2021 WIPA Request for Application.docx

Social Security Administration (SSA), Office of Research, Demonstration, and Employment Support Notice of Funding Opportunity Opportunity Number: WIPA-WIP-21-001 Opportunity Title: Work Incentives Planning and Assistance (WIPA) Program Announcement type: Initial announcement Opportunity Category: Discretionary CFDA Number: 96.008 Key Dates

· Pre-application Teleconferences will be announced on https://www.ssa.gov/work/WIPA.html in the coming weeks.

· Optional Letter of Intent due: March 1, 2021

· Application response deadline: April 19, 2021

· Award period of performance: July 1, 2021 through June 30, 2026, pending availability of funds.

Dates

The opening date of this announcement is the date of publication. The closing date for application submissions under this announcement is 5:00PM Eastern Standard Time on April 19, 2021.

Letter of Intent

We ask prospective applicants to submit a letter of intent on or before March 1, 2021 that includes:

organization that will apply;

3. The name, postal and e-mail addresses, and the telephone and fax numbers of the entity’s director; and

4. Names of the key personnel, if known, as well as partner institutions and agencies.

The optional letter of intent does not bind the potential applicant or Social Security to any future action, nor will the letter of intent affect the application review. Instead, these letters help Social Security anticipate the response and estimate the potential review workload. Send the email letter of intent to SSA_TA@grantreview.org.

Pre-application Teleconferences, Webinars and Competition Website

We will collect questions regarding the application submission process and programmatic content of this Request for Applications (RFA) and post a list of these questions and answers on the Internet at the following site: https://www.ssa.gov/work/WIPA.html.

You may submit questions to SSA_TA@grantreview.org no later than April 12, 2021. Potential applicants should monitor the website frequently to ensure they have the latest information, updates, and answers.

On the same website, we will periodically post important materials, as well as announcements regarding two webinars or teleconferences we will host. If you plan to apply, you will need to register for one of the two events.

ACRONYMS

A. PROGRAM DESCRIPTION

In 1999, Congress passed the Ticket to Work and Work Incentives Improvement Act (P.L. 106-170), and President Clinton signed P.L. 106-170 into law. This legislation created several of Social Security’s work supports. One of the work supports is the Work Incentives Planning and Assistance (WIPA) program. Social Security’s authority for this program is in Section 1149 of the Social Security Act.

On or before July 1, 2021, we will award cooperative agreements for a network of WIPA projects. Staff at these projects will provide services to Social Security Disability Insurance (SSDI) and Supplemental Security Income (SSI) beneficiaries who are working or attempting to go to work.

With this Funding Opportunity, we seek WIPA cooperative agreement awardees that will collectively provide services across the country through June 30, 2026, pending availability of funds. Offering a cooperative agreement means that Social Security will provide WIPA projects substantive direction about how they perform services.

Note: For the remainder of this Request for Application (RFA), the WIPA program refers to a national availability of WIPA services, a WIPA project refers to an individual grantee, and WIPA services refers to the services WIPA project staff provide beneficiaries.

Why WIPA?

Few SSDI or SSI beneficiaries return to work, and many who attempt work or self-employment need support to do so successfully. Beneficiaries with disabilities often participate with many programs that help them manage their disability, or survive economically. These programs have a variety of complex requirements for eligibility. Some requirements relate to the person’s income or savings, while the person’s disability type or needs affect others. WIPA Services provide accurate information and counseling about the effect of work income on these benefits and programs.

Many Social Security beneficiaries with disabilities would like to improve their economic position through employment or self-employment. Many work attempts fail because of benefit or service changes beneficiaries do not anticipate or understand. For example, a beneficiary may stop working when they receive a letter informing them of a benefit overpayment, of an unexpectedly terminated housing subsidy, or the suspension of another essential support due to work income. Many of these disability programs, including SSDI and SSI, also have work incentives. These incentives can provide tremendous support, but they also add to the complexity beneficiaries may experience when they return to work. WIPA services provide a guide for beneficiaries to help them navigate the complexity by providing accurate information and analysis. Armed with this accurate information, beneficiaries can make informed choices and can plan for changes.

Work Incentives Counseling

Work incentives delay the effect of work income, encourage work, or offer protections that help the person retain essential benefits such as health insurance. For more information about Social Security’s work incentives, go to https://www.ssa.gov/work/.

With opportunity and support accessing work incentives, beneficiaries can improve their economic circumstances through employment or self-employment. Unfortunately, the diversity of benefit entitlements and income-sensitive supports create a network of rules that few beneficiaries understand. Since there is a high correlation between disability and economic instability, the complexity and potential for loss of essential supports often creates fear that may discourage work attempts, or derail work once income affects benefits. The WIPA program, through the Social Security funded WIPA projects, offers safe, free, and comprehensive information and counseling to help beneficiaries navigate the complex system of disability supports, and make work profitable and sustainable.

WIPA project staff provide information specific to beneficiaries’ needs and goals. WIPA staff meet with beneficiaries to identify the supports the beneficiary has, and to inform beneficiaries of additional supports or work incentives that may assist them in beginning or retaining full or part-time employment or self-employment. WIPA staff then verify what benefits the person receives, and meet again with the beneficiary to educate them about the programs, their work incentives, and how best to achieve their employment or self-employment goals. This information allows beneficiaries to understand and use work incentives, understand health insurance protections and reporting responsibilities, and avoid surprises that could derail their employment goals.

WIPA projects have trained and certified direct service staff, called Community Work Incentives Coordinators (CWIC). The counseling and individualized support CWICs offer make up the core of the WIPA program. In addition to providing information about work incentives, CWICs refer beneficiaries to services that may assist the beneficiary to succeed in their employment or self-employment goals. Success means not just getting a job, but instead, improving long-term economic security through full-time or part-time employment or self-employment.

Eligibility for Services

WIPA projects serve beneficiaries who are age 14 and older who receive any of the following benefits based on their own disabilities:

· A State supplementary SSI payment;

· Childhood Disability Benefits;

· Disabled Widow(er)s Benefits;

· SSDI Benefits;

· SSI based on blindness or disability;

· Medicare under the Extended Period of Medicare Coverage (for former disability beneficiaries performing substantial work);

· Medicaid under Section 1619(b) of the Social Security Act (for SSI beneficiaries ineligible for payment due to work income); or

· Medicare coverage based on disability and Medicare qualified government employment.

WIPA Priorities

WIPA services offer information to assist beneficiaries make a successful transition to employment, and to sustain that employment. Although the list above outlines basic eligibility, we also have service priorities designed to match WIPA services to the beneficiaries most likely to work, or who are at highest risk for overpayment or economic instability. We prioritize WIPA services for the following groups:

· Beneficiaries who are working full or part-time;

· Beneficiaries who are in the process of interviewing for work, or who have a job offer pending; and

· Youth or United States Military Veterans at any point of working or seeking employment.

Although WIPA services may help encourage someone who is considering work, we believe that the most vulnerable beneficiary, and thus the highest priority for WIPA service, is someone who is working or beginning to work. Unexpected changes, like discovering an overpayment made to a beneficiary, may permanently discourage beneficiaries from work. Even when it is not possible to avoid overpayments or other benefit changes, WIPA staff can anticipate such disruptions and support beneficiaries to understand and respond to the challenges that arise.

The WIPA program serves transition-aged youth, whether or not they are actively considering work. For the WIPA program, Social Security defines transition-aged youth as being age 14 through 25. Younger individuals with disabilities are often not encouraged by school or family supports to consider work as an option. However, if youth and their families fail to plan for work, they may be limiting the youth from achieving economic autonomy. WIPA services provide support to educate and encourage a smoother transition from the school environment to the adult service system, and to a more successful working future.

In addition to youth, we prioritize services to U.S. Veterans in recognition of the service to our country. WIPA staff may serve Veterans earlier in the process of seeking work in order to support their success in the civilian workforce.

Critical WIPA Partners

Public Law 106-170 also created several programs critical to successful WIPA projects.

· The Ticket to Work Program;

· The Protection and Advocacy for Beneficiaries of Social Security (PABSS) Grant Program; and

· The internal Social Security experts, called Area Work Incentives Coordinators (AWIC) and Work Incentives Liaisons (WIL).

In addition to these partners created, WIPA projects should collaborate with their local Social Security offices, and the Social Security staff, called the PASS Cadre that assist beneficiaries with one of our more powerful work incentives, called the Plan to Achieve Self-Support (PASS), described later in this document.

Ticket to Work Program

The Ticket to Work program offers SSDI and SSI beneficiaries creative options for employment support. To provide these services, Social Security has agreements with service providers called Employment Networks (ENs). ENs provide a wide variety of services such as employing beneficiaries directly, providing job placement, training, resume development, benefits counseling, or supported employment job coaches. Organizations become ENs when they apply and we agree that the services they offer can assist beneficiaries who want to work. Once these organizations have an agreement with Social Security, they can receive payment for beneficiary success.

Services under the Ticket to Work are voluntary for the beneficiary and the EN. Essentially, the EN makes an agreement with the beneficiary about his or her goals, and what services the EN will provide to support those goals. These agreements, called Individual Work Plans (IWP), once signed by both parties, initiate “use” of the “Ticket”.

It is critical to understand that this is a voluntary relationship. ENs choose to work with beneficiaries who will likely achieve success under their services. Beneficiaries should select ENs because they can provide the services that beneficiary desires. Once the agreement is in place, and the beneficiary begins to meet certain earnings benchmarks, the EN receives money from Social Security for the beneficiary’s success. For more information about the Ticket to Work program, go to https://yourtickettowork.ssa.gov/.

We contract with the Ticket Program Manager (TPM). TPM provides outreach and support to recruit effective ENs, and otherwise operate the Ticket program. On December 14, 2020, we awarded the Ticket Program Manager (TPM contract) to a new vendor, Cognosante. Cognosante will provide TPM services through December 31, 2025. In addition to recruiting ENs, the TPM conducts outreach to beneficiaries and organizations about the Ticket program and operate the Ticket to Work Help Line (Help Line).

The Help Line is a critical partner for WIPA projects. In recent years, the Help Line has been the first contact for beneficiaries seeking work incentives counseling. Help Line representatives complete training that teaches them about the Social Security benefits and work incentives, how to answer general questions about these programs, and when to refer a caller to WIPA for individualized services. Approximately 75 percent of all referrals to WIPA projects come from the Help Line. Under this solicitation, we want to stress the role of the Help Line as the preferred referral source for WIPA services. Doing this accomplishes several desirable outcomes. First, it focuses CWIC efforts on the intensive individualized services that best match CWIC training and certification. It also ensures that WIPA referrals meet eligibility and priority requirements.

Help Line representatives have limited access to Social Security records. As part of the referral, Help Line representatives can confirm that a beneficiary is eligible for WIPA services and indicate the type of benefit the person receives.

Having the Help Line confirm the type of benefit permits CWICs to offer general information before requesting and receiving the more specific verification WIPA services require. For example, CWICs can explain basic work incentives information about the program, and send the beneficiary approved fact sheets to help him or her begin to understand the general rules. Once the CWIC receives necessary verifications, the CWIC can build on this general information and provide individualized counseling specific to that beneficiary’s goals.

PABSS

Another program created by the Ticket to Work legislation is the PABSS program. Each state or territory has a governor-designated grant-funded legal organization that provides Protection and Advocacy (P&A) services to people with disabilities. P.L. 106-170 authorized the PABSS grant program pursuant to the Developmental Disabilities Act. PABSS is one of eight federally-funded advocacy programs P&A systems operate. The PABSS program provides advocacy and legal support to beneficiaries who experience a barrier to employment.

Supports within Social Security

P.L. 106-170 created designated positions within Social Security to provide work incentives expertise to Social Security staff, beneficiaries, and service providers. These positions are AWICs. AWICs and the WIL (Work Incentives Liaison) AWICs provide services to a group of Social Security field offices within a designated geographic area. AWICs assist WIPA projects in critical situations. Similarly, WILs are Social Security field office staff who may also provide support regarding Social Security work incentives. It is important for successful WIPA applicants to build relationships with the AWICs or WILS in the WIPA service area to find out how best to reach them, when best to request their assistance, and to make them aware of the new cooperative agreement award and requirements.

Another critical contact for WIPA project staff are PASS Specialists who work in a PASS Cadre. PASS is a work incentive that allows beneficiaries to set aside income and resources to reach a vocational goal. PASS is a step-by-step plan that requires the beneficiary to identify his or her vocational goal and identify the steps necessary to reach that goal. The money the person sets aside is disregarded when we make decisions about eligibility for SSI benefits and payment amounts. Though PASS is an SSI work incentive, income or resources set aside in a PASS may make beneficiaries who are otherwise ineligible, entitled for cash benefits or associated Medicaid. The PASS Cadre staff are critical partners who can assist CWICs that develop PASS for beneficiaries who wish to use this work incentive to achieve their employment or self-employment goals.

Service Workflow

We will provide training and guidance on the technical aspects of WIPA services to successful applicants. The workflow, however, resembles the following:

1. The WIPA project receives a Referral from the Help Line, or a beneficiary contacts them to request services directly.

2. The CWIC reaches out to the beneficiary within two business days, preferably as soon as possible. In this contact, the CWIC gathers additional information about the beneficiary, identifies the beneficiary’s goals and current benefits, and explains that the beneficiary will receive a packet. This packet will include releases that will allow the CWIC to verify what the beneficiary receives. Verification is a critical step since many beneficiaries may be confused about the programs they access. If the referral comes from the Help Line, and the type of benefit is thus verified, the CWIC will include a Social Security approved introduction to the entitlement the Help Line identified.

3. The next step is verifying the benefits involved. Verification of the benefits is critical to ensure the information the CWIC provides is accurate and appropriate. We will provide training on when and how to verify benefits as part of the training we provide CWICs.

4. Following receipt of verifications, the CWIC will meet with the beneficiary to talk through the benefits and their associated work incentives. CWICs will meet several times with beneficiaries as part of the counseling process. It may take several meetings to ensure the beneficiary understands their benefits and work incentives.

5. The CWIC prepares a Benefits Summary and Analysis (BSA) that documents the benefits and work incentives that apply to the beneficiary’s goals. The BSA documents the counseling and serves as a reference for the beneficiary and anyone supporting his or her work goals. The CWIC works with the beneficiary to help him or her understand the effect of work on his or her federal, state, and local financial benefits, health insurance, and employment supports.

6. The CWIC and beneficiary identify critical actions, points in time when changes may occur, and what causes the changes. It is also important to identify changes that a beneficiary must report and what documentation the beneficiary will need to make that report.

7. Once the beneficiary is comfortable with the information in the analysis, the CWIC schedules future appointments to discuss any questions or to assist the beneficiary navigate anticipated changes. We call this proactive follow-up.

8. Social Security requires the CWIC to track the services he or she provides. We will give additional information about what and when to report, but it is essential that the CWIC document and track what services he or she provides.

Not all contacts will follow this model, but the majority of WIPA services should have a similar goal to help beneficiaries understand the effects of work and help them make a successful transition to work and economic stability.

Due to the complexity of work incentives, disability support, and poverty reduction programs, we require that WIPA staff participate in a CWIC initial training course, and pass a rigorous certification process prior to working with beneficiaries. We provide extensive technical support, via a Social Security contractor, to ensure the technical information CWICs provide is correct and applicable to each participating beneficiary’s situation. On July 18, 2020, we awarded a contract to the Virginia Commonwealth University National Training and Data Center (VCU-NTDC) to provide training and certification services to the WIPA program through July 17, 2025. We describe the VCU-NTDC WIPA training later in this document.

In addition to the information provided in training classes, CWICs must be willing and able to research programs and policies affecting the beneficiaries with whom they work. This may include researching an unusual situation for the beneficiary or seeking training and reference materials about state and local programs that may help beneficiaries. The key to successful WIPA services is providing comprehensive and accurate information specific to individual beneficiaries so they may access work incentives and increase the likelihood of success in achieving their goals.

Outreach and Limitations on Outreach

In the past, a critical part of the WIPA program has been outreach to service providers in the community, outreach to beneficiaries, and public education. Outreach examples include, but are not limited to:

· Describing WIPA services to a disability group or service provider;

· Distributing brochures that describe WIPA services;

· Providing seminars on work incentives for the public or providers.

P.L. 106-170 outlines the funding level for WIPA. The funding level has not changed since the law passed. Over time, this has reduced the program’s ability to meet demand. In addition, as WIPA and similar programs have developed over time, the service has become well understood and popular. During the last six-year funding cycle, many WIPA projects expressed concern that they had far more work than they could complete. To mitigate this concern, we are limiting outreach under this solicitation. We are also reinforcing that all brochures and public-facing websites must include information that directs beneficiaries and service providers to first call the Help Line, rather than calling the WIPA program directly. Limiting outreach and increasing the Help Line’s role will give CWICs more time to serve beneficiaries who need their expertise.

During the first six months of the cooperative agreement, WIPA projects will need to reach out to community organizations and partners that are likely to be regular referral sources. We will provide approved materials for this outreach. After the initial six months of the award of the cooperative agreement, WIPA projects will only conduct outreach when given permission from their assigned Social Security Project Officer. When given permission to conduct outreach, WIPA projects shall target outreach efforts to reach underserved populations such as transition-aged youth, Veterans, Native Americans, and other racial, ethnic, disability, and socioeconomically disadvantaged or minority populations.

Responsibilities, Expectations, and Roles of WIPA Cooperative Agreements:

Adhering to Terms and Conditions of the Award WIPA staff will adhere to the Terms and Conditions of the cooperative agreement that we provide as part of the award document. The Terms and Conditions include, but are not limited to, important requirements to protect Personally Identifiable Information (PII) and provide in-depth benefits counseling and comprehensive, proactive, long-term support services for beneficiaries with disabilities. Below, we highlight other critical elements of the Terms and Conditions of the award. We will attach the Terms and Conditions to all award documents and offer detailed guidance on the requirements contained in the Terms and Conditions to all awardees following award notification.

Distance-based Services within Designated Area Successful WIPA applicants will provide WIPA services within and across their designated service areas. We list these service areas in Appendix A. If desired, applicants may request maps of the service areas by contacting SSA_TA@grantreview.org. Unlike earlier programs where we encouraged face-to-face contact with beneficiaries, we require each awardee to provide services via distance methods wherever possible. In the face of limited resources, larger service areas, and improved distance technologies, distance and virtual services facilitate immediate beneficiary services, rather than dealing with travel or transportation challenges. We support using technologies to meet ‘virtually’ in secure environments with beneficiaries. Providing distance support reduces indirect and overhead budgets, transportation costs, and costs for the physical site, leaving more funds and time available to serve beneficiaries.

Accessibility Requirements Each WIPA project will ensure full access to beneficiaries in their service area that includes, but not limited to the following requirements:

· Physical access such as barrier-free meeting spaces. For example, if the WIPA project has a physical office, that office must offer full access to people in wheel chairs, and ready access to public transportation;

· Distance communication methods accessible to individuals requiring adaptive technology;

· Websites and other electronic information and communication options that comply with Section 508 of the Rehabilitation Act;

· Written materials in alternate media such as Braille, large print, or electronic media;

· Services in alternate media, including accessible electronic or Braille media; and

· Sign language communication and alternate spoken or written languages that reflects the demographic distribution of the service area.

WIPA projects must consider these requirements when preparing the budget request for this Funding Opportunity. In addition, they must describe how the WIPA applicant will ensure access to diverse populations.

Accessible Documentation

· Applicants must ensure that any form of documentation provided to beneficiaries, or submitted to Social Security, (including the response to this RFA) is in a fully accessible format.

· Applicants must provide RFA documents in one of the following formats: Text, Microsoft Word, HTML, or properly “tagged” PDF. Applicants can use Adobe Acrobat’s Accessibility Checker to verify properly tagged PDFs.

· Documentation delivered in a manner that is interactive (e.g., table of contents, index, search, etc.) must be keyboard navigable, move focus to selected items (or have a keyboard alternative), and be comparable in keyboard access to mouse usage.

· All images (especially screenshots and technical diagrams that are the sole means for conveying instructions) should include alternative text explaining the image so that a person who is blind can understand the screenshot, chart, figure, etc.

· Applicants may not embed documents within a Word document, unless also providing the embedded document as a separate attachment.

· Documentation delivered in a video or multimedia publication must comply with the Section 508 requirements detailed in 36 CFR part 1194.24 and the functional performance criteria detailed in 36 CFR 1194 Subpart C. In addition, we require conformance to our Accessibility Requirements for all video and multi-media deliverables. We do not accept text equivalents used to replace speech, and we require captions to be synchronized with speech.

· See Create Accessible Documents | Section508.gov for additional information on accessibility and the Section 508 requirements.

Executive Order 13166 directs each agency that provides Federal financial assistance, to issue guidance to recipients of such assistance on their legal obligations to take reasonable steps to ensure meaningful access for limited English proficient (LEP) persons under the national origin nondiscrimination provisions of Title VI of the Civil Rights Act of 1964, and implementing regulations. See the following link for more information.

http://www.lep.gov/13166/AG_021711_EO_13166_Memo_to_Agencies_with_Supplement.pdf

Applicants can refer to the LEP policy guidance for HHS recipients at http://www.gpo.gov/fdsys/pkg/FR-2003-08-08/pdf/03-20179.pdf. While designed to be a flexible and fact-dependent standard, the starting point is an individualized assessment that balances the following four factors: (1) The number or proportion of LEP persons eligible to be served or likely to be encountered by the program or awardee; (2) The frequency with which LEP individuals come in contact with the program; (3) The nature and importance of the program, activity, or service provided to people’s lives; and (4) The resources available to the awardee/recipient and the cost. A recipient may conclude that different language assistance measures are sufficient for the different types of programs or activities in which it engages, or that, in certain circumstances, recipient-provided language services are not necessary. Applications should include plans for accommodating LEP persons in light of these four factors.

Suitability Requirements WIPA Project staff handle personal information for our beneficiaries. Keeping that information safe is critical. One of the steps Social Security takes in order to protect beneficiaries is to determine WIPA staffs’ suitability for public trust. In order to make this determination, Social Security requires WIPA staff to complete a series of questions and provide their fingerprints for a background check. These checks have different levels, or tiers. We require suitability as follows:

· All staff assigned to the WIPA cooperative agreement, must have a favorable Tier 2 (moderate risk) suitability determination from our agency.

· CWICs and other staff with access to beneficiary information must hold a moderate risk, Tier 2, suitability determination prior to working with beneficiaries.

· All WIPA staff must apply for suitability within ten business days following notification of the award of a cooperative agreement, or must successfully transfer their moderate risk suitability determination to the new cooperative agreement from a prior award.

· Subsequent hires to the WIPA cooperative agreement must apply for suitability as soon as possible, and within no more than ten business days after hire or assignment to the cooperative agreement.

· We will define deadlines further within the terms and conditions for successful applicants. We will also provide guidance on how to secure suitability to all awardees.

Firewall requirements WIPA awardees may have a parent organization serving as, or housing an EN under P.L. 106- 170, the Ticket to Work and Work Incentives Improvement Act. In these situations, the applicant must include the following in their application:

· A description of the separation of all direct service duties of the WIPA cooperative agreement and the EN contract staff and services, including assurances that the same individuals are not providing direct services for both the WIPA cooperative agreement and the EN Ticket Program Agreement. Direct service staff includes any staff person with direct contact with beneficiaries beyond initial reception or intake services. We do permit administrative and supervisory staff to serve under both programs;

· An organizational and workload chart with clear documentation of roles and responsibilities;

· A detailed explanation of how the parent organization will resolve issues when a beneficiary or other stakeholder files a conflict of interest complaint against a CWIC or WIPA;

· An assurance in the form of an affirmative statement that the WIPA will provide the beneficiary comparable information on all available public and private service providers, including all ENs, in their community;

· An assurance in the form of an affirmative statement that the applicant will not automatically refer or unduly influence beneficiaries to assign their tickets to the awardee’s EN; and

· An assurance in the form of an affirmative statement that beneficiaries receiving services from the WIPA will receive advice about all available work incentive programs, even if those programs could have an impact on milestone or outcome payments under the Ticket to Work program for the EN housed within their organization.

WIPA awardees may also receive funding as a Protection and Advocacy (P&A) entity under Section 1150 of the Social Security Act. In these situations, the applicant must include the following with their application:

· A description of the separation of PABSS files and WIPA files; direct service staff assignments; case management procedures; and complaint processes. Direct service staff includes individuals who have direct contact with beneficiaries, and access to case files. Projects may include executive and administrative staff that do not have direct contact with beneficiaries and do not access case files on both the WIPA and PABSS documentation;

· If projects wish to use staff with direct service responsibilities or staff with access to beneficiary information on both WIPA and PABSS awards, the project must submit a written request for an exception regarding the separation of direct service personnel. The request should describe why this individual’s service on both awards benefits the programs, and how the P&A organization will ensure that there is no conflict of interest under the WIPA or PABSS programs; and

· This statement should include a clear explanation of how the P&A organization will handle complaints about WIPA services from beneficiaries or other organizations. We must give advance approval before staff with dual responsibilities may work on both the WIPA and PABSS projects.

Availability for Services Each WIPA awardee must serve beneficiaries at least five business days per week, with the exception of holidays. We permit flexible hours and prefer that each awardee have some availability in the evenings or on weekends in order to support beneficiaries with nontraditional work schedules.

Performance Measures Social Security must measure WIPA project performance to show achievement of program goals and objectives, share lessons learned, improve program outcomes, and foster adoption of promising practices. All WIPA project awardees must track identified data elements and report this data to us as required in the award Terms and Conditions. Performance measures may include, but are not limited to, categories of service the WIPA project provides relative to referrals; quality measures for reviewed files; compliance with requirements to protect beneficiary information; compliance with the Terms and Conditions; or other measurable activities relative to the work WIPA members staff perform. We are developing new performance measures, and we will provide the final requirements in the terms and conditions of successful awards. Each WIPA awardee must agree to work towards meeting or exceeding the performance measures. We will provide information, guidance, and training on performance measures and any other topics and subjects requiring such support throughout the life of the award.

Report-writing Software We require WIPA project staff to use a uniform and customized report-writing preparation software that we will provide. The purpose of this software is to efficiently produce accurate, comprehensive, and consistent reports. The software requires custom programming of the Federal, State, and local programs unique to each WIPA service area. We will provide guidance on how WIPA projects must gather and submit this information for states in their service area.

Through our training and technical assistance contractor, we will provide expert training to all of the WIPA projects to ensure that staff have a complete understanding of the Federal benefits and services available in their service area as well as the use of the report-writing software. This process saves time, increases the thoroughness of written analyses, and improves consistency across WIPA projects. Our training and technical assistance contractor has programmed state and local information into the report-writing software to assist CWICs to provide a comprehensive report; however, this software is not a substitute for developing State and local benefit expertise. As previously stated, the CWIC generating the BS&A will have the responsibility to ensure that the analysis is appropriate, accurate, and applicable to each beneficiary’s unique situation. In addition, each WIPA project will be responsible for researching and providing accurate information about the state and local benefits within their service area to Social Security’s training and technical assistance contractor annually so that they can update the report-writing software templates.

WIPA Interaction with Social Security and Social Security Supported Programs:

WIPA projects must respond to our requests for information within established deadlines and have staff available to meet with Social Security for site reviews and to participate in national calls. These calls allow us and our contractors to communicate information to WIPA staff in a uniform and interactive forum and ensure that WIPA staff members are aware of changes to policies and the availability of resources.

WIPA staff must also work to develop collegial and supportive relationships with the local Social Security offices within the WIPA service area. WIPA project staff will work to build relationships with the following Social Security contacts:

· Social Security field office staff;

· AWICs;

· WILs;

· The PASS Cadre(s); and

· ENs

Minimum Time Commitment to WIPA

We require that WIPA Project Directors commit ten hours per week (25 percent of a full-time schedule) to WIPA project management. We also require that each CWIC, providing direct services to WIPA, commit 16 hours per week (40 percent of a full-time schedule) to direct services paid by the WIPA cooperative agreement. This is different from earlier requirements that permitted CWIC direct services to beneficiaries under other funding to count towards the time commitment.

What Social Security Will Provide to WIPA Awardees

· Through the Training and Technical Assistance contractor, we will offer expert technical assistance, in-depth training, certification, and annual recertification for CWICs and any other WIPA staff providing information to beneficiaries.

· We will provide guidance and secure media for WIPA staff to use to secure beneficiary information when serving beneficiaries. We will provide encrypted storage devices via our training and technical assistance contractor. We will provide guidance on requirements Social Security has for storage, use, and distribution of these devices.

· We will provide successful applicants support and guidance on submitting necessary documentation and on working with our suitability team.

· We will assign each awardee a Social Security Project Officer. Project Officers have the responsibility to ensure WIPA awardees meet the program objectives, adhere to the Terms and Conditions of the award, and are in good standing with our agency. In addition, Project Officers provide guidance and support surrounding Social Security’s requirements, suitability, storage devices, and other issues that arise.

· We will assign each awardee a Grants Management Officer (GMO). GMOs provide guidance and support on financial and budget related matters.

· We will provide national materials for projects to use when counseling beneficiaries, including access to the report-writing hub housed with our technical assistance contractor. WIPA projects must use approved materials provided at ssa.gov or provided via our technical assistance contractor. If WIPA projects develop any materials specific to their use, the SSA Project Officer must review and approve the material in advance of any use or distribution in any format. Any materials developed for use by the WIPA project must include a disclaimer and additional language that we will provide as part of the Terms and Conditions of the award.

Training, Certification, and Continuing Education Requirements Any WIPA staff providing information, counseling, guidance, and support to Social Security beneficiaries must complete the CWIC training and certification from our approved Training and Technical Assistance contractor and the VCU-NTDC prior to providing assistance to our beneficiaries. We provide this training and certification free of charge. WIPA projects are responsible for the cost of transportation and lodging and should budget grant funding to cover these costs. For more information about the VCU-NTDC, and the initial training, go to www.vcu-ntdc.org.

Training Topics and Process

CWICs facilitate the use of all of Social Security’s work incentives including, but not limited to, the following:

· Impairment Related Work Expenses (IRWE);

· PASS;

· Student Earned Income Exclusion;

· Earned Income Exclusion for SSI;

· Blind Work Expenses under SSI for statutory blind beneficiaries;

· Extended Medicaid for working beneficiaries authorized under Section 1619(b) of the Act;

· Trial Work Period under the Title II program;

· Work incentives used in Substantial Gainful Activity determinations; and

· Extended Period of Medicare Coverage.

In addition, CWICs must complete training on the other Federal disability or poverty benefit programs and work incentives, as well as the State, local, private benefit programs, and work supports that exist in their service area.

Before registering for the CWIC initial training, prospective CWICs must complete an introductory web course that offers an overview of work incentives and the WIPA program. You may register for this class on the www.vcu-ntdc.org website. The initial training was designed as a five-day face-to-face training, followed by open-book assessments that reinforce the training. During the COVID-19 epidemic, the VCU-NTDC retooled the training so that it consists of ten days of remote instruction, followed by the same assessments. Once the trainee successfully completes all of these assessments, he or she achieves provisional certification.

CWIC trainees must pass the provisional certification process before they can work with beneficiaries. After achieving provisional certification, CWICs submit information and reports to the training contractor’s Technical Liaisons for grading. These files stem from actual benefits counseling situations. Provisionally certified CWICs receive full certification after they complete and pass these reviews. It takes approximately one year to earn full certification. Once fully certified, CWICs must earn at least eighteen continuing education credits annually to retain their certification and authority to work with beneficiaries. Training is available to meet these requirements through our training and technical assistance contract. The contractor will also provide a system of accountability so that CWICs may monitor accumulated credits and determine the credit value of each course offered.

In addition to training on Social Security and SSI work incentives, CWICs must become experts in researching and understanding Medicare, Medicaid, other Federal programs, and State and local programs that assist individuals with disabilities or individuals living in poverty. Our contractor provides information about the Federal benefits, but CWICs are responsible for seeking out state and local training opportunities to ensure they have an understanding of state and local programs that could affect beneficiaries in their service area. Three of the eighteen continuing education credits must come from state or local trainings. Periodically, CWICs must submit a BS&A for the training contractor’s review. If that review passes, the CWIC earns three credits towards the eighteen credits required for that certification period.

All of this training and follow-up helps CWICs ensure they have what they need to provide accurate and current information. It is the CWIC’s responsibility to ensure that the information the beneficiary receives during benefits counseling, in the BS&A, and through other communications, is correct and complete.

Project Director Responsibilities WIPA Project Directors serve a critical role in ensuring WIPA staff have the information, training, and support they need to fulfill SSA’s requirements. Under this solicitation, we are expanding the training and support to Project Directors in order to ensure they understand all of the WIPA program requirements and limitations. Project Directors, who are not CWICs, must participate in training specific to managers, as well as complete the introductory web course and audit or the CWIC training. We require WIPA Project Directors to participate in leadership activities with our training and technical assistance contractor and to be available for phone calls with the SSA Project Officer, for desk audit reviews, and for on-site reviews of the WIPA project. We will provide additional information about these requirements to successful applicants upon award.

Program History

Section 1149 of the Social Security Act, which was added by section 121 of Public Law (P.L.) 106-170, the Ticket to Work and Work Incentives Improvement Act, requires that the Commissioner of Social Security establish competitive contracts, grants, or cooperative agreements that offer community-based work incentives counseling. WIPA is the current implementation of this requirement. We entitled an earlier version of these services, the Benefits Planning, Assistance and Outreach (BPAO) program. BPAO started in 2000 and provided information, referral, benefits counseling, and short-term support to beneficiaries working or thinking about work. The program expired at the end of September 2006.

On October 1, 2006, we awarded cooperative agreements for a WIPA program. Although WIPA served a similar function to BPAO, WIPA services were more intensive, longer-term, and had an enhanced focus on beneficiaries who were working or actively seeking employment. We issued 106 cooperative agreements at the beginning of the WIPA program. Four WIPA projects closed during subsequent years. On June 30, 2012, we terminated the remaining 102 WIPA projects due to the absence of Congressional appropriation for the program that year.

Congress authorized Social Security to resume WIPA funding with the March 26, 2013 Continuing Resolution (P.L. 113-6). We reopened the WIPA program on August 1, 2013; however, not all of the prior awardee organizations were available to provide services. We awarded 95 cooperative agreements funding that expired July 31, 2015.

On August 1, 2015, we awarded cooperative agreements to 83 organizations to provide WIPA services nationwide. One project dropped in 2018. The remaining 82 cooperative agreements expire June 30, 2021. We will award cooperative agreements via this RFA to continue the WIPA program from July 1, 2021 through June 30, 2026, pending availability of funding.

Changes from Prior Funding Opportunities for the WIPA Program

With this solicitation, we increase focus on individualized, distance services by WIPA projects. Following are some of the more notable changes to the service model requirements:

· We will no longer categorize information and referral as a separate work category for WIPA. We want to clarify that WIPA provides a broad continuum of services to meet beneficiaries’ needs. WIPA services should focus on individualized information tailored to a beneficiary who is working, engaged in self-employment, or seriously pursuing employment or self-employment, rather than just providing general information or referral to other agencies.

· The Help Line will be the primary source for referrals for WIPA services. WIPA projects must provide Help Line information to all referral sources so that the greatest percentage of contacts to the WIPA comes via the Help Line. Directing referral sources to use the Help Line permits WIPA projects more time to provide the individualized services best suited to the training and certification requirements of WIPA staff. WIPA projects should display the Ticket to Work Help Line number on all public facing materials.

· WIPA projects will provide services via distance-based technology. This will permit WIPA projects to serve large geographic territories efficiently.

· We will no longer require a five percent cost-share match for WIPA cooperative agreement applicants.

· We will require that each CWIC spend a minimum of 16 hours (40 percent of a full-time schedule) providing WIPA services paid under this cooperative agreement, rather than allowing work incentives counseling provided under other funding to count towards the minimum commitment.

· After the first six months of the cooperative agreement, we have eliminated outreach, except where approved, in advance, by the SSA Project Officer. Many WIPA projects have reported lacking capacity to serve referrals timely under the current model, which negates the need for outreach.