Common use of Disability Determination Process and Tools Clause in Contracts

Disability Determination Process and Tools. ‌ The district’s process for determining an individual’s disabilities and/or work limitations is in accordance with 18 NYCRR 385.2(d). Check all that apply, and describe the process: District participates in the OTDA managed contract for independent medical evaluations. District contracts directly with a physician to provide independent medical evaluations. District accepts physician’s statement provided by participant. District accepts physician’s statement provided by participant but refers for an independent evaluation when deemed necessary. Other process (please describe): If a client claims to be unable to participate in work activities due to medical and/or mental health barriers, the FIA worker at the Job Center will refer the client to the Wellness, Comprehensive Assessment, Rehabilitation and Employment (WeCARE) program for an assessment. HRA has been enhancing its efforts to identify clients with work limitations through our existing application and recertification processes. HRA will continue to work with its contractors to strengthen assessments in these areas in an effort to better identify and serve these clients based on their individual needs, including any needs for reasonable accommodations. HRA is increasing the portals of entry to the WeCARE program from the Job Centers. HRA will implement a process where HRA staff will review a client’s case for a history of federal Supplemental Security Income (SSI) applications and/or denial and a history of non-compliance. HRA will conduct a case review of all participants who were previously referred to WeCARE prior to implementing any adverse action. Physical and mental health issues that prevent someone from being successful in the labor market and/or lead to a history of non-compliance can go unnoticed by HRA staff. To address this problem and make a determination about whether a referral for additional services is required, HRA staff will review cases for SSI application history and non-compliance history and assess whether there is a previously unidentified physical and/or mental health limitation that may be contributing to non- compliance and whether the client could benefit from a referral for additional services. Additionally, HRA worker review of Social Security Application/Denial History will help to identify clients who may be potentially eligible for SSI. There will also be a review of history of non-compliance with HRA appointments to consider unidentified limitation/barriers. HRA is also enhancing its efforts regarding the screening of clients for reasonable accommodation needs with respect to travel, participation/engagement and workplace accommodations and uses a functional assessment in vocational services. The WeCARE vendors are contracted to provide a comprehensive Biopyschosocial (BPS) assessment, including a medical evaluation by a board certified physician. The individual is encouraged to submit his/her own medical documentation to the WeCARE vendor for consideration as part of the BPS assessment. Clients can be referred to board-certified specialty physicians for further evaluation when clinically indicated. Each WeCARE medical site has on-site psychiatrists. Upon completion of the BPS, a client’s Functional Capacity Outcome (FCO) is determined and includes: • Employable with no limitations to employment: these clients are referred back to their Job Center for engagement in work-activities, or • Employable with limitations that require vocational rehabilitation services and/or specialized job development and placement activities to ensure required work-place accommodations are provided, or • Temporarily Unemployable due to unstable medical and/or mental health conditions that require a Wellness Plan, or • Unable to work for 12 or more months and potentially eligible for federal disability, or • Unable to work due to unstable medical and/or mental health conditions that require a Wellness Plan and potentially eligible for federal disability. Additionally, if, within one year of completion of a BPS, a client develops a new or worsened medical and/or mental health condition, the client is referred to WeCARE’s Clinical Review Team (CRT) for assessment. The CRT review determines if changes to the client’s clinical condition result in a new FCO. CRT teams are staffed by social workers and nurses and overseen by physicians. The local process for reviewing the medical documentation to determine if the individual is exempt, nonexempt, or work limited is as follows: District directs the contracted physician or individual’s physician to determine status. District review team reviews and determines status (described below). Specialized disability/medical staff or unit reviews and determines status (described below) Other: As described above, in determining employablity status, WeCARE staff consider all documentation provided by clients from their community based treatment providers.

Disability Determination Process and Tools. ‌ The district’s process for determining an individual’s disabilities and/or work limitations is in accordance with 18 NYCRR 385.2(d). Check all that apply, and describe the process: District participates in the OTDA managed contract for independent medical evaluations. District contracts directly with a physician to provide independent medical evaluations. District accepts physician’s statement provided by participant. District accepts physician’s statement provided by participant but refers for an independent evaluation when deemed necessary. Other process (please describe): If a client claims to be unable to participate in work activities due to medical and/or mental health barriers, the FIA worker at the Job Center will refer the client to the Wellness, Comprehensive Assessment, Rehabilitation and Employment (WeCARE) program for an assessment. HRA has been enhancing its efforts to identify clients with work limitations through our existing application and recertification processes. HRA will continue to work with its contractors to strengthen assessments in these areas in an effort to better identify and serve these clients based on their individual needs, including any needs for reasonable accommodations. HRA is increasing increased the portals of entry to the WeCARE program from the Job Centers. HRA will implement a process where HRA staff will review a client’s case has eliminated Job Center appointments whose only purpose was to refer the individual to WeCARE (e.g., clients returning from Fair Hearings with good cause.) Additionally, clients may receive an opt out appointment, meaning they do not have to go to their Job Center for a WeCARE referral butinstead go directly to WeCARE based on case history. In some limited instances, clients may choose to “opt out” of WeCARE. Within WeCARE, vendor staff reviews for history of federal Supplemental Security Income (SSI) SSI applications and/or denial and a history of non-compliance. HRA will conduct a case review of all participants who were previously referred to WeCARE prior to implementing any adverse action. Physical and mental health issues that prevent someone from being successful in the labor market and/or lead to a history of , as well as non-compliance can go unnoticed by HRA staff. To address this problem and make a determination about whether a referral for additional services is requiredhistories, HRA staff will review cases for SSI application history and non-compliance history and assess whether there is a previously unidentified physical and/or mental health limitation that which could assist in identifying clients who may be contributing SSI eligible and in need of Enhanced Case Management services. HRA has also enhanced its efforts regarding providing information and offering clients reasonable accommodations that clients may need in order to non- compliance travel to or participate in HRA related appointments/activities by implementing a Disability Insert, to be sent with various notices and whether on which the client could benefit from can request a referral for additional servicesreasonable accommodation. The Disability Insert explains the various Reasonable Accommodations available to clients and serves as a tool to request such accommodations. Additionally, HRA worker review has begun implementing a robust disability screen developed in conjunction with expert consultants retained as a result of Social Security Application/Denial History will help the Lovely H. settlement. This disability screen may also further inform HRA as to identify clients who may be potentially eligible a client's need for SSI. There will also be a review of history of non-compliance with HRA appointments to consider unidentified limitation/barriers. HRA is also enhancing its efforts regarding the screening of clients for reasonable accommodation needs with respect to travel, participation/engagement and workplace accommodations and uses a functional assessment in vocational servicesWeCARE referral. The WeCARE vendors are contracted to provide a comprehensive Biopyschosocial (BPS) assessment, including a medical evaluation by a board certified physicianClinical Assessment. The individual is encouraged to submit his/her own medical documentation to the WeCARE vendor for consideration as part of the BPS clinical assessment. Clients can be referred to board-certified specialty physicians for further When indicated, the assessment may include a medical evaluation when clinically indicatedby a physician or nurse practitioner and/or psychiatric assessment. Each All assessments and WeCARE medical services are completed in one site has on-site psychiatristsin each borough. Upon completion of the BPSClinical Assesment, a client’s Functional Capacity Outcome (FCO) is determined and includes: • Employable with no limitations to employment: these clients are referred back to their Job Center for engagement in work-activities, or • Employable with limitations that require vocational rehabilitation services and/or specialized job development and placement activities to ensure required work-place accommodations are provided, or • Temporarily Unemployable due to unstable medical and/or mental health conditions that require a Wellness Plan, or • Unable to work for 12 or more months and potentially eligible for federal disability, or • Unable to work due to unstable medical and/or mental health conditions that require a Wellness Plan and potentially eligible for federal disability. Additionally, if, within one year of completion of a BPSClinical Assessment, a client develops a new or worsened medical and/or mental health condition, the client is referred back to WeCARE’s WeCARE for Clinical Review Team (CRT) for assessment. The CRT review reassessment determines if changes to the client’s clinical condition result in a new FCO. CRT teams are The assessment team is staffed by social workers and nurses and overseen by physicians. The local process for reviewing the medical documentation to determine if the individual is exempt, nonexempt, or work limited is as follows: District directs the contracted physician or individual’s physician to determine status. District review team reviews and determines status (described below). Specialized disability/medical staff or unit reviews and determines status (described below) Other: As described above, in determining employablity status, WeCARE staff consider all documentation provided by clients from their community based treatment providers.

Disability Determination Process and Tools. ‌ The district’s process for determining an individual’s disabilities and/or work limitations is in accordance with 18 NYCRR 385.2(d). Check all that apply, and describe the process: District participates in the OTDA managed contract for independent medical evaluations. District contracts directly with a physician to provide independent medical evaluations. District accepts physician’s statement provided by participant. District accepts physician’s statement provided by participant but refers for an independent evaluation when deemed necessary. Other process (please describe): If a client claims to be unable to participate in work activities due to medical and/or mental health barriers, the FIA worker at the Job Center will refer the client to the Wellness, Comprehensive Assessment, Rehabilitation and Employment (WeCARE) program for an assessment. HRA has been enhancing its efforts to identify clients with work limitations through our existing application and recertification processes. HRA will continue to work with its contractors to strengthen assessments in these areas in an effort to better identify and serve these clients based on their individual needs, including any needs for reasonable accommodations. HRA is increasing increased the portals of entry to the WeCARE program from the Job Centers. HRA will implement a process where HRA staff will review a client’s case has eliminated Job Center appointments whose only purpose was to refer the individual to WeCARE (e.g., clients returning from Fair Hearings with good cause.) Additionally, clients may receive an opt out appointment, meaning they do not have to go to their Job Center for a WeCARE referral butinstead go directly to WeCARE based on case history. In some limited instances, clients may choose to “opt out” of WeCARE. Within WeCARE, vendor staff reviews for history of federal Supplemental Security Income (SSI) SSI applications and/or denial and a history of non-compliance. HRA will conduct a case review of all participants who were previously referred to WeCARE prior to implementing any adverse action. Physical and mental health issues that prevent someone from being successful in the labor market and/or lead to a history of , as well as non-compliance can go unnoticed by HRA staff. To address this problem and make a determination about whether a referral for additional services is requiredhistories, HRA staff will review cases for SSI application history and non-compliance history and assess whether there is a previously unidentified physical and/or mental health limitation that which could assist in identifying clients who may be contributing SSI eligible and in need of Enhanced Case Management services. HRA has also enhanced its efforts regarding providing information and offering clients reasonable accommodations that clients may need in order to non- compliance travel to or participate in HRA related appointments/activities by implementing a Disability Insert, to be sent with various notices and whether on which the client could benefit from can request a referral for additional servicesreasonable accommodation. The Disability Insert explains the various Reasonable Accommodations available to clients and serves as a tool to request such accommodations. Additionally, HRA worker review has begun implementing a robust disability screen developed in conjunction with expert consultants retained as a result of Social Security Application/Denial History will help the Lovely H. settlement. This disability screen may also further inform HRA as to identify clients who may be potentially eligible a client's need for SSI. There will also be a review of history of non-compliance with HRA appointments to consider unidentified limitation/barriers. HRA is also enhancing its efforts regarding the screening of clients for reasonable accommodation needs with respect to travel, participation/engagement and workplace accommodations and uses a functional assessment in vocational servicesWeCARE referral. The WeCARE vendors are contracted to provide a comprehensive Biopyschosocial (BPS) assessment, including a medical evaluation by a board certified physicianClinical Assessment. The individual is encouraged to submit his/her own medical documentation to the WeCARE vendor for consideration as part of the BPS clinical assessment. Clients can be referred to board-certified specialty physicians for further When indicated, the assessment may include a medical evaluation when clinically indicatedby a physician or nurse practitioner and/or psychiatric assessment. Each All assessments and WeCARE medical services are completed in one site has on-site psychiatristsin each borough. Upon completion of the BPSClinical Assesment, a client’s Functional Capacity Outcome (FCO) is determined and includes: • Employable with no limitations to employment: these clients are referred back to their Job Center for engagement in work-activities, or • Employable with limitations that require vocational rehabilitation services and/or specialized job development and placement activities to ensure required work-place accommodations are provided, or • Temporarily Unemployable due to unstable medical and/or mental health conditions that require a Wellness Plan, or • Unable to work for 12 or more months and potentially eligible for federal disability, or • Unable to work due to unstable medical and/or mental health conditions that require a Wellness Plan and potentially eligible for federal disability. Additionally, if, within one year of completion of a BPSClinical Assessment, a client develops a new or worsened medical and/or mental health condition, the client is referred back to WeCARE’s WeCARE for Clinical Review Team (CRT) for assessment. The CRT review reassessment determines if changes to the client’s clinical condition result in a new FCO. CRT teams are The assessment team is staffed by social workers and nurses and overseen by physicians. The local process for reviewing the medical documentation to determine if the individual is exempt, nonexempt, or work limited is as follows: District directs the contracted physician or individual’s physician to determine status. District review team reviews and determines status (described below). Specialized disability/medical staff or unit reviews and determines status (described below) Other: As described above, in determining employablity status, WeCARE staff consider all documentation provided by clients from their community based treatment providers.

Disability Determination Process and Tools. ‌ The district’s process for determining an individual’s disabilities and/or work limitations is in accordance with 18 NYCRR 385.2(d). Check all that apply, and describe the process: 🞏 District participates in the OTDA managed contract for independent medical evaluations. 🞏 District contracts directly with a physician to provide independent medical evaluations. 🞏 District accepts physician’s statement provided by participant. 🞏 District accepts physician’s statement provided by participant but refers for an independent evaluation when deemed necessary. ☒ Other process (please describe): If a client claims to be unable to participate in work activities due to medical and/or mental health barriers, the FIA worker at the Job Center will refer the client to the Wellness, Comprehensive Assessment, Rehabilitation and Employment (WeCARE) program for an assessment. HRA has been enhancing its efforts to identify clients with work limitations through our existing application and recertification processes. HRA will continue to work with its contractors to strengthen assessments in these areas in an effort to better identify and serve these clients based on their individual needs, including any needs for reasonable accommodations. HRA is increasing increased the portals of entry to the WeCARE program from the Job Centers. HRA will implement a process where HRA has eliminated Job Center appointments whose only purpose was to refer the individual to WeCARE (e.g., clients returning from Fair Hearings with good cause.) Additionally, clients may receive an opt out appointment, meaning they may request to opt out of their Job Center appointment and instead go directly to WeCARE based on case history. In some limited instances, clients may choose to opt out of WeCARE. Within WeCARE, vendor staff will review a client’s case reviews for a history of federal Supplemental Security Income (SSI) SSI applications and/or denial , as well as non- compliance histories, which could assist in identifying clients who may be SSI eligible and a history in need of non-complianceEnhanced Case Management services. HRA will conduct has also enhanced its efforts regarding providing information and offering clients reasonable accommodations that clients may need in order to travel to or participate in HRA related appointments/activities by implementing a case review of all participants who were previously referred Disability Insert, to WeCARE prior to implementing any adverse action. Physical be sent with various notices and mental health issues that prevent someone from being successful in the labor market and/or lead to a history of non-compliance can go unnoticed by HRA staff. To address this problem and make a determination about whether a referral for additional services is required, HRA staff will review cases for SSI application history and non-compliance history and assess whether there is a previously unidentified physical and/or mental health limitation that may be contributing to non- compliance and whether on which the client could benefit from can request a referral for additional servicesreasonable accommodation. The Disability Insert explains the various Reasonable Accommodations available to clients and serves as a tool to request such accommodations. Additionally, HRA worker review will begin implementing a robust disability health screen developed in conjunction with the expert consultants retained as a result of Social Security Application/Denial History will help the Lovely H. settlement. The rollout is planned for the second quarter of calendar year 2018 and should be fully implemented by the end of 2018. This disability screen may also further inform HRA as to identify clients who may be potentially eligible a client's need for SSI. There will also be a review of history of non-compliance with HRA appointments to consider unidentified limitation/barriers. HRA is also enhancing its efforts regarding the screening of clients for reasonable accommodation needs with respect to travel, participation/engagement and workplace accommodations and uses a functional assessment in vocational servicesWeCARE referral. The WeCARE vendors are contracted to provide a comprehensive Biopyschosocial (BPS) assessment, including a medical evaluation by a board certified physician. The individual is encouraged to submit his/her own medical documentation to the WeCARE vendor for consideration as part of the BPS assessment. Clients can be referred to board-certified specialty physicians for further evaluation when clinically indicated. Each WeCARE medical site has on-site psychiatrists. Upon completion of the BPS, a client’s Functional Capacity Outcome (FCO) is determined and includes: • Employable with no limitations to employment: these clients are referred back to their Job Center for engagement in work-activities, or • Employable with limitations that require vocational rehabilitation services and/or specialized job development and placement activities to ensure required work-place accommodations are provided, or • Temporarily Unemployable due to unstable medical and/or mental health conditions that require a Wellness Plan, or • Unable to work for 12 or more months and potentially eligible for federal disability, or • Unable to work due to unstable medical and/or mental health conditions that require a Wellness Plan and potentially eligible for federal disability. Additionally, if, within one year of completion of a BPS, a client develops a new or worsened medical and/or mental health condition, the client is referred to WeCARE’s Clinical Review Team (CRT) for assessment. The CRT review determines if changes to the client’s clinical condition result in a new FCO. CRT teams are staffed by social workers and nurses and overseen by physicians. The local process for reviewing the medical documentation to determine if the individual is exempt, nonexempt, or work limited is as follows: 🞏 District directs the contracted physician or individual’s physician to determine status. 🞏 District review team reviews and determines status (described below). 🞏 Specialized disability/medical staff or unit reviews and determines status (described below) ☒ Other: As described above, in determining employablity status, WeCARE staff consider all documentation provided by clients from their community based treatment providers.

Disability Determination Process and Tools. ‌ The district’s process for determining an individual’s disabilities and/or work limitations is in accordance with 18 NYCRR 385.2(d). Check all that apply, and describe the process:  District participates in the OTDA managed contract for independent medical evaluations.  District contracts directly with a physician to provide independent medical evaluations.  District accepts physician’s statement provided by participant.  District accepts physician’s statement provided by participant but refers for an independent evaluation when deemed necessary. ☒ Other process (please describe): If a client claims to be unable to participate in work activities due to medical and/or mental health barriers, the FIA worker at the Job Center will refer the client to the Wellness, Comprehensive Assessment, Rehabilitation and Employment (WeCARE) program for an assessment. HRA has been enhancing its efforts to identify clients with work limitations through our existing application and recertification processes. HRA will continue to work with its contractors to strengthen assessments in these areas in an effort to better identify and serve these clients based on their individual needs, including any needs for reasonable accommodations. HRA is increasing increased the portals of entry to the WeCARE program from the Job Centers. HRA will implement a process where HRA has eliminated Job Center appointments whose only purpose was to refer the individual to WeCARE (e.g., clients returning from Fair Hearings with good cause.) Additionally, clients may receive an opt out appointment, meaning they may request to opt out of their Job Center appointment and instead go directly to WeCARE based on case history. In some limited instances, clients may choose to opt out of WeCARE. Within WeCARE, vendor staff will review a client’s case reviews for a history of federal Supplemental Security Income (SSI) SSI applications and/or denial , as well as non- compliance histories, which could assist in identifying clients who may be SSI eligible and a history in need of non-complianceEnhanced Case Management services. HRA will conduct has also enhanced its efforts regarding providing information and offering clients reasonable accommodations that clients may need in order to travel to or participate in HRA related appointments/activities by implementing a case review of all participants who were previously referred Disability Insert, to WeCARE prior to implementing any adverse action. Physical be sent with various notices and mental health issues that prevent someone from being successful in the labor market and/or lead to a history of non-compliance can go unnoticed by HRA staff. To address this problem and make a determination about whether a referral for additional services is required, HRA staff will review cases for SSI application history and non-compliance history and assess whether there is a previously unidentified physical and/or mental health limitation that may be contributing to non- compliance and whether on which the client could benefit from can request a referral for additional servicesreasonable accommodation. The Disability Insert explains the various Reasonable Accommodations available to clients and serves as a tool to request such accommodations. Additionally, HRA worker review will begin implementing a robust disability health screen developed in conjunction with the expert consultants retained as a result of Social Security Application/Denial History will help the Lovely H. settlement. The rollout is planned for the second quarter of calendar year 2018 and should be fully implemented by the end of 2018. This disability screen may also further inform HRA as to identify clients who may be potentially eligible a client's need for SSI. There will also be a review of history of non-compliance with HRA appointments to consider unidentified limitation/barriers. HRA is also enhancing its efforts regarding the screening of clients for reasonable accommodation needs with respect to travel, participation/engagement and workplace accommodations and uses a functional assessment in vocational servicesWeCARE referral. The WeCARE vendors are contracted to provide a comprehensive Biopyschosocial (BPS) assessment, including a medical evaluation by a board certified physician. The individual is encouraged to submit his/her own medical documentation to the WeCARE vendor for consideration as part of the BPS assessment. Clients can be referred to board-certified specialty physicians for further evaluation when clinically indicated. Each WeCARE medical site has on-site psychiatrists. Upon completion of the BPS, a client’s Functional Capacity Outcome (FCO) is determined and includes: • Employable with no limitations to employment: these clients are referred back to their Job Center for engagement in work-activities, or • Employable with limitations that require vocational rehabilitation services and/or specialized job development and placement activities to ensure required work-place accommodations are provided, or • Temporarily Unemployable due to unstable medical and/or mental health conditions that require a Wellness Plan, or • Unable to work for 12 or more months and potentially eligible for federal disability, or • Unable to work due to unstable medical and/or mental health conditions that require a Wellness Plan and potentially eligible for federal disability. Additionally, if, within one year of completion of a BPS, a client develops a new or worsened medical and/or mental health condition, the client is referred to WeCARE’s Clinical Review Team (CRT) for assessment. The CRT review determines if changes to the client’s clinical condition result in a new FCO. CRT teams are staffed by social workers and nurses and overseen by physicians. The local process for reviewing the medical documentation to determine if the individual is exempt, nonexempt, or work limited is as follows:  District directs the contracted physician or individual’s physician to determine status.  District review team reviews and determines status (described below).  Specialized disability/medical staff or unit reviews and determines status (described below) ☒ Other: As described above, in determining employablity status, WeCARE staff consider all documentation provided by clients from their community based treatment providers.