Customized Employment is designed to meet the specific abilities of the customer, and the business needs of the employer. A relationship is established between the employer and the customer that is negotiated to meet the needs of both. This is based on an exchange of specific contributions by the customer for pay by the employer that is at or above applicable minimum wage, per Public Act 103-0709.
Providers are encouraged to avoid job openings and the typical personnel process when approaching employers. Presentations on the customers strengths and abilities rather than seeking to fill an open position. Providers are expected to develop strategies for assisting employers to identify specific areas in which the business This must be consistent with the individual's unique strengths, resources, priorities, concerns, abilities, capabilities, interests, and informed choice.
Provider will have at least one Association of Community Rehabilitation Educations (ACRE) certified specialist, with an emphasis on Customized Employment, working directly with CE customers to have a contract and provide services.
CE is made up of five Phases. Time customers spend in each Phase will be captured. Assistance is provided through a variety of methods, to individuals with most significant disabilities in maintaining competitive, integrated community employment. Competitive employment is integrated employment within the community which pays the Customer (employee) at least minimum wage or a wage commensurate to the prevailing wage for those individuals without a disability, applicable fringe benefits, and the opportunity for advancement.
Individuals are eligible for Customized Employment once they have been determined Most Significant, be certified for SEP services, and have a SEP Justification written by the IDHS-DRS counselor. A Supported Employment IPE will be completed by the IDHS-DRS counselor.
Services under this contract should follow the Essential Elements as listed in The Essential Elements of Customized Employment for Universal Application from Workforce Innovation Technical Assistance Center (WINTAC). There are four sections include Overview of Customized Employment, Conducting Discovery and Creating Discovery Documents, Planning for Customized Employment, and Employment Development and Representation. Under each of those sections are further Essential Elements that will be considered and part of the service delivery
Each phase is earned one time only per customer. Staffings between the customer, IDHS-DRS, and Provider will occur every eight weeks. This will begin eight weeks after the referral for services and will continue throughout the life of the case.
The payment structure is based on the following Phases- Rates as of 7/1/2025
Total value of all Phases is $15,514. Rates per Phases are listed below with the descriptions.
Phase One: Consultation and Initiation- $738 - This contains pre-discovery activities, such as introducing the customer to the CE program, activities, roles, and responsibilities, and expected outcomes. Introduction of the CE Provider to the customer and their support team. If participation in CE is agreed upon, the Initial Discovery Action Plan will be completed and submitted to IDHS-DRS counselor with the billing for this Phase.
Phase Two: Discovery- $2,212 - Person-centered process planning used to determine the customers interests, skills, preference, and ideal employment condition that guide the development of the job. Additional discovery of the unique needs, abilities, and interests of the customer can also be explored during this time, which would include any assistive technology or need for work incentives benefit counseling. A plan for completing the discovery process will be developed that further contains a timeline for completing the discovery process. Assignments of who will gather which piece of information, how the information will be gathered, who will receive the information, and who will make up the core support team for the customer is completed during this Phase. The Provider will discuss the timeline for completing the discovery process and will share with the customer and IDHS-DRS. A Discovery Profile, containing all the information learned from the discovery process will be shared and discussed with the customer and their guardian, if appropriate. This will be provided to IDHS-DRS counselor with the billing in order for the Provider to bill for this Phase.
Phase Three: Customized Employment Planning- $1,100 - Is an opportunity to use the information learned during the discovery process to develop a plan for competitive and integrated employment for the customer, will be submitted to the IDHS-DRS counselor. An Assessment and Individual Provider Plan (IPP) will be created and submitted. These must follow and contain the components listed in the CRP manual. These three items will be submitted to IDHS-DRS counselor with the billing for the Provider to bill for this Phase.
Phase Four: Job Development and Negotiation: A process of working collaboratively with the customer, their guardian, if applicable, and the Provider to negotiate a customized job. This will include terms of employment, conditions necessary for success, and the specific unmet needs of the employer that will be fulfilled by the customer's contributions.
Phase Five: Post-Employment Support and Monitoring - Provides support and monitoring from the Provider to ensure CE services have been provided and there are satisfactory results for both the customer and the employer. To monitor this progress, there will be five additional staffing's. This will allow for continued supports and monitoring of the customer in the competitive integrated employment setting. During each Phase, the Provider will offer support, training, and technical assistance as needed.
During staffing in the following Phases, IDHS-DRS counselor and Provider will gather information to determine if the level of supports and the customization of employment, met the customers need. The staffing note containing this information will be submitted with the billing to bill for these Phases.
Phase 5.1 - First Staffing with Continued Employment-8 weeks after employment start date-$2,250: Staffing report that the individual has maintained employment with appropriate support. The staffing report at minimum must include the following information: Employer, hours worked, wage, progress on the job, and what supports were provided to the customer must be submitted to bill. It must also contain information to determine if the level of supports and the customization of employment, meets the customer's need.
Phase 5.2 - Second Staffing with Continued Employment-8 weeks after 1st Staffing-Phase 5.1-$1,900: The staffing report must include the following information: Employer, hours worked, wage, progress on the job, and what supports were provided to the customer. It must also contain information to determine if the level of supports and the customization of employment, meets the customer's need. The staffing report must be submitted to bill.
Phase 5.3- Third Staffing with Continued Employment-8 weeks after 2nd Staffing-Phase 5.2-$1,300: The staffing report must include the following information: Employer, hours worked, wage, progress on the job, and what supports were provided to the customer. It must also contain information to determine if the level of support and the customization of employment, meets the customer's need. The staffing report must be submitted to bill.
Phase 85.4 - Fourth Staffing with Continued Employment-8 weeks after 3rd Staffing-Phase 5.3-$950: The staffing report must include the following information: Employer, hours worked, wage, progress on the job, and what supports were provided to the customer. It must also contain information to determine if the level of support and the customization of employment, meets the customer's need. The staffing report must be submitted to bill.
Phase 5.5 - Fifth Staffing with Continued Employment-8 weeks after 4th Staffing-Phase 5.4-$914: The staffing report must include the following information: Employer, hours worked, wage, progress on the job, and what supports were provided to the customer. It must also contain information to determine if the level of support and the customization of employment, meets the customer's need. The staffing report must be submitted to bill.
