CARF Accreditation

SURVEY SUMMARY

CARF found that Vocational Improvement Program, Inc. demonstrated the following strengths:

• VIP is recognized for its longstanding commitment to persons with disabilities in the Inland Empire and surrounding areas. For nearly four decades, VIP has supported hundreds of persons served annually in securing and maintaining meaningful employment, reflecting a legacy of impact and mission-driven service.

• VIP has built a strong communications infrastructure with clearly defined roles supporting internal engagement, external outreach, and celebration of both staff and persons served. Efforts, such as the Giving Tree, creative social media storytelling, strategic use of flyers and vides, and legislative events like the 21st Assembly Breakfast, reflect a mature communications culture that aligns with and supports the organization’s mission. Notably, the focus on staff celebration and retention has helped reinforce a strong internal identity.

• VIP benefits from a stable, experienced leadership team that demonstrates clear ownership of operational functions and alignment with the mission. Leaders are knowledgeable, collaborative, and respected across departments, contributing to a culture of accountability and professionalism. This internal strength appears to be a key factor in the organization’s sustained quality of services.

• Staff and leadership members demonstrated openness, transparency, and thoughtful reflection throughout the survey process. They spoke candidly about strengths and opportunities for improvement, reflecting a culture that values feedback, continuous learning, and high standards of service.

• VIP’s performance improvement efforts are clearly documented and reflect a willingness to adapt based on changing needs, funder priorities, and service trends. Action planning is dynamic and includes the retirement of goals when appropriate. This level of responsiveness, combined with multisource input and thorough documentation, demonstrates a thoughtful and accountable approach to quality improvement.

• VIP has developed a comprehensive and well-documented performance measurement and improvement system that extends across program and business functions. The organization’s market-based planning documents reflect meaningful outcome tracking across multiple years and demonstrate clear follow-through on improvement actions. Annual service measure reports are structured, accessible, and consistently applied, providing the leadership and staff with a valuable tool for reviewing outcomes, identifying trends, and evaluating progress. The ability to maintain continuity in both process and analysis over time reflects a mature approach to performance accountability.

• VIP demonstrates a strong and intentional culture of health and safety. Across its sites and services, the organization has developed and implemented a wide range of well-documented practices (from internal and external inspections to emergency preparedness drills and transportation safety protocols) that are reinforced through regular training, staff engagement, and continuous review. The integration of site-specific planning, community-based safety procedures, and active leadership involvement in monthly safety committee meetings reflects an organizational commitment to maintaining safe environments for both personnel and persons served. These efforts contribute to a proactive safety culture that is both comprehensive and well understood by the staff.

• VIP demonstrates an exceptional and well-integrated approach to workforce development that begins with a highly structured and supportive onboarding experience. New staff members receive clear, role-specific training combined with early exposure to the organization’s mission, expectations, and person-centered values. This strong foundation is then extended through a comprehensive internal training calendar and the organization’s Direct Support Professional I and II certification tracks. These programs offer a clear pathway for skill-building and advancement while reinforcing core competencies like communication, professionalism, safety, and behavior support. The use of financial incentives, self-assessment, and ongoing coaching further illustrates VIP’s thoughtful investment in staff development, retention, and long-term success.

• VIP is committed to ensuring positive interaction between all persons served and staff members by maintaining an open respectful environment. This open-door policy creates a space where everyone is valued and trust is maintained.

• Staff members consistently stated that they felt valued and respected by each other and the leadership and that they worked together well as a team. Stakeholders, including parents, guardians, and staff members, stated that the emphasis was put on not only meeting the needs of persons served but also on increasing their independence via the organization’s culture.

• A collective passion for the work being done can be seen throughout the organization. The staff members strongly believe in the mission and are willing to pivot, as needed. The importance of teamwork is evidenced in every facet of the organization.

• The persons served feel a high level of support from the organization. Several persons served expressed that they were completely satisfied with all the services they receive and would not want to leave. Comments indicated, “The level of communication is beyond great,” and that they could not ask for a better organization to assist in helping them succeed. Other comments included, “It’s been a good program for me,” and “I love the people, the work, everything.”

• Case managers do an excellent job of bridging the gap between funding/referral entities by providing coordinated implementation of goals and services for persons served. When applicable, guardians/family members are continuously informed of progress, successes, challenges, and transition plans. Communication was the number one compliment given, with a request that it never change.

• Funders and referring agencies applaud VIP for its “outstanding, unique, and much-needed services.” When asked to describe VIP’s services in three words, one stakeholder commented on its “customer service excellence.” Another described the staff members as “professional, quality leaders” and said, “They are my go-­to agency as they are very person focused and willing to problem solve. They are very responsive in getting back to me.”

• Employment staff members have gone through Association of Community Rehabilitation Educators (ACRE) training and are using customized employment strategies to open new avenues to community jobs.

• VIP has many nontraditional jobs and work opportunities, most notably in the logistics sector. There are large, long-term contracts in place with major distributors and companies that serve as a testament to the quality services provided by VIP.