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April 2026
The Service Provider Qualification Requirements establish minimum training or credential standards for staff delivering key DVR statewide services under DVR's Statewide Service Agreement.
The goal is to promote consistent, high-quality, person-centered employment services for DVR consumers across Wisconsin while supporting staff development and organizational stability.
The requirements take effect July 1, 2027, for all Service Providers delivering DVR statewide services.
Staff hired after this date will have nine months from their hire date to meet the qualification requirements.
Yes. All Service Provider staff delivering covered statewide services as of July 1, 2027, must meet the qualification requirements. Staff hired before that date must meet requirements by July 1, 2027. Staff hired after that date will have nine months from their hire date to meet the requirements.
SPQR applies to staff directly delivering covered statewide services to consumers. This does not apply to administrative or support staff who do not provide direct services to consumers (e.g., billing staff, administrative assistants, or other administrative roles). Supervisor or manager-level staff are only required to meet the requirements if they directly deliver covered services to consumers.
Tip: If staff are listed in the portal/Service Agreement as providing a covered service in their individual personnel record, then SPQR applies to them.
The new requirements apply to the following services under the DVR Statewide Service Agreement:
Note: Qualification requirements for Individual Placement and Support (IPS), Vocational Evaluation and Work Incentive Benefits Services are not changing at this time.
SPQR has been discussed with providers for several years and was originally planned for implementation under earlier Service Agreement cycles. The goal is to establish consistent baseline training standards for staff delivering statewide services to DVR consumers, supporting service quality, consumer experience, and overall program integrity. Establishing consistent training expectations also supports professional development across the provider network.
Implementation was delayed to allow additional review and refinement. Based on provider feedback and current conditions, DVR updated the SPQR framework to include greater flexibility, including multiple qualification pathways, extended implementation timelines, and options to leverage existing staff training or internal programs.
Provider input was gathered over multiple years in a variety of ways: workgroups, surveys, stakeholder discussions, ongoing communication with provider networks and associations, etc. Most notably, DVR conducted a provider survey in collaboration with the Disability Service Provider Network (DSPN) in April-May 2025 and engaged the Service Provider Advisory Group in 2025, which includes providers from across the state. Feedback received throughout development informed multiple revisions to the SPQR framework before final implementation.
No. SPQR does not expand provider scope of work or shift responsibilities from DVR staff to providers. The competencies are intended to reflect foundational knowledge and awareness so that provider staff have sufficient understanding to recognize factors that impact employment, communicate effectively with DVR staff, and coordinate services appropriately. Provider staff are not expected to assume duties assigned to DVR staff (e.g., financial determinations or case-level decision making).
Service Provider staff must meet the requirement through one of the following approved pathways:
Completion of training from an ACRE-approved provider covering person-centered planning, job development, employment supports, and other core competencies.
Active Certified Employment Support Professional (CESP) credential through the Association of People Supporting Employment First (APSE), a nationally recognized certification earned through a competency-based exam.
Internal or external training aligned with DVR core competency and hour requirements. These plans require pre-approval and documentation of curriculum and outcomes.
Yes. Job Developers and Job Coaches/Systematic Instructors have different qualification requirements.
See the full Service Provider Qualification Requirements for Statewide Services document for detailed role-specific requirements.
Training requirements are role-specific. If a staff member begins delivering services from a role with different training requirements, they may need additional training to meet the qualification standards for that role. Providers should review the role-specific requirements outlined in SPQR guidance.
Yes. Certain degrees will be accepted as meeting SPQR requirements. DVR recognizes that certain graduate-level degrees include coursework aligned with SPQR core competencies. Provider staff holding the following degrees are considered to have met the qualification requirements:
For degrees outside of these areas, such as other relevant coursework or credentials, these may be submitted through the Alternative Training Plan process for review. DVR may request documentation (e.g., transcripts or course descriptions) to confirm alignment with required competencies.
No. SPQR is based on demonstrating competencies through training or certification. While experience is highly valued, experience alone does not ensure exposure to all required competency areas. Providers are encouraged to leverage training that staff have already completed, including internal or external training, through the Alternative Training Plan process. Staff with extensive experience may also consider pursuing the CESP certification, which allows individuals to demonstrate competency through an exam rather than completing a training program.
No. There is no recency requirement.
Yes. Training is tied to the individual staff person, not the employer. If the individual has documentation of completion, the training will count toward SPQR requirements. ACRE-approved training and active CESP certification automatically counts regardless of completion date. Non-ACRE/CESP training must be submitted via an Alternative Training Plan for approval.
Yes. Completion of an approved CE training meets qualification requirements for other covered service categories. However, CE services specifically require CE-aligned training.
DVR aims to confirm receipt of a complete Alternative Training Plan submission within five to seven business days and provide a decision within 30 days. Timelines may vary based on volume.
No. Approved training plans remain valid unless revoked or unless significant changes occur to national best practices, competencies or ACRE standards.
Reapproval is required only if significant changes are made to the training content or format.
Acceptable documentation includes:
Documentation must clearly identify:
Providers are not currently required to upload documentation to the portal. However, documentation must be retained and made available to DVR upon request.
Not necessarily. Alternative Training Plans may be submitted for either a training program or, in some cases, for an individual staff member’s prior training. If a provider is submitting an Alternative Training Plan for a structured training program (such as an internal onboarding or an external training course), the approved training may be used for multiple staff members. In some situations, particularly when documenting prior trainings or coursework completed by an individual staff member, providers may submit an Alternative Training Plan specific to that individual. Providers should maintain documentation showing which staff completed the approved training plan.
Yes. If needed, multiple trainings may be combined or supplemented to meet the required hours or required competency areas – if they collectively align with the SPQR core competencies. When submitting an Alternative Training Plan, providers should map the relevant content from each training to the applicable competency areas using the competency mapping template and include supporting documentation for each training.
If the training will be used for future staff onboarding or development, providers should ensure the mapped trainings reflect a structured training plan. Structured training generally includes defined learning objectives, organized instructional content, and a method for assessing competency (such as quizzes, skill demonstrations, case studies, or supervisor evaluations). Structured training should also be repeatable and feasible for future staff onboarding.
These activities may be included as part of an Alternative Training Plan if they are part of a structured training approach. As part of the Alternative Training Plan, the training must include defined learning objectives and a method for assessing competency (e.g., skill checklists, direct observation, case studies, self-assessment, behavioral interviews). These activities must also be appropriately documented in the competency mapping template to demonstrate how they align with SPQR competencies. Informal or unstructured shadowing alone would not meet the requirements.
In general, training included in an Alternative Training Plan should represent a structured and repeatable training approach that can be consistently implemented for staff in that role.
Yes. Existing training may count towards SPQR competencies if it aligns with the relevant competency areas and is documented through the Alternative Training Plan process, if that training is part of the structured alternative training for staff. For example, the required ethics training may align with Domain 1 competencies related to ethical guidelines. Providers should map the training using the competency mapping template.
No. IT security awareness training is designed to address information technology security practices, not SPQR competencies related to employment service delivery.
No. DVR technical assistance resources are designed to support provider understanding of DVR-specific technical specification and reporting expectations. These resources are not intended to replace SPQR requirements or map to SPQR competencies. However, they may complement provider training and reduce the need for internal instruction on DVR-specific processes.
To submit an Alternate Training Plan for DVR review:
See the Alternative Training Plan Approval Submission and Review Process document for full details.
Alternative Training Plan submissions are reviewed by DVR's Program Development team to ensure alignment with core competencies and qualification standards. See Alternative Training Plan Approval Submission and Review Process for more details.
Yes. Providers may also document training their staff previously completed using the competency mapping template if they believe the training aligns with SPQR competencies. When submitting an Alternative Training Plan, providers should map the relevant training content to the applicable competency areas and include any supporting documentation available, such as agendas, learning objectives, or other training materials. DVR will review the submission to determine whether the training aligns with the required competencies.
Yes. The Wisconsin APSE Employment Services 40-hour training is accepted by DVR as meeting the SPQR requirements. While this training is not currently ACRE-approved, DVR has reviewed the content and determined that it aligns with the core competencies reflected in SPQR. Providers do not need to submit an Alternative Training Plan for this training.
Yes. The IPS Supervisors course and IPS Practitioners Skills course offered through the IPS Employment Center will be recognized as meeting the qualification requirements. Completing these trainings would meet qualification requirements for other covered service categories as well, except Customized Employment (CE), which requires CE-specific training.
DVR is currently working on mapping the IPS Foundations training to the SPQR competency framework using the Competency Mapping Template. If the training is determined to align with the required competencies, it will be added to the list of Approved Alternative Trainings on the SPQR webpage.
As DVR reviews and approves Alternative Training Plan submissions, we will maintain and regularly update a list of approved trainings on the SPQR webpage. Providers can reference this list to identify training options that do not require additional review or approval.
Providers may be able to use other internal or external training programs. However, if a training is not already listed as approved, providers will need to submit an Alternative Training Plan for DVR review and approval before it can count toward meeting the requirements. Providers are encouraged to review the SPQR webpage before submitting an Alternative Training Plan. If a training is already listed as approved, no additional submission is needed.
Note: This list is separate from the ACRE-approved training and CESP certification, which are already recognized pathways under SPQR.
Once an Alternative Training Plan has been reviewed and approved, DVR may add it to the approved list on the SPQR webpage, if the training program will be offered externally. Other providers could then utilize that training without submitting a separate Alternative Training Plan.
Compliance will primarily be monitored through existing Service Agreement processes and provider portal reporting. Providers will not be required to upload documentation for each staff member; however, they must maintain documentation such as training records, certifications, and approved Alternative Training Plans, and be able to provide these records to DVR upon request. DVR may review provider qualification status as part of routine monitoring or other Service Agreement review activities. If challenges arise, DVR will work with providers to address gaps and support progress toward meeting the requirements.
DVR is developing a process within the Service Provider portal to track qualification status.
Providers will be asked to indicate:
Additional guidance on portal reporting will be shared prior to the July 1, 2027, compliance date.
In the meantime, providers should maintain internal records of staff training completion and qualification status.
If you anticipate that any staff may not meet the requirements by July 1, 2027, (or within the 9-month new hire window), please contact DVR to discuss the circumstances of the individual situation.
DVR expects all staff delivering covered services to meet the requirements by July 1, 2027, (or within 9 months of hire, for new staff). If challenges arise and staff are not yet qualified by the deadline, DVR will work with providers to understand the situation and support next steps. Until requirements are met, however, staff will not be able to deliver covered services.
Staff hired after July 1, 2027, have up to nine months from their hire date to meet the qualification requirements.
Providers should ensure that new hires are registered for training or certification through an approved pathway in a timely manner and maintain documentation of their progress.
DVR will continue to share information about affordable training opportunities.
All Service Provider Qualification Requirement documents are posted on the DVR website, including:
Not at this time.
DVR recognizes the importance of ongoing professional development and encourages Service Providers to support staff in maintaining current knowledge of best practices in employment services.
DVR may explore continuing education requirements in the future.
Service Providers are encouraged to support staff through professional development activities such as:
See the Professional Development Recommendations document for additional tips and best practices.
Still have questions?
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201 E. Washington Ave
P.O. Box 7946
Madison, WI 53707
(608) 266-3131
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