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Matching the right person to the right job in the right company

Walgreens continues ongoing recruitment with NorthPointe for qualified team membersMaria began receiving services from NorthPointe in 2007 as a member of the mental health program, SOARR. In March 2008 Maria was offered a position as a “Prosumer” for the SOARR department (a Prosumer is a person who is receiving services through the SOARR program and is also a paid employee at NorthPointe).

After becoming a Prosumer, Maria developed the following goals: to move out of the nursing home where she was living; to live independently in the community, and to get a job and work in the community. Maria was steadfast in realizing her goals and joined the training program in the Employment Resources Department to develop the skills necessary to become a sales associate.

Maria’s hard work lead to great success. Today, Maria has a job as a sales associate at Walgreens and lives in her own apartment in the community.

To learn more visit: www.thedailybeast.com/articles/2014/10/27/hiring-people-with-disabilities-isn-t-just-the-right-thing-to-do-it-s-good-for-business.html

“The positive impact on the workforce is brought about in two ways: hiring individuals with developmental disabilities adds highly motivated people to the workforce (which can lead to increased productivity) and it promotes an inclusive culture that appeals to the talent pool organizations want to attract.The improved customer satisfaction realized

can lead to better sales and customer retention. The enhanced employer brand can translate to a better image in the community.” Institute for Corporate Productivity (i4cp). 2014. Employing People with Intellectual and Developmental Disabilities.

NRISince1953NorthPointeResourcesfollow us on social media!

NorthPointe Resources is a 501(c)(3) not-for-profit organization.

We believe that all people can work if provided with the appropriate support, and that they should have an opportunity to make an informed choice about employment.

We recognize the importance of wellness and continue to bring opportunities and education for wellness to our staff, the people we support, and the community.

www.northPointeresources.org

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NorthPointe Resources

Employment Leaders

WellnessChampions

Service Innovators

About

established in 1953, NorthPointe Resources, Inc. is a premier provider of a full range of award-winning programs for people with disabilities and mental illness living in northern Illinois, supporting approximately 500 people annually.

We offer innovative services that focus on all aspects of community involvement; residency, education and leisure activities.

3441 Sheridan Road, Zion, Illinois 60099 • Phone: 847-872-1700 • Email: info@nri1953.org

Why choose to work with NorthPointe Resources for your hiring needs?1. we manage the employment process at no cost to you. We find the right match from our long list of qualified, pre-screened candidates and relieve employers of the costs related to pre-employment testing, selection, and training.

2. we believe in pro-active recruitment. We recruit on a continuous basis. When it is time to fill the positions you need, we have already formed business relationships with pre-qualified potential candidates.

3. we provide you with pre-trained employees. Our on-site business-training partners include Walgreens and Piggly Wiggly. Candidates are trained in skills for a wide variety of positions, including • Assembly • Mail services • Food service • General office support • Janitorial services

4. we identify the right match for your postion and the candidate. We ensure that the relationships we create are compatible on every level, from knowledge and

5. we offer successful support systems. We provide experienced job coaches who offer on-the-job training (OJT), when needed; and follow- up assistance to ensure employment success.

6. we train our candidates for job retention success. You can be secure in the fact that your employees’ job retention successes are supported by on-and off-site job coaching throughout their employment.

7. we offer free marketing for your company. You can choose to have marketing exposure in many different ways: • Your logo and a link to your website from our site • Recognition in our social media outreach, print and/ or electronic newsletter

in addition, you have the opportunity to tour companies that have hired candidates and, during the hiring process, the use of interviewing rooms in the Killian Center to meet with applicants.

JOIN OUR GROWING NUMBER OF SUCCESSFUL COMPANIES! Contact us today • Email: ER@nri1953.org • P: (847) 731-5715 • Fax: (847) 872-0037

• Receptionist• Retail clerk• Stock associate • Utility clerk • Warehouse services

Companies of all sizes benefit from having a skilled work-force that can adapt to meet business needs. Targeted technical assistance, existing business models, and other relevant resources to support the hiring of people with

disabilities are available to help employers modernize their workforces and tap into broader ranges of human capital. Office of Disability Employment Policy (ODEP)

To learn more visit: www.dol.gov/odep/ietoolkit/employers.htm

Kenny, 16 years and counting...Kenny contacted us in 1998 for assistance with interviewing skills and finding employment. In addition, he decided to participate in one of our training programs. In 1999 he was hired into the Environmental Services Department. Kenny has been a valuable member of the team ever since.

Henry, 9 years and counting...Henry began his job search with us after he graduated from high school. His NorthPointe advisor encouraged Henry to participate in our janitorial skills training program to expand his skills and resume. Hired in 2007 after a few years in another department, he transferred to the Environmental Services Department. Henry has been successfully employed there ever since.

Cheryl, 10 years and counting...Cheryl contacted NorthPointe because she was looking for a job close to home where she could use her great customer service skills. In 2007 Cheryl was hired to work in the dining room. Many years have passed, and Cheryl continues to receive many compliments and to be a favorite among staff and visitors.

Success stories of long-term employees at Cancer Treatment Center of America®

Cheryl M.

A critical priority for the U.S. Department of Labor-Office of Disability Employment Policy (ODEP), is to invest in systems changes that result in increased community-based, integrated employment opportunities for individuals with significant disabilities.

This priority reflects growing support for a national movement called Employment First, a framework for systems change centered on the premise that all citizens, including individuals with significant disabilities, are capable of full participation in integrated employment and community life.

Under this approach, publicly-financed systems are urged to align policies, service delivery practices, and reimbursement

structures to commit to integrated employment as the priority option with respect to the use of publicly-financed day and employment services for youth and adults with significant disabilities. ODEP defines integrated employment as work paid directly by employers at the greater of mini-mum or prevailing wages. Commensurate benefits occur in a typical work setting where the employee with a disability interacts, or has the opportunity to interact, continuously with co-workers without disabilities, has an opportunity for advancement and job mobility, and is, preferably, engaged full-time.

What is The Employment First Act?

To learn more visit: http://www.thedailybeast.com/articles/2014/10/27/hiring-people-with-disabilities-isn-t-just-the-right-thing-to-do-it-s-good-for-business.html

“Among the high-performance companies surveyed, more than 80 percent reported a positive experience with their employees with IDD, and a third reported the experience exceeded their expectations”...“They’ve hired an effective and enthusiastic employee, and now have lower turnover in

those jobs.” (i4cp defines a high-performance organization by four factors: market share, revenue growth, profitability, and customer satisfaction.) Eric Davis, creative director & senior editor, i4cp, The Institute for Corporate Productivity

the employment first Act is modeled on a national movement that believes employment in the general workforce is the first and preferred option when exploring goals and a life path for people with disabilities.

The Cancer Treatment Centers of America® (CTCA) at Midwestern Regional Medical Center (Midwestern) located in Zion, Illinois has been a strong, long-term supporter of NorthPointe. One of the many ways that CTCA supports NorthPointe is by using our employment department to find qualified job candidates. Here are three long-term success stories from CTCA at Midwestern.

A 40 percent tax credit (Work Opportunity Tax Credit). Companies that hire people with disabilities may qualify for tax benefits from the government (reimbursements of 40 percent from the first $6,000 earned by the employee).*

reduced costs Businesses that employ people with disabilities turn social issues into business opportunities that, in turn, translate into lower costs, higher revenues and increased profits. Hiring pre-qualified candidates from Northpointe: • reduces hiring and training costs• increases retention as studies have shown that people with disabilities demostrate a higher level of loyalty and commitment to their employers; and• reduce costs associated with conflict and litigation

increased revenue Customers with disabilities, their families, and their friends represent a trillion-dollar market segment. Also, a large number of Americans say they prefer to be patrons of businesses that hire people with disabilities. Hiring a person with disabilities can increase your market share by - • mirroring the market to attract a wider customer base;• responding to marketplace needs and preferences; and• leading your market through developing innovative products to respond to this huge market base

innovation Innovation is key to a business’s success. Employees with disabilities bring unique experiences and understanding that transform a workplace that can enhance products and services. As part of your team, employees with disabilities can help build your business and lead your company into the future by: • developing new products and service ideas• helping you access new markets• stimulating new product and service developmen; and • improving productivity through innovative and effective ways of developing and adapting business tools

A positive image Employing people with disabilities enhances a corporation’s image and shows that the company provides equal opportunity to everyone in the community. It demonstrates the company’s commitment to corporate social responsibility as well as to the community.

Diversified workforce Despite the huge employment number, the labor pool of people with disabilities is still considered untapped. People with disabilities who are working help the economy and having a unified group ready to generate ideas and contribute to organizational effectiveness makes sense.

There’s a solid business case for hiring people with disabilities

“Studies of Walgreens’s experience at a few distribution centers show disabled workers are more efficient and loyal than nondisabled workers. Absenteeism has gone down, turnover is less, and safety statistics are up. This isn’t just a business trend but a societal change in attitude.”

Delaware Gov. Jack Markell, the recent head of the governors association and the leader behind the report, says employers must focus on a person’s ability rather than disability. “Some industries, such as software and data testing, prefer workers with certain disabilities, such as autism, because of a person’s intense focus on detail.”

To learn more visit: www.salon.com/2013/08/07/americans_with_disabilities_may_be_the_best_workers_who_cant_get_jobs_newscred

Shortly after hiring Chanel, Presta has continued to hire more job candidates from NorthPointe as team members. Presta reports his hires have been very helpful in boosting morale and increasing business: “The majority of customers have seen the team members as assets to our business. Chanel and her coworkers are very positive, very sociable, and not afraid to engage with customers and colleagues. It has been a real win-win-win for customers, coworkers, and the business.”

Joseph’s Marketplace has also been a good fit for Chanel, who said “I love my job at Joseph’s! I love working with both customers and my co-workers, and I love the fast-paced environment.”

The right matchAlyssa recently completed the first month of her new job as a team member and stocker for a thriving grocery/café in her community.

“The job search support and job coaching was very helpful to me,” said Alyssa. “My employment specialist really listened to me and helped me to identify work environments and employers in my neighborhood that would be a good fit... My employment specialist helped me to secure the job I was most interested in.” “I love my new job. Iget to interact with a lot of different people; I love the customers; and I have made friends with some of my coworkers. I am getting paid well for my work, and the work is helping me to consider the next steps of my life and career.”

Dominic Presta, owner of Joseph’s Marketplace, an award-winning grocery and deli in Crystal Lake, Illinois had not thought a lot about hiring people with disabilities before being approached by one of our Individual Placement and Support (IPS) employment specialists.

A win/win for everyone

Mr. Presta’s message

to other hiring managers and business owners is this:

“if you are a hiring manager, a small business

owner, or an owner of a larger company, hire people with disabilities. Give it a chance.

Don’t think of hiring someone with a disability as a negative. open

the door. You will not be disappointed.”

Chanel with Domic Presta

Alyssa

“Hiring people with disabilities doesn’t just allow businesses to tap into a huge and talented workforce; it improves culture, benefits the bottom line, is responsive to government guidelines, and is easier than ever–with new technologies, public-private partnerships, and new ways of doing business

coming together to build inclusive workplaces.”

To learn more visit: www.aapd.com/resources/power-grid-blog/5-reasons-hiring-people-with.html

Mark Perriello, president and CEO, AAPD, American Association of People With Disabilities

After learning more about the IPS model of supported employment and the level of support that the employers and clients receive, Presta hired Chanel as a team member: “I want to give people opportunities,” Presta explained.

Myth:Persons with disabilities can’t keep up with other workers. Fact:It has been conclusively demonstrated that, on average, people with a disability are more loyal, dependable, and productive than their non-disabled colleagues and they work more safely. Ninety percent of people with disabilities rated average or better on job performance.*

Myth:A person with a disability is likely to miss a lot of work. Fact:Eighty-six percent of people with disabilities rated average or better with regard to attendance..*

Myth:My staff would not want to work with a person with a disability. Fact:Hiring a person with a disability can increase your ability to attract and retain employees. People with disabilities bring diversity to the workplace, which has a distinct, positive impact on staff morale.

Myth:A person with a disability cannot work in a position requiring physical labor. Fact:Of those people who identified themselves as, having a disability only 10.5 percent have mobility-related disabilities.*

Myth:Hiring a person with a disability will require changing my workplace. Fact:Employers often cite the cost of accommodations as a barrier to hiring persons with disabilities. However, the vast majority of people with disabilities, who are currently employed, require no special workplace accommodations, whatsoever. Employees with disabilities can sometimes be accommodated by simply moving furniture.

Myth:A person with a disability will have more accidents on the job. Fact:Ninety-eight percent of people with a disability rate average or better with regard to work safety.*

Myth:Accommodating an employee with a disability is too expensive.Fact:Accommodations for employees with disabilities are gener-ally inexpensive and receive a tax credit. Furthermore, 90% of employers surveyed who hired people with disabilities saw no change in their insurance rates.*

Myth:It will be more difficult to terminate a person with a disability. Fact:Persons with disabilities will be the first to agree that they do not want to be treated differently from other employees. Within the context of whatever accommodations have been provided, employers can have the same performance expectations for a person with a disability as they would with any other employee.

Myth:Persons with disabilities do not really want to work. Fact:With regard to people with disabilities. staff retention, is 72% higher,* which saves millions of dollars each year in recruitment and training costs.

Hiring people with disabilities: Myth vs. Fact

*To learn more visit: www.ftmeade.army.mil/staff/eeo/dis_myths.pdf

...U.S. Chamber of Commerce Business Leadership Network. 2013. Leading Practices on Disability Inclusion. This USBLN report, which includes case studies from companies such as 3M, PepsiCo, Merck, and AT & T, concludes that hiring people

with disabilities is good for the bottom line. All companies in the report cite the benefits and importance of hiring people with disabilities. The U.S. Chamber of Commerce

To learn more visit: www.forbes.com/sites/judyowen/2012/05/12/a-cost-benefit-analysis-of-disability-in-the-workplace

3441 Sheridan Road, Zion, IL 60099 P: 847-872-1700 (V/TTY)www.NorthPointeResources.org

NorthPointe Resources is a 501(c)(3) not-for-profit organization.

get stArted! contact us today.Employment Resources Department

ER@nri1953.org P: (847) 731-5715 F: (847) 872-0037

Add your name to our list of successful employers today!

We’ll fill your open positions quickly with the right talent.

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