ANCOR Introduces New Corporate Identity Program I · porary logo. Realizing both cohesive-ness and...

ANCOR—A national network of providers offering quality supports to people with disabilities.—www.ancor.org Links /November/December 2005 1

November/December 2005Volume 35, No. 10

www.ancor.org

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A branding “tool kit” is being preparedfor members, staff and vendors with guide-lines to follow to make the various types ofusages uniform for all. Members, sponsors,vendors and suppliers will be asked toremove the old logos and invited to start

In keeping with the 21st century,ANCOR is rolling out a new contem-porary logo. Realizing both cohesive-ness and continuity with a stream-

lined, reinvigorated look, ANCOR ispleased to present its new organizationalsignature. The complete unifying designcombines the new graphics with theANCOR name spelled out along with theANCOR tag line. The acronym and graph-ic can also be used as a stand alone.

A subcommittee to the Marketing &Communications Division met in the fallto review ANCOR’s branding. It becameclear that ANCOR needed to update itslook befitting a leading national disabilityorganization. And so began the process ofcreating a new identifying logo whosegraphic points also envelope the “partnersin community” concept that forms the basisof ANCOR’s new information video.

This new corporate identity will beutilized to support the basic business usessuch as stationery, business cards, miscella-neous office materials, etc. as well as all signage, web site, marketing materials,advertisements, reports and manuals andthe working environment (trade shows,receptions, meeting rooms).

This new visual identity will be abranding and image centerpiece forANCOR.

ANCOR Introduces New Corporate Identity Program

For the very first time in its 40 yearhistory, Medicare will pay for pre-scription drugs outside of a hospi-tal or other in-patient health care

setting. Beginning January 1, 2006, thenew Medicare Part D drug benefit willdramatically change how certain peoplewith disabilities receive prescriptiondrugs. Medicaid, which has traditionallypaid for prescription drugs for many low-income Medicare beneficiaries with dis-abilities, will no longer cover the cost ofprescriptions for these individuals afterDecember 1, 2005.

Many private providers support indi-viduals with significant disabilities whoare eligible for both Medicare andMedicaid. In fact, approximately 6.4million individuals with disabilities andolder Americans (over age 65) qualify forboth Medicare and Medicaid. Theseindividuals—known as dual eligibles—will no longer have Medicaid paying theirprescription drug costs. Instead,

Medicare will pay those costs. This one,seemingly simple, change has hugeimplications for those individuals withsignificant disabilities.

ANCOR sponsored an audio con-ference December 6, 2005 for privateproviders. Dr. Jeff Kelman, CMS ChiefMedical Advisor, and Denise Buenningof the CMS Division of CommunityBased Education and Assistance dis-cussed the new prescription drug benefitwith callers and responded to questions.Registrants were also provided a copy of ANCOR’s new monograph MedicarePart D: What Providers Need to Know.The document reviews the new benefitand how some of the changes will affect people with disabilities, what role providers have to play in ensuringappropriate drug coverage, and a check-list of questions and suggested actionsfor providers to take. The new docu-ment is available to ANCOR memberson the ANCOR website: www.ancor.org.

Medicare—Not Medicaid—Will Now Payfor Prescription Drugs for Dual Eligibles

ANCOR wishes you and yours a safe and happy holiday.

using the new identity materials as soon aspossible. In particular, ANCOR memberswill be invited to “brand” their memberaffiliation with ANCOR by using a special-ly designed member designation on theirprinted materials, stationery and web site. ■

ANCOR—A national network of providers offering quality supports to people with disabilities.—www.ancor.org2 Links /November/December 2005

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]

Suellen GalbraithDirector for Government [email protected]

Jerri McCandlessDirector of Member [email protected]

Marsha PatrickDirector of Resource and Revenue [email protected]

Cindy Allen de RamosFinance and Office [email protected]

Catherine DunkelbergerTechnology and [email protected]

Joanna CardinalMembership Administrator/Database [email protected]

Tony 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

Andrea DixonProfessorDepartment of Marketing College

of Business AdministrationUniversity of CincinnatiCincinnati, OH

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 EditorsAdvocacyMary Ann KeatingTARCTopeka, KS(785) 232-3770

Board DevelopmentCarol 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 CallstromSan Diego Food BankSan Diego, CA (858) 527-1419

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

Ethics/Standards of ConductSheila BarkerSpruce Villa, Inc.Salem, OR (503) 399-7924

FundraisingChris StevensonApple Patch Community, Inc.Crestwood, KY (502) 657-0103

FuturingDan RosenD. Rosen AssociatesNew York, NY (646) 269-2800

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

Quality AssuranceDale DuttonNoble Solutions, Inc.Toluca Lake, CA (866) 251-7171

Program Quality EnhancementCatherine HayesH&W Independent SolutionsLa Quinta, CA(760) 347-5505

Public RelationsDenise Patton-PaceMarketing ConsultantFalls Church, VA (703) 845-1152

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

Strategic PlanningRon WisecarverConsultantEdelstein, IL(309) 274-5734

Supervision/MentoringLeslee CurrieCreative LivingSeattle, WA (206) 286-9002

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

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

TrainingTom PomeranzUniversal LifeStiles, LLCIndianapolis, IN(317) 871-2092

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

New ANCOR LogoANCOR Introduces New CorporateIdentity Program . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1

Government RelationsMedicare – Not Medicaid – Will Now Pay forPrescription Drugs for Dual Eligibles . . . . . . . . . . . . . .1

CEO PerspectiveThe Leadership Imperative . . . . . . . . . . . . . . . . . . . . . .3

President’s CornerThe Power of One . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5

Performance ExcellenceMoving from Good to Great . . . . . . . . . . . . . . . . . . . . . .7

Federal Wage and Hour GuidanceCare Must be Taken when Scheduling Staff to Work for Periods of 24 Hours . . . . . . . . . . . . . . . . . .9

Leading Practices – Succession PlanningSuccession Planning: Ignorance Is Not Bliss . . . . .11

Contributing EditorHurricanes Katrina and Rita – What’s Connected? . .13

ANCOR Debuts “Partners in Community” Video . . .14

News Briefs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .21

ANCOR Member HighlightYAI/National Institute for People with DisabilitiesNetwork Wins Prestigious State Award forWorkplace Excellence . . . . . . . . . . . . . . . . . . . . . . . . .21

ANCOR Monthly UpdatesANCOR Welcomes New Members . . . . . . . . . . . . . .13

ANCOR Calendar . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .21

ANCOR Officers, Directors, State Reps and State Association Executives . . . . . . . . . . . .22-23


Renee Pietrangelo

In a recent Bridges column entitled“Think Like the Tribe,” I shared theanecdote of an elder of the Moken peo-ple in Indonesia who saw the making

of a “people eatingwave” as described tohim by his elders andimmediately warnedhis people to head for high ground. As a result, all but onemember of the tribesurvived the terrible

tsunami disaster of last year. The message to readers was, “Who are the Moken elderskeeping watch over the landscape to ensureour tribe’s safety and survival? Who is listen-ing so everyone can be heard? Who is takingtime to understand what is being said?

The Leadership Imperative

CEO Perspective

ANCOR’s volunteer leaders arecharged with this responsibility, and weneed more of these committed and talentedpeople. If you need more than the obviousreason of giving back to your chosen profes-sion and leaving a lasting legacy among thepeople and families we serve, consider this:Scientific studies have recently proven dedi-cated volunteers tend to live longer, havefewer illnesses, and are more apt to developimportant and enriching relationships. Ithink current ANCOR leaders would readi-ly attest to this very positive side effect ofyour contribution of time, talent and com-mitment.

It’s also an invaluable opportunity toimpact ANCOR’s scope and direction andbe involved “on the ground floor” of manyof our newer or soon to be developed pro-grams and initiatives such as the Perform-ance Excellence Framework, international

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membership and networking, and our con-tinued leadership role within the Alliancefor Full Participation Community.

As you consider resolutions for 2006, I encourage you to consider the volunteerleadership opportunities available atANCOR and make a New Year’s commit-ment to get involved. In doing so, take alook at our new information video,“Partners in Community,” which was devel-oped to premiere at the Alliance for FullParticipation Summit meeting this pastSeptember. I think it does an excellent jobof framing the importance of leadership.The video was made possible thanks to thegenerous support of the Colonial InsuranceAgency, Cherry Hill Books, Esteam andKeystone Services.

Warm regards for a healthy, happy andsafe holiday season with colleagues, cowork-ers, family and friends. ■

MARK YOUR CALENDAR

Management PracticesConference

and Trade Show

Achieving High Performance through

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March 19-21, 2006Westin Peachtree Plaza • Atlanta, GA

Call for reservations under the ANCOR Room Block$145 single/double per night

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Fred Romkema

During the recent Alliance for FullParticipation Summit held inDC, Eric Bowers, a recipient ofservices from Northern Hills

Training Center, hadthe privilege of visit-ing with the entirecongressional delega-tion from SouthDakota. Yes, all . . .the two senators andone congresswoman.He was accompanied

by the executive director of the SouthDakota Association of Community BasedServices (SDaCBS), two agency adminis-trators and me.

We spoke of the importance of retain-ing Medicaid and Medicare funding forcommunity based provision of services andreceived favorable responses from the entiredelegation. Today, Congress is debatingsaving some $10 billion to $50 billionfrom Medicaid and Medicare programsserving poor and disabled citizens. As aresult of this debate, Eric’s parents saw fitto address a Letter to the Editor of theRapid City Journal, the second largestnewspaper in South Dakota, to air theirconcerns. It read:

Federal AssistanceAt the present time, Congress is consider-ing deep cuts in Medicaid and otherprograms from the poor and disabled.Our son, Eric, has Down syndrome andis now 34, having benefited from suchprograms during his lifetime. Withoutsuch government assistance he could nothave lived the life he is now living, inhis own apartment, holding down a

President’s Corner

The Power of One part-time job to supplement his SSI andengaging in service to his communitythrough his church and Kiwanis.

He recently traveled to Washington tospeak personally with the members ofCongress from South Dakota. We areimmensely proud of his accomplishmentsand grateful for the federal assistancethat has made such progress possible.Such programs change the lives of fami-lies like our own. They must not beunder-funded. (October 30, 2005 -James & Jytte Bowers - Spearfish, SD)

In the era of “Bridges to Nowhere,” I wonder how many people have seriouslyconsidered writing Letters to the Editor orcommunicating in some way their concernwith the disturbing choice of prioritieswhen it comes to the expenditures of taxdollars. It is a reflection on our societythat we are making things more difficultfor people who, often through no fault oftheir own, require some public assistanceto enhance their lives.

On a positive note that doesn’t relateto Medicaid cutbacks, but rather to the

benevolence and understanding of somecompanies, Starbucks is reaching out topeople with disabilities, both as employeesand as customers. The November 14thissue of The Wall Street Journal reports thatMs. Penman, a 36-year-old with cerebralpalsy works at Starbucks and takes ordersfrom her wheelchair. Starbucks’ CEOmentions Ms. Penman in his speeches asan example of the devotion of the compa-ny employees. Starbucks Corporationwants to make Ms. Penman a modelemployee. IBM and Verizon are makingefforts in this arena as well.

As we enjoy the holiday season andmake purchases, it is important to remem-ber the power of one in the areas of poli-tics and economics. Remember thesecompanies and what they are doing forthose with disabilities. And make youropinions known on Medicare andMedicaid reforms by informing yourfriends, neighbors, and elected officials! ■

Thank YouMany of the photos taken during the Alliance For Full ParticipationSummit and appearing in the October2005 issue of LINKS were taken by thewonderful folks at New VisionPhotography, Inc. ANCOR sincerelyappreciates their contribution.

2006


Contact: Ross [email protected] 800.595.9768Fax 518.786.9740


Moving from Good to Great

Transforming any organizationfrom good to great is a challeng-ing task. Most often we knowwhat to do, but are stymied by a

knowing-doing gap in our organizations.The challenge in addressing this gap is ourability to implement change. Leadership,culture and systems are the primary driversfor implementing the change necessary toachieving performance excellence. Whatdetermines how great a service organizationwill become is how well its leaders create aculture of excellence and effectively imple-ment models of best practice.

Leaders Must Be on BoardA critical predictor of how likely or

how quickly an organization will make thetransition from good to great is the qualityof its leaders. Your organization’s leadersmust set direction, create a personal out-comes focus, establish and communicateclear and visible values, and set high expec-tations. Only leadership can focus yourorganization’s culture on performanceexcellence.

Outstanding leaders compare theirorganization’s performance against the bestin the country. They set and deploy stretchgoals to create a sense of urgency. It isessential that your organization’s leadersalign its beliefs, values and behavior stan-dards with the commitment to supportand service excellence and use recognitionto reinforce the desired behaviors. In time,

cultural values affect the mental modelsstaff use when making behavioral choicesin dealing with and supporting consumers.

Impact of CultureCulture has a major impact on con-

sumers’ experiences and personal out-comes, and leaders are responsible for notonly creating but also sustaining theirorganization’s high performance culture.For example, most Baldrige Award recipi-ents talk about how great their people are.Part of what makes them great contribu-tors to the organization’s performanceexcellence is the high performance cultureleaders have built over time. It is a safe,nurturing, learning culture that supports

See Good to Great, page 8


appropriate behavior choices. It impactsstaff retention, which in turn improvesconsumer satisfaction.

Such a culture helps staff see risks,errors and near misses and then learn fromthem. In working with performance excel-lence principles, leaders come to under-stand that a culture that penalizes a discus-sion of errors or potential errors doomsitself to repeating them.

People want to do their best.According to quality guru W. EdwardsDeming, poor quality performance comesfrom poor systems, not bad people. If youpit a good performer against a bad system,the system will win almost every time. Wespend too much time fixing people whoare not broken and not enough time fixingorganizational systems that are broken.Only leadership has the power to changethe systems.

Achieving performance excellencerequires systems that are well-ordered,repeatable and use data and informationfor improved learning opportunities

Good to Greatcontinued from page 7

through evaluation, improvement andsharing. Great systems are designed to sup-port organization-wide goals and integrateplans, processes, information, resourcedecisions, actions, results and analyses sothey function as an interconnected whole.

Leaders are the ones who encouragethe development of an organizational roadmap that goes across departmental bound-aries so everyone understands his or herrole and can facilitate the removal of road-blocks that waste resources and frustratestaff.

Each and every organization has thepotential to achieve performance excel-lence as long as its leaders have the vision,passion and commitment to do so. ■

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ATTENTION MALCOLMBALDRIGE AWARD EXAMINERSWe’re interested in networking withANCOR members who have beentrained as Malcolm Baldrige Awardexaminers. Please contact ReneePietrangelo at [email protected].

VISIT US ON THE WEBwww.ancor.org


See Scheduling Staff page 10

Federal Wage and Hour Guidance

Joni Fritz, Labor Standards Specialist

There are pitfalls to be avoidedwhen scheduling direct supportstaff to work for periods of 24hours or longer if they are not

paid for sleep time. The basic rule is foundas an “InterpretiveBulletin” at 29Code of FederalRegulations, Section785.22. Under thisprovision, if agreedto by the employeein advance, it is notnecessary to pay for

up to eight hours of a regularly scheduledsleep period. If sleep is interrupted by acall to duty, the time spent responding to

that call must be compensated, and if theemployee does not get a total of at leastfive hours of sleep, the entire period mustbe compensated. (The five hours need notbe five consecutive hours.) Employees whoare paid under this rule must “usuallyenjoy uninterrupted sleep” and also beprovided with “adequate” sleeping facili-ties.

Duty of 24 hours or more is mostcommonly used for employees who workfrom Friday afternoon to Sunday evening,complementing the schedule of employeeswho work five days a week, usually fromSunday evening to Friday morning.Sometimes, however, agencies have foundthat turnover is reduced when threeemployees rather than two share responsi-bility for a home, each hired under Sec.

785.22 rules for duty of 24 hours or more.It is in these situations that problems inscheduling are more likely to arise.

In order to avoid paying for sleeptime, there must be a 24-hour periodassociated with each uncompensated eighthour sleep period. Invariably, whenadministrative staff divide a week-longschedule among three employees, this doesnot occur. As a result, an employee mustbe paid for the sleep periods that does nothave a 24-hour period associated with it.The following staffing pattern provides anexample of the way this works.

• Employee #1 reports to work at 8 p.m.Sunday and works until 7 a.m.Wednesday. This involves 43 hours of

Care Must be Taken when Scheduling Staff to Work for Periods of 24 hours


Scheduling Staffcontinued from page 9

scheduled work time over a 59-hour period, not a 72-hourperiod. If agreed to in advance, the 8-hour sleep periods onSunday and Monday nights need not be compensated; butbecause there are fewer than 24 hours in the third period, theemployee must be paid for the Wednesday night 8-hour sleepperiod, resulting in a total of 43 hours of scheduled paid on-duty time with three hours of overtime.

• Employee #2 works from 6 am Wednesday until 2 p.m.Friday. This covers more than two 24-hour periods. Thereforethe employee may agree not be paid for the scheduled 8-hoursleep periods on Wednesday and Thursday nights, receivingcompensation for 40 hours of work.

• Employee #3 works from 1 p.m. Friday until 9 p.m. Sunday.This is also more than two 24-hour periods involving just twouncompensated 8-hour sleep periods and 40 hours of sched-uled paid work time.

All of the schedules involve an hour of overlap to permitthe employees to exchange information. Employees workingsuch a schedule must have a comfortable place to sleep that provides them with privacy. Under Sec. 785.22, this could be acouch that pulls out into a bed.

Different rules are applied when scheduling “relief”employees under a 1988 enforcement policy. In a specialenforcement policy released in 1988, employees who substitutefor a “full-time employee who resides on the premises for anextended period of time” (e.g., working a minimum of 8 hoursover five consecutive 24-hour periods) may agree not to be paidfor regularly scheduled sleep periods if they work a minimum of 8 hours within a 24-hour period. This was done to provideconsistency with the full-time employee who works five days aweek. When none of the employees in a home work for at least8 hours over 5 days, there must be a 24- hour rather than an 8-hour period associated with each uncompensated sleep period.It should also be noted that under the 1988 policy, eachemployee must be provided with “private quarters in a homelikesetting.” This means a bed in a bedroom of a group home orapartment. A couch in a living room that converts to a bed isinadequate. ■

Joni Fritz is a Labor Standards Specialist. Her guidance is freeto ANCOR members and to those who attend a Wage and Hour workshop or participate in teleconference. Any ANCOR member who wishes to make arrange-ment for consultation or workshops with Joni Fritz must first contact ANCORnational headquarters for referral. Contact Suellen Galbraith at 703-535-7850 or at [email protected] for referral information or questions.

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FYI LINKS is being distributed in both electronic 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


In an October 2005 Harvard BusinessReview article, Cohn, Khurana andReeves wrote that “Companies whereboards and senior executives fail to

prioritize succession planning and leader-ship development end up experiencing asteady attrition in talent or retaining people with outdated skills.”

Until recently, this sentiment wasprobably not shared widely in our field.Such planning has typically been seen asthe task of HR employees, not the service-oriented managers of most providers. Our rapidly shifting demographics and thedesire to further decentralize services toindividuals and families has created signifi-

cant pressure on all of us to develop thenext generation of leadership.

Succession planning is often com-pared with “replacement” planning – find-ing the next person to fill a leadership“slot”. While providers and public entitieswill continue to recruit externally for talent that will benefit the organization,succession planning takes a much broader,long-term view of the organization’s evolu-tion. Effective succession planning —

• Is married to an overall strategic or busi-ness plan for the organization’s futuresuccess.

• Anticipates changes and possible scenar-ios for addressing leadership needs.

• Adds to the positive morale of a compa-ny culture by recognizing existing talentand encouraging new competencydevelopment.

• Enhances a performance orientationwithin an organization by integratingsuccession planning within existingoperations.

The latter point may seem puzzling,but it is critical to the impact of the suc-cession plan. While an HR departmentmay assist in the management of a plan,the most critical interactions take place atthe operations or service level. In effective

Succession Planning: Ignorance Is Not Bliss

Leading Practices—Succession Planning

Tom Schramski, Ph.D.

See SUCCESSION page 12


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Successioncontinued from page 11

planning, Boards and CEOs help managers to identify risingstars at all levels while designing leadership developmentefforts based on existing and expected future challenges.Current leaders are expected to develop their talent just asthey are expected to oversee service quality or manage abudget. Why? Because they understand that without benchstrength for the future, their organization will not be success-ful.

Internally, there are a number of options that are usefulto consider in encouraging existing talent. A few optionsinclude:

• Assessment of existing leaders, including 360° surveys. Of particular importance is the assessment of style and“emotional intelligence”. Recent research strongly suggeststhat less than 5% of a leader’s success is accounted for by traditional IQ scores, while 30% or more is attributed toemotional IQ.

• Coaching of rising talent or potential leaders who desire to develop their emotional intelligence. It is clear that emotional intelligence can be increased over time withprofessional assistance.

• Specialized training for leaders in areas directly related tocompetency in specific leadership positions.

• Review of current structure and possible changes, includ-ing reorganization, that will help the organization becomebetter focused for the future in a very competitive market-place.

Beyond these internal approaches, there will likelyremain other work force needs at a middle to senior level.Possibilities may include: position redesign, outsourcing,recruiting, internal talent pools, and variations on part-timeemployment and job sharing. Options like these are increas-ingly attractive to a very diverse workforce.

Succession planning can be effective in the short run aswell. When critical employees with essential information aresuddenly on leave for an extended period of time, the impactcan be devastating for a provider. Cross-training beyond anindividual’s current scope of duties may be one successionstrategy that can mitigate the impact of unanticipatedabsences of key employees.

Despite what you are reading here, you may concludethat succession planning is a less essential task than 2006budget preparation. Please consider the following. The nextgeneration’s workforce already has 10 million fewer workersat all levels than the baby boomer generation. This problemwill likely peak in 2010-2015. The current leadership thatchooses to put this issue on the back burner will be missingan opportunity, with potentially serious consequences for a system of support for people with disabilities and theirfamilies. ■

Tom Schramski, Ph.D., was the CEO of a provider organiza-tion in Arizona for 25 years and is now a Principal in Human ServiceConnections, a national recruiting and leadership development company inthe field of developmental disabilities. Watch for a Succession PlanningANCOR audio conference in early 2006 featuring Tom Schramski.

AUTHOR LINK


Contributing Editor

Hurricanes Katrina and Rita – What’s Connected?

In the aftermath of the natural andhuman disaster from hurricanesKatrina and Rita, scientists argueabout the connections among hurri-

canes, greenhouse gases, and national pub-lic policy. The integrity of the NewOrleans levee system, federal, state andlocal responsiveness to the hurricanes, andthe FEMA relief effort have been debatedfrom Louisiana to Washington, DC.

But the question of “what’s connect-ed” can be changed to “who’s connected.”Hurricanes, tornadoes (or even bird flu)won’t pick a path of human suffering basedon socio-economic factors. But, “who’sconnected” indicates how people are pre-pared for the unexpected, how communi-ties support them after disasters, and howwell people recover.

These questions of “who’s connected”apply to people with disabilities, their fam-ilies and the people in the community whosupport them. “Who’s connected” is reallyabout social capital – “the level of trustand mutual support in communities.”

Emphasize these priorities when youthink about emergency planning:

• Create partnerships – The NationalOrganization on Disability(www.nod.com) has launched a Partnersin Preparedness Campaign. The cam-paign encourages organizations and self-advocates to prepare for emergencies byidentifying, contacting and makingplans with first responders – police, fire,emergency medical services, and otherlocal organizations.

• Mobilize the social capital network –People benefit from their connections toother people who care about them, whowill advocate on their behalf, and assistthem to mobilize power to prevent orminimize disaster impact in local com-munities.

• Make plans – Organizations and peoplethink ahead. They develop “what if ”action steps. Plans address “what if ”possibilities and include resources fromfirst responder partnerships and socialcapital networks. The best individualplans for Basic Assurances™ in the areasof health, safety, and human securityintegrate each person’s connections andcommunity resources.

• Include everyone – Connectedness is amutual responsibility. Human serviceorganizations can serve as a resource toother agencies and citizens. The con-cepts of Basic AssurancesSM, social capitaland partnerships apply to support staff,volunteers, and agency management.Without adequate support for them-selves and their families, first responders,social capital networks and self-advo-cates will be limited in the support theycan offer to their community.

• Because everyone’s connected – Publichealth, emergency medical services,police, fire, communication, and trans-portation resources must be connectedto organizations supporting people. The

James Gardner, Ph.D.

Northeast RegionRich Carman, Regional Director

KFIJim MeehanMillinocket, ME(207)-723-9466

At-LargeEric Latham, At-Large Director

Sparc Enterprises, Inc.Bill WassermanGrants Pass, OR(541)-476-8241

ANCOR Welcomes New Members

ANCOR Welcomes New Members

See Hurricanes page 14

To be the premiere provider associationcreating a world that values full partici-pation of all stakeholders.

To empower providers and people withdisabilities to celebrate diversity andeffect change that ensures full participa-tion.

• ANCOR will position itself as aknowledge broker assisting customers/stakeholders, as well as emerging customergroups, to provide the most effective,state-of-the-art services to those theyserve.

• The composition and structure of the ANCOR Board will be reorganized as necessary to achieve the vision and mission of the organization.

• 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.

• 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.

• ANCOR will serve as a nationalleader on federal Medicaid issues and aknowledge broker and source of assistanceto members on state Medicaid initiatives.

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

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

VISION

MISSION

ANCOR STRATEGIC GOALS


Take a few minutes to viewANCOR’s compelling newinformational video, “Partnersin Community.” A business-

ANCOR Debuts “Partners in Community” Video

“Partners In Community” Video Sponsor ProfileWe wish to thank Colonial InsuranceAgency for their support in sponsoringANCOR’s new “Partners in Community”information video. We encourage ourmembers to consider the EmployeeRetention and Communication Programfor ANCOR Membership that is offeredthrough the Colonial Agency. We will beprofiling other sponsors of this video in thecoming months so that you can learn moreabout their products and services.———————————————

The Colonial Insurance Agency,LLC is an independent insurance agencyproviding Commercial (Property andLiability), Personal (Home, Auto andLife) and Group Benefits to clientsaround the country. Colonial is an affili-ate of Arthur J. Gallagher & Co. who isranked the 4th largest insurance brokerworldwide with more than 60 officelocations throughout the United States.This affiliation enables Colonial tomaintain a meaningful presence within

the insurance marketplace benefitingtheir clients with many resources.

Colonial specializes in offering theabove services to Provider organizationswithin the disability field throughoutthe U. S. Most notably, Colonial pro-vides the Employee Retention andCommunication Program for ANCORMembership and has recently expandedthis program to ANCOR state affiliates.

Colonial attempts to be involvedin the disability industry beyond insur-ance. Representatives from Colonial participate in and organize charityevents for providers. A representativealso sits on the ANCOR FoundationBoard enabling the agency to remain intune with the needs of the disabilitycommunity beyond insurance.

For more information on theEmployee Retention and Communica-tion Program for ANCOR Membership,email Ross Setlow: [email protected].

card-sized CD version was mailed to allANCOR member agencies in mid-November, and the video can be viewed on the ANCOR website at

www.supportnac.org/media/ancor_video.rm.The video was debuted at the Alliance

for Full Participation Summit to very posi-tive reviews. We encourage you to view thevideo with your staff and Board membersand encourage your state provider associa-tion to do the same.

Our sincere thanks to the sponsoringcompanies that made the video possible:

• Cherry Hill Books• Colonial Insurance Agency• Esteam

Please consider these sponsoring companieswhen choosing products and services. And,special thanks to Keystone Human Servicesfor sharing their resources, staff expertiseand production know-how. ■

Hurricanescontinued from page 13

strength of the connections, the abilityto mobilize resources and carry out plansrests on the trust and reciprocity withincommunities. Support systems and people can provide the greatest assis-tance when they trust that emergencyresponses will be available to them.

• A recipe for life – not just emergenciesand disasters.

PartnershipsSocial capital networksPlansEveryone’s includedEveryone’s connected

Make them real for everyone. ■

James Gardner, Ph.D., is president andchief executive officer of The Council on Quality andLeadership. Contact Jim at 410-583-0060 or email himat: [email protected].

AUTHOR LINK

Job Opening in Your Agency?

You can post the positon atwww.ancor.org

Career Opportunitiesjust send your e-mail to [email protected]


Focus on the things that matter. We’ll handle the insurance.

> Social Service/Non-Profits

> Loss Control Services

> Schools

> Day Cares

> Directors & Officers Liability

> All Risk Property

> General Liability

> Special Events

> Fleet Auto/Buses/Vans

> Umbrella

> Interest Free Payments

> Abuse & Molestation

> Counselors Liability

> Electronic Data Processing

> Business Interruption (non-profits)

> Employment Practices Liability

Philadelphia Insurance Companies addsvalue to the risk management process.We offer comprehensive policy forms, custom designed for non-profit organizations‘ unique exposures.Additionally, our expertise in loss control and claimshelps you to maintain lower loss ratios. And, in a market like this, that’s what counts! We offer A.M. BestA+ rated security, coupled with exceptional servicethrough our national network of strategically positionedoffices. Give us an opportunity to handle the insuranceso you can focus on the things that matter.

1 800 873 4552 www.phly.com

Philadelphia Insurance Companies


See ResCare page 18

Sterling Rouse

Louisiana Gov. Kathleen Blanco haddeclared a State of Emergency, soNormal Life West Bank ExecutiveDirector Jennifer Vath called

Community Alternatives LouisianaExecutive Director Jennifer Scheaffer to seeif she had seen news broadcasts highlightingthe seriousness of the impending storm.Following the call the ResCare Louisianateam went into high gear to evacuateapproximately 250 people they support andanother 70 to 100 employees with familymembers from the New Orleans area.Initially, evacuees were housed at three sites:a Methodist conference center nearAlexandria, a Girl Scout camp near LakeCharles and a number of group homes inthe Lafayette area.

By the time Katrina hit the shores ofLouisiana on Monday morning, ResCareemployees had already been workingaround the clock providing for the peoplethey support. Many of those same employ-ees had lost homes and were unable to contact family and friends.

“It took me six days to find my hus-band and eight days to find my mother,”

ResCare Hurricane Relief Focused on Continuity of Care and Employee Support

said Direct Support Professional BrendaJohnson, who added her family memberssurvived the storm and were OK.

But Ms. Johnson, like many otherResCare employees, remained with the people they served while facing unansweredquestions about the safety of their own families. Despite dire circumstances, theemployees remained upbeat and workedtirelessly to meet the needs of the peoplethey support.

“Our employees have been heroes,” said Ms. Scheaffer. “They worked 24 hoursa day, seven days a week. They haven’t losttheir spirit … even with heightened emo-tions, they have pulled together and workedas a team and have done everything thatneeded to be done here.”

Direct Support Professional BarbaraTate was heartfelt in her dedication to thepeople she helped evacuate “We thank God.We give God all the glory and all the praisebecause it could have been worse,” she said.“But, we got out the individuals we serve,the individuals we love. They are our family.

In the meantime, ResCare had alreadybegun its assistance efforts. Southern RegionVice President Allen Marchetti assembled acrisis team of administrative staff inLouisiana, regional office staff in Georgia

Debbie Huebble of ResCare Indiana comforts Brien Rogers before he boards a plane. Mr. Rogersis one of 27 people ResCare supports who are temporarily living in Indiana after HurricaneKatrina severely damaged their homes.

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ResCarecontinued from page 17

and a cross-departmental group from theResCare Resource Center in Kentucky.

The challenge was huge and the detailsdaunting. The team had to make sureresources were in place to meet the dailyneeds of the people we support as well aslocate and notify their families. Staff evac-uees needed housing, clothing and food.Some employees who evacuated with thepeople they supported brought familymembers, who had to share living quartersand other supports.

Consulting Support Teams (CSTs)were assembled from ResCare operationsacross the country to assist direct supportprofessionals and other displaced staff inLouisiana. The CSTs did more than justprovide relief for direct support staff. Theyformed a support system for employeeswho had been separated from their familiesand needed help to take care of their basicneeds. “The CSTs took people under theirwing while they waited for FEMA reim-bursement,” said Judy Allen, a member of aCST from ResCare New Mexico.

ResCare eventually had to find betterhousing solutions for the people we sup-port when it became apparent that the vastmajority of homes in the New Orleansarea would no longer be livable. In a seriesof airlifts using chartered planes, morethan 50 people we support were movedinto group residences in Texas and another27 were transported to Indiana. The restmoved into homes in the Lafayette andLake Charles areas or returned to homesnorth of New Orleans that weathered thestorm.

The airlifts left a number of directsupport professionals with even heavierhearts. In addition to being separated fromtheir families and losing their homes andbelongings, some had lost the feeling offamily they had grown to treasure from theindividuals they served.

“The hardest part for me was when[the people we support] were separatedand moved out of town,” said DirectSupport Professional Carron Jackson ofGretna, LA.

To address the tangible needs ofemployees who were displaced, ResCareextended a company-wide challenge to

raise funds for its SHARE (Support, Help,Assistance, Relief Effort) fund to assistemployees affected by Katrina. Withmatching funds from ResCare, employeeswere able to collect more than $300,000 in donations to help displaced workers inneed. ResCare has committed to providingworkers who have had to relocate to otherstates priority in consideration for employ-ment in cities where ResCare has opera-tions.

The devastation caused by HurricanesKatrina and Rita forever changed the livesof a host of ResCare employees and thepeople they support. Yet many ResCareemployees remained steadfast in their com-mitment to the people they support whiletheir own lives were in limbo. In keepingwith ResCare’s mission, “Building Lives,Reaching Potential”, they pushed them-selves to the limit to make sure the peoplethey support maintained a high quality oflife. ■

Sterling Rouse is CommunicationCoordinator for ResCare Resource Center in Louisville,KY. He can be reached at 502-394-2221 [email protected].

AUTHOR LINK


ANCOR Members Attendthe National Association of QMRPs Jan Hannah andCatherine Hayes

ANCOR member Jan Hannah, CommunityLiving Concepts and ANCOR consultantCatherine Hayes of H&W IndependentSolutions, joined more than 500 participants

from all over the nation to celebrate the 10th AnnualQMRP conference in Las Vegas, NV.

The annual conference brings together QMRPs, casemanagers, service coordinators, and providers from acrossthe U.S. and sometimes from such far away places asAustralia and Canada. This year’s conference started withtwo, one-day intensive pre-conference sessions. Two CMSRegion 5 staff, a state surveyor and two provider/consult-ants taught one session, entitled “Q-Tips”. Attendees leftthat session with a wonderful resource manual and a freshperspective. The other pre-conference, “Beyond Reporting:Scanning Your Organization’s Horizon to Prevent Abuseand Neglect”, was taught by Steve Baker from TrinityServices and Amy Tabor from Organizations Dimensions.Attendees left this session with tools for reducing the risk of abuse and neglect within their organizations.

The next two days included keynote presentationsfrom David Braddock and Art Dykstra and over 50 breakout sessions. NAQ’s conference targets anyone who coordi-nates/oversees the supports and services of individuals withan array of developmental disabilities. The conference’soverall goal is to remind us of the challenges we face andthe responsibilities we have, while also providing resourcesof all kinds to assist us when we returned home to thosechallenges and responsibilities. More important, the confer-ence left us invigorated, better prepared and with a reneweddedication to provide quality services and supports.

This year NAQ members overwhelmingly adopted itsown code of ethics, which emphasizes the professionalismas well as the responsibilities of those who fill such roles.The 2006 conference is scheduled for August 8-11, 2006,in San Antonio, TX, or if you’d just like to learn moreabout NAQ as an organization, contact Holly Janczak [email protected] and don’t forget to visit theweb site at www.qmrp.org.

Catherine Hayes, H&W Independent Solutions, Inc. can bereached at [email protected]. Jan Hannah is Executive Director of CommunityLiving Concepts. Contact her at [email protected].

AUTHOR LINK


Member Highlight is designed to recognize and showcaseANCOR member agencyachievements and significant

community and other initiatives of note.We are featuring an ANCOR member ineach issue of LINKS so please forwardyour highlight story to Marsha Patrick [email protected].

Our November/December Highlightis YAI located in New York under the leadership of Dr. Joel Levy, CEO.

YAI/National Institutefor People withDisabilities NetworkWins Prestigious State Award forWorkplace Excellence

The YAI/National Institute for Peoplewith Disabilities Network has won the“Psychologically Healthy WorkplaceAward” in the non-profit category fromthe New York State PsychologicalAssociation (NYSPA).

According to Dr. Rita Perlin, NYSPAPresident, the YAI/NIPD Network was

ANCOR Member Highlight

YAI/National Institute for People withDisabilities’ Dr. Joel M. Levy, left, ChiefExecutive Officer, and Dr. Philip H. Levy,President and Chief Operating Officer, acceptthe New York State Psychological Association’s2005 Healthy Workplace Award at theHarmonie Club in New York City

ANCOR CalendarANCOR Calendar

2006

March 19-21 ANCOR’s 2006Management PracticesConferenceThe Westin PeachtreePlaza, Atlanta GA

encouraged to offer ideas and attention ispaid to those ideas. The culture of theYAI/NIPD Network is one that enhancesself-esteem and feelings of being valued.”

NYSPA Workplace Award Chair Dr. Dianne Polowczyk added that theYAI/NIPD Network, a national leader inthe provision of services, education andtraining in the field of developmental andlearning disabilities, gives its employeessuperb benefits and a formal career ladder.The award is supported by the AmericanPsychological Association, and presentedannually.

“Our philosophy has always been that our staff is our greatest resource,” saidDr. Philip H. Levy, President and ChiefOperating Officer of YAI/NationalInstitute for People with Disabilities, oneof seven agencies within the YAI/NIPDNetwork. “For nearly 50 years, we havemade it a priority to create programs, poli-cies and partnerships that provide staffwith opportunities to enjoy a satisfyingwork experience that is balanced with theirpersonal well-being.” ■

selected as the recipient of the award for itspsychological and health promoting pro-grams including those that foster employeeinvolvement, family support, work/life balance, employee growth and develop-ment and health and safety. “The staff is

News Briefs CARF Board of Trustees Restructures

In a major reorganization of its composition and responsibilities, the CARFBoard of Trustees voted to become an 11-member board of directors beginningJanuary 1, 2006. The streamlined structure is the result of the board’s multiyear gov-ernance review.

The board of directors’ new bylaws ensure that the board is representative of themarkets CARF serves and persons served.

CARF’s sponsoring members, who hold voting seats on the current board oftrustees, and associate members will voluntarily transition next year to a new entity,the International Advisory Council (IAC). One of the IAC’s principal responsibilitieswill be to provide input for developing and adopting new and revised accreditationstandards. Bonnie Jean Brooks, CEO of OHI, will serve as ANCOR’s representativeto the IAC.

VISIT USON THE WEB

www.ancor.org


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

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

Vice President for Government RelationsKen Lovan Rescare, Inc.(502) 394-2100 [email protected]

Vice President Marketing and CommunicationsMartin LampnerThe Chimes International Ltd.(410) [email protected]

Vice President Member ServicesWendy SokolSoreo(502) [email protected]

Vice President MembershipEmily EnnisFairbanks Resource Agency(907) [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)Charles HookerKeystone Human Services(717) [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)Vacant

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]

South Central Region(AR,KS,MO,OK,TX)Jan HannahCommunity Living Concepts, Inc.(817) [email protected]

Southeast Region(AL,FL,GA,LA,MS,NC,SC)Terry RogersChesterfield County BDSN(843) [email protected]

Southwest Region(AZ, CA, CO, NV, NM, UT, WY)Jeff GardnerArk Regional Services(307) [email protected]

At-Large DirectorEric Latham Unlimited Quest(909)[email protected]

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

State Executives Forum LiaisonChristine CollinsAlliance(303) [email protected]

Tom LaingInterhab, Inc.(785) [email protected]

StateRepresentatives(As of 10/1/05)

AlabamaVacant

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

ArizonaDonna OhlingArizona Training & Evaluation

Center, Inc.(623) [email protected]

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

CaliforniaRonald CohenUCP of Los Angeles, Ventura and

Santa Barbara Counties(818) [email protected]

ColoradoRobert ArnoldDevelopmental Disabilities

Resource Center(303) [email protected]

ConnecticutVacant

DelawareGwendolyn BennettVoca – Delaware(302) [email protected]

District of ColumbiaVacant

FloridaJoseph AnielloMiami Cerebral Palsy Residential

Service, Inc.(305) [email protected]

GeorgiaJanet DealResCare(770) [email protected]

HawaiiVacant

IdahoVacant

IllinoisCarlissa PuckettSpringfield Arc, Inc.(217) [email protected]

IndianaBob BondRiverbend Learning Center(260) [email protected]

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

KansasThomas KohmetscherFutures Unlimited(620) [email protected]

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

LouisianaChris PilleyCommunity and Residential

Services Association(225) [email protected]

MaineJames PierceIndependence Association, Inc.(207) [email protected]

MarylandDonna LovelaceArdmore Enterprises, Inc.(301) [email protected]

MassachusettsNancy Silver HargreavesWCI(781) [email protected]

MichiganBob SteinMichigan Assisted Living

Association(734) [email protected]

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

MississippiLisa BurckThe Arc of Mississippi(228)[email protected]

MissouriKatie SmallenLife Skills Foundation(314) [email protected]

MontanaGraydon MollMission Mountain Enterprises(406) [email protected]

NebraskaVacant

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

New HampshireTimothy SullivanThe Institute of Professional

Practice New Hampshire(603) [email protected]

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

New MexicoAnna Otero HatanakaAssociation of Developmental

Disabilities Community Providers

(505) [email protected]

20062006ANCOR Officers, Directors, State Representatives & State Association Executives


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]

OhioThan JohnsonChampaign Residential Services(937) [email protected]

OklahomaJudith GoodwinOklahoma Community-BasedProviders, Inc.(405) [email protected]

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

PennsylvaniaVacant

Rhode IslandCarrie MirandaLooking Upwards, Inc.(401) [email protected]

South CarolinaRalph CourtneyAiken County Board of

Disabilities & Special Needs(803) [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]

UtahMarsha ColegroveDanville Services Corporation (801) [email protected]

VermontVacant

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

WashingtonLeslee CurrieCreative Living(206) [email protected]

West VirginiaSteve HendricksResCare West Virginia

State Office(304) [email protected]

WisconsinAnn Miller HolmanREM Wisconsin, Inc.(608) [email protected]

WyomingVacant

State AssociationExecutivesArizonaArizona Association of Providers

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

ArkansasDevelopmental Disabilities

Provider AssociationRandy Laverty(501) 907-5337arkansasddpa.org

CaliforniaCalifornia Association

of Health FacilitiesMary Jann(916) 441-6500www.cahf.org

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

ColoradoAllianceChristine Collins(303) [email protected]

ConnecticutConnecticut Community

Providers AssociationTerry Edelstein(860) 257-7909www.ccpa-inc.org

FloridaFlorida Association of

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

IllinoisThe Illinois Association of

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

The Institute on Public Policy for People with Disabilities

Derrick Dufresne(217) 492-9999www.instituteonline.org

IndianaIndiana Association of

Rehabilitation FacilitiesJames Hammond(317) 634-4957www.inarf.org

IowaIowa Association of Community

ProvidersMarv Tooman(515) 270-9495www.iowaproviders.org

KansasInterHab, Inc.Tom Laing(785) 235-5103www.interhab.org

KentuckyKentucky Association of

Residential ResourcesWayne Harvey(502) 425-5323www.cedarlake.org

LouisianaCommunity and Residential

Services AssociationChris Piley(225) 343-8811www.carsa.com

MaineMaine Association for

Community Services ProvidersMary Lou Dyer (207) [email protected]

MarylandMaryland Association of

Community ServicesLaura Howell(410) 518-9874www.macsonline.org

MassachusettsAssociation of Developmental

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

MichiganMichigan Assisted Living

Association Robert Stein(734) 525-2400www.miassistedliving.org

MinnesotaAssociation of Residential

Resources in MinnesotaBruce Nelson(651) 291-1086www.arrm.org

MissouriMissouri ANCORGene Barnes(573) [email protected]

New JerseyNew Jersey Association of

Community Providers, Inc.Diane Conway(609) 406-1400www.njacp.net

New MexicoAssociation of Developmental

Disabilities CommunityProviders

Anna Otero Hatanaka(505) [email protected]

New YorkNew York State Rehabilitation

AssociationPatricia Dowse(518) 449-2976www.nyrehab.org

NYSACRAAnn Hardiman(518) 449-7551www.nysacra.org

North CarolinaNorth Carolina Association of

Community Based ICF/MR Providers and CAP Services Providers

Curtis Bass(919) 255-9011www.ncicfmr.org

OhioOhio Provider Resource

Association Maureen Corcoran(614) 224-6772www.opra.org

OklahomaOklahoma Community-Based

Providers, Inc.Judith [email protected]

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

PennsylvaniaPennsylvania Association of

Resources for People with Mental Retardation

Shirley Walker(717) 236-2374www.par.net

Rhode IslandCommunity Provider Network

of Rhode IslandDonna Martin(401) 295-5757www.cpnri.org

South DakotaSouth Dakota Association of

Community Based ServicesTom Scheinost(605) [email protected]

TennesseeTennessee Community

OrganizationsRobin Atwood(615) 736-6090www.tnco.org

TexasPrivate Providers Association

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

VermontVermont Council of

Developmental & Mental Health Services

Julie Tessler(802) 223-1773www.vtcouncil.org

VirginiaVirginia Association of

Community Rehabilitation Programs

Karen Tefelski(703)-461-8747www.vaaccses.org

WashingtonCommunity Residential Services

AssociationRoger Krebs(509) [email protected]

West VirginiaWest Virginia Behavioral

Healthcare ProvidersAssociation

John Russell(304) [email protected]

WisconsinCommunity Alliance of Providers

of WisonsinRichard Berling(608) 223-9110http://www.capow.org/

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.

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

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

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