Washington State Department of Services for the Blind

Assistive Technology*

Definitions

Rehabilitation Technology includes assistive technology services, assistive technology devices, and rehabilitation engineering services.

Assistive Technology (AT) Service is any service that directly assists an individual with a disability in the selection, acquisition, or use of an assistive technology device. This includes:

• § Functional evaluation of the needs of an individual with disabilities including evaluation in the individual’s employment or training setting;
• § Purchasing, leasing, or otherwise providing for the acquisition of the assistive technology devises by individuals with disabilities.
• § Selecting, designing, fitting, customizing, adapting, applying, retaining, repairing, or replacing of assistive technology devices;
• § Coordinating and using other resources for provision of Assistive Technology Services;
• § Training or technical assistance in the use of assistive technology devices for an individual with disabilities;
• § Training or technical assistance for professionals providing education or rehabilitation services, employers, or other individuals who provide services to, employ or are otherwise substantially involved in the major life function of the individual with disabilities.

An Assistive Technology (AT) Devise is any item, piece of equipment, or product system, whether acquired commercially, off-the-shelf, modified or customized, that is used to increase, maintain, or improve functional capabilities of individuals with disabilities.

Rehabilitation Engineering Services are the systematic application of technologies, engineering methodologies, or scientific principles to meet the needs or address the barriers confronted by individuals with disabilities in the areas which include education, rehabilitation, employment, transportation, independent living, and recreation.

Referral of Participation to AT program

A Vocational Rehabilitation (VR) participant in any active status can be referred to AT within the parameters of the policies of the VR program. Prior to referral, the participant and counselor jointly determine the objectives and identify critical questions to be answered.

Evaluation of the VR Participant

Based on the referral objectives and case status, an evaluation is conducted by AT to determine the VR participant’s ability to benefit from rehabilitation technology services and to identify specific needs of the individual.

The evaluation is generally conducted at the AT equipment lab in the Seattle office to provide the most flexible environment and maximum options/opportunities for the participant. The counselor may coordinate travel arrangements, if necessary. In some cases the evaluation is conducted in the participant’s work or training environment if doing so does not reduce options for the participant or if other circumstances significantly prohibit the individual from coming to the lab.

The evaluation will consider:

• The individual’s use of adaptive skills for keyboarding and print or Braille reading;
• Previous training and experience with assistive technology devices;
• The impact of other disabilities including physical, hearing, and specific learning disabilities. Evaluations are requested from appropriate vendors if there is reason to believe that rehabilitation technology services not related to blindness are essential to overcome barriers for the individual.
• Attitude regarding the use of assistive technology devices and services;
• Ability to conceptualize and learn new information;
• Other factors based on referral data and objectives.

The participant is given, in preferred format, a copy of the Assistive Technology Fact Sheet describing program services and participant responsibilities.

Job Site Analysis

The job site analysis service provided by the Assistive Technology Unit is helpful to the participant in many ways. The purpose of the job site analysis is to:

1. Determine, with the employer, essential and marginal functions of the position. This distinction is necessary because an employee with a disability must be able to perform essential functions of the position with or without reasonable accommodations;
2. Determine with the employer and the participant which essential functions, if any, require reasonable accommodation by the employer;
3. Determine with the employer and participant how marginal functions requiring accommodation will be handled;
4. Develop with the employer and participant accommodation solutions and options for their consideration;
5. Educate the employer regarding the role of vocational rehabilitation as a partner with the VR participant in achieving an appropriate employment outcome.

A job site analysis may be warranted under the following conditions:

• The VR participant is being considered for or is being offered employment, and the Individual Plan for Employment (IPE) indicates that the individual is likely to require rehabilitation technology services in order to perform essential job functions.
• The VR participant is currently employed but may require rehabilitation technology services to maintain employment.
• The VR participant requires post-employment rehabilitation technology services identified at case close in the IPE.
• An employer interested in recruiting participants who are blind or visually impaired requests the job site analysis as a preliminary step.

Job site analysis is available statewide. AT may recommend purchase of job site analysis from a qualified resource if the position is out-of-state. In these cases AT will verify qualifications of the contractor, monitor the service, and validate the recommendation.

Training Site Analysis

The purpose of the training site analysis is to:

1. Determine with the provider and participant which training components, if any, require reasonable accommodation by the provider;
2. Develop with the provider and participant accommodation solutions and options for their consideration;
3. Educate the provider regarding the value of accommodating blind people;
4. Educate the provider regarding their accommodation responsibilities as applicable under Titles II and III of the Americans with Disabilities Act of 1990, Title V of the Rehabilitation Act of 1973, and other legislation. AT maintains a reference library of disability law and distributes information to staff, participants, and service providers.
5. Educate the provider regarding the vocational rehabilitation as a partner with the VR participant in achieving an appropriate employment outcome;
6. Inform the provider regarding tax incentives or funding options related to accommodation of individuals with disabilities.

Factors analyzed in the training site analysis include:

1. Type of mainframe or network interface;
2. Software versions required or available;
3. Hardware available;
4. Level of technical support available;
5. Other factors as defined by the situation.

Purchase of AT Devices In Training

AT devices include:

1. Computer hardware and software;
2. Large print, synthetic speech, and Braille computer screen reading devices;
3. Closed circuit magnification (CCTV) systems;
4. Reading machines and scanners;
5. Computerized note taking devices;
6. Computer assisted Braille transcription systems.

The statewide Higher Education Project has assisted many colleges and universities to purchase assistive technology devices for use by blind students. This service is coordinated by the Office of Students with Disabilities on campus, and equipment is generally housed in a central location. Feasibility of using this resource must be explored before purchase of assistive devices will be approved.

The participant must be referred by AT for an evaluation before purchase of assistive technology devices will be approved. A job site analysis is required for an internship site. A training site analysis is required if modifications are being considered for equipment on campus.

In addition to the preceding requirements, the participant must be enrolled in a training program in accordance with the IPE and meet at least one of the following criteria:

1. The training program requires access to specific computer hardware and/or software for completion of the degree or certificate curriculum. Specific assistive technology devices are necessary for the participant to access the required technology and complete the training program;
2. The participant must access materials such as charts, graphs, or technical information to complete the degree or certificate curriculum. This individual cannot readily access this information using reader services, but can do so using specific assistive technology devices;
3. Provision of specific assistive technology devices during training will eliminate or significantly reduce the need for reader services resulting in increased independence for the individual and cost savings for the VR program;
4. The participant has received training in adaptive skills of blindness and demonstrates appropriate preparation skills including note taking, time management, study skills, etc. This individual will function more competitively and independently in training using specific assistive technology devices for note taking;
5. The participant is enrolled in an accredited work experience (internship, On the Job Training, etc.) and requires specific assistive technology devices to accommodate identified job functions.

The participant is expected to take an active role in developing the justification for equipment in training. This should include primary responsibility for gathering needed information.

Purchase of AT Technology Devices In Employment

ADA Titles I and II include coverage of reasonable accommodation in employment for “qualified” individuals with disabilities. State law RCW 49.60 and Title V of the Rehabilitation Act of 1973 provide similar coverage in many situations not addressed by the ADA. State law frequently offers greater protection than the ADA and is substantiated by a large body of cases.

It is expected that employers covered by these federal and state laws can and will reasonably accommodate blind employees unless doing so poses an undue hardship as defined by the ADA.

VR funds can be used to purchase assistive technology devices in employment. However, the purchase of accommodations for employment by VR does not release the employer from responsibility to provide future reasonable accommodations. Participation by VR is most appropriate when:

1. The participant is a new hire;
2. The participant has been reassigned, as a reasonable accommodation, to a position with significantly different duties;
3. The employer demonstrates that providing the accommodation would meet the criteria of undue hardship as defined under the ADA;
4. The employer is not covered by federal or state law.

The participant must be referred to AT for evaluation and job site analysis before purchasing assistive technology devices.

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