal, then payment for Milestone 2 cannot be made. There may be instances when a PBA is authorized for the purpose of finding an intermediate job (when the person is NOT a Pre-ETS student, since in that case Pre-ETS Work Experience - Services would be authorized), and in those cases then we can pay the 2nd milestone.
When is the E1 milestone paid?
The E1 milestone is paid when the partner invoices for 120 days of placement services. The date of service on invoice is 120 days from date of placement plan meeting (excluding any days in hold status). The corresponding Monthly Progress Report should be submitted with the invoice and VR staff should ensure that all Monthly Progress Reports have been received since the last milestone was paid. The date the job seeker meets the 120 days of service is not required to be on the Monthly Progress Report.
In an E1 PBA, if a person is employed before the 120 days of service, would a Community Partner be allowed to bill the 120 day milestone?
Yes, the E1 milestone is paid at day 120 in service (excluding any days of hold status). This clock starts the day the Placement Plan is started. Whether a Job Seeker is in job search or follow up, if they are still being served under the E1 PBA at day 120, the milestone can be billed for.
In an E1PBA, if a person gets a job within the first 30 days and the placement closure occurs before the 120 days of service, does the E1 120 day milestone get paid?
No, milestone 3 is placement closure. If the 120 days occurs after closure, VR is unable to pay the E1 milestone.
How does travel relate to PBA?
"Travel Expense to Provider" and "Transportation to Vendor (Job Seeker is in vehicle)" are still bundled into a PBA and cannot be authorized separately for a PBA. However, if job coaching is layered with a PBA, the partner may request "Travel Expense to Provider" and "Transportation to Vendor (Job Seeker is in vehicle)" for the layered job coaching. Agreement on either or both services must be made prior to the start of services. One authorization with multiple lines (job coaching "x" hours, travel "x" hours, transportation "x" hours) will be created as agreed upon .
More information on travel and transportation can be located here: vrs-travel-transportation-reimbursement_tcm1045-606243.docx
E1MN and E1 PBA specific FAQs
What activities are included with engage and plan phases? We have many people referred by the county to our program to have a Benefits Analysis (BA) completed, should we send them back to the county for a BA?
Information about phase activities can be found on the Disability Hub MN - The Engage Plan Find Keep framework.
Benefits planning is expected throughout all employment phases. The level of benefits planning should be based on the person's needs. Individuals do not need to be sent back to the county solely for a BA, as benefits planning is included within waiver employment services and VRS services. Additional tools, training, and guidance are available through Disability Hub MN's Benefits Planning Toolkit
If a person has a waiver and they lose their job, do they have to be re-referred to VRS to go through the find phase again or can they work with their community partner to find another job without going through VRS again?
If the participant loses their job while still in an active PBA, the PBA will continue, and the VR file stays open. After the VR file is closed, the participant should be re-referred to VR to do the Find phase of waivered employment services again.
How can/where do I register or find additional trainings?
Disability Hub MN - E1MN trainings and events.
Is VRS willing to make the VR application available directly to the case manager AND/OR the CRP to help the Job Seeker to complete the application?
No. VRS is responsible for providing these forms to a potential Job Seeker.
As a Community Partner, we are at capacity for waivered Development, at what point do we start encouraging individuals/CM to contact VRS for an intake?
Job Seekers can apply at any time, even those using waivered funding for employment services.
There are parts of the state that do not have VRS Community Partners with the capacity to provide long-term supports available. What do we do in this situation?
There is no change from previous VRS guidance. If the waiver case manager does not agree to fund long-term supports or if long-term supports are not available, then VRS would not proceed with services if the person needs long-term employment supports.
How will VRS staff know if someone has a waiver? Does VRS staff need to verify? What about adults who self-refer as sometimes they aren't sure if they are on a waiver or have a case manager.
VRS staff can look at DB101 and do a "Benefits Look-Up" to verify a waiver. For an E1 PBA, the waiver case manager is a part of the placement team and vocational planning process. Keeping them updated is critical. It is likely the waiver case manager is part of the referral to VRS.
What are the waivers and the definition of services?
The Guide to Waivers page is published on the Hub site in the Work toolkit. It has a "What are waivers?" section and the "FAQ's from VRS and schools" which includes a lot of helpful tips.
These are the four Medicaid waivers that initiate the E1 PBA:
Brain Injury (BI) Waiver for people with acquired or traumatic brain injuries who need the level of care provided in a nursing facility that provides specialized (cognitive and behavioral supports) services for people with brain injury or neurobehavioral hospital level of care.
Community Alternative Care (CAC) Waiver for chronically ill and medically fragile people who need the level of care provided in a hospital.
Community Access for Disability Inclusion (CADI) Waiver for people with disabilities who require the level of care provided in a nursing facility.
Developmental Disabilities (DD) Waiver for people with developmental disability or related condition who need the level of care provided in an Intermediate Care Facility for Persons with Developmental Disabilities (ICF/DD).
What about VRS Community Partners that are not interested in 245D licensure?
VRS will not require VRS Community Partners to obtain a 245D license. Each Community Partner will make that decision for themselves. In many cases, a Job Seeker will already be connected with a community partner who worked with them in the "Engage" and "Plan" part of the E1MN process. That Job Seeker might choose to continue with the same community partner to assist them with the "Find" phase, and then continue working with the community partner when they move back to DHS funding during the "Keep" phase. In this case, there is a benefit to being a 245D licensed partner and dually enrolled with DHS and VRS so a Job seeker can have a seamless continuum of services. However, community partners who do not have a 245D license can provide E1 PBA services and may be selected over a dually enrolled community partner if the Job Seeker and VR counselor feel this is the best match.
If a Job Seeker has one of the four waivers, but won't need job coaching or long-term follow up services, does VRS have to use the E1 PBA or is a traditional PBA acceptable if otherwise appropriate? And should VRS still involve the case manager in the initial placement meeting?
When a Job Seeker has one of the four Medicaid waivers, an E1 PBA must be authorized. Best practice is to connect with the waiver case manager to discuss benefits and available funding supports.
If an individual is in a General PBA and obtains a waiver, should VRS switch to an E1PBA?
Yes, if prior to the 120 days of service . The VR Counselor should update the employment plan and connect with a FOS to update the authorizations.
If this occurs after 120 days of service, the General PBA continues.
If an individual with a waiver either loses their job or decides they want to search for a new job (prior to 90 days employed), do they continue with the existing E1PBA?
If an individual was in an E1 PBA and they lost their job, the open E1 PBA would continue to fund the search for another job.
If an individual is on a waiver and has development services authorized (through the waiver), and they are now ready to find a job, should a referral to VRS be made? Or can the individual choose to find work through their waiver?
When a Job Seeker wants to begin their job search for competitive, integrated employment, a referral to VRS should be made. VRS is the funder for Job Placement Services as part of the "Find" phase.
How would E1 PBA relate to people who are referred for Individual Placement and Support (IPS)?
When an individual has one of the four Medicaid waivers and is referred to an IPS project for job search, an E1 PBA would be authorized, and the waivered case manager would be invited to the team. The IPS approach and principles would continue as usual.
If an individual successfully closes on a E1 PBA and then loses the job, does the individual come back to VRS to start a new PBA or can the individual go through the waiver?
VRS is the primary funder for the "Find" phase. If someone loses their job, a referral to VRS for job search assistance would be the appropriate step.
What is the process for transitioning the funding for long-term supports to the county/waiver?
This information is available on the E1MN website.
PBA Follow-Up and Job Coaching Services
Should a Counselor refer for placement services before verifying that long-term supports are in place / are available?
No. If an individual requires long-term support for success, this should be confirmed prior to putting Placement and Follow-Up Services on an Employment Plan.
Would onboarding and orientation help be part of follow-up or job coaching?
Onboarding and orientation are generally considered "Follow-Up Services." Depending on the disability and individual learning needs there could be a case for job coaching.
Does onboarding/HR paperwork count as the first day of employment?
The first shift of paid employment is considered the first day of employment.
At what point should a Community Partner discuss potential job coaching needs with VRS staff?
The conversation about potential job coaching needs should occur at the Placement Plan Meeting and 60-day check ins. The request for a job coaching authorization should occur when the offer is made, prior to job start date. Job Coaching may also be requested while a person is in employment and the need arises.
Do job coaching hours need to be approved by a VRS Supervisor?
If job coaching hours will exceed 20 hours total, VRS staff will need RAM approval before authorizing more hours. More than 20 hours of job coaching can be authorized but this will be a case-by-case decision.
Should VRS authorize for 20 hours of job coaching all at once?
No, the amount of job coaching hours authorized will be determined on an individual basis with agreement between the Community Partner and VRS.
Do Community Partners need to have job coaching on their contract?
No, it is up to each community partner to decide what is on their contract.
VRS cannot authorize for services that are not on the partner's contract.
If a Community Partner does not have Employment Supports/Job Coaching for Short-Term Job Supports on their PT contract and they would like to add them, they should contact the Community Partnerships team to have their PT contract amended.
Is a separate authorization required when the need arises for job coaching?
Yes, a separate authorization must be generated for job coaching if this is layered with a PBA.
If job coaching is provided during a PBA, do Community Partners need to complete separate paperwork for the services?
Yes, if a person requires job coaching, the Community Partner would then be providing two services. Follow Up Services with its required paperwork (Monthly Progress Report) and Job Coaching (Job Coaching Report).
Should Community Partners contact VRS about potential job coaching needs, or will the VRS Counselor contact Community Partners?
Either party can initiate the conversation. It is ultimately the VR Counselor's decision on the level of support the individual needs. Early and frequent communication regarding potential job coaching needs is expected and best practice (both VRS and Community Partner).
If/When job coaching is paid for by the waiver, is the VRS job coaching report still required?
A VRS coaching report is only required for invoicing for VRS funded coaching.
Which organization, VRS or waiver, is responsible for funding job coaching services during the "Employed for 90 days" phase? Can the waiver pay for job coaching instead of VRS, during the E1 PBA and prior to case closure?
VRS will fund job coaching (if needed) until the person has reached employment stability. Once a VRS counselor has determined employment stability, long-term supports will be funded by the waiver employment support service as part of the "Keep" phase.
Will VRS authorize for an intake with Job Coaching layered with a PBA?
If the same Community Partner that provides a PBA will also continue with the individual for hourly Job Coaching services, VRS will not authorize for a separate intake for Job Coaching. The Community Partner will already be well acquainted with the individual and thus no intake is necessary. If a different Community Partner provides the hourly Job Coaching than the Community Partner who provided a PBA, VRS staff can consider authorizing for an intake for Job Coaching services. This will be true for all services "layered" with the PBA.
What are Purchasing Violations and how do they relate to Job Coaching?
As with all hourly services, an authorization needs to be issued prior to the delivery of the service.
State law requires prior approval and prior "encumbrance" for any expenditure of funds. That prior approval and encumbrance comes in the form of an authorization from VRS. If VRS pays for services performed before an authorization issued or pays for services above the allotted hours on the authorization, VRS incurs a purchasing violation. A purchasing violation is sometimes referred to as an "MS16" which references the state statute that requires this prior approval and prior encumbrance before a service takes place.
It is best for VRS staff and Community Partner staff to be in close communication throughout the PBA to discuss potential needs. This will ensure that necessary authorizations for individuals are completed prior to service delivery and there are no issues with purchasing violations.
VRS will not incur purchasing violations for hourly Job Coaching services.
ONLY Job Coaching hours that have been authorized prior to the Job Coaching services occurring and ONLY Job Coaching hours that fall within the number of prior authorized hours will be paid by VRS.
Prior to authorizing, the number of authorized hours for Job Coaching services must be negotiated with VRS staff and Community Partner staff.
Job Coaching hours in EXCESS of the number of authorized hours will result in no payment for that time by VRS.
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Forms
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Training
Placement and Follow-Up Services Process
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Contacts
Contact a Business Consultant in Your Region
Twin Cities Metro Area
Marci Jasper
763-344-3018
marci.jasper@state.mn.usCentral Minnesota
Marci Jasper
763-344-3018
marci.jasper@state.mn.usDeaf and Hard of Hearing Services
Ron Adams
651-503-6428
ron.adams@state.mn.usNortheast Minnesota
Bruce Bock
218-407-3182
bruce.bock@state.mn.usNorthwest Minnesota
Bruce Bock
218-407-3182
bruce.bock@state.mn.usSoutheast Minnesota
Sam Kapala
507-577-1167
sam.kapala@state.mn.usSouthwest Minnesota
Evie Wold
507-330-5002
evie.wold@state.mn.usState Services for the Blind
Dave Smith
651-539-2351
david.g.smith@state.mn.us -
Funding
The VR program received 78.70% of federal fiscal year 2026 funding through grants from the U.S. Department of Education. The federal fiscal year 2026 grants totaled $60,225,822. The required state match for these funds is $16,300,000. The state of Minnesota appropriated $16.3 million to meet the match requirement.