1009-1           WHEN DOES WORK SERVICES OFFER SUPPORTIVE SERVICES?

Supportive Services should be offered in a proactive manner according to the client’s current or anticipated need, and should include consideration of local resources and partner agencies that can provide services without charge or in partnership. The urgency of the client need should also be considered.

Case managers and clients will regularly reassess changes in circumstances and how this affects work-related needs. There are also some critical stages clients go through as they move from welfare to self-sufficiency. Some examples of times when new work related needs should be discussed are:

• Start (or end) a job;

• Experience an increase or decrease in hours or wages;

• Change job duties at work;

• Update their Family Self-Sufficiency Plan (change work, work readiness or family support activities);

• Move;

• Get (or lose) a vehicle; or

• Have a change in who lives with them.

Examples:  

1. Sally has been working three months as a Barista at a local coffee shop but has exhibited behavior which caused her supervisor to require that she participate in anger management group prior to returning to work. The Work Services Provider and/or Job Developer help to identify an appropriate anger management group that will meet the employer’s expectations and is realistic for Sally to complete. The cost is identified and discussed considering the reduced income Sally will have while she is out of work. The support group attendance is added to the FSSP and the cost of the class to be paid by Supportive Services is listed on the support services section of the FSSP.  

2. Peter has a job as a bookkeeper making $15.00/hr, and is receiving post – TA services. He has been given the opportunity by his employer to participate in additional training. His employer will pay for half of the training cost and has guaranteed that upon completion of training Peter’s position will be advanced and he will receive a pay raise. Peter cannot during this month afford to pay the other half of the tuition due to onetime only costs.  

The Work Services Provider and/or Job Developer verify with the employer the payment of tuition and opportunities for advancement.  
Update the FSSP with the activity and the identification of training funds 50% from the employer and 50% from Supportive Services. Any additional costs due to delay in registration caused by need to verify or approve payment shall be included in Supportive Service payout.  

*Note: Depending on the timeframe, consider additional funding sources like the Career Support and Training Team at Dept of Labor, grants, scholarships etc. Do not deny Supportive Service if there is not adequate time to access these resources and the opportunity will be jeopardized.

The client's personal resources, such as Permanent Fund Dividends (PFD) may be considered prior to authorization of a service. Engage in a conversation regarding their plans for use of their PFD early to help the client plan ahead and consider their options to maximize their PFD resources.

Each request must be examined to determine if the client truly has a need for the service and if it will assist the family in progressing towards self- sufficiency. If the Work Services Provider has questions regarding appropriateness of service use, clarification can be accessed from Policy via Work Services Contract Manager via WSTA mailbox: Office-ANC-HSS-DPA WSTA (HSS sponsored)

Due Diligence, as defined in section (WSPM Section 1004) must be exercised in the authorization of Supportive Services.