REACHING MAXIMUM INDEPENDENCE INC

Independence Is Only a Reach Away

aka RMI   |   San Antonio, TX   |  www.rmihomes.org

Mission

The mission of Reaching Maximum Independence, Inc. is to assist individuals with intellectual and developmental disabilities (IDD) to reach their maximum level of independence.

Ruling year info

1990

Executive Director

Mr. John Schwab

Main address

8242 Vicar Dr.

San Antonio, TX 78218 USA

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Formerly known as

Residential Management Inc

Dove Manor

EIN

74-2243259

NTEE code info

Group Home (Long Term (P73)

Developmentally Disabled Services/Centers (P82)

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

Reaching Maximum Independence works to help individuals with intellectual and developmental disabilities reach their maximum level of independence. Each participant comes to our program with different needs, and we aim to provide a holistic approach to each individual. Our programs offer residential support, life skills training, employment assistance, and more.

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?

Intermediate Care Facility (ICF)

ICF facilities are 6-bed group homes funded by Medicaid. These homes are certified and licensed by the state to provide a full range of training and care to individuals with intellectual and other developmental disabilities. All services are paid by Medicaid and personal income is managed by the provider, representative payee, or the client themselves. If the client works, a percentage of earnings is refunded to Medicaid. SSDI (Social Security Disability Income) funds can continue with a percentage repaid Medicaid.

Population(s) Served
Adults

HCS facilities are 3 or 4 bed group homes that are available through the Home and Community Services Medicaid waiver program which is certified and licensed by the state. Individuals must be diagnosed with an intellectual disability and have an IQ of 75 or below with a related condition.

Population(s) Served
Adults

Our Life Enrichment Program (LEP) provides life skills training and social activities that help adults with intellectual and developmental disabilities live and work successfully in the community. LEP services include training on personal care and hygiene, communication skills, academic skills, and job preparation. Every day participants have the option to participate in community integration activities.

Population(s) Served
People with intellectual disabilities
Adults

Adults with IDD can choose to live in a foster home with a family member or other individual as their foster care provider.

Population(s) Served
People with intellectual disabilities

Individuals with developmental disabilities can get support services that allow them to live as independently as possible in their own apartments. Supported Home Living is an option for HCS participants.

Population(s) Served
People with intellectual disabilities

RMI takes pride in providing one of San Antonio's finest Job Placement Programs for people with disabilities. Through a network with the Texas Workforce Vocational Rehabilitation Services (TWS-VRS), local employers, as well as trained and experienced staff, participants receive an array of services designed to enhance employment. Our motto is Find, Get, and Keep employment.

Population(s) Served
People with intellectual disabilities

Where we work

Affiliations & memberships

Association of Fundraising Professionals - Member 2011

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.

1) Increase the involvement of individuals with IDD in the San Antonio community
2) Increase the level of independence for each of our program participants whether incrementally or in a big way.
3) Combine both office and day habilitation facilities under one roof

Increase Involvement in Community
1) Increase awareness of the various activities and volunteer opportunities for clients to participate and engage
2) Meet monthly with clients to determine their preferences and interests and find opportunities that match those.
3) Continuous outreach, relationship building, and communication with community programs

Increase the level of individual independence
1) Identifying areas of growth and working with each person on an individual basis to increase their knowledge, skills, and abilities to achieve those goals.
2) Train and document to track the progress of each client's advancement
3) Identify various venues and situations to practice these skills in different environments

Increase Involvement in Community
1) Active participation in community events
2) Hire and recruit staff that have a philosophy of community inclusion
3) Reaching Maximum Independence founding philosophy is of community inclusion and promoting each individual's highest level of independence promotes program's focus on creating opportunities for clients to be a part of the community around them daily.

Increase the level of independence
1) Organization's founding philosophy is of community inclusion and promoting each individual's highest level of independence
2) Hands-on training to new and current staff
3) Daily support and encouragement for each client

In the last 8 years, RMI has grown from serving 88 participants to 222 individuals every day (a significant amount of this growth has taken place in the past 3 years).

Program growth can be attributed to the addition of 4 new group homes, an increase in attendance at our Life Enrichment Program, and the high demand for our Supported Employment services.

Our vision for the next 5 years will be relocating our office and day program into one facility. Relocation will allow us to double the size of our current program to provide community integration services to an even more significant number of individuals with IDD.

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 shared information about our current feedback practices.
  • Who are the people you serve with your mission?

    Adults with intellectual developmental disabilities

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

    Constituent (client or resident, etc.) advisory committees,

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

    To strengthen relationships with the people we serve,

  • What significant change resulted from feedback?

    Reorganizing our Supported Employment Program

  • With whom is the organization sharing feedback?

    The people we serve, Our staff, Our board, Our funders,

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

    Improving our Supported Employment delivery

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

    We collect feedback from the people we serve at least annually, 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,

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback, Staff find it hard to prioritize feedback collection and review due to lack of time, It is difficult to identify actionable feedback,

Financials

REACHING MAXIMUM INDEPENDENCE 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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lock

Connect with nonprofit leaders

Subscribe

Build relationships with key people who manage and lead nonprofit organizations with GuideStar Pro. Try a low commitment monthly plan today.

  • 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.

REACHING MAXIMUM INDEPENDENCE INC

Board of directors
as of 3/14/2022
SOURCE: Self-reported by organization
Board co-chair

Mr. J.R. Cantu

Behavioral Support Specialist

Term: 2020 - 2022


Board co-chair

Mrs. Marcia Stipek

Parent & Community Advocate

Term: 2020 - 2022

Theresa Rosenheim

Valero

Kenda Willoughby

Parent

J.R Cantu

Independent Education and Behavioral Counselor

Jerry DuTerroil

Attorney at Law

Mary Hanlon-Hillis

Alamo Heights I.S.D.

Jeff Cruz

AmeriFirst Financial of Texas

Marcia Stipek

Parent

Erika Guerrero

Special Education

Aimee Locke

Attorney at Law

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 3/14/2022,

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, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

No data

Disability

No data

Equity strategies

Last updated: 03/14/2022

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 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 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 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.