Capper Foundation

Building Abilities Together

Topeka, KS   |  www.capper.org

Mission

The mission of Capper Foundation is to build abilities and empower people of all ages living with disabilities. Our vision is that every person is valued and enjoys access, independence and opportunities to advance their hopes and dreams. Capper Foundation was founded in 1920 by Kansas Governor & Senator Arthur Capper to alleviate the financial burdens of families with children who had physical disabilities. Today, Capper Foundation provides services for infants, children, teens and adults with developmental and intellectual disabilities. Services include Pediatric Therapies (Physical, Occupational & Speech Therapy and Behavior Services), Recreation, Professional & Family Training, Parent Support, Equipment Loan, Adult Residential & Day Services, Supported Employment.

Ruling year info

1946

President & CEO

Mr. James L. Leiker

Main address

3500 SW 10th Ave

Topeka, KS 66604 USA

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EIN

48-0543745

NTEE code info

Pediatrics (G98)

Other Recreation, Sports, or Leisure Activities N.E.C. (N99)

Human Services - Multipurpose and Other N.E.C. (P99)

IRS filing requirement

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

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Communication

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?

Pediatric Scholarship Assistance Fund

Over 75% of the families in Capper Foundation's Pediatric Therapy services require financial assistance because they are either uninsured or underinsured. The Pediatric Scholarship Assistance Fund provides needed support to help meet budgetary deficiencies to cover insurance co-pays, high deductibles and other service needs for their child with a disability.

Population(s) Served
Age groups

Where we work

Accreditations

Charity Navigator 4 Star Rating 2020

Awards

Non-Profit of the Year 2021

Greater Topeka Partnership

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?

    People of all ages living with intellectual, developmental and physical disabilities.

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

    Electronic surveys (by email, tablet, etc.), Paper surveys, Focus groups or interviews (by phone or in person), Constituent (client or resident, etc.) advisory committees,

  • 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 make fundamental changes to our programs and/or operations, To inform the development of new programs/projects, To strengthen relationships with the people we serve, To understand people's needs and how we can help them achieve their goals,

  • What significant change resulted from feedback?

    Enhanced an adaptive recreation program to include a "community" element for children with disabilities who learned to ride a two wheeled bicycle transfer their new skill to public settings.

  • With whom is the organization sharing feedback?

    Our staff, Our board, Our funders, Our community partners,

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

    Feedback helps us build collaborating relationships. Our goal is to help children grow up to be contributing members of our workforce, have families and engage in our community. Input from people we serve helps us individualize our assistance to help them reach these 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 engage the people who provide feedback in looking for ways we can improve in response, We act on the feedback we receive, We tell the people who gave us feedback how we acted on their feedback,

  • What challenges does the organization face when collecting feedback?

    We don't have any major challenges to collecting feedback,

Financials

Capper Foundation
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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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  • 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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Capper Foundation

Board of directors
as of 02/08/2022
SOURCE: Self-reported by organization
Board co-chair

Dr. Judith Kooser

Retired Oncologist


Board co-chair

Ms. Michelle Butler

Capital Strategies, LLC

Term: 2020 - 2023

Pam Walstrom

Jay Ives

Michelle Butler

David Claussen

Herman Jones

Suzanne Mumford

Judith Kooser

Emily McGee

Glenda Cafer

Doug Kinsinger

Bruce Akins

Jason McMillen

Lucky DeFries

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? Yes

Organizational demographics

SOURCE: Self-reported; last updated 1/28/2022

Who works and leads organizations that serve our diverse communities? GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.

Leadership

The organization's leader identifies as:

Race & ethnicity
White/Caucasian/European
Gender identity
Male

Race & ethnicity

Gender identity

 

Sexual orientation

No data

Disability

No data

Equity strategies

Last updated: 01/28/2022

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 ask team members to identify racial disparities in their programs and / or portfolios.
  • We disaggregate data to adjust programming goals to keep pace with changing needs of the communities we support.
  • We employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
  • 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 have a promotion process that anticipates and mitigates implicit and explicit biases about people of color serving in leadership positions.
  • 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 help senior leadership understand how to be inclusive leaders with learning approaches that emphasize reflection, iteration, and adaptability.
  • We measure and then disaggregate job satisfaction and retention data by race, function, level, and/or team.
  • 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.