Illinois Division of Rehabilitation Services
Illinois Division of Rehabilitation Services is a government entity. Learn more at http://www.dhs.state.il.us/
Introductory Conversations and Assessment
How organizations conduct initial needs assessment with employers, introduce workforce development in general as well as their own organization’s programs, and gauge whether an employer could benefit from workforce development programs.
Learning About Employers' Needs
- The staff at DRS attend job fairs, network events, or connect via LinkedIn to initiate relationships and collect employer information, while documenting interactions in WebCM.
- It is common practice to research employers in advance to understand workforce needs, positions in demand, and workplace challenges, including turnover rates and inclusive practices.
- During meetings and on-site visits, staff collect information on open positions, required qualifications, application processes, benefits, and reasonable accommodations.
- Initial discussions may also include disability accommodations, employee retention, and reasons for voluntary or involuntary turnover. This information is documented in Excel spreadsheets.
This content is based on interviews or email correspondence with Biswa Phuyal in 2025. This content was approved by the organization in March 2025.
Introducing Workforce Development Opportunities
- Partnerships and the ability to connect employers with other workforce development entities for broader solutions are highlighted.
This content is based on interviews or email correspondence with Biswa Phuyal in 2025. This content was approved by the organization in March 2025.
Introducing Your Organization
- DRS’s role as a state agency supporting individuals with disabilities in finding meaningful employment is communicated clearly.
- DRS introduces its mission to small businesses by directly outlining available resources during initial meetings and discussions.
- Collaboration with other WIOA core partners to provide comprehensive workforce solutions is mentioned during initial conversations.
- No-cost disability awareness training, accommodations support, and access to qualified job seekers are highlighted.
- Hiring processes are streamlined by offering live or virtual interview options and ensuring accessibility in application systems.
- Flyers are distributed which highlight DRS’s role as the state’s lead agency supporting individuals with disabilities in finding employment and connecting employers with qualified candidates, offering no-cost services such as disability awareness training, job accommodations support, and guidance on tax credits and workforce incentives.
This content is based on interviews or email correspondence with Biswa Phuyal in 2025. This content was approved by the organization in March 2025.
Evaluating Employer Suitability
- Interest in disability inclusion and willingness to accommodate are assessed for potential partnerships.
- Tools like the Disability Equality Index, which rates companies on their disability inclusion policies and practices, are used to identify inclusive employers.
- On-site accessibility and willingness to provide accommodations are evaluated during employer visits.
This content is based on interviews or email correspondence with Biswa Phuyal in 2025. This content was approved by the organization in March 2025.
Establishing Employer Relationships
Ways that organizations follow up or otherwise build relationships with potential employer partners. How do organizations keep employers’ interest and stay top of mind, despite how busy they may be?
Following Up via Phone and/or Email
- Follow-up emails after networking events or meetings typically include materials summarizing prior discussions, such as presentations, brochures, or meeting notes, and clarify next steps for collaboration or feedback on previous engagements.
- Updates on events, workshops, or new job opportunities are shared regularly.
- Application progress is monitored to provide updates to both employers and applicants.
- Engagement is maintained by offering value, such as invitations to job fairs or sharing resources.
- Continued engagement is pursued even if initial enthusiasm wanes.
This content is based on interviews or email correspondence with Biswa Phuyal in 2025. This content was approved by the organization in March 2025.
Employer Visits to Service Provider Locations
- Employer visits to field offices are uncommon due to the nature of DRS’s work. Instead, the work is conducted through external visits, meetings at employer workplaces, and virtual or off-site interactions.
This content is based on interviews or email correspondence with Biswa Phuyal in 2025. This content was approved by the organization in March 2025.
Service Provider Visits to Employer Workplace
- In-person tours are conducted to understand the employer’s environment and workforce needs. During these on-site visits with employers, staff gather specific details on open positions, required qualifications, application processes, available benefits, and reasonable accommodations for applicants. This information is documented in excel spreadsheets.
- Meetings with hiring managers and teams include debriefing sessions and planning next steps.
- Field office staff or job seekers are included in employer workplace visits to provide holistic interactions.
- Recruitment processes are observed to confirm that reasonable accommodations are in place for applicants and employees.
This content is based on interviews or email correspondence with Biswa Phuyal in 2025. This content was approved by the organization in March 2025.
Job Fairs and Hiring Events
- Job fairs are hosted primarily in October for National Disability Employment Awareness Month.
- Collaboration occurs with partners such as the Mayor’s Office for People with Disabilities (MOPD) for networking opportunities between employers and job seekers. Information is distributed for these events.
- Events are designed to be inclusive, with ASL interpreters and accessible venues.
- Flyers targeted at businesses and employers are distributed prior to the events.
- Relevant flyers for disability-inclusive hiring events aimed at job seekers are distributed, such as the NDEAM 2024 Ability Job and Resource Fair flyer and the McHenry County Disability Job Fair flyer.
This content is based on interviews or email correspondence with Biswa Phuyal in 2025. This content was approved by the organization in March 2025.
Metrics and Financial Factors
How organizations collect and share information about expected outcomes and potential financial rewards and incentives.
Sharing Metrics and Return on Investment with Employers
- Successful placements (90-day retention) are documented in WebCM.
- Success stories and anecdotal evidence of inclusive workplace outcomes are occasionally shared with employers and featured in the agency’s annual report.
This content is based on interviews or email correspondence with Biswa Phuyal in 2025. This content was approved by the organization in March 2025.
Explaining Subsidies and Tax Credits
- Information about the Work Opportunity Tax Credit (WOTC) and on-the-job training (OJT) subsidies is provided to employers. OJT programs are managed internally, covering initial salary costs to support employer engagement.
- Employers are routed to appropriate contacts at the Illinois Department of Employment Security (IDES), which provides support for accessing tax credits such as the Work Opportunity Tax Credit (WOTC) and other employment-related incentives.
This content is based on interviews or email correspondence with Biswa Phuyal in 2025. This content was approved by the organization in March 2025.
Gathering Data to Track Employer Metrics
- Engagement, referrals, and outcomes are documented in WebCM.
- Quarterly reports on successful placements, areas needing improvement, industry, employer, location, job role, and pay rate are prepared.
- Data is collected for federal reporting and internal performance evaluation.
This content is based on interviews or email correspondence with Biswa Phuyal in 2025. This content was approved by the organization in March 2025.
Organizational Level Considerations
How organizations are set up to build partnerships with employers, and how they leverage relationships with other organizations for better outcomes.
Organizational Structure, Resourcing, and Staffing
- The Workforce Development Unit is composed of a manager and six Business Employment Consultants.
- Business Employment Consultants build relationships with employers, identify workforce needs, share DRS services, match job seekers to opportunities, assist with disability accommodations, and document interactions in WebCM, a CRM system.
This content is based on interviews or email correspondence with Biswa Phuyal in 2025. This content was approved by the organization in March 2025.
Collaborating with Other Organizations
- Partnerships with WIOA (Workforce Innovation and Opportunity Act) partners are established for events and shared placements.
- Collaboration occurs with partners such as the Mayor’s Office for People with Disabilities (MOPD) for networking opportunities between employers and job seekers. Information is distributed for these events.
- Collaboration to organize career fairs at locations like Harper College and McHenry County College is common during October, which is National Disability Employment Awareness Month.
- Employers are referred to other entities for specific needs, such as veteran hiring or refugee workforce connections.
- IDRS is in the process of implementing formal agreements or MOUs for shared placement opportunities.
This content is based on interviews or email correspondence with Biswa Phuyal in 2025. This content was approved by the organization in March 2025.
Challenges
Common challenges and how organizations typically respond to them.
Workforce Development Jargon
- Services are introduced in plain language, focusing on disability inclusion and workforce support.
- Jargon like “WIOA Title IV” is avoided unless employers express curiosity.
This content is based on interviews or email correspondence with Biswa Phuyal in 2025. This content was approved by the organization in March 2025.
Ensuring Compliance with Progammatic and Funding Requirements
- Collaboration with legal teams ensures compliance when engaging with staffing agencies.
- Proper tracking and documentation in WebCM, a customer relationship management (CRM) tool used to manage employer and job seeker interactions, maintains compliance with programmatic requirements.
This content is based on interviews or email correspondence with Biswa Phuyal in 2025. This content was approved by the organization in March 2025.
Handling Objections from Employers
- Stigma around disability employment, as well as a lack of understanding of disability inclusion benefits, is a persistent challenge.
- Concerns about accommodations and costs are common among employers.
- Employers are informed that 90% of accommodations cost less than $500, with most being free.
- Free training and resources are offered to address employer concerns.
This content is based on interviews or email correspondence with Biswa Phuyal in 2025. This content was approved by the organization in March 2025.
Handling Challenges
- Sustaining employer engagement despite operational pressures is a big hurdle.
- Persistent communication and the provision of resources or events can help reignite interest.
This content is based on interviews or email correspondence with Biswa Phuyal in 2025. This content was approved by the organization in March 2025.
