Employment plans must include:

· The participant’s overall employment goal.

· Activities and steps necessary to reach that goal.

· Hours of participation and a time line for each activity.

· Expectations and measure(s) used to determine satisfactory progress.

· Monthly meetings or contact with the employment counselor.

· Documentation/verification requirements.

· The support services that will be provided.

Most but not all activities in the employment plan will be mandatory.

· Clearly indicate which activities are mandatory and which are not.

· The following activities may be in the employment plan but cannot be mandatory:

· Pursuing mental health treatment if they have used less than 60 months of MFIP.

· Engaging in more hours than they are required to meet, see 7.15 (Hourly Requirements for Plans).

· Doing unpaid work.

If the participant is not pursuing unrequired activities in the plan, revise the plan.

The employment plan should include enough hours to meet minimum hourly requirements unless a good cause to do less is case-noted in the participant’s file. See 7.15 (Hourly Requirements for Plans), 19.9 (Good Cause).

The employment counselor and the participant must sign and date the employment plan and any revisions to the employment plan.

Employment counselors cannot hold participants accountable to unsigned pending plans, which means sanctions cannot be applied to unsigned pending plans.

If using an electronic plan:

1. Print off the completed plan.

2. Sign it.

3. Have the participant sign it.

4. Upload the signature page into Workforce One using electronic document storage.

If using a paper plan:

1. Sign the plan.

2. Upload that paper plan into Workforce One using Electronic Document Storage.

3. Case note that the participant created and signed a paper plan and that the plan has been loaded in Workforce One.

4. Choose paper plan in Workforce One to deactivate the electronic plan.