GOLD2022

ASPERGERS WORKS INC

Putting Autism to Work

aka AWorks   |   Haverhill, MA   |  https://aspergerworks.org/

Mission

The mission of Asperger Works is two-fold: to educate employers about the positive side of hiring people with Asperger's Syndrome (AS) and to help adults with AS lead productive lives through gainful employment.

Notes from the nonprofit

Asperger Works has been through a number of changes during the years 2020 thru 2022, many due to COVID-19. But we were able to have a successful fundraiser at the start of October 2022 celebrating our 10th Anniversary. We liken ourselves to "the little engine that could," because no matter what is thrown at us, we dust ourselves off and continue our work. We are a niche organization in that we only work with the employment needs of adults diagnosed with Asperger's Syndrome. This is a difficult population to work with as most have become jaded due to being pigeonholed into jobs that don't reflect their education, knowledge, and competence or by being rejected outright. This attitude by companies has prevented these people from being gainfully employed forcing them to rely on their families and the government for financial support.

Ruling year info

2014

Executive Director

Mr. Daniel R. Rajczyk

Main address

346 Broadway

Haverhill, MA 01832 USA

Show more contact info

EIN

27-3092044

NTEE code info

Public, Society Benefit - Multipurpose and Other N.E.C. (W99)

Services to Promote the Independence of Specific Populations (P80)

Alliance/Advocacy Organizations (J01)

IRS filing requirement

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

Communication

Blog

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?

Work Readiness Program

Our work-readiness program includes (but is not be limited to) interview skills development, resume writing assistance, business-dress advise, job interview assistance, career exploration, training in office etiquette, and assistance with job search techniques and job placement. Once employed, we continue with workplace advocacy, on-the-job coaching, and accommodations assistance.

Population(s) Served
Adults
Unemployed people

This program is designed to assist employers’ understanding of how they can leverage the strengths of persons on the Spectrum and provide work environments that set up autistic workers for success.

Population(s) Served
Adults
Unemployed people

Asperger Works provides mentoring and job coaching services to each of our clients. Mentors/job coaches work with clients as they apply for jobs and are available to help once the client has been gainfully employed with job-related difficulties, including finding solutions to ensure miscommunication, etc. will not evolve into problems that could only be solved through firing of our client.

Population(s) Served
Adults
Unemployed people

Where we work

Awards

Pitch Contest Winner 2016

EforAll

Videos

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.

  • Who are the people you serve with your mission?

    We serve adult with Asperger's Syndrome who need help with employment issues. Our mission is two-fold: (1) to educate employers about autism/Asperger's and the value people on the Spectrum bring to a company and (2) to aide adult Aspies with employment issues including resume writing, interviewing techniques, and other related skills and to provide mentoring when needed.

  • How is your organization collecting feedback from the people you serve?

    SMS text surveys, Electronic surveys (by email, tablet, etc.), Paper surveys,

  • How is your organization using feedback from the people you serve?

    To identify and remedy poor client service experiences, To identify bright spots and enhance positive service experiences, To strengthen relationships with the people we serve,

  • What significant change resulted from feedback?

    We have not made any changes recently but we do try to be up-to-date with all trends in employment of people with disabilities.

  • With whom is the organization sharing feedback?

    Our board,

  • How has asking for feedback from the people you serve changed your relationship?

    Basically, nothing has changed since we have board members with disability who ensure that we are going in the right direction.

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

    We take steps to ensure people feel comfortable being honest with us, 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, It is hard to come up with good questions to ask people, It is difficult to get honest feedback from the people we serve,

Financials

ASPERGERS WORKS INC
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Operations

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

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Connect with nonprofit leaders

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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

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ASPERGERS WORKS INC

Board of directors
as of 11/04/2022
SOURCE: Self-reported by organization
Board chair

Daniel Rajczyk

Asperger Works, Inc.

Term: 2019 - 2023

Adam Rajczyk

Asperger Works, Inc.

Eva Rajczyk

Asperger Works, Inc.

Daniel Rajczyk

Asperger Works, Inc.

Thomas Wood

Asperger Works, Inc.

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 ? Not applicable
  • 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 11/4/2022
info Candid has made improvements to the race and ethnicity options.

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
Male, Not transgender (cisgender)
Sexual orientation
Heterosexual or straight
Disability status
Person with a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

We do not display disability information for organizations with fewer than 15 staff.

Equity strategies

Last updated: 11/04/2022

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 have long-term strategic plans and measurable goals for creating a culture such that one’s race identity has no influence on how they fare within the organization.
Policies and processes
  • We seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
  • We have community representation at the board level, either on the board itself or through a community advisory board.
  • 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.