8.9 Paid Work Experience (PWE)

Paid Work Experience is training provided in a competitive and integrated employment setting in which the recipient of the service performs real work while receiving wages for all time spent on the job. PWE wages may be paid as reimbursement to the PWE worksite or Temporary/ Staffing Agency.

(For Job Seeking Skills Training and Job Coaching, see Chapter 14, “Job Search and Placement Services.”)

Paid Work Experience must result in at least one of the following outcomes for the individual:

• Acquisition of occupational skills;

• An opportunity to demonstrate competitive employment skills;

• An opportunity to try-out employment accommodations;

• Completion of an internship or externship, which culminates in the receipt of an occupational or academic degree, certificate, or endorsement;

• Work experience in an employment field or occupational area; and/or

• Acquisition of current work history.

While employers may partner with DVR to offer various Paid Work Experience opportunities, in each situation the individual shall be the primary beneficiary of the relationship with the employer and PWEs shall not be used as a regular subsidy to pay employee wages. To determine the primary beneficiary, consider the following:

• The extent to which the PWE’s duration is limited to the period in which PWE provides the individual with the benefit of achieving the PWE objectives;

• The extent to which the individual’s work complements, rather than displaces, the work of employees; and

• The extent to which the individual and employer understand that the PWE is conducted without entitlement to ongoing paid employment at the conclusion of the PWE.

In addition,

• Individuals receiving Paid Work Experience are limited to no more than two placements without DVR supervisor approval. However, for Students with Disabilities (ages 15-21) there is no limit on the number of Paid Work Experiences.

• Each Paid Work Experience shall not exceed 160 hours without supervisor approval.

• Paid Work Experience is not to be used with other DVR incentives such as On-the-Job Training or Employment Stipend.

• DVR individuals who receive PWE are participating in a temporary training activity, which is not expected to continue beyond the agreed upon dates.

(Procedure code 27600-07)

 For individuals participating in PWE with wages paid directly by the temporary staffing agency, the following conditions apply:

• Staffing agencies supporting PWEs must be an approved and active vendor.

• The vendor is responsible for managing all aspects of the payroll administrative process, including but not limited to implementing timekeeping systems and delivering paychecks.

• The vendor assumes all legal obligations for the individual participating in the PWE. This includes issuing wages earned, calculating and withholding payroll deductions, and providing unemployment insurance and worker’s compensation coverage.

• The vendor is required to compensate the individual at the prevailing competitive wage.

The payment rate is the individual’s wage along with the staffing agency’s markup for administrative fees related to payroll and incurred expenses.The DVR counselor employs the associated administrative rates pertinent to the chosen temporary agency providing hiring and payroll services to establish the hourly service rate for inclusion in the authorization.

Example:

• Individual’s hourly wage = $20/hr, Temp agency administrative rate = 45%, Total hours authorized = 160

• To figure the total rate per unit for the auth;  $20 x 1.45 = $29/hr

• 29/hr x 160 hrs = $4,640

(Procedure code 27600-04)

Individuals participating in PWE whose wages are paid directly by the PWE worksite become temporary employees of that employer. In addition,

• The employer assumes all legal obligations for the trainee, including issuing wages earned, calculating, and withholding payroll deductions, and worker’s compensation coverage. earned, calculating, and withholding payroll deductions, and worker’s compensation coverage.

• The worksite compensates the individual at the prevailing competitive wage and may seek reimbursement from DVR as outlined in the PWE Agreement with prior written authorization.

The payment rate is the individual’s wage plus up to 10% for administrative fee to cover payroll taxes. Reimbursement is payable only if the invoice is accompanied by a detailed report of actual hours worked by the individual, along with a report of the individual’s progress in achieving his or her PWE objectives.

• A DVR staff person identifies a community-based work site willing to provide a Paid Work Experience for the individual.

• The entity processing payroll collects the information needed for payroll services, including required identification and work authorization documents.

• The work site provides DVR the occupational title and job duties the individual will perform, the beginning and ending dates, and the work schedule.

• DVR issues the Authorization for Service.

• Approval or denial of payment will be made within three business days after receipt of the progress report and invoice.

(Procedure Code 27600-06)

Community Work Based Learning Experience Setup is a payment made to a vendor for finding, developing, and securing a work-based learning experience in a competitive and integrated employment setting in which the identified employer pays the wages for the recipient of this service for all time spent on the job.

Payment Rate: 

• Flat fee of up to $700.00 

• Providers must provide a written report.

• Payment is made after the individual has begun the job and has worked at least five full shifts or three weeks on the job at the worksite performing their actual job duties (whichever occurs first), not including orientation time. 

• Unlike the New Site Set- up fee (procedure code 27050-02) that is used for adjustment training, assessment, evaluation, trial work experience, or paid work experience, this fee may be paid more than once per worksite.

CBWE must result in at least one of the following outcomes for the individual.

• An opportunity to demonstrate expected work behaviors to be successful in competitive integrated employment.

• Acquisition of a current work history.

• Establish entry into a career pathway, supporting eventual attainment of position aligned with employment outcome.

• An opportunity to explore careers and understand the nature of work through first-hand exposure.

CBWEs should be the primary option for work-based learning experiences when:

• The individual has sufficient skills to contribute to the worksite.

• Community employment is available in lieu of a paid work experience with wages paid by DVR.

The following elements distinguish Community-Based Work Experiences from Paid Work experiences.

• The worksite hires the individual and is responsible for processing timesheets and paying all wages.

• The paid work-based learning experience is not expected to be permanent but does not require mandated end dates or service maximums.

• May be provided in conjunction with training, such as Work Adjustment Training to build work behaviors or Rehabilitation Technology Training to test out workplace accommodations.

• May or may not be connected to formal vocational training.