A N N U A L R E P O R T S

purpose

Wesley Spectrum Services 2011 Annual Report

P R O V I D I N G A S P E C T R U M O F T R A N S F O R M A T I O N A L S U P P O R T

Dear Friend,

Living a life of purpose is essential for leading healthy, resilient lives and for creating strong communities.

It is essential, too, for weathering challenging times, as individuals as well as organizations. As we face

difficult times in our lives, it is our sense of purpose that keeps us going, motivating us to find a path

around that which is keeping us from attaining our goals.

Our vision at Wesley Spectrum is to provide children and families with the support they need to live a life

of purpose. Our mission is to provide transformational support for children and families as they strive to

become more independent, responsible, and caring members of the community. We offer a spectrum

of transformational support through our autism, behavioral health, education, and family support services

that enables each individual to tackle his or her unique challenges and live a life of purpose. Our vision

also provides each of us with purpose: our staff, board members, and volunteers work tirelessly to provide

programs of the highest quality to those we are honored to serve.

Difficult economic times such as these compel us to retain clear focus on our purpose. Over the past year

we have faced challenges as an organization and in partnership with our customers. Our efforts are enabling

us to make wise use of our resources while remaining a quality- and mission-driven organization.

Thank you for your continued investment in the lives of those we serve. Together we will continue

transforming lives, one person at a time.

For the kids and families we serve,

Robert A. Reed, Psy.D. Kevin Oakley Douglas W. Muetzel

Chairperson Chairperson CEO

Operating Board of Directors Foundation Board of Directors

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contents 2 love stories

4 who we are

6 services

8 by the numbers

10 finances

12 donors

14 in-kind donors

16 volunteers

17 directors

A N N U A L R E P O R T 2 0 1 1

R E U B E N Reuben is on the autism spectrum. From a young age, he would dart away from any situation in which he was not in complete control, avoiding contact with his family, classmates and teachers. His parents needed advice and respite. He needed a way to move forward with appropriate professional help.

It had been apparent since infancy that music helped Reuben deal with the chaos that daily life was for him. We enrolled him in our Autism Services’ Creative Arts Program and used it as a springboard to start coordinating services, including behavioral health rehabilitation for Reuben and therapeutic support for his family. Now, Reuben is an active musician with a true love for the piano; he recently began attending our new movement therapy class, which he took to immediately. He’s having fun and discovering the joy of expression. We, and his parents, see a boy who is learning to connect.

Wesley Spectrum strives to provide services to children and families across services lines, supporting people in need of assistance regardless of program. It is increasingly common, for example, for a child to receive specialized education support through one of our schools and be enrolled in one of our Autism Services programs.

A L E X Alex came to Wesley Spectrum when he was five. Placed in foster care at three months and adopted by his aunt and uncle as a toddler, he had been through more upheaval than any child should face. Diagnosed with developmental and behavioral challenges, he exhibited the aggression and fear that is common among children in similar situations. Now, his adoptive father was ill and unable to work; his adoptive mother had recently lost her job.

Wesley Spectrum clinicians found that Alex is visually impaired with extreme photosensitivity. We reached out to the community and secured glasses and light-blocking curtains that his family could not afford. We pulled together case managers, doctors, and other professionals, and provided Alex’s adoptive parents with the therapeutic and family support services that they wanted and needed to help them through this difficult time.

C A S S A N D R AAt age fourteen, Cassandra took forty sleeping pills. She’d been intensely bullied at school, and struggled with anxiety and school phobia. Luckily, she was taken to a hospital in time and put on suicide watch.

Wesley Spectrum therapists immediately began working with Cassandra and her family. Together, they developed an individualized treatment plan, including academic and behavioral health goals for Cassandra and therapy sessions for the whole family. We enrolled her at Wesley Spectrum Academy, where she could receive specialized support in a safe, nurturing environment of mutual respect. One year later, Cassandra was honored as a student of the year.

We are particularly proud when our staff are able to provide services across programs in a time of crisis. Recently, one of our In Home Child and Family Services staff members learned that a young person awaiting adoption through our Adoption Services program had fled her family and was taking refuge in the home of a family receiving support from our In-Home program. Our staff person was able to offer our In-Home family the support they needed while also offering support to the frightened, anxious young person and notifying the appropriate authorities. The staff person stayed with the young person until our Adoption Services staff member arrived and remained on hand through the county agency’s visit. Our In-Home staff member used excellent intervention skills to assist all in understanding the needs of the young person while supporting her own In-Home family as they sought to make the best decisions in that difficult situation. The staff person’s efforts and skills led to a far smoother and safer outcome for both the family and the young person.

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A N N U A L R E P O R T 2 0 1 1A N N U A L R E P O R T 2 0 1 1

gender

MALE58%

FEMALE42%

CAUCASIAN(non Hispanic)

76%

AFRICANAMERICAN

23%

OTHER(including Alaskan, American Indian,

Asian, and Hispanic)1%

ethnicityage

< 510%

5 - 912%

10 - 1418%

15 - 1924%

20 - 3418%

35 - 5416%

> 55 2%

clinical change as measured by standardized assessments

standardized assessment-based change

IMPROVED / MAINTAINED88%

DETERIORATED12%

HIGHER7%

restrictiveness of living environment at discharge

as assessed by ROLES (Restrictiveness of Living Environment Scale)

LOWER / SAME93%

numbers served

FAMILYBEHAVIORAL

HEALTH3,170

AUTISM1,060

EDUCATION1,102

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A N N U A L R E P O R T 2 0 1 1A N N U A L R E P O R T 2 0 1 1

In 2010– 2011, Wesley Spectrum provided transformational support to 5,332 individuals and their families in 11 locations throughout Western Pennsylvania.

As an outcome-driven organization,

we rigorously evaluate our work and the

outcomes achieved by those we serve.

Two key measures of transformation are

clinical change and living environment.

Our goals are for individuals to improve

or sustain their behavioral health as well

as to release individuals to the same or

less restrictive living environment.

client: Wesley Spectrum Servicesproject: Annual Report

2 0 1 0 – 2 0 1 1 A N N U A L R E P O R T

UPMC Annual Report_Short Version.indd 1 7/13/11 2:20 PM

Built on a foundation of dignity and respect in the workplace

and cultural competency in patient and family care,

the mission of the UPMC Center for Inclusion is to ensure

that inclusion is at the core of what we do every day. c o n t e n t s 02

Messages from Esther Bush

and Candi Castleberry-Singleton

04

Inclusion Journey in the Workplace

05

Inclusion Journey in the Community

06

Integrated Inclusion

07

Goals and Dashboard

08

Dignity & Respect Initiative

09

Cultural Competency Initiative

11

Workforce Development

14

K–12 Health Career Programs

17

Dignity & Respect Campaign

18

Healthy Communities

19

Our Councils

20

UPMC Center for Inclusion Team

21

Our 4C Strategy

[ d i g n i t y + r e s p e c t = i n c l u s i o n ]

championimagine championimagine championexperiencechampionexperiencechampionimagine experience

imagine championimagine championexperiencechampionimagine champion

UPMC Annual Report_Short Version.indd 2-1 7/13/11 2:20 PM

2008

2010

2009

JANUARY

Integrated Inclusion Initiatives

JUNE

Cultural Competency Initiative and Tools

JANUARY

UPMC Inclusion SurveyBusiness Unit Initiatives

JULY

UPMC Integrated Inclusion Goals

DECEMBER

Division-Level Inclusion Goals and Initiatives UPMC Board Diversity Committee and Executive Partnership Council Composition

OCTOBER

UPMC Center for Inclusion

UPMC 4C Inclusion Strategy

NOVEMBER

Dignity & Respect Initiative and Tools

I n c l u s i o n J o u r n e y i n t h e W o r k p l a c e

2010

2009

OCTOBER

Community Conversations

Dignity & Respect Month

Dignity & Respect Campaign — Pittsburgh

Inaugural Dignity & Respect Community Breakfast

I n c l u s i o n J o u r n e y i n t h e C o m m u n i t y

JANUARY

Workforce Development InitiativeThe Partnership Council

OCTOBER

Dignity & Respect Campaign — Youth

Inaugural Dignity & Respect Community Event

Dignity & Respect Campaign — National

NOVEMBER

Healthy Community Initiative

Division-Level Inclusion Goals and Initiatives

UPMC Board Diversity Committee and Executive Partnership Council Composition

2011JUNE

Officially transitioned integration into divisions

2011JANUARY

Sold first Dignity & Respect Solutions

JUNE

Unveiled Dignity & Respect (Social Media Strategy)

2010 – 2011 ANNUAL REPORT 0504 UPMC CENTER FOR INCLUSION

UPMC Annual Report_Short Version.indd 4-5 7/13/11 2:21 PM

C U S T O M E R S • C O M M U N I T Y • C U L T U R E • C O M P A N Y

W o r k f o r c e D e v e l o p m e n t

UPMC is committed to developing the workforce from the greater Pittsburgh community. Our goal is to prepare adults and youth for meaningful careers in health care. Through efforts such as POWRR, Project Search, YAEP, and our K–12 health career programs listed on the following pages, we are preparing a pipeline of talent to address the workforce needs of our region.

In 2009, the UPMC Center for Inclusion launched the Workforce Development Initiative and the Partnership Council to collectively address workforce needs and create shared goals to:

• Raise awareness about health careers at all age levels

• Explore the impact of health care industry trends on workforce needs

• Provide tools and job training to assist with preparation for current and future roles in heath care

• Share community partner best practices

• Create equitable access for community partners to opportunities at UPMC

Today, UPMC collaborates with more than 50 organizations, including community colleges, vocational technical (vo-tech) schools, community organizations, and government agencies, to create a pipeline of workforce-ready job seekers that meet the workforce needs of our region. Our two areas of focus include 1) workforce readiness and retention programs, and 2) K–12 health career awareness.

Visit www.thepartnershipcouncil.org to learn more.

WORKFORCE READINESS AND RETENTION PROGRAMS

We partner on programs to help job seekers define, choose, and prepare for future careers in the ever-changing health care industry. With an emphasis on pre-employment skills and improving employee success in the workplace, our workforce readiness and retention programs are targeting job seekers with entry-level skills, who are new to the workforce, and/or who are transitioning to the health care industry. Together with our workforce partners, we are developing today’s health care workforce.

2010 – 2011 ANNUAL REPORT 11

UPMC Annual Report_Short Version.indd 10-11 7/13/11 2:21 PM

client: UPMCproject: Center for Inclusion Annual Report

inclusioin integrationIn Fiscal Year 2012 the Board Diversity Committee was renamed the Board Diversity & Inclusion Committee to better align with UPMC’s plans to focus on inclusion as a key objective. In addition, a Multicul-tural Advisory Committee with representatives from the community at large was added to provide additional feedback on ways we can enhance our inclusion efforts.

Each UPMC business division reported their 4C Strategy (Customer, Community, Culture, Company) to the Board Diversity & Inclusion Committee. Demonstrating their commitment to shared account-ability, each division reviewed those programs and initiatives that are ensuring that inclusion is at the core of what we do every day. Pages 4 through 15 highlight those initiatives and accomplishments. Each fiscal year, the divisions will report out on their 4C Strategy as displayed in the image below, sharing updates and enhancements to their existing programs.

inclusion in the workplace from bolted-on to built-in

CUstoMerWe are focused on ensuringthat our patients have access to quality,culturally competent health care and information that encourages healthy lifestyles.

CoMMUnityPartnering with educational, community, and supplier organizations to promote health careers and economic development in the communities where we live and work.

CUltUreWe are creating an inclusive environment that supports employee engagement, collaboration, and a healthy workplace.

CoMPanyAs an industry leader committed to employing a diverse workforce, we are focused on recruiting, developing, and retaining our most important asset — our people.

oUr 4Cstrategy

AUGUSTCenter for Inclusion

FEBRUARYPhysician Services and

Insurance Services Division

MAYCorporate Services and International

Commercial Services Division

NOVEMBERHospital Divisions

FISCAL YEAR 2012 AnnuAL REpoRt | 5

The Center for Inclusion couldn’t make as significant an impact if it didn’t team up with so many creative and passionate people working in local community organizations. In 2011, the Center for Inclusion partnered with a number of diverse groups to highlight how dignity and respect are essential if you hope to foster multicultural awareness. And we want to build on this momentum in the years to come and identify more organizations that share our commitment to improving the overall health of our communities.

FY12 community partner highlights

the center for Inclusion is dedicated to serving our community, and also to supporting

those who help others. We are proud to assist community organizations who serve those

in need, to educate our patients and customers so they can make healthy choices, and to

supporting parents and teachers who want the best for the next generation.

Ryan Mundy Collective

100 families received turkey and fixings at the First Annual Turkey Giveaway, hosted by UPMC and The Ryan Mundy Collective. Ryan Mundy, a current Pittsburgh Steeler (#29), focuses on giving back to the community.

African-American Leadership Association

400 African-American leaders attended the AALA annual conference, sponsored by UPMC Center for Inclusion, since its inception.

Delta Foundation

20,000 red ribbons were sponsored by UPMC and distributed to community members leading up to observance of World Aids Day, calling attention to the HIV/AIDS virus and its prevalence in Southwestern PA. The mission of the Delta Foundation is to increase awareness and under-standing and improve the quality of life for the Lesbian, Gay, Bisexual, and Transgender (LGBT) community in the Pittsburgh region.

University of Pittsburgh

4,200 freshmen received information on move-in weekend about the Dignity & Respect Campaign (founding sponsor, UPMC) through wristbands and postcards.

500 people visited the Center for Inclusion exhibit to receive bilingual resources and activities during the Latin-American and Caribbean Festival through the University Center for International Studies.

inclusion in the community where you live, where you work, where you play

90number of organizations that have partnered with the UPMC Centerfor Inclusion through sponsorships, collabora-tions, volunteerism or in-kind donations.

community social responsibility

FISCAL YEAR 2012 AnnuAL REpoRt | 17

F I S C A L Y E A R 2 0 1 2 A n n u A L R E p o R t

600 Grant StreetPittsburgh, PA 152191-800-533-UPMC (8762)UPMC.com

© 2012 UPMCCode Number Inserted Here

UPMC is a $10 billion global health enterprise with more than55,000 employees headquartered in Pittsburgh, Pa., and istransforming health care by integrating more than 20 hospitals,400 doctors’ offices and outpatient sites, a health insuranceservices division, and international and commercial services.Affiliated with the University of Pittsburgh Schools of the HealthSciences, UPMC is redefining health care by using innovativescience, technology, and medicine to invent new models ofaccountable, cost-efficient, and patient-centered care. For moreinformation on how UPMC is taking medicine from where itis to where it needs to be, go to UPMC.com.

UPMC is an equal opportunity employer. UPMC policy prohibits discrimination or

harassment on the basis of race, color, religion, ancestry, national origin, age, sex,

genetics, sexual orientation, marital status, familial status, disability, veteran status,

or any other legally protected group status. Further, UPMC will continue to support

and promote equal employment opportunity, human dignity, and racial, ethnic,

and cultural diversity. This policy applies to admissions, employment, and access

to and treatment in UPMC programs and activities. This commitment is made by

UPMC in accordance with federal, state, and/or local laws and regulations.

by the numbers

cultural competency

take a look at the impact upMC employees had on our community.

CultureVision™ (a product of Cook Ross, Inc.), the first comprehensive online database that provides key information needed to provide a culturally-competent patient care experience, was made available to employees through electronic health records, such as Epic and Cerner.

The Cultural Awareness Series showcased real-life examples of the many ways that UPMC addresses the diverse needs of our patients every day. Each month, an article was shared describing exactly how employees at UPMC put patients first by be-ing culturally-competent, recognizing differences, and ensuring that they are taken into consideration for quality patient care.

Build Cultural Awareness ModuleFrom the 30 Tips of Dignity & Respect created by the employees of UPMC emerged 7 Competencies of Dignity & Respect. Each competency module highlights its relevance in building an inclusive workplace and serving diverse customers, as well as supporting behaviors for individuals and leaders. The first in the series, Build Cultural Awareness, will help the learner understand cultural compe-tence, when and why it is important, and the steps for building it.

Interfaith Pocket Brochure The UPMC Interfaith Pocket Brochure provides a brief overview of religious and spiritual back-grounds, specifically as it relates to sickness, death, and dying, to assist in better understanding and in meeting the diverse faith-based needs of our patients, family members, and employees.

As a global integrated health system, UPMC understands that it requires continuous learning to

deliver culturally competent care. Online tools and resources help employees develop the skills and

knowledge needed to provide our patients with the dignity and respect they deserve, which includes

making the experience meaningful to them as individuals. A toolkit was created to ensure that

employees have easy access to information that helps build cultural competency and awareness.

180

3,692

200

200

279139

702

20075

830

hours logged by volunteers in a single day of service during MILK Day 2012

little bodies clothed and protected

volunteer hours donated to helping students find the right fit for their big night

number of UPMC employees who act as online eMentors to students in the communities we serve

children and youth directly sponsored for the holidays by UPMC through Karing for Kids

holiday gifts donated to kids through the Employee Partnership Council

dollars saved by the Millvale Community Library in human capital

gowns donated to students in need for Project

lives impacted by individual donations

baby bottoms covered by diapers and pull-ups

FISCAL YEAR 2012 AnnuAL REpoRt | 1514 | UPMC CENTER fOR InclusIon

client: UPMCproject: Center for Inclusion Annual Report

13A N N U A L R E P O R T

Koppers Holdings Inc.

436 Seventh Avenue

Pittsburgh, PA 15219-1800

412 227 2001

www.koppers.com

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Building Strength Through

Diversity

A N N U A L R E P O R T14Koppers Holdings Inc.

436 Seventh Avenue

Pittsburgh, PA 15219-1800

412 227 2001

www.koppers.com

client: Koppersproject: Annual Report Cover Series