ican_annual_report_2014

ICAN Gazette

2014 Annual Report January 1, 2014—December 31, 2014

Table of Contents
What’s the buzz? ........................................................................................................................................ 3
Community Services ................................................................................................................................. 4
2014 Service Growth Trends per Program ................................................................................................ 5

Funding for Direct Services .................................................................................................................. 6
Donations and Fundraising .................................................................................................................. 6
Community Services Staff .................................................................................................................. 7
2014 CARF Goals/Outcomes ............................................................................................................... 8
Looking Forward into Community Services 2015 ........................................................................... 9
Case Management .................................................................................................................................. 10
Case Management Team .................................................................................................................... 11
Deb’s Desk ................................................................................................................................................ 12
RCSI Celebrates Accomplishments in 2014 ........................................................................................... 14
RCSI Employees Visit the State Capitol ........................................................................................... 16
Human Resources Thumbnail ................................................................................................................ 17
Training & Development ........................................................................................................................ 18
Thank You to the Community ................................................................................................................ 19

2

By Jorgi McNamara

2014 was a very successful year for ICAN/RCDDS/RCSI. You will see our grade card for services in the various
Director’s Reports. Overall the feedback we are receiving from our staff, the community, the individuals we serve,
and the families of the people we serve is very positive. There are a few growing pains. Some of the goals we set
were easily accomplished, so we will set higher goals for 2015. Some of the goals we set were completely unreal-
istic, so we will revise them to be more reachable. We are still learning!
Our staff members have given us some great feedback on ways to make their jobs easier, as well as comments
that touch my heart. I’d like to share a few of the things our staff said in their annual satisfaction surveys.

 “This is a very positive and team oriented work environment!”

 “When I get to a person’s house they are smiling and ready to go!”

 “I like working at ICAN because of the people that I serve.”

 “I enjoy knowing that I’m helping someone have a better quality of life.”

 “Everyone works together to help each other.”

 “I have seen the positive outcomes of my involvement with the clients and their families. Before
ICAN was here many of my clients did without services and I do not know how these families man-
aged it.”

 “The feeling I get when I know I have helped someone through a tough situation is what motivates
me every day.”

There was also lots of good feedback that we will take very seriously and find ways to address. Overwhelmingly
our staff were dissatisfied with the minimal benefits package and poor internal communication. Since we are still
very new, we are growing faster than we can sometimes keep up with, so we will work hard to do better for our
employees and the individuals that we serve.
In February, ICAN will have a Strategic Plan Retreat with the University of Missouri Extension Community Devel-
opment Program. Johanna Reed Adams will assist us in making a clear road map for future growth. All who would
like to provide input are WELCOME to join us. We will be meeting on February 16 (President’s Day!) Please call
us for details if you would like to participate.
“A dream doesn’t become reality through magic; it takes sweat, determination and hard work.”

~Colin Powell

3

Community Services

RCDDS/ICAN Community Services encompass all direct services to individuals with Developmental
Disabilities. Referral for these services are optional and can be made directly by an individual, their
family, other social agencies, public schools, churches, an others, within a caring community. Ser-
vices assist people to learn to budget money, maintain their household, learn the laws of citizenship,
learn safe and appropriate interaction with others, daily living tasks, and so much more, depending
upon the skills and needs of each individual.
Over the past year many efforts have been made to get the word to the community and other stake-
holders regarding the types and availability of the services that we provide. In addition to communi-
cation with the public through Facebook; the ICAN Web page; radio broadcasting; public awareness
booths at the MACC and Christian College Career Fairs, Randolph County Health Fair and Moberly
Back-to-School Fair; we strive to provide the highest quality customer services possible and that
seems to have also led to positive public communication and tax payer confidence via word of
mouth.
The result: 2014 was a year of tremendous growth in the number of individuals seeking these ser-
vices and the expansion of the services we offer. Some individuals receive one service, some re-

2014 service highlights include:

 Started 2014 with the following services: Individual & Group Community Integration; Individual and Group
Day Services; Personal Assistance; Transportation

 New Services added in 2014:Individualized Supported Living Services; ICAN Summer Kids Camp; Sup-
port Brokerage to individuals and families; Home Skills Development; ICAN Group Community Adventure
Program; Evening Adult Community Center Classes (12 week Cooking Skills course)

 Formalized daytime 8 week Pre-employment class sessions (Dept. of Labor curriculum) at the adult
Community Center

 Recruitment of Community members and volunteers to share their gifts and talents at the ICAN Adult
Community Center.

 ICAN sponsored the first year of participation for Randolph County citizens with developmental disabili-
ties into the DMH Director’s Creativity Showcase. We sponsored open art classes and hosted a local art
show for their art work with support from Andrew Glenn and the MACC Art Gallery prior to the Jefferson
City show.

 Child and Youth Services became the service area with the fastest growth. In order to assure a very high
quality of those services, a Child & Youth Coordinator was hired specifically to manage those ser-
4

2014 Service Growth Trends per Program Area

# served Jan Feb Mar April May June July Aug Sept Oct Nov Dec
In each program 16 17 17 18 19 19 23 23 22 21 23 22

Adult
Community Center

Adult Home & Com- 21 24 28 27 26 28 29 30 25 29 28 32
munity Services

Child & Youth 9 9 11 13 16 16 22 22 25 26 27 28
Services

Transportation (to/ 13 10 12 12 13 14 14 14 14 15 15 15
from services)

Residential 12222222222

Crisis Personal 111
Assistance

ICAN Kids Camp (19)

Support 1112222
Brokerage
46 43 49 52 54 59 72 + 72 70 72 76 78
# of total (19)
individuals

59% overall growth in the number of persons served

5

Funding for Direct Services

Once the intake process for services has been completed by RCDDS Case Management and an indi-
vidual has been determined eligible for services, funding for Community Services to individuals with
Developmental Disabilities can be provided to individuals and families in several ways. The initial
determination of funding is based on whether an individual is eligible for Medicaid, or not. If a person
is eligible for Medicaid, the next step is to determine their individual level of need. Medicaid has re-
strictions. In the case of Developmental Disabilities, Medicaid will waive some of these restrictions
based on needs of each individual. Each tiered level of need is called a Medicaid Waiver and dic-
tates the types of waivered services and funds available in that tier. Local matching SB40 funds
(20%) are required to access a Partnership for Hope Waiver for an individual. All other Waivers do
not require local matching funds. If an individual has a need and does not qualify for Medicaid, local
SB40 tax dollars may be requested to help pay those costs 100%.

2014 Total Generated Community Service Revenue
$785,591.85

Donations and Fundraising

Non-profit agencies, such as RCDDS/ICAN Missouri Foundation, always hope that in any given year,
providing services can be a sustainable endeavor to those in need. “Breaking even” is always the
target. Start-up costs can be significant for a new agency and new programs. Thanks to the Ran-
dolph County community for your overwhelming support to those citizens in this county with Develop-
mental Disabilities by your vote to pass Proposition O in 2010! Randolph County can now be eligible
for additional services by Department of Mental Health and other funding sources.
Besides daily encouragement and positive feedback from the community, we want to thank those
Randolph County citizens and organizations who have given in -kind, volunteerism, and monetary
donations. The expense for on-going supplies for programs can be decreased by donations from the
local community. It is so hard to put a value on people’s time and kind words (they are invaluable);
however, we can note that monetary donations and fundraising efforts in 2014 have totaled:

$4,476.22

Thank you!!

6

Community Services Staff

When providing direct supports and services to individuals with Developmental Disabilities, our most important
focus is providing high quality services. People advocating and supporting people is what we do. Due to fast-
paced growth in 2014, providing high quality support staff to keep up with growth proved to be a challenge.
These are very important jobs in the lives of those we serve and we are happy that Community Services is able
to provide quality jobs for our community. During the hiring process, our interview panels include individuals we
serve and family members whenever possible. We carefully select each candidate for employment, undertake a
thorough background and drug screen, provide many hours of internal and external training, and require a staff
shadowing program that ensures proper preparation of our new staff during their training process. We also seek
to provide multiple direct staff advocates for each individual we serve so that appointments and services are not
cancelled due to staff sickness or vacation. As often as possible, we also provide family and individual screen-
ing and selection of staff so that appropriate personality and gender matches can be selected, when needed, for
individuals we serve. In Human Services, employees are the most important asset of an agency. We are grate-
ful for our Community Services staff and commend their hard work! We would like to make special note of
them here:

Vickie Cleek 2 Years, 3 Months Adult Community Center Support Staff
Jennifer Jackson 2 Years, 2 Months Adult Community Center Coordinator
Loretta Buehrle 2 Years, 1 Month Adult Community Center Support Staff
Joy Brumbaugh 2 Years Adult Home & Community Services Coordinator
Katlyn Kendall 1 Year, 11 Months Adult Community Center Support Staff
Lessley Armstrong 1 Year, 9 Months Child & Youth Support Staff
Cynthia Gravitt 1 Year, 8 Months Adult Home & Community Support Staff
Tina Rice 1 Year, 7 Months Community Services Director
Amanda Brown 1 Year, 5 Months Adult Home & Community Support Staff
Deborah Turner 1 Year, 3 Months Adult Community Center Support Staff
Crystal Lawson 1 Year, 1 Month Adult Home & Community Support Staff
Liz Dougherty 1 Year Residential Coordinator & Assistant Director of Community Services
Tammi Miller 1 Year Residential Home Manager
Robert Whisenand 1 Year Community RN
Christine Moyer 1 Year Residential Support Staff
Sierra Pflughaupt 11 Months Residential Support Staff
Sara Umholz-Lloyd 10 Months Adult and Child & Youth Support Staff
Shynese Alexander 10 Months Residential Support Staff
Joe Wright 9 Months Adult and Child & Youth Support Staff
Tempra Williams 7 Months Residential Support Staff
Christie Ford 6 Months Adult Community Center Support Staff
Frankie Savage 6 Months Child & Youth Services Coordinator
Thomas Roth 6 Months PRN Adult and Child & Youth Services Support Staff
Crystal Spray 6 Months Adult Community Center Support Staff
Ronald Ritchey 5 Months Adult Support Staff
Cody Rice 5 Months Child & Youth Support Staff
Mellissa Barton 4 Months Adult and Child & Youth Support Staff
Joyce Madsen 3 Months Residential Support Staff
Hilary Knazik 3 Months Child & Youth & Residential Support Staff
Jesarae Oliver 1 Month Residential, Adult and Child & Youth Support Staff
Taylor Isaac 1 Month Adult & Residential Support Staff
Thomas Wyatt 1 Month Adult and Child & Youth Support Staff
(32)

7

2014 CARF Goals/Outcomes

CARF = Commission on Accreditation of Rehabilitation Facilities

Services to individuals with Developmental Disabilities should always be measured under the highest
possible scrutiny. Department of Mental Health requires its providers/vendors, like RCDDS/ICAN, to
meet licensing and certification requirements that ensure quality services; however, yet another even
higher level of quality is measured through CARF survey and accreditation. CARF is a non -profit in-
ternational and independent accreditation agency for health and human services. Being CARF ac-
credited is a choice and forces an agency to raise above the industry standards into the highest pos-
sible quality of services and supports. RCDDS/ICAN has chosen to undertake this higher level of in-
spection and examination in order to be the best quality agency we can be. We established goals for
ourselves at the beginning of the year. The intent is to challenge ourselves, evaluate our outcomes,
and establish steps toward continual improvement. The 2014 summary of outcomes for our Commu-
nity Services program goals are as follows:

Indicator Goal Objective 2014
Average
Effectiveness All programs will operate under a 3F. 80% of persons served directly by
manner that is effective in meeting ICAN will make progress on objectives 95%
Efficiency community, client and funder expec-
tations for services. as measured by quarterly Service/
All programs will operate in an effi- Support Plan reviews.
cient and business-like manner in
order to promote the long-term health 2E. ICAN will maintain a Community 33%
and viability of the service delivery Services staff turnover rate at or below
system.
20%.

Access People will begin to receive services 1H. 90% of approved referrals for non- 40/42
in a timely manner. residential services will begin within 30 95%
days of the approval date.

Access People will begin to receive services 1I. 90% of approved referrals for resi- 2/2
Satisfaction in a timely manner. dential services will begin within 90 100%
Satisfaction days of the approval date.

Guardians will be satisfied with ICAN 4A. 85% of families and guardians will 15/15
services. be satisfied with the services that their 100%
individual receives.
People will be satisfied with the ser-
vices they are receiving. 4A. 85% of people served will be satis- 47/49
fied with the services that they receive. 96%

8

Looking Forward into Community Services 2015

 Formalizing all our Community Center Adult Classes and Programs so individuals can come only for specific classes, if
they so choose

 Expanding evening special events, activities and class options at the Adult Community Center
 Identifying additional service needs and continued identification of individuals and families in the community that are

in need of services
 Continuing to work with the Department of Mental Health on ways to provide a respite service for those families that

need a caregiver break when their family member is living with them in their natural home
 Our sensory room will be up and running for individuals with Autism and their families to use during or after hours
 Facilitating a Parent and Family Support Network for Randolph County families
 We anticipate growth in Individualized Supported Living Services in early 2015
 Continue to seek important feedback from the individuals we serve, families, guardians, board members and the com-

munity-at-large to ALWAYS seek to improve the quality of our Community Services

“Those of us who provide customer services, particularly to people with developmental
disabilities, should ask ourselves over and over each day, ‘Would the service that I am
providing to this individual be good enough for ME?’” – Tom Pomeranz

Tina Rice
Director of Community Services
ICAN Missouri Foundation
Randolph County Developmental Disabilities
Services
(660) 269-8875 Ext. 117

9

Case Management

As I sit here writing this article, I cannot believe we are wrapping up our THIRD full year of providing case man-
agement services in Randolph County. Having been here from the start, the time has sure flown by so quickly.
The rapid growth of our agency, and the services we now provide, is truly amazing and something I am very
proud to be a part of!!

TEAM/SERVICES GROWTH:

In January 2014, the number of Randolph County individuals receiving case management was 152. By the end of
2014 that number was 167. We assisted 21 new individuals/families this year with the intake and eligibility pro-
cess for case management services, so that was very exciting. By those numbers it may not appear like the
growth adds up, but there is always movement of individuals in or out of the county so one or two being dis-
charged was often quickly replaced by a new person moving in. We also ended 2014 with 4 more in the intake
process.

The case management team added 3 new faces in 2014:

 Chuck Bankhead joined our team in early 2014 as an Employment Advocate, a newly created position.
Chuck’s office is in our employment center (Randolph County Sheltered Industries). Chuck has worked very
hard with RCSI staff to identify work related barriers, and provide support to all RCSI employees. Aside from
those who already receive our case management, Chuck provides additional support to those who do not,
which is about 23 clients. Chuck helps develop work related, skill building goals and helps to ensure overall
employment success in the least restrictive environment. His work in this position has truly been valued and
appreciated.

 Brittany Price joined us in the role of case manager in September 2014, when Rita Riley transitioned full time
as our agency’s new training director. I cannot say Brittany was a completely new face, as she had already
been with our agency for 1 year as a staff member in the Children’s Program. The knowledge she obtained
in this prior position, as well as her passion for the job and positive attitude, has definitely been an asset to
our team.

 Stephanie Farnen was hired in February 2014, as our Chariton County case manager. This was a brand new
position due to another major expansion of our case management services in February. During this month,
we entered into a collaborative agreement with Chariton SB40 to begin providing local case management in
their county. Throughout 2014, Stephanie’s caseload has grown from 26 initial clients to 36. All Medicaid
funds generated from Stephanie’s case management services are stand-alone funds used to pay for her sal-
ary and operating expenses, and for client needs in Chariton County. All money from each county (Randolph
and Chariton) is accounted for separately and stays in their own county. Stephanie has been working in our
Moberly office, but her funds allowed for an office for her in Chariton County (Salisbury) in January 2015.

Other than the transition of Rita, the case management team has experienced no other employee turnover. This is
a direct reflection of the top notch case management team we have, who are all very hardworking and dedicated
to the people we support and the mission of our agency!!

10

Case Management Team

Front Row: Chuck Bankhead, Julie Dougherty, Christi Burton, Phyllis Voeltz, and Amanda Cuminale
Second Row: Stephanie Farnen, Melissa Whisenand, Andrea Spears, and Brittany Price

Measure of Case Management 2014 Goals:

Our goal for helping clients to access initial case management services was met at 100% for the entire year. We
continue to take an active role in the intake process which helps people get needed services as quickly as possi-
ble. For the year, case managers spent approximately 80% of their time meeting with clients, or working on client
related tasks. As we must set aside time for staff development and training, this met our estimate set for the year.
In May of 2014, we mailed out our annual case management satisfaction surveys. Our clients, families, guardians
and stakeholders rated their satisfaction with our case management services at over 95%.

Visions for 2015:

Our ongoing goal will always be to provide the best case management services to everyone we support. However,
there are always ways to enhance, or improve, what we are doing. This year we hope to enhance our ability to
inform our clients of community resources available to them. If a client has met recently with their case manager,
for their annual plan meeting, individuals and families may have already began noticing a couple things new. First,
during the annual planning time, families will now be given a client handbook and a Randolph County community
resource manual. These, we hope, will be useful throughout the year as a quick reference for day to day needs. In
addition, case managers have begun asking individuals and families for any available email addresses. In an effort
to be more efficient and informative, the case management team will start sending some information about ser-
vices, and agency news, via email for any who provided an email. If someone does not have an email, they will get
information and announcements from their case manager.

11

Deb’s Desk

Looks like we made it through another year! What a perfect time to look back at
where we were in 2014.

New board members: We love our board members and last year they kept us
busy. We said our farewells to John Jorgensen and Mequel Burton and wel-
comed John Beilharz, Larry Sander, Bill Stuart and John Truesdell to their re-
spective boards. John is still being missed as he was dedicated to the cause
and logged numerous hours chairing committee meetings and helping out where
he was needed. Mequel will be missed as well, as she was an awesome mem-
ber of the board and was always present at our meetings and offered positive
comments and offered expert insights.

By Debra McDonough New budgets: The budget process included input from all program directors
and the final product was presented, reviewed and approved by all three boards.

New managers: We waved good-bye to Polly Nicholson, who left the position of RCSI director and greeted Kit
Brewer into the role. He has overseen many changes in his new position.

New Building: The Randolph County Sheltered Industries board, working along with members of the other
boards, administration and their director, made an offer on a building that was accepted and purchased it for
RCSI in December. The facility will serve their needs with room to grow in the future. The building purchase
makes most give their balance sheet a second look.

New offices: The ICAN facility went through a lot of growth in 2014 and contracted with our landlord to increase
our workable space. Some of us are in the process of moving into our new offices as they become available.

12

New reports: The charts below, though not a complete picture, shows growth in our revenues throughout
the year as we expanded our programs and found more individuals in need of our services. Waiver services
revenues reflect this growth. That program brought in $437,786 more dollars in 2014 than the previous year.
ICAN fund raising efforts were up 475%. RCSI grant revenues were up 210%, while they also increased pro-
duction shop revenues by 55%, and reduced payroll expenses by 5%. Everyone worked hard this year, and
we are all looking forward to an even better year in 2015.

RCDDS 2013 2014 %

Revenues 611,772 639,675 5
Tax 575,892 589,979 2
TCM 192,936 630,722 227
Waiver 17
Interest 5,935 6,916
40
Total Expenses 1,423,948 1,993,146

ICAN 2013 2014 % RCSI 2013 2014 %

Revenues Revenues

Fundraising 1,490 8,564 475 DESE 158,480 128,225 -19
In Kind 931
Misc. 490 2,043 119 Grants 4,542 14,094 210
Expenses Recycling 87,320 70,618 -19
4,705 860 Production Shop 21,871 33,873
55

Total 345,937 360,094 4

Payroll 827,419 1,204,167 46 234,125 222,739 -5
H.Insurance 181,153 224,868 24 Expenses

Payroll

Total 1,352,081 1,877,947 39 Total 349,255 369,471 6

13

RCSI celebrates accomplishments in 2014

Change was one of several themes for Randolph County Sheltered Industries this past
year. 2014 saw seven new additions to the staff including the creation of a new position,
the Employee Advocate. The Advocate is a hybrid combining the skills of both a Case
Manager and of a Production Manager. A true jack of all trades to ensure that each of our
certified employees has the best possible tools for success available.

Chuck Bankhead took on this position in May and immediately made a difference in how By Kit Brewer
RCSI and ICAN staff communicated with employees. Individual needs are now able to be
addressed far more quickly and both morale and production are at high levels.

RCSI also made changes to the way we tracked all of our interactions. This year employee files were made to
include individual Vocational Plans and workplace objectives. And an online daily documentation program was
begun to track not only these objectives but to give staff a greater insight to individual’s behaviors and activities.

We simply believe that the more we learn about one another the better we can provide opportunities for success.

These additions are part of the Employment Continuum implemented this year at the employment center. Our
staff strives to ensure that every one of our employees progresses by gaining both job skills and confidence. Indi-
viduals may be at various points along this Continuum and some may advance more rapidly than others but pro-
gress is both the goal and expectation for everyone.

I, too, joined RCSI and ICAN in May of last year. Upon arriving two major items were listed on the “to do” list. First,
to begin to stabilize the employment center’s financial situation; and second to secure either a long term lease or
a new home.

In September our existing agreement with PSC Metals came to an end. We examined a number of options and
currently continuing to lease the 100 Sparks Avenue warehouse on a month to month basis. But on December
23rd RCSI purchase the warehouse and prop-
erty at 1751 Robertson Road! The purchase
brings long-term stability and growth potential
to the employment center and all of RCSI’s
projects. It even allows for a long term strate-
gic plan to include even greater program inter-
action with ICAN and other providers of ser-
vices to our employees.

The purchase was made by Randolph County Marsha Bain, Kal Cleavinger, Russell Kennison, Kit Brewer,
Sheltered Industries, but with the support and Jorgi McNamara, and Debra McDonough after signing the
stability provided by ICAN and RCDDS. The papers .
loan was secured thru County Bank who pro-
vided great service and advice throughout the
process and offered the flexibility to make the
idea a reality.

14

RCSI has also begun to improve its financial situation by implementing a
more detailed business plan. While net sales revenue increased only
about 0.5% over 2013, several categories have made dramatic increases.
RCSI’s custom pallet shop revenue increased by nearly 65% thanks to
several new regular orders and changes to both the bid and material pur-
chasing processes.

Our production shop which provides for outsourced labor and quality con-
trol for several local businesses increased 55%. In addition to new busi-
ness, I am happy to report that several former partners and jobs are com-
ing back to RCSI. As word continues to spread about the quality and de-
pendability of our employees and their work, we expect this trend to con-
tinue in 2015.

Bring us your Christmas Lights!
Finally the secure shred service grew by 33%. RCSI provides a safe, con-
venient, and secure option to destroy sensitive personal documents and provides a document of destruction for
your records. More local individuals and businesses are having their document destruction handled by our em-
ployees either monthly or as part of an annual purge.

Thank you to all of our local partners!

The Recycling Center unfortunately had another tough year,
financially. Recycling is the largest program at the employ-
ment center in terms of employment and of budget. Commod-
ities prices continued to fall throughout 2014 and the program
lost another 19% over an already poor 2013 performance.
These losses all but cancelled out the gains from other pro-
jects.

Sixty-Five percent of RCSI’s employment hours are involved
in operating the Recycling Center and its route pick-ups. We
simply cannot continue our employment mission without the
program. In February RCSI will be making changes to the
billing of its route pick-ups in order to offset some of these
losses. We believe that the changes are both affordable and
still a great value.

Even with all of these changes—“the more things change the
more they remain the same”—RCSI celebrated its 40th year

Our employees volunteered as bell-ringers for
the Salvation Army at Bratcher's.

15

RCSI Employees Visit the State Capital!

Employees from the Randolph County Shel-
tered Industries, traveled to the Capital in Jeffer-
son City, to speak with local legislators and
show their support in favor of Section 14(c).

In 1938, Congress enacted Section 14(c) of the By Chuck Bankhead
Fair Labor Standards Act to allow payment of
special minimum wages commensurate with
individual levels of productivity. The Act was
intended “to prevent blocking opportunities for
employment of persons with significant disabili-
ties.”

The future of 14(c) minimum wage variations continues to be a major

issue across the country and Federal legislation has been introduced,

that would repeal Section 14(c).

Trip to the Capital. Today, approximately 425,000 workers with disabilities in this country

receive special minimum wages with about 75 percent having intellectual disabilities. To be “certified” to work in

a facility providing subminimum wages, it must be first determined that an individual is unlikely able to obtain

and/or retain competitive employment and that they require the structure provided by such programs, which are

permitted to pay subminimum wages.

Unfortunately, many today are unaware of the complexity of the issue and seek to eliminate payment of submini-
mum wages for workers with disabilities
in locations such as RCSI.

RCSI employees spent the day meeting
legislators, shaking hands and speaking
out about the need for such employment
programs.

The day ended with Missouri legislators
applauding as their names where called
out, during a visit to the House floor.

RCSI Employees meeting with Representative Tim Remole
16

Human Resources Thumbnail

Time Present and Time Past to the point we had to hire 2
Are both perhaps present in Time Future. new Targeted Case Mangers,
Stephanie Farnen and Britta-
ny Price.

Burnt Norton-T.S. Elliot Our Agency rose over

As ICAN Missouri Foundation begins its’ 3rd year of $1,650.00 for United Way
operation, it is proper to look back at the passing of
2014 and what all ICAN Missouri Foundation employ- through the generosity of our By Tony Postle
ees have accomplished and created for the Randolph
County Community. For this report, the year in review employees and the very dedi-
will be presented from the Human Resource perspec-
tive. cated work of Stephanie Farnen and Deb Turner.

I will try and make it informative and an acknowledge- Other highlights in 2014, include acquiring the ser-
ment of all the hard work and caring each and every vices of a Human Resource Intern, Lynsey Farmer,
employee has given in 2014. for several months, sending 10 ICAN employees,
including direct service staff, to attend the annual
We entered 2014 with 39 employees in January. We MACDDS Conference down at the Lake of the
left the year with 59 employees, an increase of over Ozarks, and having Tina Rice and Tony Postle repre-
48%! As we have added new services for 2014, our sent ICAN at 2 local college job fairs.
staffing needs came with our new programs. We
opened our first Independent Supported Living (ISL) For a more detailed and nostalgic overview of the
facility in the Spring and had 7 new employees as- year 2014 for ICAN, please visit our website
signed to our fledgling residential program. (www.icanmo.org/contact) to see the back issues of
the ICAN Gazette. Oh what fun they had!
On June 28, 2014 we saw our first annual ICAN/RCSI
picnic come to fruition which was well attended by the FYI for all our wonderful staff at ICAN, we are starting
individuals we serve, our employees, and all family 2015 off with:
members. The event received excellent community
support!  59 co-workers, of which 46 are full-time benefit
eligible and 13 are part-time,
In July of 2014, Learning Opportunities/Quality Works
(LOQW) closed their Randolph County operation and  15 are male and 44 are female, 20 are smokers
ICAN absorbed five experienced employees. This and 39 are non-smokers.
provided ICAN with the opportunity to operate an ex-
tended employment service for the county.  We are working in 4 major service areas, 10 in
Administration, 32 in Community Services, 9 in
ICAN experienced four internal promotions in 2014 Targeted Case Management and 9 RCSI staff.
with Christi Burton becoming the Assistant Director of
Case Management, Brittany Price advancing to a  The average age of ICAN employees is 38.78
Case Manager from direct support, Jennifer ‘Nikki’ years, a drop from 42.63 years as young, eager,
Jackson taking over as Adult Community Service Co- talented staff joined the team.
ordinator and Tammi Miller becoming a Residential
House Manager. Our client served list grew in 2014 These are big numbers and facts about ICAN but they
do not sum up what a great team we all make.

And from my point of view, having had the opportunity
to sit with you personally during New Employee Ori-
entation, I am glad you are here and keep up the
great efforts!

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Training and Development

These last few months, a lot of trainings have been presentation, and two weeks of By Rita Riley
implemented in our agency. I believe these new train- trainings with individuals with
ings have benefited our new, incoming employees. challenging behaviors. I am
This past year, 9 new trainings have been added. now qualified to teach Tools of
These programs have helped our new employees to Choice program to my col-
have a better understanding about our agency, learn- leagues and to interested par-
ing about a variety of developmental disabilities, and to ents.
become an improved writer when documenting their
daily notes to name a few. This year, there will be more Within the next two months, I will be co-teaching an
teachings that will be offered not only to the new em- exercise program with another co-worker, once a
ployees but to our current employees as well. One week, in the evenings for approximately 6-8 weeks. A
training that will be added this year will be Cultural Di- flyer will be sent to all individuals within the following
versity. month.

In October 2014, I attended a week long course called We now have a training room in our new addition. If
Tools of Choice in St. Louis, MO. During that week, I you are ever in our building, please stop by.
learned different techniques to recognize and to teach
my colleagues different methods on challenging behav- As always, if you have any suggestions for future train-
iors. After this intense training, I had to take a test, do a ing and/or suggestions for our staff to enhance our
skills, please give me a call at (660) 269-8875 ext. 109
2014 Training Outcomes or come by the office at 105 North Ave.

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Thank You!!!

We are very thankful for your support!

Thank you for all your support!

Tina Herrin Rick’s Steakhouse & Grill Long John Silvers
Cliff Thornburg
Citizens Bank El Vaquero Blimpies
Headquarters
Greg Brockman Aldi’s Maurices
Cater Funeral Home
Marsha Bain McKoewn & Associates Century 21 KB Tire & Auto
Russell Kennison
Andrea Spears Hibbetts KJ’s Quick Lube
City Bank & Trust
Orscheln Management Kid’s Caboose Randolph County Mercantile
Spectra Energy
County Bank Art’s Appliance Goody’s
Cole Davis
Cliff & Suzanne Miller Black Market BBQ First State Community Bank
M C S Office Equipment
World Wide Recycling Equipment Kevin & Rita Riley McDonald’s
Leaf Financial
John & Lynn Truesdell Reel Deals Pizza Works
Redbeard Sound Company
The Brick Commerce Bank Sears
Diner 54
Bratcher’s Market Wright Oil Company Schriefer’s Office Equipment

Memory Lanes Missouri State Highway Patrol

Funny Pages Air Evac

Westlake Ace Hardware Randolph County Ambulance District

Subway Randolph County Sheriff’s Department

Clifton Hill Lumber Moberly Police Department

China Garden JW Ballinger (Trains-Moberly Friends of
Hardee’s the Park)
Orscheln Farm & Home Tomesia Whately
Pizza Hut Andrew Glenn
Sonic Drive-In Moberly Area Community College
Jorgi McNamara Moberly Monitor Index
Tony Postle

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