Jack and Nancy Dwyer Workforce Development Center Inc
Education is the Best Medicine
Programs and results
What we aim to solve
Our programs
What are the organization's current programs, how do they measure success, and who do the programs serve?
Healthcare Career Training Program
The Dwyer Workforce Development program begins with a 9-week Certified Nursing Assistant (CNA) job training and certification program. Graduates of the CNA program are then invited to participate in the 13-week Geriatric Nursing Assistant (GNA) job training and certification program, or jump immediately into the workforce with our job placement services.
CNA and GNA classes are offered at convenient locations in the communities we serve, and our wraparound services give students the support they need to meet their classroom requirements.
Where we work
External reviews
Our results
How does this organization measure their results? It's a hard question but an important one.
Number of training events conducted
This metric is no longer tracked.Totals By Year
Population(s) Served
Economically disadvantaged people
Related Program
Healthcare Career Training Program
Type of Metric
Output - describing our activities and reach
Direction of Success
Increasing
Number of clients who complete job skills training
This metric is no longer tracked.Totals By Year
Population(s) Served
Economically disadvantaged people
Related Program
Healthcare Career Training Program
Type of Metric
Output - describing our activities and reach
Direction of Success
Increasing
Number of clients served
This metric is no longer tracked.Totals By Year
Population(s) Served
Economically disadvantaged people
Related Program
Healthcare Career Training Program
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
Related Program
Healthcare Career Training Program
Type of Metric
Outcome - describing the effects on people or issues
Direction of Success
Increasing
How we listen
Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.
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How is your organization using feedback from the people you serve?
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
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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
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What challenges does the organization face when collecting feedback?
It is difficult to get the people we serve to respond to requests for feedback, We don’t have the right technology to collect and aggregate feedback efficiently, The people we serve tell us they find data collection burdensome
Financials
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Operations
The people, governance practices, and partners that make the organization tick.
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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Connect with nonprofit leaders
SubscribeBuild 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.
Jack and Nancy Dwyer Workforce Development Center Inc
Board of directorsas of 01/22/2024
Daniel Baird
Capital Funding Group, Inc.
Christopher Boesen
Tiber Creek Associates of Capitol Hill, Inc
Clifton Porter
American Health Care Association (AHCA) and the National Center for Assisted Living (NCAL)
Daniel Baird
Capital Funding Group, Inc
Daren Cortese
Nursing Facility, LLC
Nicole Kaufman
Everest Management Solutions
Patricia Gibson
Banner Oak Capital Partners
Mel Martinez
Board leadership practices
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.
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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
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
Gender identity
Transgender Identity
Sexual orientation
Disability
No data
Equity strategies
Last updated: 01/22/2024GuideStar 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
- 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 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 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.