DSHS DVR Vocational Rehabilitation Counselor
State of Washington
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Descrizione del lavoro
Washington State Department of Social and Health Services’ Division of Vocational Rehabilitation seeks a Vocational Rehabilitation Counselor in the Kennewick area. This in-training role advances from VRC1 to VRC3 with structured training, guidance, and hands-on experience supporting students, youth, and adults with disabilities toward meaningful employment.
You’ll assess strengths and barriers, develop Individualized Plans for Employment, and collaborate with employers and schools while learning
Competenze
- Bachelor’s degree in vocational rehabilitation counseling or a related field (e.g., social work, psychology, disability studies, human resources, education).
- Enrollment in an accredited graduate program leading to a qualifying master’s degree.
- At least one year of paid or unpaid experience in disability services, advocacy, or employment support.
Mansioni
- Provide vocational rehabilitation counseling and case management with appropriate training and supervision.
- Assess strengths, barriers, interests, and goals of customers.
- Determine eligibility for vocational rehabilitation services.
- Help customers develop and carry out an Individualized Plan for Employment.
- Arrange and interpret vocational assessments and diagnostic information.
- Support informed choices about training, accommodations, and employment services.
- Monitor progress and adjust employment plans as needs change.
- Coordinate with employers, schools, and community service providers.
Conoscenze
Formazione
Strumenti
Descrizione del lavoro
A person's career shouldn't be defined by the barriers they face.
As a Vocational Rehabilitation Counselor with Division of Vocational Rehabilitation (DVR), you'll help students, youth, and adults with disabilities recognize their strengths, explore career options, and work toward meaningful employment. Whether you're building your counseling career or bringing years of experience, your work can help someone see a path forward.
You don't have to start at the highest level to make a difference.
This is a VRC1–VRC3 in-training opportunity, with VRC3 as the goal classification. Depending on your education and experience, you may begin at VRC1, VRC2, or VRC3. Those entering at a training level will develop their skills through structured training, guidance, and practical experience as they work toward VRC3.
We encourage you to apply if you listen well, build trust, and want to help people make informed career decisions. Your background might be in counseling, social work, disability services, education, employment services, or advocacy. What matters is your ability to recognize people's strengths, support their choices, and stay organized while managing responsibilities.
Your first 90 days will depend on your entry level. You'll learn DVR procedures, build relationships, understand local employment resources, and begin working with customers. If you're entering at VRC1 or VRC2, you'll receive training and guidance as you develop your counseling and case management skills.
Success means customers understand their options, have a plan, and receive support as they work toward employment.
There's life outside work to consider, too.
Kennewick offers access to the Columbia River, waterfront parks, and walking and biking trails throughout the Tri-Cities. Sunshine and outdoor recreation are part of the area's appeal, although summers can be hot and the region's spread-out layout makes transportation worth considering.
- Provide vocational rehabilitation counseling and case management, with training and supervision appropriate to your level.
- Assess customers' strengths, employment barriers, interests, and goals.
- Determine eligibility for vocational rehabilitation services.
- Help customers develop and carry out Individualized Plans for Employment.
- Arrange and interpret vocational assessments and diagnostic information.
- Support informed choices about training, accommodations, and employment services.
- Monitor progress and adjust employment plans as needs change.
- Coordinate with employers, schools, and community service providers.
- Maintain case records, manage deadlines, and support employment outcomes.
We may consider applicants at the VRC1, VRC2, or VRC3 level.
- A bachelor's degree in vocational rehabilitation counseling or a reasonably related field, such as social work, psychology, disability studies, human resources, or education.
- Acceptance or enrollment in an accredited graduate program leading to a qualifying master's degree.
- At least one year of paid or unpaid experience in disability services, advocacy, employment support, human resources, training, or related work.
- Current Certified Rehabilitation Counselor (CRC) certification; or
- A master's degree in rehabilitation counseling, psychology, counseling, or a related field; or
- A master's degree with the required graduate coursework in counseling and vocational rehabilitation.
And Two years of qualifying paid vocational rehabilitation or related experience. Up to one year may be substituted with qualifying unpaid experience.
Meet one of the VRC2 education or certification pathways above, plus three years of qualifying paid vocational rehabilitation counseling or related experience.
For the graduate-coursework pathway, the state specifications identify at least 18 quarter or 12 semester credits, including courses in counseling theory and techniques, vocational rehabilitation topics, and assessment, career development, or case management.
- Apply counseling methods to individual customer needs.
- Understand disability-related employment barriers, accommodations, and assistive technology.
- Help customers make informed employment decisions.
- Manage competing priorities and case documentation.
- Build relationships with employers, schools, and community partners.
The Department of Social and Health Services’ (DSHS) vision that people find human services to shape their own lives requires that we come together with a sense of belonging, common purpose, shared values, and meaningful work. It is crucial to our agency’s vision that you bring a fairness, access, and social justice commitment to your work with DSHS. We strive to support all Washingtonians, including Black, Indigenous, and People of Color, people with physical, behavioral health, and intellectual disabilities, elders, LGBTQIA+ individuals, immigrants and refugees, and families building financial security.
Prior to a new hire, a background check including criminal record history may be conducted. Information from the background check will not necessarily preclude employment but will be considered in determining the applicant’s suitability and competence to perform in the job. This announcement may be used to fill multiple vacancies. Employees driving on state business must have a valid driver's license. Employees driving a privately owned vehicle on state business must have liability insurance on the privately owned vehicle.
Washington State Department of Social and Health Services is an equal opportunity employer and does not discriminate in any area of employment, its programs or services on the basis of age, sex, sexual orientation, gender, gender identity/expression, marital status, race, creed, color, national origin, religion or beliefs, political affiliation, military status, honorably discharged veteran, Vietnam Era, recently separated or other protected veteran status, the presence of any sensory, mental, physical disability or the use of a trained dog guide or service animal by a person with a disability, equal pay or genetic information. Persons requiring accommodation in the application process or this job announcement in an alternative format may contact the Recruiter at (360) 725-5810. Applicants who are deaf or hard of hearing may call through Washington Relay Service by dialing 7-1-1 or 1-800-833-6384.
Relationship and Reporting Structure (Neb?) Disclosure: If you are selected for hire, you must disclose whether you have a relative, household member, close friend, or romantic partner within your potential supervisory chain of command. DSHS has a Relationships and the Reporting Structure policy that prohibits nepotism and can be reviewed here. Applicants whose appointment would result in a prohibited reporting relationship are not eligible for appointment to that position.
E-Verify is a registered trademark of the U.S. Department of Homeland Security
Employee benefits are not just about the kind of services you get, they are also about how much you may have to pay out of pocket. Washington State offers one of the most competitive benefits packages in the nation.
We understand that your life revolves around more than just your career. Like everyone, your first priority is ensuring that you and your family will maintain health and financial security. That's why choice is a key component of our benefits package. We have a selection of health and retirement plans, paid leave, staff training and other compensation benefits that you can mix and match to meet your current and future needs.
The following information describes typical benefits available for full-time employees who are expected to work more than six months. Actual benefits may vary by appointment type or be prorated for other than full-time work (e.g. part-time); view the job posting for benefits details for job types other than full-time.
Note: If the position offers benefits which differ from the following, the job posting should include the specific benefits.
Employees and their families are covered by medical (including vision), dental and basic life insurance. There are multiple medical plans with affordable monthly premiums that offer coverage throughout the state.
Staff are eligible to enroll each year in a medical flexible spending account which enables them to use tax-deferred dollars toward their health care expenses. Employees are also covered by basic life and long-term disability insurance, with the option to purchase additional coverage amounts.
To view premium rates, coverage choice in your area and how to enroll, please visit the Public Employees Benefits Board (PEBB) website. The Washington Wellness program from the Health Care Authority works with PEBB to support our workplace wellness programs.
Dependent care assistance allows the employee to save pre-tax dollars for a child or elder care expenses.
Other insurance coverage for auto, boat, home, and renter insurance is available through payroll deduction.
The Washington State Employee Assistance Program promotes the health and well-being of employees.
State Employees are members of the Washington Public Employees' Retirement System (PERS). New employees have the option of two employer contributed retirement programs. For additional information, check out the Department of Retirement Systems' web site.
Employees also have the ability to participate in the Deferred Compensation Program (DCP). This is a supplemental retirement savings program (similar to an IRA) that allows you control over the amount of pre‑tax salary dollars you defer as well as the flexibility to choose between multiple investment options.
All state employees are covered by the federal Social Security and Medicare systems. The state and the employee pay an equal amount into the system.
If you are employed by a government or not-for-profit organization, and meet the qualifying criteria, you may be eligible to receive student loan forgiveness under the Public Service Loan Forgiveness Program.
Full-time and part-time employees are entitled to paid holidays and one paid personal holiday per calendar year.
Employees who are members of certain Unions may be entitled to additional personal leave day(s), please refer to position specific Collective Bargaining Agreements for more information.
Full-time employees who work full monthly schedules qualify for holiday compensation if they are employed before the holiday and are in pay status for at least 80 nonovertime hours during the month of the holiday; or for the entire work shift preceding the holiday.
Part-time employees who are in pay status during the month of the holiday qualify for the holiday on a pro-rata basis. Compensation for holidays (including personal holiday) will be proportionate to the number of hours in pay status in the month to that required for full-time employment, excluding all holiday hours. Pay status includes hours worked and time on paid leave.
Full-time employees earn eight hours of sick leave per month. Overtime eligible employees who are in pay status for less than 80 hours per month, earn a monthly proportionate to the number of hours in pay status, in the month to that required for full-time employment. Overtime exempt employees who are in pay status for less than 80 hours per month do not earn a monthly accrual of sick leave.
Sick leave accruals for part-time employees will be proportionate to the number of hours in pay status, in the month to that required for full-time employment. Pay status includes hours worked, time on paid leave and paid holiday.
Full-time employees accrue vacation leave at the rates specified in WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA). Full-time employees who are in pay status for less than 80 nonovertime hours in a month do not earn a monthly accrual of vacation leave.
Part-time employees accrue vacation leave hours in accordance with WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA) on a pro rata basis. Vacation leave accrual will be proportionate to the number of hours in pay status, in the month to that required for full-time employment.
Pay status includes hours worked, time on paid leave, and paid holiday.
As provided in WAC 357-58-175, an employer may authorize a lump-sum accrual of vacation leave or accelerate the vacation leave accrual rate to support the recruitment and/or retention of a candidate or employee for a Washington Management Service position. Vacation leave accrual rates may only be accelerated using the rates established WAC 357-31-165.
Most agencies follow the civil service rules covering leave and holidays for exempt employees even though there is no requirement for them to do so. However, agencies are required to adhere to the applicable RCWs pertaining holidays and leave.
Washington State supports members of the armed forces with 21 days paid military leave per year.
Most employees whose family member or household member dies, or for loss of pregnancy, are entitled to five (5) days of paid bereavement leave. In addition, the employer may approve other available leave types for the purpose of bereavement leave.
Leave Sharing
Parental Leave
Family and Medical Leave Act (FMLA)
Leave Without Pay
Please visit the State HR Website for more detailed information regarding benefits.
Updated 01-07-2026
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