DCF 103.02(9)
(9) “Resource specialist" means a worker employed by a Wisconsin works agency who performs application entry, provides an initial assessment of a potential W-2 applicant's needs, makes referrals to service providers, or evaluates an individual's need for W-2. “Resource specialist" may also include a worker employed by an agency contracted with the department to provide access services.
DCF 103.02(9m)
(9m) “Supervisor" means a worker employed by a Wisconsin Works agency directly or by subcontract who supervises W-2 financial and employment planners or resource specialists.
DCF 103.02 Note
Note:
“Wisconsin works" or “W-2" is defined in s.
DCF 101.03 (37), Wis. Adm. Code, as “the assistance program for families with dependent children, administered under ss.
49.141 to
49.161, Stats."
DCF 103.02 Note
Note:
“Wisconsin works agency" is defined in s.
DCF 101.03 (38), Wis. Adm. Code, as “a person, county agency, tribal governing body, or a private agency contracted under s.
49.143, Stats., by the department to administer the Wisconsin works program under ss.
49.141 to
49.161, Stats., and ch.
DCF 101. If no contract is awarded under s.
49.143, Stats., `Wisconsin works agency' means the department."
DCF 103.02(12)
(12) “W-2 handbooks, manuals, and instructional materials" means department-issued handbooks, manuals, and memos that are addressed to W–2 agencies and set forth eligibility and benefit criteria and case maintenance and case processing information for Wisconsin works.
DCF 103.02(13)
(13) “W-2 worker" means a resource specialist and a financial and employment planner.
DCF 103.02 History
History: Cr.
Register, October, 1999, No. 526, eff. 11-1-99;
CR 02-050: r. (4) and (6) to (15), renum. (5), (16) and (17) to be (4), (10) and (11), cr. (5) to (9), (12) and (13)
Register January 2003 No. 565, eff. 2-1-03;
CR 06-044: am. (5), (6), (7) and (8), cr. (7m), (8m) and (9m),
Register November 2006 No. 611, eff. 12-1-06; corrections in (4), (10) and (11) made under s.
13.92 (4) (b) 6. and
7., Stats.,
Register November 2008 No. 635.
DCF 103.03
DCF 103.03 Initial W-2 worker training. DCF 103.03(1)(a)(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.
DCF 103.03(1)(b)
(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.
DCF 103.03(1)(c)
(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.
DCF 103.03(1)(d)
(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.
DCF 103.03(1m)
(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.
DCF 103.03(2)(a)(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:
DCF 103.03(2)(a)2.
2. Policy and procedure in W-2 handbooks, manuals, and instructional materials.
DCF 103.03(2)(a)6.a.
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.
DCF 103.03(2)(a)6.b.
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.
DCF 103.03(2)(a)6.c.
c. Community resources and supportive services available to assist W–2 participants.
DCF 103.03(3)(a)(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.
DCF 103.03(3)(b)
(b) A resource specialist shall complete 6 hours of training in domestic abuse awareness within the first year of employment.
DCF 103.03(3)(c)
(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.
DCF 103.03(4)
(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:
DCF 103.03(4)(a)
(a) Specify the number of hours of classroom training, independent study, planned exercises, and activities.
DCF 103.03(4)(b)
(b) State how W-2 handbooks, manuals, and instructional materials will be used.
DCF 103.03(4)(c)
(c) Explain how training will address the interpersonal and case management skills needed to perform the W-2 function.
DCF 103.03(4)(d)
(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.
DCF 103.03(4)(g)
(g) Include the name, address, position title, and qualifications of each trainer.
DCF 103.03 Note
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.
DCF 103.03 History
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.
DCF 103.04
DCF 103.04 Ongoing training for experienced W-2 workers. DCF 103.04(1)(1)
Standard curriculum. The department shall develop an ongoing course or courses for supervisors, experienced resource specialists, and experienced FEPs and shall make the course or courses available each year directly or through contractors. The department shall annually define required training courses and develop a standardized curriculum for each job function as needed. The curriculum shall include the following:
DCF 103.04(1)(cg)
(cg) Civil rights compliance, cultural awareness, and diversity issues.
DCF 103.04(1)(d)
(d) Enhanced case management information and skills, including:
DCF 103.04(1)(d)1.
1. Employment and training information for W–2 participants, including job readiness assessment, skills training opportunities, job search activities, career planning, labor market information, and job retention skills.
DCF 103.04(1)(d)2.
2. 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.
DCF 103.04(1)(d)3.
3. Community resources and supportive services available to assist W-2 participants.
DCF 103.04(2)
(2) Comparable training. A W-2 agency may develop its own training to implement the standardized curriculum under
sub. (1), with approval by the department. A W-2 agency that chooses not to participate in training 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 training. Training plans shall be submitted to the department on an annual basis. The plan shall:
DCF 103.04(2)(a)
(a) Specify the number of hours of classroom training, independent study, planned exercises, and activities.
DCF 103.04(2)(d)
(d) Include the name, address, position title, and qualifications of each trainer.
DCF 103.04 Note
Note:
Send the proposed W-2 training implementation plan to: BWF Partner Training Section, DCF Division of Family and Economic Security, P.O. Box 8916, Madison, WI 53708-8916.
DCF 103.04 History
History: Cr.
Register, October, 1999, No. 526, eff. 11-1-99;
CR 02-050: am. (1) (intro.) to (c), renum. (2) to be (3) and am. (3) (intro.), cr. (2)
Register January 2003 No. 565, eff. 2-1-03;
CR 06-044: am. (1) (intro.) and (a), (d) 1. and 2., cr. (1) (cg) and (cr), (d) 4., r. (2), renum. (3) to be (2),
Register November 2006 No. 611, eff. 12-1-06.
DCF 103.05
DCF 103.05 Trainer qualifications. The department shall ensure that the person doing the training has:
DCF 103.05(1)
(1) Knowledge of the programs and procedures in which the person will conduct training as evidenced by prior experience or education.
DCF 103.05(2)
(2) Experience or education in training techniques or adult education.
DCF 103.05 History
History: Cr.
Register, October, 1999, No. 526, eff. 11-1-99.
DCF 103.06
DCF 103.06 Local responsibility for implementing updates. Each W–2 agency shall ensure that all W-2 workers are trained in a timely manner on all W-2 policy and procedure and automated system updates that are issued by the department.
DCF 103.06 Note
Note:
These updates include Handbook and Manual releases, DFES Administrator's Memos, and Operations Memos.
DCF 103.07(1)
(1)
Annual report. Each W–2 agency shall submit to the department by the second Friday in January of each calendar year a report that documents training completed by all supervisors, new and experienced FEPs, and new and experienced resource specialists during the previous calendar year. The report shall include information on training received by individuals employed directly by the W-2 agency and individuals employed by the W-2 agency's subcontractors.
DCF 103.07(2)
(2) Report of initial W-2 worker training. Each W–2 agency shall submit to the department by the first day of each month a list of supervisors, FEPs, and resource specialists who are required to complete initial W–2 worker training, including individuals employed directly by the W-2 agency and individuals employed by the W-2 agency's subcontractors.
DCF 103.07(3)
(3) Personnel file. Each W–2 agency shall include in the personnel file of all new and experienced W-2 workers information needed to document successful completion of training, including the title of the training program, dates of training, trainer's or sponsoring organization's name, number of hours of training, and location of training. The W–2 agency shall make the training records available to the department upon request.
DCF 103.07 Note
Note:
Send the monthly list of W-2 workers who are required to complete initial W-2 worker training and the annual report on training to the appropriate Regional Contract Administrator.
