Workplace October 2011

October 2011

Meet the Employees: AbilityOne® Success Story Profiles

AbilityOne® Employees Prepare the New Orleans Custom House for Reopening

NISH Board Member Tom Miller Receives Governor’s Award

The Federal Insight

The Nonprofit Agency Link

Volume 37, No. 10October 2011Workplace is published monthly by NISH, 8401 Old Courthouse Road, Vienna, VA 22182. NISH is a nonprofit organization that supports the AbilityOne® Program and is designated by Congress to assist nonprofit agencies employing people with significant disabilities in obtaining federal contracts. If you would like additional informa-tion on any subject in Workplace, contact Lynne Harris at [email protected]. Address corrections or additions should be mailed to the managing editor at the above address; please include the old mailing label. Reproduction of material in Workplace with permission is encouraged.

William Coleman, Jr., Acting Chair

E. Robert ChamberlinPresident and CEO, NISH

NISH Board of DirectorsJim Barone, Immediate Past ChairBrenda Yarnell, SecretaryPaul Atkinson, TreasurerFrederick BeamanStephen BennettJerry Bettenhausen Peter BernsDean EmersonFrederick FreseJim Gibbons David GonzalesSteven KingMike KivitzFrank Lopez Amy LuttrellWayne McMillanThomas MillerRhea Nelson Barbara NurenbergSteve PerdueBelinda Porras Frederick Williams

Editorial CommitteePaul AtkinsonMegan BranchNancyellen GentileGisele McAuliffeJay Thomas Lisa WardTony Young

Executive Editor Lynne Harris [email protected]

Managing Editor Vatrice Jones [email protected]

Contributing Feature Writers Chianti Cleggett Rachel Crowell Sarah Gray Heather Loveridge Gisele McAuliffe Jamilah Simmons

NISH

Workplace

The Workforce Inclusive

October 2011 | 3

AbilityOne® Employees Prepare the New Orleans Custom House for ReopeningAbilityOne employees worked many hours to prep for the reopening of the last national historical landmark in New Orleans to be renovated following Hurricane Katrina in 2005. Hundreds of local and national dignitaries, local and national government officials and other attendees gathered in Marble Hall of the U.S. Custom House in New Orleans, as all prepared to celebrate the reopening of the building. The Custom House officially reopened during a ceremony there on August 8.

Opens Employing People with Significant Disabilities

View from Washington

Public Policy Corner

Countryside to Break Ground for 9,000 sq. ft. Expansion

AbilityOne® Employees Work to Feed Earthquake Victims in Haiti


4 President’s Message 5 AbilityOne® Procurement Champion 18 AbilityOne® Success Stories Profiles 27 Hats Off

On the cover: The U.S. Custom House was impacted by major damage caused by Hurricane Katrina in 2005 that forced it to remain closed until early August. It is one of the oldest and most important federal buildings in the southern United States and a major architecturally structured building commissioned by the federal government in the 19th century.

6

1213

1517

18

14

President’s Message

E. Robert Chamberlin NISH President and CEO

4 | NISH WORKPLACE

“Make an effort during

NDEAM to make

everyone we come

in contact with more

aware of the wonderful

assets possessed by

each and every person

with a disability.”

Uncovering Hidden Assets “Uncovering Hidden Assets” is frequently the secret of great sports franchises. In the 2000 National Football League (NFL) draft, the New England Patriots used the 199th draft pick to select Tom Brady who went on to be one of the great quarterbacks in NFL history. Every other team in the NFL had a chance to draft him earlier – but no one did. While this might have been one of the greatest “steals” of all time, uncovering talent that no one else sees happens all the time in sports and in all aspects of life.

How does this happen? Somehow someone sees potential in a prospect that no one else sees. In the case of the Patriots, it was a combination of the head coach, the general manager and the quarterback coach…and even they say today that if they were so smart, why didn’t they draft him much earlier? In any case, being able to uncover hidden assets changed the course of history for the Patriots.

One of the beautiful things about the AbilityOne® Program is that it already recognizes the “hidden assets” of people with significant disabilities. In fact, this employment program doesn’t consider the assets hidden; rather, it accepts as a known fact that people with significant disabilities have tremendous capabil-ities and a dedication and willingness to work that is unmatched anywhere. The biggest obstacle facing both AbilityOne and the people we serve is the perception by many that this is not the case.

Undoubtedly Brady would have eventually been a success if he

had not been discovered when he was. But because someone saw his potential early in his career, he was provided an opportunity to show what he could do. That’s what AbilityOne is all about…providing an opportunity…providing a hand up and not a handout…providing a chance for someone to show what they can do.

If the perception that somehow people with disabilities can’t succeed and excel in the workplace didn’t exist, there would be no need to have a National Disability Employ-ment Awareness (NDEAM) month. But the fact is that the perception does exist and NDEAM is a neces-sary part of expanding awareness of the capabilities and talents of people with disabilities. To many people and employers, these capabilities are hidden assets and NDEAM is an opportunity to publicize what is really a national workforce treasure.

This issue of Workplace is focused on many aspects of employing people with disabilities. Likewise, there will be many formal events celebrating NDEAM across the United States during October. But for NDEAM to have its full impact, all of us need to make an effort during this special month to make everyone we come in contact with more aware of the wonderful assets possessed by each and every person with a disability. H

October 2011 | 5

Procurement Champion

Diaz Uses Training to Increase AbilityOne® ContractsBy Rachel Crowell, specialist, Marketing, NISH National

This is an AbilityOne Procurement Champion!

“Estela is the ideal combina-tion of leader and team member with a passion for her mission,” said NISH Senior Program Manager Christine Harrison in regards to AbilityOne Procure-ment Champion Estela M. Diaz. “She organizes training and awareness activities and does whatever needs to be done to bring the AbilityOne Program to the forefront.”

A fervent advocate of the AbilityOne Program, Diaz currently works as a business and industry specialist for the United States Department of Agriculture (USDA) where she manages two major government-wide sponsored programs including AbilityOne and the purchase cards for the Market-ing and Regulatory Programs (MRP). Her duties also include the support of the three MRP regula-tory agencies: the Animal Plant Health Inspection Service (APHIS), the Agricultural Marketing Service (AMS) and the Grain Inspection Packers and Stockyard (GIPSA).

Diaz started with the USDA in 1989 and learned about the AbilityOne Program in 1991 when she began working as a contract specialist. Eager to learn everything that came her way, Diaz attended various procurement trainings, one of which was the AbilityOne Program manager/liaison. She discovered, however, that not everyone was as willing to accept the program as she was. “Unfortunately technical contacts for procurement requests did not want to know or learn about this program,” said Diaz. “There is a stigma attached to people with

disabilities that they may not be able to perform great work. This was the first sign for me that the program was under represented.”

As her career continued to grow within the organization, her involve-ment with the AbilityOne Program grew as well and approximately 10 years later she began serving as the agency AbilityOne liaison. Unfor-tunately, the stigma attached to people with disabilities continued to persist. Diaz commented that, “It is very deeply engraved in some people’s perceptions which can be a real challenge when I want to recom-mend an AbilityOne vendor. In order to overcome this, I always find the opportunity to educate people. The real truth is that they can be great workers for the Agency.”

Diaz is passionate about the AbilityOne mission because like many, she has family and friends with significant disabilities. With support, they have had the opportu-nity to be productive citizens in the

community and she wishes to give back to those who have had fewer benefits.

In an effort to foster educa-tion about the program, Diaz has coordinates yearly AbilityOne contractor awards and “AbilityOne Celebra-tions.” The APHIS celebra-tion held for the past six years has incorporated speakers, information sessions, vendor exhibits and, most recently, an information sharing session with service disabled veteran owned business and contract-ing officials. Additionally, as of May 2011, she has been working with NISH to develop the basics for training the agency acquisition commu-nity on how to consider and

administer AbilityOne contracts. Final development for this training is anticipated for early 2012 and it is her intent to promote the inclu-sion of AbilityOne in the market research phase for upcoming requirements for the agency.

“AbilityOne contracting brings to me a chance to employ someone who needs and wants to work,” said Diaz. “I believe it contributes to this air of unlimited possibilities for all who have felt they had no hope and were given a chance.” H

6 | NISH WORKPLACE

AbilityOne Employees

By Executive Editor Lynne Harris

Custom House for Reopening

New Orleans AbilityOne® Employees Prepare the

The U.S. General Services Administration (GSA) managed recent renovations that captured the four-story building’s historic appearance and architectural excellence. Situated adjacent to New Orleans’ famous French Quarter, the Custom House covers the full downtown city block bounded by Canal, North Peters, Iberville and Decatur Streets.

October 2011 | 7

AbilityOne® employees worked many hours to prep for the reopen-ing of the last national historical landmark in New Orleans to be renovated following Hurricane Katrina in 2005. Hundreds of local and national dignitaries, local and national government officials and other attendees gathered in Marble Hall of the U.S. Custom House in New Orleans, as all prepared to celebrate the reopening of the build-ing. The Custom House officially reopened during a ceremony there on August 8.


Custom House HistoryThe U.S. Custom House was impacted by major damage caused by Hurricane Katrina that forced it to remain closed until early August. It is one of the oldest and most important federal buildings in the southern United States and a major architectural structured building commissioned by the federal govern-ment in the 19th century. Construc-tion on the building began in 1848 and lasted 33 years. Marble Hall, with its Greek revival interior design, is a centerpiece of the building.

In the 1840s, U.S. government officials began planning for the construction of the building to respond to the increas-ing trade activity that was occurring through the Mississippi Valley. The U.S. Custom House is situated just a few blocks from the Mississippi River, which, at the time, was an important waterway enabling New Orleans to become a major port city. In addition, the Custom House was built to accom-modate other federal government offices, including the main post office and federal courts.

AbilityOne Employees Continued on Page 8

8 | NISH WORKPLACE


In 1916, the post office and courts moved to a new facility on Lafayette Square and major interior renova-tions took place in the Custom House building.

As years went on, offices and halls were reconfigured and mechanical and electrical systems were added and updated. In 1974, the building was designated a national historic landmark. The U.S. General Services Administration (GSA) managed recent renovations that captured the four-story building’s historic appear-ance and architectural excellence. Situated adjacent to New Orleans’ famous French Quarter, the Custom House covers the full downtown city

block bounded by Canal, North Peters, Iberville and Decatur Streets.

Preparing for the ReopeningThe Custom House is rich with history and it is a very special place for the AbilityOne® Program. Approximately 50 AbilityOne employees work on the GSA custo-dial contract through PRIDE Indus-tries. They had to work quickly to

finalize preparations for the reopen-ing of the Custom House. PRIDE Project Manager David McNeese said, “The biggest challenge was that initial plans were to reopen on August 24, but we learned just nine days out that we had to complete our job in time for an August 8 reopening.”

Four AbilityOne employees worked

AbilityOne Employees Continued from Page 7

AbilityOne® employees worked many hours to prep for the reopening

of the last national historical landmark

in New Orleans to be renovated following

Hurricane Katrina in 2005.

AbilityOne employees worked until hours before the opening to ensure the floors were as close to spotless and flawless as possible.

Stained glass windows in the U.S. Custom House display patriotic images.

October 2011 | 9


until hours before the opening to ensure that the floors were as close to spotless and flawless as possible. Kristen Jasper said she wanted to be sure her job is done right. She and her co-workers Daniel Johnson, Tyrone Lyons and Aaron Joseph painted and waxed the floors meticulously as they prepared for the Custom House’s dedication ceremony. Each piece of tile and every border were buffed to its fullest shine as attendees began entering the building to await the start of the ceremony.

The Reopening CeremonyThe Marine Corps Band of New Orleans began the ceremony with music followed by the presentation of colors, including the U.S. Customs and Border Protection and the

Department of Homeland Security, and the National Anthem, which set the mood for the ceremony. GSA Regional Administrator J.D. Salinas, III, served as the Master of Ceremo-nies. Salinas told the attendees that the first phase of the renovations, which included design and systems, were completed in September 2009. Phase II involved tenant improve-ments and other requirements. The building was ready for occupancy in June. Fittingly, the Department of Homeland Security’s U.S. Customs and Border Protection were the build-ing’s first tenants.

New Orleans Mayor Mitchell Landrieu welcomed the guests to the Custom House. “Today, is a reminder of what is possible, if we dare to find common ground.

There is great beauty in finding and sharing what we can do when we come together. The Obama Admin-istration has been incredible as far as its support of rebuilding New Orleans. We have had 18 visits from the administration in the last year and a half,” Landrieu said.

Senator Mary Landrieu (D-La.) also spoke to the audience gathered in the Custom House. “This was one of the most strategic pieces of real estate today as it was when it was built in the 1800s,” stated Landrieu. In address-ing the audience, Landrieu pointed out that citizens are clamoring for our borders to be safe and secure, but also open. Secretary of State Janet Napolitano brought greetings from the Obama Administration.

AbilityOne Employees Continued on Page 11

Marble Hall, with its Greek revival interior design, is a centerpiece of the Custom House.

Pictured from l to r: New Orleans Mayor Mitchell Landrieu; Senator Mary Landrieu (D-La.); GSA Regional Administrator J.D. Salinas, III and Department of Homeland Security Secretary Janet Napolitano.

October 2011 | 11


Napolitano congratulated New Orleans on the renovation of the U.S. Custom House.

U.S. Customs and Border Protec-tion Security Deputy Commis-sioner David Aguilar reminded the attendees that the “men and women in uniforms of the border patrol deserve appreciation. Suresh Kumar, Assistant Secretary for Trade Promo-tion and Director General of the U.S. and Foreign Commercial Service, reiterated that the Obama admin-istration is committed to keeping things moving in the right direction. “With collaboration and commit-ment, this is what we can accom-plish,” Kumar said. Finally, President and CEO of Audubon Nature Insti-tute, a nonprofit museum located at the Custom House, also acknowl-edged all of the work it took to get the building ready for reopening. He thanked everyone involved.

The AbilityOne – GSA – PRIDE PartnershipThe preparation for the reopening of the U.S. Custom House in New Orleans took collaboration among many individuals. The AbilityOne Program, GSA and PRIDE have a partnership that is quite unique. Through the partnership, each party

is helping to sustain a job for a person with a significant disability. PRIDE is a NISH-affiliated agency that employs approximately 50 employees with significant disabili-ties through an AbilityOne contract that serves GSA by performing custodial services for not only the Custom House, but also, the John Minor Wisdom U.S. Court of Appeals Building in New Orleans.

“PRIDE does a great job! The work has been outstanding and it gives visitors a good impression. Our buildings look and smell great,” said GSA Senior Property Manager L.J Bourgeois. Other GSA representatives have noted the extra effort PRIDE takes. The CRP is planning to get new equipment, use more green products and find more productive ways of working to be more efficient. PRIDE has said that all of this is in an effort to do the best job they can for GSA. “They are just a great group of people across the entire service area. A big part of this success is due to their responsiveness,” he added. “David [McNeese] is great. I just can’t speak enough about him,” Bourgeois said.

The appreciative feelings seem to be mutual. “The support we get from GSA is excellent. We can’t ask for better support. That has been the

success of this contract,” said PRIDE Operations Director Gary Higgins. “They make us want to make them look good. We make the building look good and they make our people look good.” Higgins also highlighted the relationship GSA officials have with the individuals with significant disabilities. “Our people feel proud when GSA leaders in the building thank them. When you have L.J. coming up to [AbilityOne employ-ees] personally thank them, it’s special,” Higgins concluded. H

AbilityOne Employees Continued from Page 9

“The support we get from

GSA is excellent. We can’t

ask for better support.

That has been the success

of this contract.”

— Gary Higgins Director PRIDE Operations

The event’s celebratory cake was an image of the U.S. Custom House.

The Federal Insight

12 | NISH WORKPLACE

Mark Center Opens Employing People with Significant DisabilitiesThe Mark Center, one of the most prestigious facilities built in recent times, opened its doors on Aug. 14 and began accepting new tenants. Located in the heart of Alexandria, Va., the facility will serve as a support center for the Pentagon and the workplace of nearly 6,500 personnel.

Through the efforts of the NISH East Region, the AbilityOne® Program will provide Total Facilities Manage-ment for the state-of-the-art building complex. This project will create more than 120 full time equivalent positions with more than 90 of these positions held by individuals with significant disabilities. Of these 90+ jobs, individ-uals classified as veterans with disabili-ties or wounded warriors currently hold more than 35 percent.

Service Source, in a teaming arrange-

ment with CW Resources and Able Forces (both AbilityOne produc-ing agencies), was selected as partners to fulfill the custo-dial, grounds mainte-nance and facilities maintenance duties. The facility provides more than 2 million square feet of office space, nearly 3,500 parking spaces, complex electrical systems, conference centers, retail establishments, a cafeteria with seating capacity of approximately 800 people, an exercise facility, medical facility and more. The Mark Center is the tallest structure in Alexandria. Through the use of advanced technol-

ogy, the electrical systems designed in this facility will operate at a 46 percent overall efficiency rate.

With the high visibility of this beauti-ful facility, more and more people will be able to see the “abilities” of those we serve. H

A group comprised of Washington Headquarters Services and NISH staff members were present at the Mark Center opening.

Financing Issues Challenge Implementation of CLASS Act

The Community Living Assistance Services and Supports (CLASS) Program—the Federal long-term care/disability income insurance program enacted in the 2010 health reform law—has run into implementation problems that have curtailed the Program’s future. The challenges relate to the Program’s financing. The statute requires that the CLASS Program be financially self-sustaining. Identifying the Program elements that would allow for premiums low enough to attract sufficient participation, while still providing the meaningful disability/long-term care benefits the Program is designed to deliver, however, has proved challenging.

Lawmakers designed CLASS as a government-administered long-term care insurance Program. The goal of the law was to permit workers to pay into, via payroll deduction (premium levels to be determined), a program that would pay cash benefits (size to be determined) if the program partici-pants becomes physically or cogni-tively impaired after at least five years of work and premium payments.

Implementation challenges stem from a number of factors. On September 21, Congress made Federal funding decisions that put continued work on the CLASS Program at significant risk.

The current focus on the Federal deficit is forcing lawmakers to priori-tize Federal spending priorities based on a significantly smaller amount of

available Federal resources. Add to that a substantial number of lawmak-ers opposed to the CLASS program. A final factor relates to a recent commu-nication from the Administration to appropriators that the CLASS Program can operate without funding in fiscal year 2012 because its effective date under the Affordable Care Act is not for another year. As a result the fate of the Program continues to be uncertain.

The funding vehicle for the CLASS Program is the Departments of Labor, Health & Human Services and Educa-tion appropriations bill. On Septem-ber 21, the Senate Appropriations Committee approved the Labor-HHS-Education appropriations bill without funding for the CLASS Program. The $158 billion committee-approved bill had to be $308 million less than the amount approved for the current year. With the Administration indicat-ing CLASS program funding for the upcoming fiscal year was not required and with certain Members of Congress united in their opposition to the Program, FY 2012 for CLASS imple-mentation was cut from the appropria-tions Labor-HHS-Education bill.

These factors will continue to impinge work on this and other initiatives that support people with disabilities in the coming year. HHS reported the CLASS Program actuary, who was charged with identifying changes needed to ensure the Program meets the legisla-tive requirement to be solvent for 75 years, recently resigned and that while decisions have been made to reduce the CLASS Program staff, HHS has not closed the CLASS office.

On Friday, October 14, the Obama Administration said it is unable to go forward with the CLASS Program. Officials said Friday the long-term care program has critical design flaws that can’t be fixed to make it financially self-sustaining. U.S. Department of Health and Human Services Secretary Kathleen Sebelius told Congress in a letter that she does not see a viable path forward at this time. By law, implementation of the Program was contingent on Sebelius certifying it financially sound. The White House, however, continues to oppose any formal repeal of the Program.

CLASS Program supporters vow to continue to build support for the Program. H

October 2011 | 13

By Tony Young, senior public policy strategist, and Danea M. Kehoe, Esq.

The Federal Insight

View from


The Federal Insight


PUBLIC POLICYCORNER

Jobs Debate Triggers Focus on People with Disabilities

President Obama and the Congress are currently struggling to achieve consensus on nearly all legislative initiatives, but do agree that legisla-tion to stimulate the economy and grow jobs is a high—and perhaps the highest—current priority. The result is a plethora of job-growth proposals, many of which would be of significant help to people with significant disabili-ties.

And, there are many Members of Congress focused specifically on the needs of people with signifi-cant disabilities. For example, on September 15, the United States Senate Health, Education, Labor and Pensions (HELP) Committee held a hearing on the topic. On September 23, the U.S. House Ways & Means Committee’s Subcommittee on Human Resources and Social Security held a joint hearing on work incen-tives in the Social Security Disability Programs.

At the Ways & Means subcommittee hearing, the focus was on simplify-ing and making more effective the confusing array of work incentives that currently exist within the Social Security Disability Income (SSDI) Program, and the Social Security Income (SSI) Program. Subcommit-tee members noted the importance of finding the right balance between offering sufficient income, health coverage and support to people with disabilities along with appropriate incentives and supports to allow these Program beneficiaries to work, as almost half of the Programs’ beneficia-ries say they want to do.

The HELP Committee hearing, which took the form of around table discus-sion, focused on the issues that make work easier to obtain and perform for people with disabilities. Witnesses who represented employers, State government, groups that advocate for people with disabilities, and academia engaged committee members in a discussion of how to make employ-ment more possible for more people with disabilities.

A theme that emerged in the discus-sion was the premise that working in competitive jobs results in greater independence and ability to contrib-ute to society—and that leads to greater dignity and respect for people with significant disabilities. Another theme demonstrated that the more that people with disabilities who want to work do work, the less cost there is to government programs such as Medicaid and Social Security. HELP Committee Chairman Sen. Tom Harkin (D-IA) concluded that Congress should exert more effort to create an environment that supports opportunities for people with disabili-ties in both sheltered and unsheltered competitive workplaces. Training programs, internships, and skills development aligned with specific tasks were other initiativespresentedat the round table.

There are also specific legislative proposals currently pending that could prove helpful to people with signifi-cant disabilities. These include:

A proposal by President Obama to expand this year’s two percentage

points cut in the employee share of payroll taxes to provide relief for employers—the President’s expan-sion proposals include cutting in half the employer’s share of payroll tax due on the company’s first $5 million in payroll, and elimination of the employer’s share of the payroll tax on wages paid to new workers (or on increases in wages paid to existing workers), up to a cap of $50 million in payroll increases.

• An Obama proposal to enact a $4,000 tax credit for employers that hire long-term unemployed workers

• A GOP proposal to allow businesses with fewer than 500 employers to deduct 20 percent of their annual income, thus freeing up resources for new hires

Unemployment is above nine percent and all economic indicators suggest it will remain that high for the foresee-able future, unless Congress identifies and enacts effective jobs-growing (or economy-growing) legislation. Thus, the jobs debate—in general and with its emphasis on initiatives specifically targeted to help people with disabili-ties find and succeed in competitive employment—will dominate the Congressional agenda for the foresee-able future. H

14 | NISH WORKPLACE


October 2011 | 15

Countryside to Break Ground for 9,000 sq. ft. ExpansionCountryside Association for People with Disabilities, located in Palatine, Ill., hosted a groundbreaking ceremony at its Palatine campus late August. The event marks the start of construction for a 9,000 square-foot expansion and renovation of Countryside Center.

This is the first step in a four-phase project and the project is expected to conclude in summer 2012. The expansion will significantly benefit the hundreds of adults with disabili-ties who attend the center everyday. Most notably, the expanded space will allow Countryside to provide oppor-tunities for an additional 50 people to move from a waiting list to participa-tion in paid work opportunities and healthy, individualized activities each day.

Leading the groundbreaking for this $2.5 million project is Executive Director Wayne Kulick and On-site Director of Countryside Center Kathy Deka.

Generous gifts to an established building fund have been provided by a recent bequest, the 2010 Illinois Capital Fund, Countryside Founda-tion and the Foglia Family Founda-tion. “With more than 20,000 children and adults with disabilities waiting for support services in Illinois, our efforts to expand paid work opportunities to those who want to work, learn and socialize, are more timely than ever,” Wayne Kulick said.

To learn more about Countryside’s programs and services, visit www.countrysideassn.org.

About Countryside Association for People with DisabilitiesThrough a continuum of services and supports—at facilities in Palatine and Waukegan, Illinois—Country-side Association serves over 650

children and adults with disabilities and their families who reside in northern Cook and Lake Counties. The agency operates on the opinion that people with disabilities have a wealth of potential as employees, community members, volunteers, friends, and next door neighbors.

Countryside is committed to provid-ing choices and opportunities for individuals to reach their goals of independence, employment, and full participation in their community. To find out more about Countryside, visit www.countrysideassn.org. H

What the Building Addition and Renovation Will Offer..A 9,000 sq. ft. addition to the existing 20,000 sq. ft. Center that includes:• 5,000 sq. ft. of additional production space• Expanded program area for group activities• Expanded support area for Seniors program• Expanded, more accessible washroom facilities• Additional support staff areas for counseling

and program planning• Full fire sprinkler installation throughout the

building to better protect persons and property

Regrading of surrounding land that includes:• Better distribution of rain water to prevent

future flooding• Development of a retention area to improve

rain water control• Elimination of septic system through connec-

tion to the Lake County sanitary sewer system

Benefits to program participants, including:• Opportunities for an additional 50 participants

to move from our waiting lists to participation in healthy daily activities

• Efficient and safer work material delivery routes that improve work flow and minimize work injuries

• Suitable training areas for a variety of fun activities, including art classes, dancing, and music expression

• Expanded day support services for adults with very severe disabilities that require greater staff assistance

• Expanded and accessible washroom facilities that are safer for persons who use wheelchairs or walkers

• Additional work space for support staff to assist new employees and meet with families, volunteers, and guests

This photo shows the expansion of Countryside Center.

16 | NISH WORKPLACE


October 2011 | 17

Lately, it seems as though natural disasters are occurring more than ever before. Millions of people across the globe are participating in relief efforts to restore the damage done to various countries. The people of Haiti are still recovering from the earthquake that occurred more than a year ago as aid continues to arrive in the country from various interna-tional organizations. The AbilityOne Program is involved in the Haitian aid efforts while, at the same time, providing jobs to people with signifi-cant disabilities.

Transylvania Vocational Service, Inc. (TVS), an AbilityOne nonprofit agency (NPA) located in Brevard, N.C., hosted a celebration on September 8 to launch the produc-tion of Instant Corn Soy Blend (ICSB) to be sent to people in need in Haiti. The celebration consisted of a two-hour tour of the TVS facility, a formal ceremony and a barbecue cookout to end the day.

The theme of the celebration was “Americans with Disabilities Working to Feed the World.” While providing ICSB to disaster ridden countries is a great humanitarian effort, it poses important strides and potential procurement opportuni-ties for the AbilityOne Program and those affiliated within the network. Currently, there are two choices existing in the Corn Soy Blend (CSB) market: ICSB and the origi-nal, which was created during the entitlement program explosion of the 1960s as a response to the Great Depression and its aftermath. The USDA’s Agriculture Research Service initiated the CSB as a supplement food for emergency rations, inter-national aid, Maternal Child Health Programs, and other programs. However, it had various defects

reported by many complaints filed that ranged from discoloration, bitter taste, CSB’s issues with salmonella and more. ICSB was created by the USDA’s Agricultural Research Service to address all complaints from the original CSB formula.

Currently, CSB is marketed by for- profit, commercial companies. ICSB is not commercially produced to be sold on the market to organizations like USAID. If ICSB hits the market, commercial and nonprofit interests would have equally viable access to producing ICSB.

TVS, NISH and the AbilityOne Program strongly agree and advocate for ICSB to be produced by AbilityOne NPAs. Potentially ordering ISCB from an AbilityOne NPA like Transylvania Vocational Service, Inc. makes sense. Because for-profit commercial interests are already invested in CSB, then its potentially new competitor, ICSB, may ideally be the best manufac-turer. Additionally, a nonprofit-produced ICSB links the initiatives of Congress and the White House that look to support the AbilityOne Program while creating new jobs for Americans with significant disabilities.

AbilityOne employees are known for their excellent work ethic and even better products. TVS will play a critical role in manufacuring ICSB for those

in Haiti. The efforts mark the begin-ning of a new line of business for people with significant disabilities nationwide. H

AbilityOne® Employees Work to Feed Earthquake Victims in HaitiBy Francis Fitzroy, intern, Corporate Communications

The maximum moisture content allowed in

ICSB compared to 10% moisture allowed in CSB.

The lower the percentage, the longer the

shelf life.

The Workplace Inclusive

18 | NISH WORKPLACE


“The world is moved not only by the mighty shoves of the heroes, but also by the aggregate of the tiny pushes of each honest worker.” -Helen Keller

The quote by Helen Keller is symbolic of the AbilityOne employee. AbilityOne employees make a large impact on the world through their jobs. Many employees progress from initial maintenance contracts to a specialized career that makes them competitive outside the AbilityOne Program. Steve Credle from Job Options, Inc., located in San Diego, Calif., is an example of how people with significant disabilities can progress in their careers and benefit themselves as well as their employer.

Like many people with disabili-ties, Credle has worked at various

locations performing jobs that cross the spectrum. He has worked at different fast-food chains like Burger King; he has experience with paper delivery and has spent time bagging groceries. After some years in differ-ent jobs, Credle began working with Job Options in October 1990.

He performed entry-level tasks as part of a contract with the Miramar Naval Commissary. He spent four years as a shelf stocker. His responsibility was to manage the different food shelves the Naval Commissary stored and replenish items that were

running low. After four years in this position, he was promoted.

“I was given the opportunity to advance to the position of order writer. I was responsible for ordering and maintaining stock for more than 7,000 line items. There was a fine art to keeping the balance of inventory and I must have done alright because I was promoted to order writer super-visor,” Credle stated.

Shortly after his promotion to order writer supervisor, Valorie Seidl, the Human Resources director at Miramar Naval Commissary, felt Credle’s abili-ties could be better utilized on an administrative level. She felt he would be a good fill for a vacant payroll processing job. He would be responsi-ble for processing all the payroll hours

for the commissary employees. Credle received the promotion.

At his new HR payroll job, Steve had various opportunities to learn from other administrative departments. “I began to help manage the IT depart-ment. As the assistant for IT manage-ment, I was able to learn a few things about our network, servers and work stations.” Steve adds, “When the IT manager retired, I naturally took over as the point of contact for IT support.”

Credle is the current Human Resources manager at Miramar, responsible for the purchasing department, inven-tory control, equipment maintenance, productivity standards and payroll hours for all employees. He is also a member of the grassroots advocacy team. Credle attributes his success to the second chance he was given at Job Options.

“Job Options has been my inspiration and motivation for success for more than 20 years. At a time in my life when I needed just one more chance, this extraordinary company and the administrative staff was there to not only offer a helping hand, but also to provide me with the tools necessary for success throughout every facet of my life. I have learned that, although money is important, it is far more important to be happy with myself, the company I work for and the life I lead.”

Imagine you are at your favorite sporting event. It is an exciting event because new talent is being unveiled for the upcoming season. A talented athlete is featured during the game as a future record breaker. He wins several small events that eventually qualify him for participation in the Olympic Games. Unfortunately, just before the Olympics opening ceremony, he is in a tragic car accident that paralyzes him. One would think that a severe accident would destroy an athlete’s dreams of success in his sport—his way of life. However, this may not always be the case. AbilityOne employees know first hand, that one’s life can improve despite their disabilities. To an AbilityOne employee, having a disability does not prevent success. Instead, a disability translates into unique and different opportunities for upward mobility.

Steve Credle“I began to help manage the IT department. As the assistant for IT management, I was able to learn a few things about our network, servers and work stations...When the IT manager retired, I naturally took over as the point of contact for IT support.

October 2011 | 19


The AbilityOne Program is composed of many different people with different disabili-ties and backgrounds. Many AbilityOne employees have a similar beginning, working at various odd jobs within the community. Others have a slightly different beginning. Meet Earl Hunt who faced other challenges along with his disability.

“Society don’t take a chance on ex-felons because they did wrong. They don’t understand that once the person does wrong and they paid for that, let them move on. But a lot of times, they don’t let you.”

During his third incarcera-tion for selling drugs, Hunt decided to change by partici-pating in a prison program to take other steps to change his life. When he was released in March 2009, he began job searching. Eventually, he was referred to Goodwill through Indiana Vocational Rehabilita-tion. He remembers arriving at the interview with his crimi-nal record and his packet of achievement certificates from the programs he completed in prison–just hoping the case manager would believe in him.

Hunt was hired in January 2010 for his first job in more than 20 years as a janitor for a service contract for GW Commer-

cial Services, an AbilityOne nonprofit agency. He worked nine months in that position and soon was promoted to team leader. “I was very glad to get a job. This is a blessing just come to work every day.”

An effective leader draws on many tools to better fulfill their position. Hunt’s new role has taught him many lessons about communication—an effective tool of leadership. “People on the streets, you deal with them in a different type of way. It was a challenge at first. Treat people like you want to be treated, and you’ll be better off,” Hunt acknowledges.

Hunt’s supervisor Michael Bell said he is a hard worker who has built relationships quickly and gained respect from his colleagues, earning him an endearing nickname.

“Everyone looks to Earl like a father figure. We call him our ‘Goodwill Dad,” Bell stated. “It’s hard for me to believe that he’s the same person that I’ve heard stories about the things he used to do, compared to the person that I know.”

Hunt continues to make progress in his career and his social life. Despite his dark past, it seems he’ll have a bright future.

Earl HuntPaula Moon

“I was very glad to get a job. This is a blessing just to come to work every day.”

“I had no confidence in myself and didn’t know if I could handle the work. Somebody there believed in me, because after almost eight years,

I am still here. BAC has given me confidence and now I believe in myself.”Jobs procured through AbilityOne contracts not only save the government money, but they also provide invaluable work experience as well as self-confidence to employees with significant disabilities. Many AbilityOne employees confirm this—especially Paula Moon from the Brevard Achievement Center (BAC) in Rockledge, Fla.

Moon has worked in facilities management as part of a custodial contract at Patrick Air Force Base since October 2003. In 2008, she transferred to the Kennedy Space Center contract and has been there ever since. Moon is vision and hearing impaired. Doctors have told her that one morning she will wake up and be completely blind and deaf. With disabilities this significant, she maintains an upbeat sense of determination as she works hard to provide the best quality service at the Kennedy Space Center.

Customers have written to BAC reflecting on Moon’s delightful attitude as well as her great work. Moon attributes her great work ethic to the confidence and satisfaction working has brought to her. “…I had no confidence in myself and didn’t know if I could handle the work. Somebody there believed in me, because after almost eight years, I am still here. BAC has given me confidence and now I believe in myself.” stated Paula. “I wanted to work for a company that believes in me. A company where a disability makes me normal, I found that with BAC.”

Previously, many people with significant disabili-ties, upon graduating high school, were usually referred to local government programs that employed people with disabilities; usually at rates far below the national average: “I had no hope in finding a good job. After I graduated from high school, I was told I could work in a state program for people with disabilities for $0.35 an hour! I said, “No way,” Moon stated.

At BAC, Moon strives to learn new skills and is a wonderful help to those in need. She was selected as the Associate of the Quarter for January through March 2011. Despite her disabilities, Moon is an invaluable employee and a perfect example of the AbilityOne success.


20 | NISH WORKPLACE

A great leader is infectious: their attitude, self confidence, virtues and ambitions spread to others. An AbilityOne success is one that excels in their field; however, it is also someone who excels so that others can do the same. Achieving this type of success is the epitome of making a difference. Meet Luther Russell.

Faced with a disability-related challenge in November 2007, Russell had to have knee arthroscopic surgery to correct problems he was having with his knee. A year later, the problems progressed so much so that he needed a total knee replacement surgery. Once well into recov-ery, Russell began volunteering at the American Red Cross Center at the Womack Army Medical Center for six months. “Volunteering is a way I could give back to the community by working with others whom had been faced with medical hardships” said Russell. He believed his knee surgery made a difference in his life and it was time to pay it forward.

Russell works with different clients at the Womack Army Medical Center. He is always patient and available to lend a helping hand. Supervising clients is only one of the many tasks Russell accomplishes daily. He also teaches classes

on custodial skills for clients enter-ing into that field. His classes discuss proper methods and applications of different cleaning equipment as well as information on the products and supplies many AbilityOne employees use in the field. He stresses to his students the importance of paying close attention to detail, “If you don’t have time to do it right, you don’t have time to do it,” said Russell. His outstanding classes extend to

the AbilityOne customers who receive the extraordinary services resulting from his teaching. Russell’s leader-ship abilities-great personality, honesty and integrity-make him an outstanding employee. As a result, he was promoted to lead supervisor for the Goodwill AbilityOne contract in Fort Gordon, Ga.

Russell continues to exude professionalism at all times and proudly serves in his role as mentor to his team of AbilityOne clients. He believes the right way is the only way. He holds himself to that standard daily, making him an impressive role model to his coworkers. A natural leader, he encourages others to give their best every time. People who surround him give their best consistently, thus making his team productive and effective. Russell is an example and advocate of success.

Many AbilityOne employees receive different opportuni-ties to experience new things while they excel at their job. Many get promotions; some travel and some adopt new responsibilities. A select few do all three. Brian McDow-ell, from Opportunity Village of Las Vegas, Nev., has done it all.

McDowell has been with Opportunity Village since 2002. He has worked at the Opportunity Village Bureau of Reclamation Contract for the past 10

years. He started his employment as a custodian. Initially, he needed super-vision when completing his assign-ments. However, since he has grown professionally, he currently works hard with little to no supervision. Because of his improvements, McDowell was

promoted to assis-tant team leader at the Bureau of Reclamation. He is responsible for assist-ing the site supervi-sor when ordering and replenishing supplies.

Additionally, he assists his coworkers in completing their daily duties. McDowell is responsible for training new hires at the Bureau of Reclamation, providing training in proper vacuuming and trash removal techniques and procedures. He is a very strong team builder.

McDowell is also very polite and respectful to everyone he encoun-ters. He is very personable and always caring. Brian and has been nominated as an Employee of the Month for the Contract Services Department. Due to his outstand-ing performance, he was selected to represent Opportunity Village at the 2010 NISH Grassroots Advocacy Conference in Washing-ton, D.C. McDowell attended the conference with Ed Guthrie, executive director of Opportu-nity Village. He was very excited; it was his first airplane flight and first time seeing the Capitol of the United States. He was thrilled to meet Members of Congress, includ-ing Senator Harry Reid, U.S. Senate Majority leader.

McDowell is an AbilityOne success. He has progressed at the workplace, at home and in life.

Brian McDowell

Luther Russell

“Because of his improvements, Brian was promoted to Assistant Team Leader at the Bureau of Reclamation.”

“If you don’t have time to do it right, you don’t have

time to do it.”


Michael Vance was the typical American worker from Louisi-ana. He paid his taxes. He came to work everyday and was an outstanding employee. His financial contributions to his family were important, as they relied on him to supply their day-to-day needs. Unfortunately, it only took one event to change all of his efforts. On Sept. 4, 2004, Vance was injured on the job, suffering from a broken neck. Despite two surgeries and numerous treat-ments to fully rehabilitate him, the accident left him partially paralyzed. Because he was unable to obtain a doctor’s release after rehabilitation, finding employment that accommodated him became virtually impossible.

As expected, Vance went through a period of time where his disability challenged his ability to provide for his family, his ability to believe in his capabilities and his ability to believe in himself. However, his attitude began to change after he was referred by Louisiana Rehabilitation Service to apply for a position as a truck operator/driver with PRIDE Industries on an AbilityOne contract. He would provide base operating support services to Fort Polk starting November 2009.

Luckily, Vance’s notable leadership skills were recognized and he was promoted to heavy equipment shop lead. He later earned another promotion when an opening for a grounds maintenance manager became available. He took on this task on an interim basis, until a permanent replacement was found. A replacement was not needed as Vance was the best person for the job.

The maintenance manager is responsible for managing a 16-person team of grounds maintenance staff. As the maintenance manager, Vance proved he was more than capable of managing and mentoring the team. He received yet another promotion to environmental technician in the Safety Program. As the environ-mental technician, he is responsible for the oversight and training of PRIDE Industries’ environmental initiatives.

“My life has drastically changed thanks to PRIDE,” says Vance. “PRIDE has given me a new outlook on life. Where I am proud and glad to get up every morning and come to work. This allows me to set an example of work ethic that is worthy of passing on to my boys.”

Experiencing three major promotions within three years demonstrates the capability and success of AbilityOne employ-ees. Vance has received numerous awards, accolades as well as rave reviews in customer comment cards. With his renewed outlook on life, the future holds the same limitless opportuni-ties he had before his injury.

Michael Vance Tim Hanlon“PRIDE has given me a new outlook on life. Where I am proud and glad to get up every morning and come to work. This allows me to set an example of work ethic that is worthy of passing on to my boys.”

Self sufficiency. Independence. Happiness. These are words that describe the outcomes Countryside employment specialists hope all of their clients achieve. Community Employment Services at Countryside Association for People with Disabili-ties, located in Palatine, Ill., works to help people with significant disabilities acquire jobs from start to finish—this means they are with them through the interview process, the training period and on the job as needed. Tim Hanlon, one of Country-side’s success stories, is a fine example of how AbilityOne employees can achieve their dreams and how nonprofit agencies (NPAs) aid them.

Hanlon’s career dream was to work in the food service industry. Bussing tables, serving food, welcoming guests were all the great customer and food service skills He already possessed to begin a job in the food services industry. What he was missing was a job to fulfill those skills. Through his own personal efforts and the support of Country-side, Hanlon is employed at Portillo’s Hot Dogs in Schaumburg, Ill.

Shy when meeting people for the first time, he was accompanied by Mike Garamoni, employment specialist, when Hanlon went to fill out his applica-tion for employment at Portillo’s. He completed two rounds of interviews before he received a job offer a few weeks later. During training, he was assisted by Maggie Goy, employment specialist, who coached him through the training process. Hanlon is respon-sible for facilities maintenance in the restaurant space as well as hosting when the guests arrive. In July, he was given a permanent work schedule and his training status was removed.

“Tim is a good asset to the company. He always works hard and completes the tasks he’s required to do” stated Chris Berardi, Schaumburg Porti-llo’s general manager. “Everyone here enjoys working with him.”

Acquiring the Portillo’s job further asserts Hanlon’s independence. Additionally, he takes public transportation to and from work. Ironi-cally, his strong work ethic mingles well with his hobby as he is an active competitor in the Special Olympics, specializing in dead lifting.

“Tim is a good asset to the company. He always works hard and completes the tasks he’s required to do.”

October 2011 | 21


22 | NISH WORKPLACE

As technologies continue to advance and different innovations are created to allevi-ate the difficulties of life, new opportunities arise. One of the issues barring people with disabilities from entering the workforce is the fact that many of them are unable to perform many simple tasks that are most useful on the job. Luckily, there is an increasing trend in assistive technologies that award ability to some of the people with the most significant disabilities.

Jordan was born with cerebral palsy and scoliosis and is confined to a wheel chair. He has spent most of his 31 years at home with his family. Wanting to be a more productive part of his society, Jordan found employ-ment at Southeastern Kentucky Rehabilita-tion Industries, Inc. (SEKRI). His parents helped him search for ways to expand his horizons and find independence through work. He began working October 2010 trimming threads. Once he mastered that task, he was given more challenging work.

Jordan is now a machine operator, press-ing heat seals on the USMC hood. In an effort to help him become more functional in the workplace, SEKRI Director Cheryl Sanders began an assisted technology project with Kentucky Office of Vocational Rehabilitation (OVR), SEKRI engineers and SEKRI plant manager Lisa McLean to modify and automate Jordan’s workspace and machinery to accommodate his specific disabilities.

Due to their initiative, Jordan is excelling at work, accomplishing tasks that persons without disabilities do on a daily basis. His confidence has dramatically increased and he no longer requires on-site assistance from his job coach. Jordan is an example of how, if given the right opportunities, people with disabilities can thrive and exceed expectations.

“His confidence has dramatically increased and no longer requires on site assistance from his job coach.”

“It’s nice to go home after a hard day’s work,” says Mike Englehart of Goodwill in Colorado Springs. There is nothing like feeling accom-plished when you have had a productive day of work. Returning home after brings a sense of pride knowing that you can provide for your family. Working within an AbilityOne contract allows one to experi-ence pride through work while providing opportunities to work in an environment that understands the specific needs of a person with a significant disability.

Englehart began working for Goodwill Industrial Services Corporation in 1976 after his foot was injured in a motorcycle accident. At onset of the accident, he suffered severe chronic pain when he sits or stands for long periods of time. He uses a cane to help keep him mobile.

Englehart began his Goodwill experience on the production floor as an assembler. It was not long before his pay increased due to his amazing work ethic, increases in productivity and his dedication. He was then promoted to a janitorial position. Because of his disability, he couldn’t provide maintenance services for very long, so he was transferred to Goodwill’s warehouse.

Englehart took time off work after working at Goodwill for 20 years. His chronic foot pain was later diagnosed as Macular Degenera-tion. After a two-year sabbatical, Mike moved back to Colorado from Alabama and performed light janitorial work at Goodwill until a position opened at the Goodwill Fresh Start Laundry in 2002. He started as a sorter, sorting the soiled linen. Quickly, he became a leader among his coworkers and now organizes the sort room manages the flow of linen to the wash deck.

The Fresh Start Laundry employs people with significant disabilities. “I am more comfortable around people with disabilities,” stated Englehart. “Many people with significant disabilities would agree. Working in an atmosphere where people are not judgmental of differ-ences allows employees to focus on the job performed rather on social or physical differences.” The Goodwill Laundry staff count on him to perform his duties with little supervision. This is just a small portion of his success story. Englehart’s productivity remains high despite his disability—an example of success defined by Mike as “enjoying what you’re doing and doing the very best you can.”

Mike Englehart

David Jordan

“I am more comfortable around people with disabilities. Many people with significant disabilities would agree. Working in an atmosphere where people are not judgmental of differences allows employees to focus on the job performed rather on social or physical differences.”


October 2011 | 23

According to Jeff Orlandini, Presi-dent of Pacific Die Casting, “Foothill [Vocational Opportunities, Inc.] has provided quality, fast delivery, and competitive prices.” Foothill Vocational Opportunities, Inc., an AbilityOne® nonprofit agency (NPA), relies on the high quality performance ratings from its employees, like Gerald Yamasaki, who have a disability.

Yamaski has provided high quality powder coating services in the manufacturing department at Foothill since 1997. He began in the subcontracting packaging depart-ment and it became apparent that Yamasaki was a fast learner, with an ability to adopt new policies and methods quickly. He was later transferred to the manufacturing department where paper punchers are built. This department is a part of a larger AbilityOne contract that has been around for the last 25 years,

providing more than 35 adults with disabilities with year-round employment. Yamaski performed many tasks in the manufactur-ing department that varied from metal prep, final assembly functions, testing and packaging. He thrived and excelled in that department, and was later transferred to the powder coating department. He helps process up to 100,000 parts every month.

‘[Gerald Yamasaki] is very depend-able, hardworking and one of my most [reliable]…employees because he is observant and versatile’ stated Ben De LaTorre, supervisor. ‘Gerald can set up the equipment, prep the parts, powder

coat the items, perform QC inspec-tions and properly pack out the finished product.’

Yamasaki acknowledges that Foothill is a great place to work. It provides him with the support he needs. “[Foothill is a] good place to work because of the staff, the training and the opportunities,” he said.

Gerald Yamasaki“[Gerald Yamasaki] is very dependable, hardworking and one of my most [reliable]…employees because he is observant and versatile,” stated

Ben De LaTorre, supervisor.

It was the first day of school in August 2004 when Tyler Zufelt stepped off the school bus and entered the doors of Development Workshop, Inc. (DWI) is a community rehabilitation program whose mission is to assist individu-als who have a disability or who are disadvantaged to recognize and achieve their chosen level of economic and social independence. Tyler, along with his school support team had made the decision to participate in pre-vocational services at DWI as part of his school day. Tyler was 16 years old at the time, struggled with comply-ing with work expectations, had limited social skills and lacked confi-dence in his abilities.

The pre-vocational program at DWI allows students to develop their work ethic through paid work experience in a supportive learning environment. DWI produces numerous plastic injec-tion molded products for the General Service Administration. Through these Ability One contracts Tyler was able to

Tyler Zufelt increase his productivity from an initial rating of 14 percent to 78 percent in the three school years he attended. Most importantly, Tyler developed the worker characteristics he needed to succeed in any job. He learned the importance of following instructions, the role of a supervisor, his role as a team member and the value of work.

Upon graduation from high school, Tyler applied for a custodial position on the Department of Energy (DOE) custodial crew managed by Develop-ment Workshop, Inc. This Ability One contract is responsible for cleaning 360,000 square feet. Given his growth and his desire to be productive, Tyler was hired and became a member of a 10-person crew. Initially, Tyler required additional job coaching support in learning his new job duties and acclimating to a new super-visor and team members but

quickly became an asset to the team.

Presently, Tyler works full-time on the DOE contract. He demonstrates proficiency in all his job duties and is viewed as a skilled worker. His confi-dence has grown to a level where he extends himself in helping his team as well as the building tenants. He is courteous and goes out of his way to ensure people’s needs are satisfied. Most recently, Tyler was given the opportunity to expand his skills and train in the use of various floor and carpet care equipment. Because of his success, Tyler has become a self-suffi-cient member of the community and is truly a champion of individuals with disabilities.

Tyler has become a self sufficient member of the community and is truly a champion of individuals with disabilities.”


24 | NISH WORKPLACE

In this economy, having a job is not enough to support a comfortable lifestyle. The market is becoming more competitive, especially with the growing demand for new jobs and the growing supply of laborers. Higher educa-tion is often the deciding factor on whether or not an employer will hire an individual or give them a promo-tion or a raise. AbilityOne® employees know employment plays a big factor in their lives. Stephen Thompson from Employment Horizons, Inc. knows that employment and the pursuit of a higher education make a winning combi-nation for people with or without significant disabilities.

Since 2009, Employment Horizons, Inc. has seen consid-erable growth in services provided at Picatinny Arsenal. Thompson began working with Employment Horizons at Picatinny Arsenal in 2005 within site maintenance. His hard work did not go unnoticed. In the summer of 2010, he received a promotion to the position of janitorial supervisor. In his new role, he supervises and manages the work of 20 janitors in 40 buildings on a weekly basis. He is responsible in assisting with new hire training and assuring quality services in all 40 buildings, commu-nicating with the buildings’ managers and addressing emergency problems as they arise.

Thompson has received many congratulatory remarks regarding his promotion. Old clients gave him positive feedback and congratulations upon hearing of his promo-tion. He is a progressive worker whose impressive work ethic has won over his peers as well as his janitorial team. A progressive example, Thompson attends the County College of Morris where is currently pursuing a degree.

He was selected as Employment Horizons’ 2010 William Huber Achievement Award recipient. The award “recognizes an individual whose outstanding accomplishments serve as an inspiration for all who strive to find employment and acceptance in the local community.” More than a year has passed since his last promotion and he still continues to be an amazing employee, instrumental to the success of the agency’s program at Picatinny Arsenal.

Stephen ThompsonAngeneil (Angie) Barker

I like the responsibility and challenges involved in the position and have a good understanding of the people I supervise.”

What is the difference between a job and a career? To many people, the perfect career is one where you can perform duties you enjoy while helping others in the community. Unfortunately, many individuals both with and without disabilities, work at jobs performing duties that may not be exactly what they want to do for the rest of their lives, but it pays the bills. Angeneil (Angie) Barker, of The Arc of the Virginia Peninsula, is one of the lucky few who has worked in various jobs and been able to find an enjoyable career that lets her give back.

After high school graduation, Barker knew she wanted to work in the community. She began working at The Arc of the Virginia Peninsula’s on-site employment program. This job allowed her to earn a paycheck, but Barker’s goal was to work for a community employer. When she expressed her desires to her supervisors at The Arc, they paired her with a job coach who was able to find Barker a job within an AbilityOne contract at the Langley Air Force Base Commissary, one of the busiest commissaries in the world.

At Langley, Barker had a fast-paced job stocking the commissary shelves each evening. She was a quick learner, unloading and stocking up to 3,000 cases a night.

However, the commissary was not the perfect job for Angie. Working the night shift made it difficult for her to see her friends and family. Luckily, The Arc’s AbilityOne contract at the NOSTRA Lens Lab at Naval Weapons Station Yorktown had a day shift opening that would allow her to see more of her family and friends and interact more with others.

Barker loved being a part of the NOSTRA team. At the NOSTRA Lens Lab, AbilityOne employees work with military and civilian personnel manufacturing eyeglasses for members of the military, veterans and dignitaries across the globe. On average, NOSTRA Lens Lab produces 2,000 eyeglasses a day.

Barker is thriving financially and in the workplace. She is earning a competitive salary—enough to purchase the car she drives to work everyday. She has been a NOSTRA employee for the last six years. She has been commended by the captain of the NOSTRA Lens Lab, recognized as the Contractor of the Quarter and enjoys working in the community providing sight to members of the military. She has found her dream career.

“Angie is thriving in the workforce and financially. She is making a competitive salary —enough to purchase the car she drives to work everyday.”

October 2011 | 25


Countless AbilityOne® success stories exist. NISH and the AbilityOne® Program work to make these stories possible along with nonprofit agencies across the United States. Each AbilityOne success story

has one central theme: hope. When people with significant disabilities are given an opportunity to contribute to their communities and to their world, they are given the support to turn

their disabilities into a tool for upward mobility. These AbilityOne success stories are proof that disability does not mean disabled anymore. H

Despite his dark past,

it seems he’ll have a

bright future

I have done it all.

From traveling to getting

promotions to adopting new

responsibilites.

He is an example of how, if given the right opportunities,

people with disabilities can

thrive and exceed expectations.

I am excelling at work,

accomplishing tasks that persons

without disabilities do on a daily basis.

October 2011 | 27

Eyebrow HeadHats Off

NISH Board Member Tom Miller Receives Governor’s Award

NISH Board Member Tom Miller is this year’s recipient of the Governor’s Award for an Outstanding Citizen with a Disability. The award is presented annually to a South Dakotan in recognition of outstanding achievements in overcoming a disability and in promoting independent living and employment opportunities for

other individuals with disabilities. South Dakota Governor Dennis Daugaard presented this award July 26 in Pierre, S.D.

Black Hills Workshop nominated Miller because he has made it a personal mission to advocate for people with disabilities in their employment and everyday life. He has overcome many obstacles to improve his own situation and has used his experiences to help improve the quality of life for other people with disabilities.

In 1993, he was selected to participate in Partners in Policy Making, a training program that teaches leadership and self-advocacy skills to people with disabilities. He also presented to members of the Black Hills Workshop’s People First group-a group of individuals with disabilities learning to advocate for themselves and others. All of these experiences increased Miller’s knowledge of government policy, human rights and public speaking. These civic duties led him to the NISH Board of Directors, where he is currently serving his third term.

He was appointed May 2009 to a three-year term on the Operating Board of the Black Hills Workshop. Because of his leadership skills, years of experience advocating for others with disabilities and his own life experience, Tom is able to bring a unique perspective and a first-hand view to his Board service experiences. He also serves on the Black Hills Workshop’s safety committee and Quality Work Environment work group.

Miller has made numerous trips to Washington, D.C. to meet with congressional delegates and advocate for rights and employment options for people with disabilities. He now provides training to other people with disabilities on how to present their own stories to Congressional Members.

Since October 1990, Miller has been employed at the Bandit Inn at Ellsworth Air Force Base. Having worked his way up to his current supervisory role, he is a mentor and role model for the nearly 100 other employees with disabilities who work on the contract. H

Orion Contact Center Services Wins Gold Medal at the ATA Call Center Olympics

AbilityOne®-affiliated agency Orion Contact Center Services is celebrating a gold medal first place win in the Best Employee Motivational/Recognition Program category. The West Coast Chapter of the American Teleservices Association’s (ATA) inaugural, open-entry Call Center Olympics to recognize best practices and innovation in contact center operations welcomed participants from 30 organizations. The competing categories included Best Innovation in Customer Service, Most Successful Outbound Provider and Best Employee Motivational/Recognition Program.

Judges stated Orion’s program stood out among other competitors because it shared emphasis on what would be fun for employees as well as what was important to the specific account. The program also proved that a big budget is not required to motivate participants. Orion was the sole social enterprise nonprofit competing in this year’s Call Center Olympics, competing against a field of primarily commercial companies.

Orion’s Director Matt Van de Voorde says, “Orion funds it’s

own mission through our business enterprises, so employ-ees are focused on every contact center account, no matter the nature, because they know what success means for our programs.”

Van de Voorde also went on to stress the importance of employee motivation in the call center environment. “Some accounts have more challenging contacts than others, so contests and incentives can really liven up the mood and employee morale. Our winning program showed a produc-tivity increase even through an account staff reduction.”

Orion Industries is a nonprofit organization founded in 1957 with a mission to enhance career opportunities for men and women with disabilities or other significant barri-ers to entry in the workforce. Orion supports this mission through the operation of successful businesses, which include the contact center, vocational rehabilitation and placement services and aerospace manufacturing. H

NISH

WorkplaceNISH8401 Old Courthouse RoadVienna, VA 22182

ADDRESS SERVICE REQUESTED

Non-ProfitOrganizationU.S. Postage

PAIDReston, VA

Permit No. 84

NISH offers a wide range of training opportunities through the NISH Academy for Leadership, Performance & Development. For more information, to request a 2012 training calendar or to register for courses, please contact the NISH Training Team at 571/226-4660 or visit the NISH Web site at www.nish.org.

NISH MissionNISH creates employment opportunities for people with significant disabilities.

NISH Training Calendar

Nov 29, 30, Dec 1 Leadership: Great Leaders, Great Teams, Great Results Vienna, VA

Nov 29, 30, Dec 1 Systems Management for the Custodial Contractor Las Vegas, NV

Nov 29, 30, Dec 1, 2 Hospitality Services: Property Management and First Sergeants Barracks Program (FSBP) Business Development 2 San Antonio, TX

5, 6, 7 Improving Negotiation Skills to Enhance Success Las Vegas, NV

6, 7 Management: From Focus to Execution Pensacola, FL

6, 7, 8 Federal Compliance Symposium 2011 San Francisco, CA

7, 8 ISO 9001: 2008 A Roadmap for Successful Implementation Charlotte, NC

7, 8 Person-Centered Planning for Employment New Orleans, LA

13, 14 Overview of Government Contracting for CRPs Norfolk, VA

13, 14 Time Studies: Determining Commensurate Wages for Employees Paid Piece Rates and Employees Paid Hourly Vienna, VA

DECEMBER

Workplace October 2011

Documents

Transcript of Workplace October 2011