Pioneer Human Services A Chance for Change

1. Pioneer Human Services A Chance for Change Johnna Keck, Melina Zahalka, Teri Bryant, Noriko Fisher & Kristy Hathaway Western Washington University Winter 2013

2. Mission Statement Providing a Chance for Change to people overcoming challenges of chemical dependency, mental health issues or criminal histories by offering an integrated array of housing, employment, training, reentry and treatment services, using earned revenue from our entrepreneurial activities.

3. Organizational Leadership Pioneers of the organization Jack Dalton and his professional friends established the organization in 1963 Founders' visions • Development of community resources for people who have chemical dependency issues and criminal records • Create housing, employment, and treatment for the population

4. Pioneer Human Services Programs Counseling & Treatment • Chemical dependency treatment • Mental health counseling • Youth Services Housing • Transitional housing • Permanent housing • Veteran housing Reentry program • 14 reentry centers and work release facilities across the state

5. Pioneer Human Services Programs Employment &Training • Development of job-searchstrategies and resume writing • Soft-skills development • Occupational training • Apprenticeship opportunities Youth programs • Camp program for 14 to 19 year-old juvenile offenders • Provide a facility for undocumented/unaccompanied male youth 12 to 17

6. Pioneer Executive Leadership Team • Karen Lee, Chief Executive Officer • Cheryl Strange, Vice President, Behavioral Health & Reentry • Marla Gese, Vice President, Housing, Real Estate & Facilities • Tracey Groscost, Chief Financial Officer • Anthony Wright, Vice President, Enterprises • Brent Jones, Vice President, Human Resources & Organizational Development • Hilary Young, Vice President, Policy & Communications

7. Organizational Structure Chart

8. PHS Board of Directors • Leland Fish(Chair) Former Director (Retired)Adult Corrections & Juvenile Court • Rollin Fatland ( Vice Chair) Corporate Public Affairs Consultant • James Andrus, Lawyer • Craig Cole, President & CEO • Margaret Curtis, Member • Dan Dierdorff Executive Vice President & Chief Lending Officer • Liz Dunbar, Executive Director • Shaunta Hyde, Director, Global Aviation Policy The Boeing Company • Michael Langhout, CEO/President • Slater Marshall, VP, Account Executive • Len Radziwanowicz, Senior Financial Advisor • Dr. Jill Wakefield, Chancellor • Kay Walter, Consultant/Former Director Washington State Dept. of Corrections • Steve Verleye, President • Dick Zais, Former City Manager • There are 19 Honorary Governors (advisory boards)

9. The Culture of PHS Pioneer Human Services is centered around active involvement in recovery, sustainable business practices, and staying on the forefront of new ideas for promoting and fulfilling the mission. • What makes PHS different than other NPOs? • Very large and multifaceted. • Business mentality, with success and growth within recovery as the currency. • Self-sustaining through an entrepreneurial model, which decreases the anxiety and stress related to garnering funds. • Expansion is important—the more areas served, the more persons receive a chance for change. • PHS has the funds available to promote and educate it’s employees to their fullest potential. • The benefits available are fantastic—health, dental, and vision insurance, 100% tuition reimbursement, and employee services such as counseling, nutritional help, “quit smoking” help, and more.

10. The Culture of PHS • In what ways is PHS similar to other NPOs? • Had a grassroots beginning, full of colorful characters with incredibly colorful pasts. • The culture is very family-oriented; each employee is valued and supported. • Despite it’s size, each program reflects the values and structure of smaller NPOs—with direct supervision and support, employee appreciation, and marked value of employee input.

11. The Culture of PHS Employees are very satisfied being part of the Pioneer family. In a recent study conducted by a nonpartisan source, Acute Care (programs like the Skagit County Crisis Center, Whatcom Detox, Pioneer Center North, Pioneer Center East, ect…) employees rated highest for motivation and involvement within their workplace. Employees across the board were almost entirely happy with their employment—around 85%. The remaining 15% were moderately satisfied, with only 1% completely dissatisfied.

12. Fund development strategies • Based on Social Enterprise Model: Agency “combines the passionate pursuit of its social mission with the discipline and innovation of a for-profit business” (PHS, 2013). • Also relies on state, federal and local funding • Does not solicit funds from a base of donors Donation revenues are accepted, but not budgeted (Larry Van Dyke, interview, February 8, 2013).

13. Fund development strategies • In large part, a self-funded entity • Has revenue generating arm that provides training and jobs to those re-entering the community or in recovery • Manufacturing (originated with Boeing contract) • Construction & Labor • Food Services • Pest Detection • Success is based on recognition of the “reality that they operate in a competitive environment” (Worth, 2013).

14. Fund Development Strategies • Employs a full-time lobbyist • Dual revenue streams create conflict in prioritizing services • Regulatory restrictions on use of government funds can make holistic services challenging • Dual revenue streams create difficulty in budgeting • Audit requirements are extensive and time consuming • Annual reports are posted on their website • Is a VERY large agency, serving many counties!

15. Financials Budgeting process tied to goals in the Strategic Plan (excerpts from the PHS 2013-2017 Strategic Plan) Goals Affecting Income • Grow existing enterprises • Increase competitive advantage • Increase revenue and operating margin in all enterprises • Protect, maintain, and increase state, federal and local funding Goals Affecting Expenses • Prepare for health care reform • Protect and restore physical infrastructure • Modernize administrative infrastructure (2012).

16. Financials 2011 Financial Statement (Pioneer Human Services, 2011)

17. Marketing & communications • Website •  Up to Date •  Blog updates •  Organized & Easy to Navigate •  Informational categories •  Find services by location •  Why You Should Support/Utilize Their Services •  What a difference a day makes •  Success stories •  More Outreach •  Request a speaker •  Request a tour • LinkedIn Page • Informational Brochures & Handouts

18. Challenges, Strengths & Successes • Challenges: • Multiple database and documentation requirements are not integrated • Current electronic records are insufficient for contract needs and integration • Lack of suitable transitional housing increases recidivism

19. Strengths • Provide for 2,600 at 60 locations • Positive reputation w/community & stakeholders • Integrated approach for all clients using SAMSHA Model of Recovery • Expedited engagement from detox to TX compared to State-wide • Admits from Western State, Fairfax, SVH Care Unit • Law Enforcement drop-offs, Jail Transition admits • On-site CD assessments and MH counseling w/ community providers • On-site 12-Step meetings from community resources • On-site Peer Support Specialists • Mobile Outreach Team w/ MHP and Peer Support Specialists • Suboxon Taper for Opiate withdrawal and 78% successful completion • Awarded multiple new contract positions for Skagit County Outreach Programs

20. Success story quotes Accredits Pioneer’s integration into the local community as one of the keys to her success. “I felt like they really helped me make all the necessary connections.  I knew where to go and the tools needed for my education and other activities in order to stay focused on my recovery.” A. When asked why he thinks Pioneer worked for him, he replies, “The structure.  None of the other programs I’d tried had the structure that Pioneer does.”  The treatment, housing, supportive services, and employment opportunities available are what “helped me stay clean for the first time – ever.” G. These success stories is an example of how resilience is the human spirit.

21. References Pioneer Human Services. (2013). Do business with Pioneer. Retrieved from http://www.pioneerhumanservices.org/business/ Pioneer Human Services. (2012). Pioneer Human Services strategic plan 2013-2017. Seattle, WA: Author. Pioneer Human Services. (2011). A chance for change: Annual report 2011. Seattle, WA: Author. Worth, M. J. (2012). Nonprofit management: Principles and practice. Thousand Oaks, CA: Sage Publications Inc.