an publication of private provider practice and federal

Links /June 2004 1ANCOR—A national network of providers offering supports to people with disabilities.—www.ancor.org Links /June 2004 1

June 2004Volume 34, No. 6

www.ancor.org

An publication of private provider practice and federal policy issues.

ANCOR Board Finalizes StrategicOutcomes for Next Three Years

VISION: To be the premiereprovider association creating a worldthat values full participation of allstakeholders.

MISSION: To empower providersand people with disabilities to cele-brate diversity and effect change thatensures full participation.

• Technology Capability:Technology will be the driving forcebehind accessing and delivering servicesand information; communicating andcoordinating with stakeholders; and pro-viding a dynamic platform for dialogue,decision-making and interaction amongANCOR customers/stakeholders.ANCOR must position itself to achievethe level of technology capabilityrequired

• Social Connectedness: In all thatANCOR does, it will focus on assuringand creating networks and linkagesamong ANCOR customers and stake-holders that strengthen emotional andsocial bonds and interconnectedness, andbuild social capital.

• Resources: What are the financial,staff and other resources needed toachieve this outcome?

• Partnerships: What partnershipswould reinforce and facilitate this out-come.

• Quality: As ANCOR positionsitself as a leader in addressing issues ofquality supports and services, what arethe implications for this outcome?

• Bylaws/operational needs: Whatgovernance, bylaws or other operationalchanges would be required?

• National Advocacy Campaign:Integrate objectives of the campaignthroughout ANCOR activities as rele-vant.

Implicit in all ANCOR’s strategic initiativesare the following:

After a lengthy process beginningin December 2003, ANCORstaff and the Board of Directorsheld retreat sessions to determine

strategic goals/outcomes for the next threeyears. These outcomes will be reviewedand revised annually as warranted in thecontext of emerging environmentalchanges and impacts, and will form thebasis of program and services strategic andtactical planning. ANCOR’s Vision andMission statements were revised in 2003after a year-long deliberation by ANCOR’sMarketing and Communications Divisionbefore it presented its final recommenda-tion to the ANCOR Board for approval.

Strategic Outcomes1. ANCOR will position itself as a

knowledge broker assisting customers/stakeholders, as well as emerging customergroups, to provide the most effective, state-of-the-art services to those they serve.

2. The composition and structure ofthe ANCOR Board will be reorganized asnecessary to achieve the vision and mission

of the organization.

3. The composition of ANCOR staffand leadership will be enhanced to meetthe skills, knowledge and flexibilityrequired to serve customers and managethe issues impacting private disabilityproviders and their customers.

4. ANCOR will serve as a catalyst fornational efforts to enhance self-direction,

choice and allocation of resources for customers/stakeholders across a broadspectrum of service models.

5. ANCOR will raise awareness andhelp define a national working definitionof quality services for all stakeholders.

6. ANCOR will secure financialresources sufficient to achieve its goals,mission and vision.

2 Links /June 2004 ANCOR—A national network of providers offering supports to people with disabilities.—www.ancor.org

ContentsThe American Network of Com-munity Options and Resources(ANCOR) was founded in 1970to provide national advocacy,resources, services and network-ing opportunities to providers ofprivate supports and services.Links provides a nexus for theexchange of information, ideasand opinions among key stake-holders.

National OfficeRenée L. PietrangeloChief Executive [email protected] GalbraithDirector for Government [email protected] McCandlessDirector of Member [email protected] PatrickDirector of Resource and Revenue [email protected] Allen de RamosFinance and Office [email protected] DunkelbergerTechnology and [email protected] FreeburgGovernment Relations [email protected] CardinalMembership Administrator/Database [email protected] YuOffice Coordinator/[email protected]

1101 King St., Suite 380Alexandria, VA 22314-2944phone: (703) 535-7850fax: (703) 535-7860e-mail: [email protected] site: http://www.ancor.org

Michael ClancyFarmington, MI

Andrea DixonProfessorDepartment of Marketing College

of Business AdministrationUniversity of CincinnatiCincinnati, OH

Dale DuttonNoble Solutions, Inc.Toluca Lake, CA

Jim Gardner, Ph.D., CEOThe CouncilTowson, MD

Peggy GouldPresident and CEOVisions Center for Creative

ManagementKatonah, NY

Amy Hewitt, Ph.D.Research AssociateInstitute on Community

Integration Research and Training

Minneapolis, MN

Liz ObermayerThe CouncilTowson, MD

Claudia SchlosbergPartnerBlank Rome LLPWashington, DC

Dennis StorkManagement ConsultantHot Springs, VA

Contributing EditorsBoard DevelopmentYo BestgenYo Bestgen AssociatesTuscon, AZ(520) 299-5295

Carol MitchellVerlandSewickley, PA (412) 741-2375

Challenging PopulationsCharles LiHowell Child Care

Centers, Inc.LaGrange, NC (252) 566-9181

Consumer EmpowermentTerry WisecarverConsultantEdelstein, IL(309) 274-5734

Customer ServiceJohn HannahChampaign Residential

Services, Inc.Urbana, OH (937) 653-1320

EmploymentPeter CallstromPartnerships with IndustrySan Diego, CA (619) 681-1999

Environmental AssessmentBonnie-Jean BrooksOHIHermon, ME (207) 848-5804

FundraisingChris StevensonCedar Lake, Inc.Louisville, KY (502) 425-5323

Innovative Business PracticesFrank CaponeLibertyAmsterdam, NY (518) 842-5080

Program QualityEnhancementCatherine HayesH&W Independent

SolutionsGranada Hills, CA(818) 368-7656

Public RelationsDenise Patton-PaceMarketing ConsultantFalls Church, VA (703) 845-1153

Risk ManagementJohn RoseIrwin Siegel Agency, Inc.(845) 796-3400

Strategic PlanningRon WisecarverPARCPeoria, IL (309) 691-3800

Systems ChangeRic CrowleyMACROWDenham Springs, LA (225) 939-0344

Technology ApplicationsMatt FletcherInterhab of KansasTopeka, KS(785) 235-5103

TrainingTom PomeranzUniversal LifeStiles, LLCSt. Louis, MO(314) 535-1027

Editorial Board

Articles, advertisements and other materials appearing in Links do not necessarily reflect the official opinions of or endorsement by ANCOR.Links is copyrighted by ANCOR and cannot be reprinted or reproduced without express written permission. Contact Marsha Patrick [email protected] for reprint permission.

Links brought to you with support fromTherap Services, LLC—ANCOR’s ExclusivePlatinum Partner

ANCOR NewsANCOR Board Finalizes Strategic Outcomes for Next Three Years . . . . . . . . . . . . . . . . .1

Federal Wage and Hour GuidanceFinal Department of Labor Rules for ExemptEmployees will be Effective in August . . . . . . . . . . . .5

Government RelationsANCOR Board Adopts 3-Tier Legislative Priorities . .8

Medicare Drug Discount Cards Effective June 1 . . . .9

People with Disabilities Speak Directly to Illinois Legislators About Staff Shortages; Event Garners Local Media Coverage . . . . . . . . . . .10

ANCOR’s New Action Center – A Real ‘Hit” with ANCOR Members . . . . . . . . . . . . .11

Put ANCOR’s Action Center to Work in Your Agency . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12

CEO PerspectiveANCOR as a Community of Practice . . . . . . . . . . . . . .3

President’s CornerBoston Marathon and Societal Attitudes . . . . . . . . .4

Leading Practices – Staff RetentionInvite Self-Managed Staff . . . . . . . . . . . . . . . . . . . . .13

In the News . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13

Contributing EditorOutsourcing Tips for Win-Win Results . . . . . . . . . . .15

ANCOR Member HighlightSt. John’s Community Services Sets a Legal Precedence and Enforces Fair Housing Rights for People with Disabilities in Tennessee . . . . . . . . . . . . . . . . . . . . . .17

ANCOR State Representative Profile . . . . . . . . . . . .19

ANCOR Monthly UpdatesANCOR Honor Roll . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4

ANCOR Welcomes New Members . . . . . . . . . . . . . . .8

ANCOR Calendar . . . . . . . . . . . . . . . . . . . . . . . . . . . . .11

Links /June 2004 3ANCOR—A national network of providers offering supports to people with disabilities.—www.ancor.org

Renee Piatrangelo

Leaders everywhere are beginning to realize that the act of creating and nurturing community is something each of ourorganizations must address strategically and thoughtfully.Embracing the timeless human capacity for and intrinsic

movement toward community, unique businessmodels informed by an understanding of com-munity anchor our organizations against thechaos of rapidly changing value propositionsand ever-changing constituent needs anddesires. As a national association in the privateprovider community, ANCOR is the ultimate“community of practice.”

Etienne Wenger was one of the first to usethe term “community of practice”---groups of people who togetheraccumulate and share their collective learning. He is widely recognizedas a pioneer and leading thinker in the field of organizational commu-nity. His recent collaboration, Cultivating Communities of Practice(Harvard Business School Press, 2002) is a guidebook describing theups, downs and how-tos for developing these groups in organizations.

“A person’s identity is their engagement in the world,” Wengersays. And, “Being engaged to the fullest of one’s identity is the sourceof creativity required for participation in a knowledge economy.” AsCultivating Communities of Practice states: “Firms that understand howto translate the power of communities into successful knowledge organ-izations will be the architects of tomorrow---not only because they willbe more successful in the marketplace, but also because they will serveas a laboratory for new ideas.” What Wegner describes is a new way ofdoing business; changing the designs of our organizations so that theyare more in line with our behavior. This is where the value is created inorganizations that successfully contribute to the marketplace and ulti-mately to our world.

The opportunity for ANCOR as well as each of you is that com-munities create the need for organizations to strengthen their capacityfor understanding and embracing difference. Communities createmeaning by facilitating discourse that is real and transformative.Associations like ANCOR must act to fully embrace community as anelement of a strategy to leverage knowledge, organize for innovation,and support members’ quests to create value. And so, that which makesus different is as much a source of extraordinary possibility as whatbrings us together. ■

CEO Perspective

ANCOR as aCommunity of Practice

FYI LINKS is being distributed in both electronic (pdf) and hard copy formats. If you prefer one over the other, please let us know. If you have no preference, you'll receive it electronically.

Questions?Contact Marsha Patrick at [email protected] or 703/535-7850


President’s Corner

Fred Romkema, President

Recently I had the privilege ofrunning in the BostonMarathon. It was a particularlypoignant event as my wife, who

very recently began running, was enteredfor the first time.As it turned out,the conditions werethe most challeng-ing (very hot) I haveexperienced in my19 times runningthe BostonMarathon.

It was interesting to hear our com-ments when we both finished (within 1minute of each other as determined bythe computer chips laced in our shoes). I was very glad to have completed therigorous event and pointed out the verychallenging conditions I encountered.My wife, on the other hand, was exuber-ant and enthusiastic having completedher first Boston Marathon and empha-sized the fabulous support, enthusiasmand knowledge of the spectators. It wasall in our perceptions as we had bothcompleted a very difficult race under verydifficult conditions.

In a similar way, I began to makecomparisons to the changes in societalattitudes that have occurred over the past35 years as people with disabilities weremoved from institutions. (RememberWillowbrook and Geraldo Rivera? Thekey Geraldo used to get into the institu-tion is on display at the JFK Library inBoston.) In South Dakota and through-out the nation a movement called dein-stitutionalization was implemented and itmoved across the land. People were tran-sitioned from institutions, although notwithout a great deal of opposition frommany parties, some well meaning andsome self-serving.

Federal legislation was passed toallow construction of community facili-ties, Title XIX monies were made avail-able, and, later, SSI and Title XX. Then,a national goal to reduce the state institu-tion population by one-third was estab-lished in 1974. Public Law 94-142 was

passed as well as Section 504 of theRehab Act, ADA, and other friendly leg-islation. At one point during the move-ment, the Governor of South Dakota wassuccessful in changing the state constitu-tion, requiring a vote of the people. Thisconstitutional change resulted in theabolishment of the governing board ofthe state institutions.

Now, as I look back, it was one ofthe greatest societal shifts in our history.Today, nearly half of the people whowere in the institution, which is stillopen, but which serves fewer than 200(down from its high of 2,400), are nowemployed in the community. Unbeliev-able, you say. I, too, would not havebelieved it when I began our organizationin 1976.

Is the journey completed? Notaccording to many as we now seek totalinclusion and equality. The journeyseems to be getting more difficult asMedicaid, the lifeblood of the move-ment, is in danger of shrinking withinthe environment of very competitivedemands for fewer dollars. And, we arebeginning to compete with the estimated

77 million retirees who are desirous ofadequate funding so they may enjoy thefruits of their labor.

Just as in the marathon, the race typ-ically really begins at mile 20 when thereare but 6.2 miles to go. And so we findourselves at mile 20. I submit that therace to provide for adequate services andopportunities may get more difficult aswe near the end of the journey. And,while the old war horses may have a cynical, jaundiced and been-there-beforeattitude and approach, the new, young,exuberant entrants into the field mayhave a fresh and enthusiastic view.

To the new, enthusiastic partici-pants in the field, welcome!! We needyour fresh attitudes, perspectives, enthu-siasm and leadership as we work togetherto complete our vision of full inclusionfor all. ■

Boston Marathon and Societal Attitudes

The following agencies have submitted thenames of homes that have succeeded in

having deficiency-free surveys, which quali-fies them for appearance on the ANCORHonor Roll.

ANCOR congratulates all of the staffwho make these honors possible. Send yoursubmission for the Honor Roll to: Attn:Tony Yu, ANCOR, 1101 King St., Suite380, Alexandria, VA 22314.

Please send supporting documenta-tion of the surveys.

ANCOR Honor RollANCOR Honor Roll

OregonCommunity Support Services, Inc.CSS Inc. Supported Living Program

DelawareMOSAICMosaic Hockessin Neighborhood Home

Last Call forANCOR Honor Roll

Last Call forANCOR Honor Roll

The long-standing ANCOR Honor Rollcolumn in LINKS has come to an end.

We will only accept submissions for theupcoming July/August 2004 issue whichgoes to press on June 17th. We will contin-ue to highlight the achievements ofANCOR members in LINKS and else-where. One such conduit is throughMember Highlights, which is designed torecognize and showcase ANCOR memberagency achievements each month inLINKS. If you would like to be consideredfor the highlight, please forward your storyto Marsha Patrick at [email protected] will continue to develop otheravenues in the future for recognition ofquality agency programs and initiatives.


Final Department of Labor Rules for ExemptEmployees will be Effective in AugustJoni Fritz, Labor Standards Specialist

of employees like house managers who nolonger have a “stand-alone” exemptionunder the “sole-charge exception.”

Exemption for Executive Employees:To be considered exempt as a bona fide

executive an employee must:1. Be compensated on a salary basis at

a rate of not less than $455 per week,exclusive of board, lodging or other facili-ties;

2. Have as a primary duty the manage-ment of the “enterprise” in which theemployee is employed or of a customarilyrecognized department or subdivision there-of;

3. Customarily and regularly direct thework of two or more other employees; and

Final rule changes for “white collar”employees released by the U.S.Department of Labor in April willbe effective on August 23, 2004.

The new rulesapply to exemp-tions for Executive,Administrative,Professional,Outside Sales and ComputerProfessionals. A discussion of

the basic requirements for the Executive,Administrative and Professional exemptionsfollows. Future editions of LINKS will provide additional information on theseexemptions, including the new treatment

4. Have authority to hire or fire otheremployees, or their suggestions and recom-mendations as to the hiring and firing,advancement, promotion or any otherchange of status must be given “particularweight” in these decisions.

The term “management” is defined toinclude, but not be limited to, “activitiessuch as interviewing, selecting and trainingof employees; setting and adjusting theirrates of pay and hours of work; directing thework of employees; maintaining productionor sales records for use in supervision orcontrol; appraising employees’ productivityand efficiency for the purpose of recom-

Federal Wage and Hour Guidance

See Labor Rules, page 6

Washington is Waiting for You!

MARK YOUR CALENDAR

ANCOR’s 2004Governmental Activities Seminar

SEPTEMBER 19–21, 2004Committee Meetings Sept. 18Board of Directors Sept. 18-19

Board of Reps Sept. 19

Washington Court HotelWashington, DC

See www.ancor.org for details

Position available for a Chief Executive Officerat Village NorthwestUnlimited. Village

Northwest Unlimited is a private, non-profit agency serving the needs of 200 adultswith disabilities. Their mission is to be "unlimited in our desire to provide purpose, privacy, and dignity for all people."

The new CEO will possessextensive leadership experienceincluding fiscal responsibility,fundraising, and staff supervision.Active involvement in the com-munity is required.

Bachelor's degree and fiveyears of leadership experiencerequired; Master's degree pre-ferred.

This full-time position provides competitive salary andbenefits including: health/lifeinsurance, vacation and sick time,paid holidays, and 403(b) retire-ment plan.

If you can get excited aboutbeing part of a progressiveChristian organization employing380 staff committed to enhanc-ing quality of life, you are invitedto submit your resume and cover letter to:

Director of People Development Village Northwest Unlimited

330 Village Circle Sheldon, IA 51201

Phone (712) 324-4873 • www.villagenorthwest.org an EEO Employer

Village Northwest Unlimited

CHIEF EXECUTIVE OFFICER


Labor Rulescontinued from page 5

mending promotions or other changes instatus; handling employee complaints andgrievances; disciplining employees; plan-ning the work; determining the techniquesto be used; apportioning the work amongthe employees; . . . providing for the safetyand security of the employees or the prop-erty; planning and controlling the budget;and monitoring or implementing legalcompliance measures.”

A “customarily recognized depart-ment or subdivision . . . must have a per-manent status and a continuing function”within the enterprise.

The “sole charge exception” has beendeleted as a “stand alone” exemption (asnoted above) but its continued validity isacknowledged by language which notesthat: “When an enterprise has more thanone establishment, the employee in chargeof each establishment may be considered incharge of a recognized subdivision of theenterprise.”

“Primary duty” means “the principal,main, major or most important duty thatthe employee performs.” Employees whospend more than 50 percent of their timeperforming exempt work will generally sat-isfy the primary duty requirement. Timealone, however, is not the sole test, andthere is no requirement that exemptemployees spend more than 50 percent oftheir time performing exempt work.

The definition of “two or more otheremployees” is consistent with previousrules and means that the employee must“customarily and regularly direct the workof two full-time employees or their equiva-lent,” considered to be 80 hours of supervi-sion each workweek.

The phrase “particular weight” isdefined to indicate that it is part of theexempt employee’s job duties to make sug-gestions and recommendations regardinghiring, firing, advancement and otherchange of status of the employees he or shesupervises.

The rule makes it clear that concur-rent performance of exempt and nonex-empt work does not disqualify an employ-ee from the executive exemption as long asthe four tests for exemption are otherwisemet. DOL states that: “Generally, exemptexecutives make the decision regardingwhen to perform nonexempt duties andremain responsible for the success or failure of business operations under theirmanagement while performing the

nonexempt work.”

Exemption for AdministrativeEmployees:

To be considered exempt as a bonafide administrative employee an employeemust:

1. Be compensated on a salary or feebasis at a rate of not less than $455 perweek, exclusive of board, lodging or otherfacilities;

2. Perform office or non-manual workdirectly related to the management or gen-eral business operations of the employer orthe employer’s customers; and

3. The employee’s primary duty mustinclude the exercise of discretion and inde-pendent judgment with respect to mattersof significance.

The phrase “directly related to themanagement or general business opera-tions” requires that the work performed bedirectly related to assisting with the run-ning or servicing of the business, as distin-guished from working on a manufacturingproduction line or selling a product in aretail or service establishment. The list ofthe kinds of work includes, but is not lim-ited to: work in functional areas such astax; finance; accounting; budgeting; audit-ing; insurance; quality control; purchasing;procurement; advertising; marketing;research; safety and health; personnel man-agement; human resources; employee bene-fits; labor relations; computer network,internet and database administration; legaland regulatory compliance; and similaractivities.

“Discretion and independent judg-ment” involves the comparison and evalua-tion of possible courses of conduct, andacting or making a decision after the vari-ous possibilities have been considered.“Matters of significance” refers to the levelof importance or consequence of the workperformed. The list of factors to include indetermining whether these two require-ments have been met implies that theemployee must have the authority to makean independent choice free from immediatedirection or supervision. However, the rulestates that employees can exercise discre-tion and independent judgment even iftheir decisions or recommendations arereviewed at a higher level.

Examples of the use of this exemptioninclude: executive assistants or administra-tive assistants to a business owner or seniorexecutive of a large business if this employ-ee has been delegated authority regarding

matters of significance, without specificinstructions or prescribed procedures;human resource managers; purchasingagents with authority to bind the companyon significant purchases. In contrast, per-sonnel clerks who screen applicants gener-ally do not meet the duties requirementsfor the administrative exemption; nor doemployees usually called examiners orgraders; or most inspectors, whose worknormally is performed along standardizedlines involving well-established techniquesand procedures.

An “educational establishment” is anelementary or secondary school system, aninstitution of higher education or othereducational institution, including schoolsfor children who are gifted or who havedisabilities. Generally, these schools arelicensed by a state agency or accredited bya nationally recognized school accreditingbody. No distinction is drawn betweenpublic and private schools, or betweenthose operated for profit or not for profit.

“Employees who are employed in abona fide administrative capacity in aneducational establishment must performadministrative functions directly related toacademic instruction or training in an edu-cational establishment or department orsubdivision thereof.

Exemption for Professional Employees:To be considered exempt as a bona

fide professional employee an employeemust:

1. Be compensated on a salary or feebasis at a rate of not less than $455 perweek, exclusive of board, lodging, or otherfacilities;

2. Have as a primary duty work:

a. Requiring knowledge of anadvanced type in a field of science or learn-ing customarily acquired by a prolongedcourse of specialized intellectual instruc-tion; or

b. Requiring invention, imagination,originality or talent in a recognized field ofartistic or creative endeavor.

“Learned professionals” identified inparagraph 2.a., above, must have primaryduties that include the following three ele-ments:

1. The performance of work requiringadvanced knowledge;

2. The advanced knowledge must bein a field of science or learning; and

3. The advanced knowledge must becustomarily acquired by a prolonged course


of specialized intellectual instruction.

“Advanced knowledge” means “work which is predominantlyintellectual in character, and which includes work requiring theconsistent exercise of discretion and judgment, as distinguishedfrom performance of routine mental, manual, mechanical or phys-ical work.” Such employees generally analyze, interpret or makedeductions from varying facts or circumstances. This knowledgecannot be attained at the high school level, the DOL states.

“Field of science or learning” is defined to include: “the tra-ditional professions of law, medicine, theology, accounting, actu-arial computation, engineering, architecture, teaching, varioustypes of physical, chemical and biological sciences, pharmacy andother similar occupations that have a recognized professional sta-tus as distinguished from the mechanical arts or skilled tradeswhere in some instances the knowledge is of a fairly advancedtype, but is not in a field of science or learning.”

“The phrase ‘customarily acquired by a prolonged course ofspecialized intellectual instruction’ restricts the exemption to pro-fessions where specialized academic training is a standard prereq-uisite for entrance into the profession.” A graduate degree is con-sidered the best evidence that an employee meets this requirement.For example, while registered nurses are generally considered to beexempt, licensed practical nurses are not. Certified PublicAccountants are exempt, but bookkeepers are not.

The descriptions in the rules leave open the question as towhether qualified mental retardation professionals qualify forexemption. DOL failed to respond to ANCOR’s request thatQMRPs be listed in the rules as exempt professionals. In the pastthe DOL has made a blanket statement that case managers are notexempt. Without a specific statement to the contrary, it is highlydoubtful that case managers are considered exempt professionals asANCOR also requested.

“Creative professionals” are those who perform work “requir-ing invention, imagination, originality or talent in a recognizedfield of artistic or creative endeavor as opposed to routine mental,manual, mechanical or physical work.” This includes fields such asmusic, writing, acting and the graphic arts.

Exempt “teachers” include not only those involved in regularacademic instruction, but are also those engaged in automobiledriving instruction; aircraft flight instructors; and vocal or instru-mental instructors. “The possession of an elementary or secondaryteacher’s certificate provides a clear means of identifying the indi-vidual within the exemption,” but the absence of a certificate inschools that do not require certification does not destroy theexemption as long as the individual is employed as a teacher bythe employing school or school system. It is important to notethat the minimum salary test applied to other professionals is notapplied to teachers.

A more detailed description of the new rules, including a dis-cussion of computer professionals, and “salary basis” is available toANCOR members under Documents of Interest on ANCORMembers Only website. ■

Joni Fritz is a Labor Standards Specialist. Her guidance is free to

ANCOR members and to those who attend a Wage and Hour Workshop or partici-

pate in a teleconference. Any ANCOR member who wishes to make arrangements

for consultation or workshops with Joni Fritz must first contact ANCOR national

headquarters for the referral. Contact Suellen Galbraith at 703-535-7850 or at

[email protected] for referral information or questions.

AUTHOR LINK

8 Links /June 2004 ANCOR—A national network of providers offering supports to people with disabilities.—www.ancor.orgLinks /June 2004 8

North Central RegionWayne Larson, Regional Director

Specialized Services, LLCKen JeansonneSturgeon Bay, [email protected]

ANCOR WelcomesNew Members

ANCOR WelcomesNew Members

ANCOR Foundation DissolvesFlowersBeCause Partnership

FlowersBeCause has been forced tocease operations due to financial dis-tress, which has promoted the dissolu-tion of the ANCOR Foundation’spartnership. The ANCOR Foundationis always researching partnerships thatare beneficial to ANCOR membersand will continue to do so.

NoticeNotice

Tier 1 represents priorities that arethe most critical and of main concernfor ANCOR to meet its mission andform the most immediate focus forANCOR’s and its membership’s collec-tive efforts. Tier 2 represents criticalpriorities and Tier 3 represents those pri-orities of significance to its membershipand people with disabilities. These threetiers are:

◆ Tier 1: Medicaid and DirectSupport Professionals;

◆ Tier 2: Housing and Employment;and

◆ Tier 3: Olmstead and CommunityIntegration, Medicare, SocialSecurity, Common SenseRegulations, and Tax Policy.

However, at any time during theyear, there may be a shift in focus and aTier 2 or Tier 3 priority may become aTier 1 priority.

Development and Use of PrioritiesANCOR pursues its legislative and

regulatory priorities by working with theU.S. Congress and the Administration toenact laws, regulations and appropria-tions that enhance the capacity of pri-vate providers to improve the lives ofchildren and adults with disabilities.These legislative and regulatory priori-ties, in combination with ANCOR’s leg-islative and regulatory guidelines, helpshape ANCOR’s annual agenda andresponse to emerging issues.

This agenda provides the organiza-tion with its policy direction on Federallegislation, regulations, and appropria-tions. In addition, the priorities assistANCOR in keeping members of theassociation well-informed about nationalpolicies that impact their abilities toprovide quality supports and services topeople with disabilities. This informa-

The ANCOR Board of Directorsadopted ANCOR’s 2004Legislative and RegulatoryPriorities and Legislative and

Regulatory Guidelines at its May 7,2004 meeting. These priorities and theguidelines help frame ANCOR’s agendaand response to Federal issues.

In addition to the adoption ofANCOR’s 2004 Legislative andRegulatory Priorities, the ANCOR Boardof Directors voted on January 17th toofficially support the legislative goals of The Arc and UCP Public PolicyCollaboration, in cooperation withAAMR, for 2004. ANCOR’s Board tookthis historical step in recognition ofoverall unity in key areas of mutualagreement among the four organizationsand to highlight shared focus on prioritygoals. (See March issue of LINKS forarticle on the support of The Arc andUCP Public Policy Collaboration goals.)

This year ANCOR identified athree-tier approach to its legislative andregulatory agenda. While all three tiersrepresent priority issues for ANCOR, theidentification of these three levels are arecognition that some issues must alwaystake top priority and, at any one time,an issue may require full attention bystaff and membership over other issues.

tion helps ANCOR exercise its grassrootscapabilities and affect changes thatensure full participation for people withdisabilities.

The foundation for ANCOR’s 2004legislative and regulatory priorities areits vision, mission, values, and purposesstatements, as well as position statementsand current policies. The development ofANCOR’s legislative and regulatory pri-orities each year involves input from asurvey of its members across the nation,development and adoption by ANCOR’sGovernmental Relations Committee andvarious subcommittees, and final adop-tion by the Board of Directors.

ANCOR also takes into considera-tion expected proposals from theAdministration and Congress, as well asthe laws that require reauthorization. Inaddition, ANCOR takes action on issuesthat arise unexpectedly and affect privateproviders and people with disabilities.

To view ANCOR’s 2004 Legislativeand Regulatory Priorities, Legislative andRegulatory Guidelines, and otherGovernment Relations information, goonline at http://www.ancor.org/dev/issues.htm. ■

ANCOR Board Adopts 3-TierLegislative Priorities

Government Relations


other pharmacy assistance programs andopportunities. This information is availableto help people choose the card that bestmeets their individual needs.

Card sponsors can charge up to $30 peryear for enrollment. Medicare will payenrollment fees for those who qualify for the$600 subsidy. Additionally, Medicare willensure that at least two choices of discountdrug cards are available in the 50 states andthe District of Columbia. More informationis available at www.cms.hhs.gov/discount-drugs/.

Depending on a person’s income, aMedicare beneficiary may be eligible toreceive up to a $600 credit each calendaryear (2004 and 2005) to help pay for pre-scription drugs. To get the $600 credit, theMedicare beneficiary has to obtain aMedicare-approved drug discount card andall of the following conditions must apply:

• Have Medicare Part A and/or Part B. • Not have other health insurance with any

outpatient prescription drug coverage. • Have an annual income in 2004 that is no

more than $12,569 if single, or not morethan $16,862 if married. The subsidies—$600 for the second half

of 2004 and another $600 for 2005—willcome as a credit added to the new Medicaredrug discount cards.

Medicare beneficiaries can enroll in a dis-count drug card at any time in 2004, but canonly be enrolled in one approved card at atime. After the initial election, the benefici-ary will have the option of choosing a differ-ent card for 2005 between November 15 andDecember 31, 2004.

A beneficiary may change cards during aspecial election period under certain circum-stances, such as if they change their residen-tial status to or from a long-term care facility,move outside the area served by their currentdiscount drug card, or decide to enroll in ordisenroll from a Medicare managed careplan.

An individual, family member orprovider can perform a quick search forMedicare-approved drug discount cards, andtheir drug pricing information, by simplyentering the beneficiary’s ZIP Code and the

For the first time ever, beginning June1st, Medicare beneficiaries will beable to use a drug discount card topurchase prescription drugs. The

Medicare Prescription Drug Discount Card andTransitional Assistance Program was enactedinto law on December 8, 2003 as part of theMedicare Modernization Act of 2003. Morethan seven million lower income beneficiar-ies are also eligible for a free discount cardand a subsidy of $600—in addition to thediscounts—to help pay for their prescriptiondrugs.

Enrolling in a Medicare-approved drugdiscount card is voluntary—a matter ofchoice for each beneficiary. If a beneficiarychooses to enroll in a Medicare-approveddrug discount card one month, the individ-ual can use the discount card as early as thefirst day of the next month.

It is important that ANCOR memberswho provide supports to individuals with disabilities who are Medicare beneficiariesassist them and their families in determiningif they should enroll and what the benefitsare. Keep in mind that if a Medicare benefi-ciary is already eligible to receive outpatientprescription drug coverage throughMedicaid—is a dual-eligible—the individualis not eligible for a Medicare-approved drugdiscount card.

As of May 3rd—the first day thatMedicare beneficiaries could enroll—78sponsors were offering discount cards. Ofthese, 40 are available nationally, and 33 areavailable regionally. In addition, MedicareHMOs are sponsoring 83 cards, which areavailable to their enrollees only.

Some drug discount card sponsors arechoosing to waive annual enrollment fees,while others are charging up to $30. Pricesfor some drugs vary significantly dependingon the card’s sponsor.

Medicare-Approved Drug Discount CardsOn April 29, 2003, the Centers for

Medicare and Medicaid Services (CMS)began providing at www.Medicare.gov andthrough 1-800-MEDICARE, informationabout drug prices offered by the Medicare-Approved Drug Discount Card Program, and

drugs used on the HHS Medicare siteonline.

To enroll in a Medicare-approved dis-count card program, beneficiaries must firstselect the discount drug card that best meetstheir needs. Then they will submit basicinformation about their drug coverage statusto selected discount drug card programs,such as zip code, drugs they are currentlytaking and how far they are willing to driveto a pharmacy. If the beneficiary applies forthe $600, they must submit income, retire-ment and health benefits information, andsign the form.

CMS will verify the applicant’s informa-tion and notify card sponsors about the beneficiary’s eligibility and enrollment. The drug card sponsor will then notify beneficiaries about their application’s status.

Eligible beneficiaries may start obtainingdiscounts, and the $600 to purchase pre-scriptions—if they qualify, as early as thefirst day of the following month.

Many Medicare beneficiaries, familymembers and service organizations are stillasking questions about how to choose a cardand exactly how the cards will help benefici-aries reduce their drug costs. The U.S.Department of Health and Human Servicesis engaged in national outreach to assist beneficiaries and has an online website toassist with Medicare-approved discount drugcards on its www.hhs.gov site.

Other online resources include:

• AARP’s Medicare and Prescription Drugs(www.aarp.org/prescriptiondrugs/)

• Centers for Medicare and Medicaid(www.cms.gov) and CMS drug card site.

• Families USA’s Medicare Road Showincluding video hosted by Walter Cronkiteand Medicare Rx Calculator to find outhow much a beneficiary will pay under thenew drug law (www.familiesusa.org).

ANCOR will continue to provide its members with updates on the Medicare-approved drug discount cards and newMedicare prescription drug coverage throughalerts, LINKS articles, and weekly electroni-cally-transmissions of ANCOR’sWashington Insiders Club Updates. ■


Medicare Drug Discount Cards Effective June 1


People with Disabilities Speak Directlyto Illinois Legislators About Staff Shortages;Event Garners Local Media CoverageAnne Folis

Advocates play an important role in thebattle to secure adequate funding fordisabilities. However, some Personswith disabilities in Peoria, Illinois

decided they would like to speak directly to thelegislators themselves. It was out of that desirethat the Peoria area’s first Legislative Forum forpeople with disabilities took place on Friday,April 30th.

The event was hosted by People First of theGreater Peoria Area, the local chapter of a nation-wide self-advocacy organization of individualswith disabilities, and Parc, an ANCOR memberin central Illinois that supports individuals withdevelopmental disabilities.

Ron Wisecarver, Parc CEO and ANCORVice President for Government Relations,described the event as “a great opportunity forlegislators and the media to see firsthand the peo-ple who are directly impacted by the decisionsthat are made in the state capital.” Wisecarveradded that the forum came at the right timegiven the situation with Illinois’ budget.Lawmakers have known for several years that ade-quate funding is needed to address staff short-

training and transportation issues.Sheila Dickson, who communicated via a

Delta Talker after troubleshooting some technicalproblems with the machine, stated “I rely on stafffor my personal needs.” “I need people who I cantrust. The State of Illinois does not give Parcenough money to pay staff what they need tomake a living. For this reason, the staff turnoveris greater and there is new staff in my house alltoo often. Our state legislators need to knowmore funding is needed. Whatever you can dofor us will be greatly appreciated.”

That theme was echoed by Mike Ringness,who receives supports from Parc to live in thecommunity. “I depend on staff for my needs,too,” he said. “I cannot go to church on Sundaybecause there is not enough staff to take me.Many weekends I don’t go anywhere becausethere is no one to take me. Please help us getmore staff.”

Charlotte Cronin, People First advisor andmother of a son with a disability who alsoreceives supports from Parc, said following theevent that she was feeling very proud. “Thesefolks have very significant disabilities,” she said.“Most of them use power wheelchairs, many of

ANCOR VP for Government Relations and Parc CEO Ron Wisecarvercalled the Forum a “tremendous success”.

People First members Adam Patton, Mike Ringness, and Sheila Dickson,(l-r)wait to speak to state lawmakers at the April 30th Legislative Forum.

See Illinois, page 11

Charlotte Cronin and Adam Patton described forlegislators why staff turnover is a real problem forpeople with disabilities.

ages, but they “haven’t dealt with the issue,” headded.

Four state lawmakers and one candidate forthe legislature accepted an invitation to attendthe forum and respond to the concerns of PeopleFirst members. Approximately sixty peopleattended the forum, including members of thelocal media.

Four members of People First spoke face-to-face with legislators at the Forum, imploringthem to provide more funding to increase directsupport professionals’ wages and address job



A NCOR members across the countrytell us that the new ANCOR ActionCenter makes it incredibly fast,easy—and foolproof—to contact

members of Congress, the President, and theAdministration on critical legislative and regula-tory issues.

At press time, ANCOR’s Action Center hasreceived hundreds of “hits” from ANCORmember contacts, staff, families, and friends—with many of those hits resulting in messages toMembers of Congress.

If you are registered as an ANCOR contactfor your organization, you are automaticallysigned up to receive ANCOR Alerts through

Stats At a GlanceBeginning Number of Subscribers: 1588

Current Active Subscribers: 1602

Number of Messages Telling Congressto Reject Medicaid Cuts: 221

States Generating the Most Messagesto Congress:

Iowa Illinois

Stats At a GlanceBeginning Number of Subscribers: 1588

Current Active Subscribers: 1602

Number of Messages Telling Congressto Reject Medicaid Cuts: 221

States Generating the Most Messagesto Congress:

Iowa IllinoisIndiana

ANCOR’s New Action Center – A Real ‘Hit’ with ANCOR Members

our ANCOR Action Network. As needed, ANCOR will send out an e-mail

alert via our Action Network with all the infor-mation you need to quickly and effectively con-tact your Members of Congress orAdministration officials.

More Than Just ANCOR Action AlertsIn addition to Action Alerts, the ANCOR

Action Center includes exciting and importantfeatures such as:

• Congressional Bills: Read about currentkey legislation affecting ANCOR members andtake action to make a difference. The special

them use ‘talkers’ to communicate.” She went onto explain how the Legislative Forum cameabout. “A couple of months ago they had a dis-cussion at their monthly meeting about how theirservices have changed, how they ‘can’t go any-where anymore,’ and how staff turnover is a realproblem. They decided to tell their legislators.”

Cronin helped each of the People First speak-

ers develop their talks and helped them practicetheir presentations ahead of time. She alsoserved as a liaison to the media and the legisla-tors for the event.

Wisecarver said that the media exposure wasvery positive. Two local television stations, twolocal newspapers, and the local National PublicRadio (NPR) affiliate covered the event. “Themedia really liked it,” Wisecarver stated, addingthat some members of the media pointedly ques-tioned the legislators, asking what they will do to

help People First, Parc, and other Illinois advo-cates secure needed funding.

According to Wisecarver, the legislatorsacknowledged the audience’s concerns and allagreed more needs be done to address staff short-ages and other issues impacting individuals withdisabilities in the state. However, lawmakers inattendance said that given the state’s dire fiscalsituation and the education and health carefunding issues, there is just not enough moneyto go around.

At the suggestions of the lawmakers, the nextstep is to write letters to Governor RodBlagojevich, urging him to protect state pro-grams for individuals with disabilities from statebudget cuts. People First also plans to sendBlagojevich a video of the forum, which wasrecorded by one of the local TV stations.

Wisecarver stated that he was very pleasedwith the forum, calling it a good experience foreveryone involved. He added, “We’d do it againif People First asks us to assist them.” ■

To listen to the NPR segment on theLegislative Forum, log on tohttp://www.bradley.edu/wcbu/. Click on “Local News”,then select the 4/30 link.

Anne Follis is the Executive Director of

the Parc Foundation. She can be reached at (309) 689-

3608.

AUTHOR LINK

RESOURCE LINK

Illinoiscontinued from page 10

ANCOR CalendarANCOR Calendar

2004 September 13 and Audio conference seriesOctober 18, 2004 Positive Behavioral Supports

Speaker: Dr. Tom Pomeranz

September 19-21, 2004 (Committee/Board of Directors meetings September 18)2004 Governmental Activities SeminarWashington Court Hotel, Washington, DC

2005 September 22 – 23, 2005 Disability Summit

Alliance for Full ParticipationWashington, D.C.(Takes the place of the ANCOR’s 2005 GovernmentalActivities Seminar)


See New Action Center, page 12



Put ANCOR’s Action Center to Work in Your Agency

For parents, guardians and family mem-bers, you can explain that you have a familymember receiving supports from theChristian Opportunity Center. For staffmembers, you can explain that you are astaff member of COC. For friends of COC,you can state that you have an interest inlegislative issues that impact people with dis-abilities, and especially people supported byCOC. The ANCOR website requires thatyou provide your name, address, and emailaddress. You simply personalize the formletter on the site and by knowing your zipcode, the message will be automatically sentto the appropriate members of the IowaCongressional Delegation when you click on“send message.” The entire process takesonly minutes.

How can you be part of this network?Send me an email with “COC AdvocacyNetwork” in the subject heading [email protected] and statethat you would like to be part of the net-work. The next time there is an importantissue, you will receive a forwarded emaildirecting you to the ANCOR Action Center.

What if you do not have access to email?You can still be part of the network; howev-er, you will have to come to one of the COCoffices and pick up information on the cur-rent issue, including a copy of my letter tothe appropriate member(s) of Congress. Youcan then personalize the letter(s) and bringthem to any COC office where we will faxthem for you free of charge to the appropri-ate member(s) of Congress.

Why is it important that letters be faxedrather than mailed? First, there is often avery small window of time for us to get let-ters to elected officials before critical votes.Second, ever since the “anthrax scare” inWashington, DC, regular mail can bedelayed for weeks and even months beforegetting to the intended recipient. To partici-pate in this way without using e-mail, simplycall your nearest COC office and tell themthat you could like to be called when there isan alert, and we will see that you get calledwhen action is needed on issues critical toCOC. ■

The Christian Opportunity Center(COC) in Pella, Iowa, led by for-mer ANCOR Board member RodBraun, is utilizing the ANCOR

Action Center to create an advocacy networkin their agency. Excerpted below is an articleCOC ran in a recent agency newsletterencouraging family, guardians, staff andother stakeholders to get on board the net-work.

The ANCOR National AdvocacyCampaign’s Grassroots Task Force is chargedwith building a national advocacy network.This enormous task can be facilitated withyour help in building an advocacy networkin your agency, utilizing the ANCOR ActionCenter. This network is imperative if we’regoing to enact planned federal legislation toaddress direct support workforce issues. Thatlegislation is being drafted now, so it’simportant that you act today! We enjoin youto implement a model like COC’s and estab-lish an advocacy network in your organization.

Development of COC Advocacy NetworkThese are challenging times as all levels

of government struggle to meet needs withinexisting revenue sources. During such times,elected officials often look to balance budg-ets by cutting funding to groups who havelittle or no voice, such as people with dis-abilities. In response to this challenge, COCis putting together an advocacy network ofparents, guardians, family members, staffand friends of COC who would be willing towrite to elected officials regarding issues ofcritical importance to COC.

How would this advocacy network oper-ate? When there are critical issues, COCwill provide information via email to theadvocacy network members. Our nationalassociation, the American Network ofCommunity Options and Resources(ANCOR) has created a national ActionCenter that provides an easy means for send-ing letters to members of Congress. Forissues of importance to COC, we would for-ward the ANCOR Alert to you. You simplygo to the ANCOR Action Center and therewill be a form letter that you can personalize.

SponsorTrack feature allows you to track the sta-tus of cosponsors.

• Congress Today: See what legislationand issues House and Senate are debatingeach day—along with a daily guide toCongressional Committee hearings.

• Congressional Guide: Get a compre-hensive and detailed guide to the 108thCongress with easy-to-use search capabilities.

• Votes & Vote Scorecard: Find outhow your Senators and Representative votedon Congressional bills that affect ANCORmembers.

Be sure to check the ANCOR ActionCenter often to learn what’s happening onand around Capitol Hill by logging on towww.ancor.org

Get Your Staff Involved

Staff of ANCOR member agencies areeligible to sign up for ANCOR’s ActionNetwork and are encouraged to do so!There are two easy ways for staff to joinANCOR’s Action Network.

1. Forward any ANCOR Action Alertto your staff. They can take action—and inthe process sign up for future Action Alerts.

2. Log on to www.ancor.org and clickon the “ANCOR Action Center”. Select“ANCOR Action Network” at the bottom ofthe page and follow the instructions.

All new list members will receive a verifi-cation e-mail with instructions to confirmtheir subscription.

Friends of ANCOR members can sign upfor ANCOR’s Action Network, too. As listmembers, they will receive select messageswhen their action is needed in response toan important issue. ■

VISIT USON THE WEB

www.ancor.org

New Action Centercontinued from page 11


In the News

The following ABCs can make an immediateand measurable change in the workplace. The Asand Bs, or act and believe, are the soft skills in prac-tice, and the C, or coaching, employs the hardskills.

As & Bs: Actions and BeliefsWasn’t it your mother who said, actions speak

louder than words? Our beliefs dictate our actions,but most of us are too busy to really take each ofthese and hold them up to the light, inspectingtheir every attribute and power. We do business asusual without reconsidering our commonly accept-ed behaviors toward employees. • Do our actions unequivocally manifest positive

beliefs? • Do our actions demonstrate that we believe that

direct support staff are trustworthy, or do welock up our supplies?

• Do we act as if direct support staff are the mostimportant workers in our organization becausethey do the work for which the company is paid,or do we interrupt a meeting with them to take acall or make them wait for us to arrive for anappointment?

• Do we hover over their work or insult them withinsignificant gifts or raises?

• Do we recognize them for their daily efforts orthank them for being at their work station so wedon’t have to do their job on any given day?

• Do we educate them in the business side of thecompany and ask them for their opinion in bigdecisions?

These soft skills and actions make the differ-

Leading Practices – Staff Retention

Invite Self-Managed Staff

"Treat people as if they were what they ought to be, and you help them to become what they arecapable of being."

—Goethe

Two hundred years ago, JohannWolfgang Goethe, German poet andphilosopher knew how to inspire andinteract with others: recognize the best

in them and act upon those positive expectations.This takes conscious effort and constant vigilance tobe self-aware of our actions. And we owe our fellowhuman beings nothing less.

Successful direct support staff live this senti-ment daily in their connections with the individualsthey support. They believe in the basic goodness ofpeople and consciously act upon their beliefs inevery contact, every day. These staffers guide thepeople with whom they work toward self-esteem,self-confidence and self-determination.

Recognizing the best in others is an essentialquality of humane and successful supervision aswell. Effective supervisors are those who developstaff who are trusted, productive and stable, andassist them to become all that they can be: self-managed, productive and trusted. This requires acombination of the best of “soft” skills, or how wetreat people, and “hard” skills, or how we engageand support their capabilities. Supervisors, most ofwhom are promoted from direct support positions,are often stronger in one of these skills areas than inanother; but the best supervisors become good atboth and make a conscious effort toward achievinggreater balance between the two.

Linda LaPointe

ence between humane or harsh workplaces,between supervisors to whom staff will be loyal orsupervisors who staff plan to leave. All actionsarticulate our beliefs.

C: Coach as Leader, Manager and SupervisorThe workplace coach functions as leader,

manager and supervisor to support and elicitexceptional performance. Each of these three roleshas distinct behaviors, intent and purpose.

The coach as leader. The leader imparts phi-losophy to create and support care-full staff.Philosophy is the only signpost to give guidance inunanticipated situations. Every coach must lead byimparting philosophy. Vigorously ask and answer“why” questions such as:

See Staff Retention, page 14

Seven back to basics beliefs that help us treat people the

way Goethe intended.

1. People are important and deserve respect.

2. Ordinary people can perform extraordinarily.

3. People deserve to be trusted.

4. People are good and want to do a good job.

5. People are self-motivated.

6. It is our job to assist others to grow and become“stars”.

7. Supervising is a humbling experience.

The National Association of StateHead Injury Administrators (NASHIA)has introduced the Traumatic BrainInjury Technical Assistance Center.The Center’s goal is to improve or expandpolicy, programs and other national or stateefforts that impact the lives of people withTBI and other disabilities and their families.Additional information is available throughHeather Crown at 301-656-3150;[email protected]. ■

The Council on Quality and Leadershiphas created a “Guide to Developing andSupporting a Board of Directors.” Rather than prescribing remedies, the Guideoffers suggestions for things to consider tofurther develop your Board of Directors,including training possibilities, accommoda-tions, support and information web sites. Toaccess the Guide contact The Council at410-583-0060; www.thecouncil.org\coun-cil\BoardGuide.pdf. ■

New Book Written by Adults With Disabilities -“Reflections from a Different Journey”: By StanleyKlein and John D. KempMost parents of children with disabilities lack personalexperience with adults with disabilities. Hearing frompeople who have lived the disability experience can pro-vide all parents with essential information about the pos-sibilities for their children. Reflections from a DifferentJourney includes forty inspiring and realistic essays writtenby successful adult role models who share what it is liketo grow up with a disability. For more about this book orto order visit: www.macsata.org. ■

Staff Statistics• 1/2 of direct support staff are making plans

to leave their organization.

• 2/3 of direct support staff don’t trust theirbosses.

• 1/3 of direct support staff feel intimidation,fear and harassment on the job.

• 2/3 of frontline supervisors have received lit-tle to no training for their job.

• 49 to 143% turnover in human supports iscommon.

• $1800.00 is the cost to replace one fullytrained frontline staffer.

• Employees quit because of their supervisor.

So, we can deduce that good supervisorsbecome the primary reason staff stay with yourorganization.


• Why does the company exist? • Why does the world and our community

need us? • Why do we choose to join this endeavor? • Why do we do something this way instead of

that way?

Every one of us wants to aspire to a higherpurpose. To be part of something greater than our-selves fulfills our desire to belong and provides uswith an important place where we can make a dif-ference in this world.

The coach as manager. The manager conveysknowledge to create and support staff who aremind-full and power-full. The coach in the role ofmanager answers “what” questions:

• What business are we in? • What do we do to fulfill our purpose? • What difference do we make to our customers? • What are our goals? • What are our expected customer outcomes and

business objectives? The coach as supervisor. The supervisor estab-

lishes structure to support staff who are success-

Staff Retentioncontinued from page 13

full. The coach as supervisor answers “how “ques-tions:• How do we do our business? • How do we meet our goals? • How is this task or activity performed and how

do I prove it? • How will we know when we get it right?

A good coach supports direct support staffwho are care-full, mind-full, power-full and suc-cess-full through imparting knowledge, philosophyand structure.

Goethe gave us the answer to creating humanehuman support workplaces 200 years ago. Act,believe and coach your way to being a supervisorwho staff will admire and with whom they want towork. Focus on these basic ABCs to develop asolid team of skilled, self-managed and stableemployees. ■

Linda LaPointe, MRA, has been a

direct support staffer and an administrator in her long

career in human supports, and has trained thousands

in these simple but powerful practices. Her book, The

New Supervisor, was recently released by Hartman

Publishers. Contact Linda, and subscribe to her free

E-Tools News at www.thetoolbox.org

AUTHOR LINK


Representatives from eleven national disability organizations,including ANCOR, have joined together to create the Alliance forFull Participation and to unite behind the common goal of makingfull participation a reality. The founding members of the Allianceare:

• American Association on Mental Retardation• American Network of Community Options and Resources• Association of University Centers on Disabilities• National Association of Councils on Developmental Disabilities• National Alliance for Direct Support Professionals• National Association of Protection and Advocacy Systems• Self Advocates Becoming Empowered• The Arc of the United States• The National Association of State Directors of Developmental

Disabilities Services• United Cerebral Palsy• The Council on Quality and Leadership.

VISION: The Alliance’s vision is to ensure that people with disabilities live meaningful, productive, personally satisfying andwell-supported lives in communities of their choice. This visionrequires adequate and appropriate service and support capacityand acceptance and opportunity for the full and unreserved partic-ipation of all citizens in our nation. Funding shortages, outdatedprogram models and threats to the legal and social victoriesgained over the past three decades threaten this vision.

SUMMIT 2005: The Alliance is hosting a Summit onSeptember 22-23, 2005, in Washington DC. The goal of theSummit is to proclaim a new strategic policy and social agendathat can be embraced by all stakeholders and that

♦ Is grounded in values that reflect the aspirations of individualswith disabilities and their families.

♦ Defines the broad vision, public and pri-vate, political and social, and the newenergy and activism needed to implementthese national goals.

♦ Recognizes, acknowledges and managesconflicting perspectives and priorities ofvarious system stakeholders.

ANCOR MEMBERS – MARK YOUR CALENDARS!

This Summit will be in place of the ANCORGovernmental Activities Seminar in

September of 2005.

ANCOR MEMBERS – MARK YOUR CALENDARS!

♦ ♦ ♦

ANCOR is proud to be a partner in The Alliance.

Contributing Editor

Outsourcing Tips for Win-Win Results!

Dale Dutton

Have you noticed that everyone you know seems to be callingthemselves a “consultant”, an “affiliate”, a “contractor”, oran “associate” these days? Even people with seeming full-time employment are finding interesting and rewarding

opportunities outside their “day jobs”, and responding to growingrequests for their services as contract resources.

The tumultuous business climate during the early years of the 21st

century created the perfect storm for professionals and direct serviceworkers alike. Organizations in the throes of downsizing (or “right-siz-ing”, as it was often called), identified both management and servicearenas where it made more sense to buy out just exactly what was per-ceived to be needed at any given moment and reduce the economicburden of full time staff overhead. At the same time, a large pool ofvery talented and experienced part-time workers emerged to fill thegrowing need. However, making the right match of needs and potentialsolutions is the trick to making this concept into a win-win situationfor all parties.

See Win-Win, page 16

“As we move to the middle years ofthis century, the trend of the human

services business to remain flexible andquick to respond to the rapidly changing

service environment continues, and even basic management and direct service capacities are increasingly

being outsourced.”

As we move to the middle years of this century, the trend of thehuman services business to remain flexible and quick to respond to therapidly changing service environment continues, and even basic man-agement and direct service capacities are increasingly being outsourced.The work of human resources, marketing, finance, and even top leader-ship has been added to the more traditional calls for organizationaldevelopment, strategic long range planning, and corporate culturechange assistance. Direct service, such as job development for con-sumers, is routinely outsourced today.

The movement of customer service work offshore (overseas) hasgrown into a political issue recently, however, the noted political author,


Win-Wincontinued from page 15

Are your staff wasting time by hand keying data from paper forms into software for payroll, billing or any other recurring processes? If so, these manual tasks will waste your agency’s time and money forever. You can quickly and easily do something about it by reducing or eliminating the amount of manual work involved. Don’t you have something better to do with their time instead of asking them to key data into software? Using Automated Forms Processing, high volume paper forms (payroll timesheets, employment applications, and consumer billing as examples) are electronically scanned and data is "scraped" off the form using your fax or copier and our technology services. The scraped data, now in electronic format, is verified for accuracy and completeness. Finally, the data is imported into your software and processed. The results? Elimination of data entry PLUS no more hand calculations and related mistakes. This can occur by using your current software system and fax or copy machine! Even better, this service only costs between $1.19 and $4.85 per employee or client per month in addition to a small monthly service fee. There are no capital investments in technology or long-term commitments required. You only pay a simple fee based on the number of clients or employees processed each month.

Innovation eliminates at least 80% of manual data entry and decreases processing time by up to 500%

(419) 335-1280 ext. 11 [email protected]

‘‘ S FOUOU NDND ING GOLOL D SPOPO NSOR ANAN D SUSU PPOROR TITI NG MEMBERMBER

Get more information and FREE form samples in this report:

“I’m Sick and Tired of Wasting Money by Hand Entering Data into Software”

Reference OFFER CODE # JLINKS134 and contact us at

419-335-1280 ext. 11 or email [email protected] (please provide mailing address)

How To Cram 4 Hours Of

Data Entry Into Less Than

48 Minutes...And Have It

Be More Accurate

Robert Reich predicts that today’s trend to outsourcing is not only a posi-tive indicator of business strength, but that in the future it will be a req-uisite to successful business structure and competition. The consultantfirm you engage today may well become the indispensable “portal to tal-ent and capacity” that allows you to stay ahead of the rapidly changingbusiness environments of tomorrow.

So, how should you proceed to identify the specific short-term tal-ent you may require or desire among all the potential solutions beingoffered? First, determine exactly what you need help with – and that initself may be a call for some fresh, outside thinking. Often a SWOT(strengths, weaknesses, opportunities and threats) analysis is the firstfocus activity for leadership and top management, and may be best ledby an outside, impartial, experienced management consultant. It is anold joke, but if you don’t know where you want to go, any road willtake you there, but you may not know when you have arrived!

With specific goals in mind, the next step may be one of asking col-leagues for some referrals. Nothing says more about a potential contrac-tor’s ability to help than their past achievements and reputation with priorclients. Check with your local and/or national professional organizationfor suggestions. Read closely the agendas for upcoming events specific toyour market and see who is speaking or making presentations – these areoften the folks who are “out there” on the leading and learning edge.

Next, make some preliminary contacts and ask about currentknowledge, experience, and availability toward the goals you have iden-tified. Be specific in your needs, and clear about the desired deliver-ables up front. Be sure to ask what an individual or firm can, and can-not, accomplish for you. Ask for additional references, and contactthem.

Personal chemistry is important – on both sides of the businessrelationship. If you are looking to add capacity to an established inter-nal team, make sure everyone involved meets one another and agreesthat the situation “feels good”. If you are considering outsourcing anentire function, ask for a presentation that includes all the externalmembers – not just the leader – and have the internal interface unitsrepresented in the audience.

In making final decisions, consider several proposals. The leastexpensive option may not be the best for your business needs. If oneseems very high or very low, consider it very carefully – there may besome important elements (such as timing, project management, or con-tingencies) added, missing or hidden.

Negotiate expected deliverables, time frames and costs. Develop aplan for progress payments, build in penalties for delays and bonusopportunities for performance beyond the agreed upon expectations.Build in mutual check points as well as an exit scenario, if necessary, forboth parties.

Lastly, approach the business relationship with an attitude ofmutual success (win-win), and let the contractor know that their per-formance with you may lead to additional engagements (if appropriate),recommendations to others, professional and/or organizational acclaim,and at the very least – experience and growth for all concerned.

In short, carefully determine what you want and need, share yourgoals and perceived barriers openly, and be realistic as to the time andcosts. Follow these tips, approach the project openly, expect to bedelighted, and you probably will be! ■

Dale Dutton, Affiliate, Noble Solutions, Inc., Toluca Lake, CA, can be

reached at www.nobles.biz or 866-251-7171.

AUTHOR LINK


ANCOR Member Highlight

Member Highlight is designed to recognize and showcaseANCOR member agency achievements and significantcommunity and other initiatives of note. We are featur-ing an ANCOR member agency in each issue of

LINKS, so please forward your highlight story to Marsha Patrick [email protected].

Our June ANCOR Member Highlight is St. John’s CommunityServices based in Washington, DC, under the leadership of Thomas F. Wilds, President.

St. John’s Community Services Sets aLegal Precedence and Enforces FairHousing Rights for People withDisabilities in Tennessee

St. John’s Community Services (SJCS), a non-profit service providerwith state offices in DC, VA, PA, NJ and TN, recently advanced the rights ofthree women with developmental disabilities who were transitioning from astate facility to a community home in Jackson, Tennessee. Based on news ofthe women’s arrival, a group of neighbors formed a neighborhood associationand filed a temporary restraining order to prevent the women from movinginto their new home.

The restraining order filed in October 2002 claimed that SJCS and theowners of the home were violating neighborhood covenants and local zoninglaws by using the home for a business purpose. They also claimed that thewomen’s move into the neighborhood would jeopardize property values andthe welfare of other residents. The state court lifted that temporary restrainingorder when the association failed to prove its claims and the women moved

into their home inNovember 2002.

SJCS filed a suit inApril 2003 against theassociation for violatingthe women’s right to fairand equal housing. OnJanuary 20, 2004, thestate court ruled thatthe neighborhood asso-ciation had violated theFair Housing Act andthe Tennessee HumanRights Act. The associa-tion paid a settlementand provided a letter ofapology to the womenacknowledging theirrights to live in a homeof their choosing and to

receive support services in the community. “St. John’s initiated this suit to ensure the best possible living situation

and neighborhood environment for these three women. But it turns out thatit will also help ensure that all people with disabilities are treated legally andfairly as they move into community settings in Tennessee and across thecountry,” stated Thomas F. Wilds, President of SJCS. ■

Thomas F. Wilds, SJCS President and AttorneyKaren S. Lovitch of Mintz Levin Cohn FerrisGlovsky and Popeo pose with a news articleabout the fair housing litigation.

ANCOR—Providers offering supports to people with disabilities.—www.ancor.org

I N T R O D U C I N G

The HIPAA Privacy Compliance ResourceManual for Group Health Plans – ANCOR Edition

From John Gilliland, Esq., author of the popular ANCOR HIPAAPrivacy Compliance Resource Manual for Private Providers,comes the HIPAA Privacy Compliance Resource Manual forGroup Health Plans. The Resource Manual for Group HealthPlans will assist private providers who are also HIPAA-covered group health plans in understanding the HIPAA

Privacy Rule and its application to group health plans, and in preparing the required privacy policies, notice of privacy practices, and necessary forms for HIPAA privacy compliance.This Resource Manual is modeled after the Manual for PrivateProviders but is completely revised and adapted to reflect compliance requirements for group health plans.

What Do You Get?

Place your order TODAY!For order form go to: http://www.ancor.org/dev/issues/Medicaid_Medicare/HIPAA-Health.pdf

ANCOR Member price is $750.Special price of $675 for ANCOR members who purchased ANCOR’s Privacy Manual for Private Providers.

Non-member price is $1500.

18 Links /June 2004 ANCOR—A national network of providers offering supports to people with disabilities.—www.ancor.orgA18 Links /April 2004* Reminder: Workman’s compensation or similar insurance, insurance coverage only for accident, disability income insurance,

or a combination thereof, general liability, and automobile liability insurance are not health plans for HIPAA purposes.

Your purchase includes:✓ Manual with over 400 pages, including an introduction to the Privacy

Rule and how to use the template forms;

✓ Template privacy policies for group health plans;

✓ Two different templates for the Notice of Privacy Practices;

✓ Templates for over 30 forms that may be needed by a group health plan;

✓ A CD-ROM with all the templates (in Microsoft Word and WordPerfect)—no retyping required!

✓ Limited copyright license for use of the Manual by the purchaser, for any or all of the health plans of the same plan sponsor.

The template privacy policies arestructured to work for plans that areself-insured and for plans that pro-vide benefits through insurance. Thetemplates are annotated with Mr.Gilliland’s comments to many of theprovisions so users are aware of theprovision’s purpose and availableoptions. References to the specificsection of the Privacy Rule areincluded so users can easily refer tothe underlying legal requirements.

Today, many employers—includingprivate providers—sponsor a grouphealth plan. A group health plan isdefined as an employee welfare ben-efit plan established or maintainedby an employer or by an employeeorganization. A private provider maybe a HIPAA-covered health plan if—as an employer—they sponsor a self-insured or fully-insured group healthplan offering medical, dental, and/orvision benefits, health flexible spend-

ing arrangements (FSAs) and/or cafe-teria plans.

Your organization may need to com-ply with the HIPAA Privacy Rule if:

• Your organization sponsors agroup health plan* for youremployees or their dependents,(Remember, a group health plan is anemployee welfare benefit plan estab-lished or maintained by an employer orby an employee organization.)

AND …• your plan has 50 or more

participants; or

• is administered by a third-party.

Now available to ANCOR members that are HIPAA-covered healthplans is clear, concise, and reliable guidance to assist yourorganization in its complianceefforts.

See

www.ancor.org

for more info

on group

health plans.

ATTENTION ANCOR MEMBERS WITH A GROUP HEALTH PLAN


State Representative Profile

Kansas State Representative: Thomas Kohmetscher

Hey! Guess what? I’ve found thecoolest job! All we have to do ishang out all weekend with somedisabled folks and get paid for a

week’s work! I hurriedly explained to my wifefrom the pay phone in the EnglishDepartment on a blustery winter day.

In 1976 as a newly married, income-limited student looking for an alternative topumping gas, the add on the bulletin boardfor weekend house-parents in a group homesounded like the perfect solution! Nevermind the fact that neither of us had ANYexposure to disability related issues.However, with about an hour’s worth of ori-entation, we were on our own working in ahome with nine women recently transferredfrom a state institution to a small communi-ty based program in Nebraska.

To this day, I think back on that first week-end and smile as I remember what that eye-opening experience taught me and how much Ilearned about life from those remarkablewomen with whom I first worked.

In the 28 years since, my career has includ-ed experiences with public special education, astate DD licensing agency; as a program andregional administrator for Martin LutherHomes with my good friend and mentor, GaleBohling; time as surveyor for the AccreditationCouncil; and for the past 16 years as CEO for arural DD and Head Start agency located justsouth of Wichita, Kansas.

Years ago I learned the importance of reach-ing out, talking to and learning from my peersacross the country. I’ve realized that an organi-zation must do just that to stay relevant in afield where the technology, philosophy and

resources can frequently change. Participationas a member of ANCOR is seen as an inte-grated aspect of everything we do! It’s excit-ing that now, as a state rep, I have an oppor-tunity to lend some of our unique insightand lessons learned toward the success of oth-ers involved in this historically importantmovement of which we’re all a part! It’s aprivilege – and a lot of fun - to belong tosuch a dynamic group of association staff andprofessional peers. ■

Tom Kohmetscher is CEO of Futures

Unlimited and can be reached at 316-326-8906 or

[email protected]

AUTHOR LINK


ANCOR National Advocacy Campaign ContributorsANCOR National Advocacy Campaign Contributors

AGENCY CONTRIBUTION$40,000 AND ABOVE

American Habilitation ServicesMosaic (Bethphage/Martin Luther

Homes Society, Inc.)ResCare, Inc.The Mentor Network (REM, Inc./The

Mentor Network)Verland

AGENCY CONTRIBUTION$15,000-39,999

ARF of Indiana, Inc.Babcock CenterChampaign Residential ServicesDanville ServicesDungarvinJohn F. Murphy HomesLibertySunrise CommunityThe Chimes, Inc.


AAPPDAIRES, Inc.Christian Opportunity CenterDDMS, LLCEvergreen Presbyterian Ministries, Inc.Fairbanks Resource AgencyHome of HopeIndependent Opportunities (OK)Lynch Community Homes, Inc.Lynch Management ServicesMains’l Services, Inc.Mainstream Living, Inc.Miami Cerebral Palsy Residential

Services, Inc.New Avenues to IndependenceNew Hope Community, Inc.OHIRainbow of Challenges dba School of

HopeSouth Dakota Association Of

Community Based ServicesThe Institute of Professional Practice,

Inc.Young Adult Institute, Inc.


Acumen, Inc.ADDCPAdelante Development CenterAIM Services, Inc.Ann Storck Center, Inc.ARRMASKAN CorporationAssociation for the Help of Retarded

ChildrenAvenues to IndependenceBios CorporationCamp Horizons, Inc.Carmel Community Living CorporationCedar Lake Foundation, Inc.Chesterfield County BDSNChristian Concern, Inc.Colorado Association of Community

Centered Boards

Community Access UnlimitedCommunity LivingCommunity Living AssociationCommunity Living Concepts, Inc.Community Living OpportunitiesCommunity Partners, Inc.Community Psychology & Education

ServicesCreative Care for Reaching IndependenceCreative Networks LLCCrystal Run Village, Inc.DEH Operating CompanyDelaware County ARCDevelopmental Services NetworkDSNWKExceptional Persons, Inc.Faith, Hope & Charity, Inc.Families Plus, Inc.Friendship Community Friendship Community CareFutures Unlimited, Inc.Good Shepherd CommunitiesHammer ResidencesHope Haven, Inc.Imagine!In Home Support Service, LLCIndependent Options, Inc.InterHabIntermountain Centers for Human

DevelopmentIrwin Siegel Agency, Inc.Keystone Service SystemsKoinonia Homes, Inc.LIFE, Inc.LifeSkills, Inc.Magdala FoundationMaine Association for Community

Service ProvidersMaryland Association of Community

ServicesMercer Human Resource ConsultingMitchell Area ATCMount Olivet Rolling Acres, Inc.Nemaha County Training CenterNew Hope VillageNorth Central Human ServicesNorthern Hills Training CenterNYSACRAOhio Provider Resource AssociationOmega HomeOpportunity LivingOpportunity VillagePARPARCPotomac Center, Inc. Region IV Family Outreach, Inc.Residential Support Services, Inc.Rimland Services NFPRose-Mary CenterSanta Maria El MiradorS. L. Start & Associates, Inc.Special People In Northeast, Inc.Spruce Villa, Inc.St. Dominic’s HomeSt. John’s VillaStone Belt Arc, Inc.Support, Inc.T.E.R.I., Inc.

The Adirondack ARCThe Arc Northern Chesapeake RegionThe Centers for HabilitationThe Resource CenterUnited Cerebral Palsy of Los Angeles &

Ventura CountiesUnited Cerebral Palsy of New York City,

Inc.Volunteers of America, Inc.

AGENCY CONTRIBUTION$0-999

ADDPAditus Inc.Anne Grady CorporationARC of the Bluegrass, Inc.ARCAAutism Services Center, Inc.AXIS, Inc.Benedictine School for Exceptional

Children, Inc.Bost Human Development Services, Inc.BRASSCalifornia Association of Health FacilitiesCAPOW, Inc.CARC, Inc.CareCo Homes, Inc.CARFCatholic Community ServicesCCLS, Inc.CDC ResourcesCenter for CommunityCentral Aroostook ARCChristole, Inc.COF Training Services, Inc.Communicare Day ServicesCommunity Alliance of Providers of

WisconsinCommunity And Residential Services

AssociationCommunity Connections (AK)Community Connections, Inc. (SD)Community Providers Association of

OregonCommunity Residential Services

AssociationCommunity Support Services, Inc.Delta Projects, Inc.Desert Area Resources & TrainingDisability Supports of the Great Plains,

Inc.Disabled Citizens FoundationDiscovery Living, Inc.FEGSGreater Kansas City FoundationHarry Meyering Center, Inc.Heartland Homes, Inc.Heartstrings Community FoundationHerkimer County Chapter A.R.C.Hope Haven Hope Haven Area Development CenterHope Residence, Inc.Howell's Child Care Center, Inc.Independence Association, Inc.Independence Residences, Inc.Independent Opportunities (KY)INSIGHT, Inc.Job Connection, Inc.Kansas Elks Training Center for the

Handicapped, Inc.Kent County Chapter RIARCKentucky OpportunitiesLincoln Self Reliance, Inc.Live, Inc.

McGuire MemorialMidstream, Inc.Mission Mountain Enterprises, Inc.Mission Road Developmental CenterMontana Association of Independent

Disabilities ServicesNebraska Association of Private

ResourcesNorthview Developmental Services, Inc.Northwest Missouri Learning Center,

Inc.OAHE, Inc.Oakridge Homes, Inc.ONCOROrion Corporation of MNPAKS Developmental ServicesPella Rolscreen FoundationPhoenix Residential Centers, Inc.Pine River Group Home, Inc.Portable Practical Education Preparation,

Inc.Prarie ViewPutnam County Comprehensive ServicesQuality Life ConceptsReach, Inc.Rehabilitation Enterprises of WashingtonResCare, Inc. (CA)Resident Home Association for Mental

Retardation of Greater DaytonResidential Management Systems, Inc.Riverbrook Residence, Inc.Scioto Properties, LLCSouth Central Behavioral ServicesSPARCSpecialized Services, LLCSt. Giles Living Centers, Inc.St. John Valley Associates, Inc.St. John's Community ServicesStarkey, Inc.STEPSunny OaksTennessee Network of Community

OrganizationsTexas Sunrise Services, Inc.The Arc of Iroquois CountyThe Arc of Schuyler CountyThe Association for Community Living,

Inc.The Charles Lea Center, Inc.The Coastal WorkshopThe Colonial Insurance Agency, LLCThe Verland FoundationTobosa Developmental ServicesTransitional Services, Inc.Utah Association of Community ServicesVermont Council DMHSVolunteers of America of Oklahoma, Inc.WCIWillows Way Inc.Woodfords Family ServicesZachary House, Inc.

NATIONAL ORGANIZATIONENDORSERS

The Arc of the United StatesAmerican Association on Mental

RetardationCARF---The Rehabilitation Accreditation

CommissionNational Association of State Directors of

Developmental Disabilities ServicesThe Council on Quality and LeadershipThe National Alliance of Direct Support

ProfessionalsUnited Cerebral Palsy

We wish to extend our sincere appreciation to the following members,who have made a contribution in support of the ANCOR National

Advocacy Campaign launched in September 2001. Their contributions todate total $947,860.93.


OfficersPresidentFred RomkemaNorthern Hills Training Center(605) [email protected]

President-ElectPeter KowalskiJohn F. Murphy Homes, Inc.(207) [email protected]

Vice President for PolicyRon Wisecarver PARC (309) 691-3800 [email protected]

Vice President Marketing andCommunicationsGale BohlingCreative Networks L.L.C.(602) [email protected]

Vice President Member ServicesJames BlumeDevelopment Services of

Northwest Kansas, Inc.(785) [email protected]

Vice President MembershipKen LovanRescare, Inc.(502) [email protected]

Treasurer Frank CaponeLiberty(518) [email protected]

SecretaryPatti ManusRainbow of Challenges, Inc.(870) [email protected]

Past PresidentThan JohnsonChampaign Residential

Services, Inc.(937) [email protected]

DirectorsGreat Lakes/East Region(DE, NJ, NY, PA)Carol MitchellVerland, Inc.(412) [email protected]

Great Lakes/West Region (IL, IN, MI, OH)Thomas LewinsNew Avenues to Independence,

Inc.(216) [email protected]

Mid-Atlantic Region(DC,KY,MD,TN,VA,WV)William LoydSt. John’s Community Services(202) [email protected]

North Central Region (IA, MN, NE, ND, SD, WI)Wayne LarsonMount Olivet Rolling Acres(952) [email protected]

Northeast Region(CT, ME, MA, NH, RI, VT)Richard CarmanMosaic(860) [email protected]

Northwest Region(AK, HI, ID, MT, OR, WA)Emily EnnisFairbanks Resource Agency (907) [email protected]

South Central Region(AR,KS,MO,OK,TX)Lisa Toth-LaTrayIndependent Opportunities, Inc.(918) [email protected]

Southeast Region(AL,FL,GA,LA,MS,NC,SC)Bernard WagnerEvergreen Presbyterian

Ministries, Inc.(318) [email protected]

Southwest Region(AZ, CA, CO, NV, NM, UT, WY)Wendy SokolIn Home Support Services, L.L.C.(502) [email protected]

LiaisonsBOR LiaisonTom Daniels Faith, Hope & Charity, Inc.(712) [email protected]

StateRepresentativesAlabamaVacant

AlaskaSteve LeskoHope Community Resources, Inc.(907) [email protected]

ArizonaJake CarlsARISE(888) [email protected]

ArkansasJackie FlissIndependent Living Services, Inc.(501) [email protected]

CaliforniaRonald CohenUCP of Los Angeles, Ventura and

Santa Barbara Counties(818) [email protected] TaylorImagine(303) 665-7789jtaylor@ imaginecolorado.orgConnecticutJanice ChamberlainCamp Horizons Programs, Inc.(860) [email protected] District of ColumbiaVacant

FloridaJoseph AnielloMiami Cerebral Palsy Residential

Service, Inc.(305) [email protected] DealResCare(770) [email protected] IdahoJennifer RamonWestern Idaho Training

Company, Inc.(208) [email protected]

IllinoisRobert OkazakiAvenues to Independence(847) [email protected]

IndianaMark DravesCarey Services(765) [email protected]

IowaTom DanielsFaith, Hope & Charity, Inc.(712) [email protected] KohmetscherFutures Unlimited(620) [email protected]

KentuckyClyde LangCedar Lake, Inc.(502) [email protected]

LouisianaJ. Christopher PileyCommunity and ResidentialServices Association(225) [email protected] FarnsworthWoodfords Family Services(207) [email protected]

MarylandMartin LampnerThe Chimes(410) [email protected] Silver HargreavesWCI(781) [email protected] SteinExecutive Vice PresidentMichigan Assisted Living

Association(734) [email protected]

MinnesotaKarin StockwellDungarvin Minnesota, Inc. (651) [email protected]

MississippiVacant

MissouriKatie SmallenLife Skills Foundation(314) [email protected]

MontanaGraydon MollMission Mountain Enterprises(406) [email protected]

NebraskaTony Green, PresidentMosaic Omaha (402) [email protected]

NevadaMark InouyeDanville Services Nevada, LLC(702) [email protected]

New HampshireTimothy SullivanThe Institute of Professional

Practice New Hampshire(603) [email protected] JerseyMercedes WitowskyCommunity Access Unlimited(908) [email protected]

20042004ANCOR Officers, Directors, State Representatives & State Association Executives


New MexicoMark JohnsonSanta Maria El Mirador(505) [email protected]

New YorkLinda LaulUnited Cerebral Palsy

of New York City, Inc.(212) 683-6700,[email protected]

North CarolinaCharles LiHowell Centers, Inc.(252) [email protected]

North DakotaBrenda NiessREM North Dakota, Inc.(701) [email protected]

OhioGary TothPhoenix Residential Centers, Inc.(440) [email protected]

OklahomaFredda MonroeMENTOR Oklahoma(918) [email protected]

OregonSheila BarkerSpruce Villa Inc.(503) [email protected]

PennsylvaniaCharles HookerKeystone Service Systems(717) [email protected]

Rhode IslandVacant

South CarolinaTerry RogersChesterfield County BDSN(843) [email protected]

South DakotaRebecca CarlsonCommunity Connections, Inc.(605) [email protected]

TennesseeTheresa SumrellOpen Arms Care Corporation(615) [email protected]

TexasLora ButlerMission Road DevelopmentCenter(210) [email protected]

UtahBill WoolstonDanville Services Corporation (801) [email protected]

VermontJerry BernardCommunity Access Program(802) [email protected]

VirginiaJennifer FiduraFidura & Association, Inc.(804) [email protected]

WashingtonLeslee CurrieCreative Living(206) [email protected]

West VirginiaSteve HendricksResCare West Virginia

State Office(304) [email protected]

WisconsinEllen HainesSt. Coletta of Wisconsin, Inc.(920) [email protected]

WyomingJeff GardnerArk Regional Services(307) [email protected]

State AssociationExecutivesArizonaArizona Association of Providers

for People with DisabilitiesBev Hermon, Presidentwww.aappd.com(480)-557-8445

CaliforniaCalifornia Association

of Health FacilitiesMary Jann, Executive Director(916) [email protected]

Developmental Services NetworkDennis Mattson, CEO(909) 279-2585www.developmentalservicesnetwork.org

ColoradoColorado Association of

Community Centered BoardsChristine CollinsExecutive Director(303) 832-1618www.caccb.org

FloridaFlorida Association of

Rehabilitation Facilities, Inc.Terry Farmer, President(850) 877-4816www.floridaarf.org

IllinoisThe Illinois Association of

Rehabilitation FacilitiesJanet Stover, Executive Director(217) 753-1190 www.iarf.org

The Institute on Public Policy for People with Disabilities

Derrick Dufresne, CEO(217) 492-9999www.instituteonline.orgIndianaIndiana Association of

Rehabilitation FacilitiesKimberly Opsahl (317) 634-4957www.inarf.org

IowaIowa Association of Community

ProvidersCraig Syata, Executive Director(515) 270-9495www.iowaproviders.org

KansasInterHab, Inc.Tom Liang, Executive Director(785) 235-5103www.interhab.org

KentuckyKentucky Association of

Residential ResourcesKitty Draper, President(502) 425-5323www.cedarlake.org

LouisianaCommunity and Residential

Services AssociationChris Pilley, Executive Director(225) 343-8811www.carsa.com

MaineMaine Association forCommunity

Services ProvidersJan Fraser, President(207) [email protected] Association of

Community ServicesLaura HowellExecutive Director(410) 518-9874www.macsonline.orgMassachusettsAssociation of Developmental

Disabilities ProvidersGrace Healey, ExecutiveDirector(781) 891-7327www.addp.org

MichiganMichigan Assisted Living

Association Robert SteinExecutive Vice President(734) 525-2400www.miassistedliving.orgMinnesotaAssociation of Residential

Resources in MinnesotaBruce NelsonExecutive Director(651) 291-1086www.arrm.orgMissouriMissouri ANCORKatie Smallen, President(573) [email protected]

New JerseyNew Jersey Association of

Community Providers, Inc.Diane Conway, CEO(732) 246-8333www.njacp.netNew MexicoAssociation of Developmental

Disabilities CommunityProviders

Anna Otero HatanakaExecutive Director(505) [email protected] YorkNYSACRAAnn HardimanExecutive Director(518) 449-7551www.nysacra.org

Patricia DowseNew York State RehabilitationAssociation(518) 449-2976www.nyrehab.org

Mid Hudson CoalitionGerrard Dohrenwend, President(914) 591-7300www.midhudsoncoalition.org

OhioOhio Provider Resource

Association Maureen CorcoranExecutive Director(614) 224-6772www.opra.orgOklahomaOklahoma Community-Based

Providers, Inc.Judith Goodwin, CEO405-524-7665pages.ivillage.com/okparent/ocpinc.html

OregonOregon Rehabilitation AssociationTim Kral, Executive Director(503) 585-3337www.oregonrehabilitation.org

PennsylvaniaPennsylvania Association of

Resources for People with Mental Retardation

Shirley WalkerExecutive Director(717) 236-2374www.par.net

Rhode IslandOcean State Association of

Residential ResourcesRay RossExecutive Direcor(401) 295-5757osarr.orgSouth CarolinaSouth Carolina Human Service

Providers AssociationRick Magner, Chairman(843) [email protected] DakotaSouth Dakota Association of

Community Based ServicesTom ScheinostExecutive Director(605) [email protected]

TexasPrivate Providers Association

of TexasCarole Smith, ExecutiveDirector(512) 452-8188www.ppat.com

UtahUtah Association of Community

ServicesJohn HarbertExecutive Director(801) 328-4580www.uacs.orgVermontVermont Council of

Developmental & Mental Health Services

Julie Tessler, Executive Director(802) 223-1773www.vtcouncil.orgWashingtonCommunity Residential Services

AssociationRoger Krebs, Chair(206) [email protected]

Rehabilitation Enterprises of Washington

Penny Jo HaneyBusiness Manager(360) 943-7654www.cco.net/~rew

West VirginiaWest Virginia BehavioralHealthcare Providers AssociationJohn Russell, Executive Director(304) [email protected]

ANCOR Mission: To empower providers and people with disabilitiesto celebrate diversity and effect change thatensures full participation.

ANCOR Vision: To be the premier provider association creatinga world that values the full participation of allstakeholders.

American Network of Community Options and ResourcesInspire – Inform – Connect

1101 King Street, Suite 380Alexandria, VA 22314-2944703-535-7850www.ancor.org

PRST. STDU.S. Postage

PAIDManassas, VAPermit No. 77

TheArcLink.org

Now you can choose for yourself.

Information and resources for individuals with developmental disabilities and their families.

toll free 877.431.8532e-mail: [email protected]

www.TheArcLink.org