PLATINUM2024

CareerCatchers Inc.

A personalized approach to career planning

SILVER SPRING, MD   |  https://careercatchers.org/donate/

Mission

CareerCatchers' mission is to provide individualized employment and job skills counseling: To ensure stable employment and upward mobility; To identify and encourage participation in work skills and training programs; To enhance self-esteem and foster empowerment.

Ruling year info

2009

Principal Officer

Mariana McNeill

Main address

8720 GEORGIA AVE STE 205 205

SILVER SPRING, MD 20910 USA

Show more contact info

EIN

61-1588740

NTEE code info

Human Service Organizations (P20)

Human Service Organizations (P20)

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

SOURCE: Self-reported by organization

CareerCatchers' mission is to move clients out of poverty by helping them secure stable employment with sustainable living wages. The families we serve are largely low-income and span the non-mutually exclusive groups of domestic violence victims, homeless, single mothers, the disabled, immigrants, the previously incarcerated, and at-risk youth. Our personal approach aims to help the population we serve develop career plans emphasizing workforce training and empowerment, through online courses and the use of additional resources for job opportunities. This often results in long-term relationships.

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?

Careeer Counseling for clients not covered by grants or contracts

This program serves disadvantaged DC area residents who are not covered by grants or contracts.

Population(s) Served
Economically disadvantaged people
Immigrants and migrants

Where we work

Our results

SOURCE: Self-reported by organization

How does this organization measure their results? It's a hard question but an important one.

Number of job skills training courses/workshops conducted

This metric is no longer tracked.
Totals By Year
Type of Metric

Output - describing our activities and reach

Direction of Success

Holding steady

Number of computer literacy/skills/technology courses conducted

This metric is no longer tracked.
Totals By Year
Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Number of participants who gain employment

This metric is no longer tracked.
Totals By Year
Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Context Notes

Preliminary numbers for 2023 to be confirmed in February 2024

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

Goals & Strategy

SOURCE: Self-reported by organization

Learn about the organization's key goals, strategies, capabilities, and progress.

Charting impact

Four powerful questions that require reflection about what really matters - results.

CareerCatchers' goal is to get every client into training and long-term careers. By developing long-term employment plans, we help individuals find and maintain meaningful employment in career-oriented jobs to move toward self-sufficiency. CareerCatchers' overall model and approach has three essential components:
1. To provide personalized one-on-one employment and job skills counseling to ensure stable employment;
2. To identify and encourage participation in workplace skills training;
3. To enhance self-esteem and foster empowerment.
In the short term, we encourage participation in one-on-one counseling sessions that serve to improve psycho-social health using the Empowerment Theory (knowledge dissemination, access to training, counseling); build self-esteem; increase job readiness; and boost career prospects. Once our clients are employed, we continue to provide coaching in order to increase employment retention for up to two years

CareerCatchers' staff provides intensive, one-on-one career counseling to job seekers. These sessions include help with interviewing skills, job search strategies, and résumé writing. We also support academic achievement by offering mentoring through our volunteer program for certification courses such as GED preparation, ESOL, basic computer skills, and much more.

Additionally, we host weekly Job Clubs and Empowerment Workshops led by our team of experienced workforce professionals and guest presenters. Attendees are challenged to interact and reinforce their knowledge of evolving jobs markets and employability skills. Participants also benefit from group interaction, increasing accountability, networking opportunities, and emotional support that are designed to lower the risk of employment frustration. Discussion topics include Résumé and Cover Letter Writing, Completing Job Applications, and Mock Interviews. Much time is also spent teaching clients to build and utilize their networks in order to market themselves effectively.

A significant number of our clients are immigrants, with English is their second language. Our volunteer program matches these individuals with English tutors and other educators according to clients’ unique needs. Through feedback many participants have expressed a significant boost of confidence after receiving help with their language skills. Among the population we serve there is also a need to improve basic computer skills. To address this we match volunteers and clients to work one-on-one, and we also work with a volunteer educators who provide a series of courses to help clients learn computer basics. In an effort to advance technical literacy in our community we provided clients with 25 donated laptops.

By utilizing a strategy of counseling, individualized training, community and employer partnerships, and job retention services, CC equips clients with the resources to make positive change in their lives as they move out of poverty. A reduction in barriers to employment is accomplished through our work and our more than 100 community partners and local employers. Our relationships with Holy Cross Health, Starbucks, Goodwill, and other employers show how we create opportunities for our clients to help address systems and policies that contribute to disproportionate negative outcomes for BIPOC individuals and communities.
We address the need for economic empowerment and equity/access through coaching and our partnerships with the Gaithersburg and Wheaton Financial Empowerment Centers. Our in-house coaching and workshops on budgeting, credit repair, and banking are the first step. Our partnerships with the County’s two FECs reinforce our work and provide clients with a path to financial literacy/positive financial health. Overall, we strive to level the playing field for those disadvantaged by life’s circumstances.
Our programming has expanded vastly over the past two years. CareerCatchers added an additional program, Empowerment Workshop, to its roster in the wake of the Pandemic. We have also offered various new virtual job readiness skills classes led by our volunteers. We went from 60 participants in 2019 to 240 participants in 2021. In 2019 we were also 100% in person. However, in 2020 we were 100% virtual, and in 2021 and 2022 were hybrid (virtual and in-person mix). Corresponding with this, we hired a volunteer coordinator in 2020 to help acquire volunteers to teach skills classes and they work one-on-one with clients for individual tutoring. We additionally helped clients with receiving computers in 2020.
That same year, we helped 150 families qualify and get paid through the Emergency Assistance Relief Payment Program (EARP). To provide more outreach, we started the Weekly Community Resources and Job Opportunities in 2020, sent out to 2400 people per week. Toward the end of the year, we hired a Data Analyst to improve our client tracking program. Between 2021 and 2022, Montgomery County Rapid rehousing program asked CareerCatchers to serve an additional 300 people.
Our employer outreach also greatly increased in 2021 and 2022, as we now have more than 30 employer partners. Likewise, as of 2022, we increased the amount of work with partners to conduct Learning Communities and we now have a contract to provide career counseling services in Washington DC in Wards 7 and 8. We also partnered with the Wheaton FEC and Gaithersburg Financial Empowerment Center this year. To add, the Housing Opportunity Commission of Montgomery County now pays to send their residents, who are not CareerCatchers clients, to our skills building classes

We hired a Volunteer Coordinator (VC) in 2020 to recruit community volunteers. CareerCatchers has always offered very personalized one-on-one guidance for career coaching, we apply those same principles to our volunteer services and group training classes. Prior to the pandemic, we held 2-3 volunteer-led workforce skills classes per year. We served about 60 clients per year with these in-person classes. In contrast, starting in 2020 and extending to the present, we offer one to two skills classes per month attended by 10-30 clients each session. Thanks to our volunteers, we have grown the number of clients taking our virtual skills almost 4-fold to 240 in 2021. In 2021 CareerCatchers had a total of 50 volunteers, who provided a total of 603.25 hours of service. The number of clients taking our classes in 2022 is on track to exceed 2021. The increase in the number of clients completing our workforce training classes has resulted in more clients being job-ready and finding employment.

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 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 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, We tell the people who gave us feedback how we acted on their feedback, We ask the people who gave us feedback how well they think we responded

  • What challenges does the organization face when collecting feedback?

    It is difficult to find the ongoing funding to support feedback collection, Staff find it hard to prioritize feedback collection and review due to lack of time

Financials

CareerCatchers 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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  • 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.

CareerCatchers Inc.

Board of directors
as of 02/14/2024
SOURCE: Self-reported by organization
Board chair

Jane Kerschner

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
  • Board composition
    Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes

Organizational demographics

SOURCE: Self-reported; last updated 2/14/2024

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 without a disability

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation

No data

Disability

No data

Equity strategies

Last updated: 08/13/2020

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.
  • We analyze disaggregated data and root causes of race disparities that impact the organization's programs, portfolios, and the populations served.
  • 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 disaggregate data by demographics, including race, in every policy and program measured.
  • 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 use a vetting process to identify vendors and partners that share our commitment to race equity.
  • 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.