Starkloff Disability Institute

“NO REVIEW IS CONDUCTED”

“The organization's governing documents, conflict of interest policy, and financial statements are available to the public upon request. Form 990 part vi sect. B line 15(a)and (b) salaries are reviewed annually by the board of directors.”

“To create a world that welcomes all people with disabilities by empowering them, by influencing the non-disabled, by serving as liaison between the two groups, and by working towrd a goal of economic independence through employment.”

“Now serves an expanded audience with a wider range of instruction. Traditional 8-12-week class for college graduates: the participation of many partners allows us to offer one of the best job-preparation classes available anywhere. Hr professionals from major corporations teach students about applications, resumes, and interviews. Other experts talk about issues specific to disability. Summer boot camp: sdi now offers this five-day, thirty-hour, boot camp, where participants learned critical job-search skills, gained confidence, and networked with recruiters. Boot-campers also learned "if, when, and how" to disclose a disability. Professional connectors: a component of the academy, this program links professionals from the region with job seekers with disabilities to share industry knowledge, job-seeking advice, and help expanding their network. Since the inception of our employment program, 140 job candidates have received services in our classes or through individual career coaching. Eighty percent of our graduates go on to find and keep jobs. Starkloff disability consultants: in 2014, a team of students from the taylor community consulting program at washington university's olin school of business worked with us to optimize our services to corporations and increase opportunities to raise revenue. The team recommended rebranding corporate training as consulting services, designed to accelerate corporate success by creating an inclusive culture. They advised that we develop an array of tools for businesses and implement a pricing strategy and a marketing plan. In response, we created starkloff disability consultants, which is prepared to provide a disability awareness e-learning module, a three-hour interactive workshop, a management coaching seminar, and a program on issue resolution. We also offer simulated experiences and demonstrate adaptive technology. These training options respond to a need in the marketplace as corporations seek to diversify their workforces by adding people with disabilities and find that they don't know how. Because all of our trainers are disabled, we are able to increase the comfort-level of program participants by providing direct experience with people with disabilities. Starkloff disability consultants is expected to generate revenue to support not-for-profit services, including those available to job candidates through the starkloff career academy. Because corporate education is so critical to our success, we continue to complement the contractual work of starkloff disability consultants with community workshops, like our annual workability summit, offered this year in partnership with the human resources management association of greater st. Louis, the national technical institute for the deaf, and filament. In 2016, 60 hr professionals from 30 businesses or organizations learned about disability in the workplace and best practices for employers. Our director of community outreach is also a fixture at job fairs and corporate diversity events to make it clear that people with disabilities represent a significant labor pool. Sdi is working with nine of the region's largest employers, opening up the employment market and enlisting partners for our educational programs. These include centene corporation, enterprise holdings, enterprise bank & trust, nestl purina, and wells fargo advisors. Sdi has educated over 550 human resource professionals through workshops, tours, and seminars. The disability studies initiative: the disability studies program, designed at sdi, has been a part of the rehabilitation services curriculum at maryville university for ten years. The courses, taught by a member of the sdi staff who has a significant disability, are now available as electives for students in any field. Those who enroll are exposed to sdi's view of disability as a fact to be recognized and not a problem to be solved. Over the years, several hundred students-our foot soldiers-have entered employment set”

“Bank fees 122 9 31 charitable contribution 190 13 47 colloquia, conferences, event 14,732 1,025 3,663 contract administrative 11,889 827 2,956 dues and subscriptions 5,657 394 1,406 entertainment 3,565 248 886 equipment 3,196 222 795 equipment repair & maintenanc 138 10 35 fees-paypal:sdi pay pal fees 747 52 186 insurance - other 8,311 578 2,066 interpreter fees 9,439 657 2,347 miscellaneous expenses 2,820 196 701 occupancy rent 66,216 4,609 16,462 office supplies 3,782 263 940 operational leadership 65,663 4,570 16,325 parking 6,691 466 1,663 payroll processing 1,993 139 496 postage 1,257 87 313 printing 8,635 601 2,147 professional fees 63,056 4,389 15,677 taxes - payroll 23,730 1,652 5,900 telephone 1,830 127 455 travel-local 3,702 258 920 travel-non local 1,811 126 450 website 2,181 152 542 workers compensation insura 1,861 130 463 bad debt 3,245 0 0 total 316,459 21,800 77,872”