PLATINUM2024

CAPC, Inc.

aka CAPC   |   Whittier, CA   |  www.capcinc.org

Mission

CAPC, Inc's mission is to empower individuals with disabilities to maximize the quality of their lives in their home communities.

Ruling year info

1996

CEO/Executive Director

Mrs. Shauna Denise Steele

Main address

7702 Washington Ave

Whittier, CA 90602 USA

Show more contact info

EIN

95-4389351

NTEE code info

Developmentally Disabled Services/Centers (P82)

Vocational Rehabilitation (includes Job Training and Employment for Disabled and Elderly) (J30)

Disabled Persons' Rights (R23)

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

We work with Adults with Intellectual & Developmental Disabilities (IDD) to gain employment, assisted / supported living arrangements, and connects them to the community by providing access to various forms of transportation, improve their communication and help them pursue higher education while building strong genuine relationships within the community. We provide innovative Supported Employment and Supported Living Services for Adults with IDD to achieve an ideal level of quality of life which is specified by the individual themselves. We strive to follow the philosophy that all people with disabilities are individuals with the ability to lead self-directed, productive, fulfilling lives while becoming contributing members of their community. The key strengths of CAPC are the quality of the community-based services that meet the needs of each of the individuals being served, the community support of the organization and its individuals, and the self-fulfillment of the individuals

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?

Supported Living and Supported Employment

CAPC's employment services include situational on-the-job assessment, job preparation, job development/placement, job coaching, and job follow-ue.g., support for someone to continue their education at a community college or adult school, supported vacation services, street safety and mobility training to use public transportation, consumer skills, interpersonal skills, self-advocacy, etc.

Population(s) Served

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 jurisdictions requiring mandatory reporting of suspected cruelty

This metric is no longer tracked.
Totals By Year
Related Program

Supported Living and Supported Employment

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Number of diversity training courses conducted

This metric is no longer tracked.
Totals By Year
Related Program

Supported Living and Supported Employment

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Number of computer literacy/skills/technology courses conducted

This metric is no longer tracked.
Totals By Year
Related Program

Supported Living and Supported Employment

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Number of groups/individuals benefiting from tools/resources/education materials provided

This metric is no longer tracked.
Totals By Year
Related Program

Supported Living and Supported Employment

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

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.

To empower individuals with disabilities to maximize
the quality of their lives in their home communities

Provide support in helping adults with Disabilities to have an equal life.

CAPC Believes

All people have talents and capabilities.
All people continue to learn and grow through their lifetime.
All people can work and contribute to their community as valued members.
All people should be respected and listened to.
All people should be given the opportunity to make decisions and be as independent as possible.
All people, regardless of the severity of their disability, can live successfully in their own home.
All people should lead self-directed lives.

For the past 40 years, CAPC, INC has a distinct history of advocacy and empowerment for individuals with disabilities. CAPC is a 501(c)(3) non-profit organization serving people with disabilities for 40 years. In 1984, CAPC began to provide services for adults with disabilities as an expansion of the Whittier Union High School Districts and Whittier Area Cooperatives Special Education Program. CAPC, Inc. is the primary community-based program for adults exiting school district special education programs.

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.

  • 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 identify where we are less inclusive or equitable across demographic groups

  • 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 act on the feedback we receive, We share the feedback we received with the people we serve

  • What challenges does the organization face when collecting feedback?

    We don't have any major challenges to collecting feedback

Financials

CAPC, Inc.
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Operations

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

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lock

Connect with nonprofit leaders

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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.

CAPC, Inc.

Board of directors
as of 08/12/2024
SOURCE: Self-reported by organization
Board chair

Richard Barrantes

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 8/12/2024
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
Hispanic/Latino/Latina/Latinx
Gender identity
Male
Disability status
Person without a disability

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation

No data

Disability

Equity strategies

Last updated: 08/12/2024

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.