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INDEPENDENT LIVING RESOURCE CENTER INC

aka ILRC, Inc   |   Santa Barbara, CA   |  www.ilrc-trico.org

Mission

The Independent Living Resource Center, Inc, is an organization that promotes independent living and full access for individuals with disabilities through advocacy, education and action in our communities.

Ruling year info

1978

Executive Direcor

Mrs Jennifer Griffin

Main address

423 W Victoria St

Santa Barbara, CA 93101 USA

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EIN

95-3255012

NTEE code info

Disabled Persons' Rights (R23)

Human Service Organizations (P20)

Services to Promote the Independence of Specific Populations (P80)

IRS filing requirement

This organization is required to file an IRS Form 990 or 990-EZ.

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Programs and results

What we aim to solve

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Our programs

SOURCE: Self-reported by organization

What are the organization's current programs, how do they measure success, and who do the programs serve?

ILRC General Services

Independent Living Resource Center's programs include:
Peer & Benefits Counseling, Independent Living Skills Training, Personal Assistant Recruitment & Referral, Communications Access Assistance, American Sign Language Interpreting & Registry, Advocacy, Housing and Employment Assistance, Information & Referral, Transition and Assistive Technology.

Population(s) Served
People with disabilities

Finding accessible, affordable housing is a challenge throughout the tri-county region. ILRC provides support so consumers can live where they’d like to live, to the fullest extent possible.

ILRC can help consumers…

Apply for low-income housing or vouchers for government housing, look for accessible, affordable housing for rent or sale, explore alternative solutions, such as shared living (for example, finding a roommate or becoming a live-in companion in exchange for lower room and board)

work out problems that jeopardize existing housing (assist in resolving disputes between tenant and landlords), find referrals for home modifications, such as widening doorways, adding ramps, lowering counters, and remodeling bathrooms with grab bars, roll-in shower, etc.

Population(s) Served

When PA services are requested, ILRC staff does a “needs and preferences’” assessment to determine what the consumer needs in order to manage in-home care. PAs are pre-screened and referred for a wide variety of service needs. ILRC provides sample interview questions and support for the hiring procedure, as well as a sample contract. The PA is the employee of, and paid by, the individual receiving the services. The PA is not an employee of the Independent Living Resource Center.

ILRC staff recruits, interviews prospective PA applicants and does a preliminary check of their references. Successful applicants are added to the resource pool and referred to consumers.

In contrast to some of the for-profit services providing in-home care, Independent Living Philosophy emphasizes consumer control and direction of the services received. The personal assistant is under direction of the person with the disability.

Population(s) Served

While 'Deaf and Hard of Hearing Services' is the title for this page, the services that the Independent Living Resource Center provide are designed to meet the individual needs of our consumers with respect to the wide range of identities and experiences.

For example, some our consumers perceive themselves as culturally or linguistically one of the following:

People who are...
Deaf
Hard of Hearing
Late Deafened
"Hearing Impaired"
Oral Deaf (non signing)
Children of Deaf Adults
Parent of Deaf Children
Signers and Non signers
Those with Cochlear Implants

Population(s) Served

When people find that they are unable to work because of their disability/ies. ILRC can help consumers in this situation with Benefits Planning assistance in the following ways:

We can assist you in assessing which benefits program is appropriate for you and then filing initial SSI or SSDI applications. State Disability Insurance and Unemployment Insurance Benefits can be explained as well.

We can help you file an appeal, if your initial Social Security application is denied.

We can explain the Social Security Work Incentives program if you wish to enter or re-enter the work force, and we can further support you in communicating with an employer, educating co-workers and requesting accommodations.

We will refer you, when appropriate, to the Department of Vocational Rehabilitation and Employment Networks for the Ticket to Work program.

Population(s) Served

Assistive Technology (AT) and adaptive equipment can enhance or simplify your life, facilitate your independence, and help you achieve your goals. Whether related to activities of daily living, home, work, recreation, community service or other interests, AT is anything that allows you to do tasks yourself.

AT ranges from durable medical equipment (wheelchair, walker, cane) to pesonal devices (glasses, hearing aid, modified telephone, electric door opener, flashing signal, talking clock) to mechanical devices (reacher, grabber) to complex technology (computer program, personal digital assistant [PDA]).

If needed, ILRC can refer you to a third party that can evaluate your needs to determine which AT device are best suited to you.

Population(s) Served

Assistive Technology
Durable medical equipment and mechanical devices are tools that make independent living more successful.

Benefits: Learn about eligibility, applications and appeals for government benefit programs including Supplemental Security Income (SSI), Social Security Disability Insurance(SSDI), Medi-Cal, Medicare, Section 8 Housing and more.

Parenting with a Disability
Parenting with a disability (or without) can be a challenge. Although you may need to do things nontraditionally, there are still plenty of ways to express love, raise, discipline and teach our children.

Transportation
Know your options about public transit, including fixed-route bus and paratransit, and eligibility rules and applications for an ADA card.

Employment
Find out about vocational counseling, job coaching, and return-to-work regulations and how the latter affect your SSI and SSDI benefits.

Disaster Preparedness
Plan and prepare for natural disasters and other emergencies.

Population(s) Served

A person with a disability may be uniquely qualified to provide assistance to another with a disability.

People without disabilities are often unaware of physical and cultural barriers, or they may oversimplify a consumer’s concern if they don’t understand what full access means. For this reason, ILRC hires individuals who themselves have personal experience with a disability.

One of the basic tenets of the Independent Living philosophy is that people with disabilities are better equipped to assist others with similar experiences because they’ve “been there, done that.”

Many ILRC consumers feel that someone with a lifestyle similar to theirs can provide enhanced services. ILRC staff have had personal experience with barriers in their own lives and can instruct consumers in how to clearly communicate their needs, using their own experience and training in the principles of full access.

Population(s) Served

Where we work

How we listen

SOURCE: Self-reported by organization

Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.

done We demonstrated a willingness to learn more by reviewing resources about feedback practice.
done We shared information about our current feedback practices.
  • How is your organization using feedback from the people you serve?

    To identify and remedy poor client service experiences, To make fundamental changes to our programs and/or operations, To inform the development of new programs/projects, To identify where we are less inclusive or equitable across demographic groups, To strengthen relationships with the people we serve, To understand people's needs and how we can help them achieve their goals

  • Which of the following feedback practices does your organization routinely carry out?

    We collect feedback from the people we serve at least annually, We take steps to get feedback from marginalized or under-represented people, We aim to collect feedback from as many people we serve as possible, We take steps to ensure people feel comfortable being honest with us, We look for patterns in feedback based on demographics (e.g., race, age, gender, etc.), We look for patterns in feedback based on people’s interactions with us (e.g., site, frequency of service, etc.), We engage the people who provide feedback in looking for ways we can improve in response, We act on the feedback we receive

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback, The people we serve tell us they find data collection burdensome

Financials

INDEPENDENT LIVING RESOURCE CENTER INC
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Operations

The people, governance practices, and partners that make the organization tick.

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lock

Connect with nonprofit leaders

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  • Analyze a variety of pre-calculated financial metrics
  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.

INDEPENDENT LIVING RESOURCE CENTER INC

Board of directors
as of 02/06/2024
SOURCE: Self-reported by organization
Board chair

Elizabeth Sorgman

The Sorgman Group Architects

Term: 2020 - 2026

Elizabeth Sorgman

Architect

Jim Marston

Independent Travel Research Scientist

Kit McMillion

Advocate

Nick Koonce

Ericka Dixon

Psychotherapist

Adam Liff

Child Advocate/Retired Entrepreneur

Kathleen Riel

Disability Advocate

Board leadership practices

SOURCE: Self-reported by organization

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.

  • Board orientation and education
    Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations? Yes
  • CEO oversight
    Has the board conducted a formal, written assessment of the chief executive within the past year ? Yes
  • Ethics and transparency
    Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes
  • Board composition
    Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
  • Board performance
    Has the board conducted a formal, written self-assessment of its performance within the past three years? No

Organizational demographics

SOURCE: Self-reported; last updated 2/6/2024

Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.

Leadership

The organization's leader identifies as:

Race & ethnicity
White/Caucasian/European
Gender identity
Female, Not transgender
Sexual orientation
Heterosexual or Straight
Disability status
Person with a disability

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation

Disability

Equity strategies

Last updated: 02/23/2023

GuideStar partnered with Equity in the Center - an organization that works to shift mindsets, practices, and systems to increase racial equity - to create this section. Learn more

Data
  • We review compensation data across the organization (and by staff levels) to identify disparities by race.
  • We ask team members to identify racial disparities in their programs and / or portfolios.
Policies and processes
  • We seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
  • We help senior leadership understand how to be inclusive leaders with learning approaches that emphasize reflection, iteration, and adaptability.
  • We engage everyone, from the board to staff levels of the organization, in race equity work and ensure that individuals understand their roles in creating culture such that one’s race identity has no influence on how they fare within the organization.