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

2. 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
purpose W
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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 RT 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 A
At 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.
storiesstories
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A N N U A L R E P O RT 2 0 1 1A N N U A L R E P O RT 2 0 1 1
gender
MALE
58%
FEMALE
42%
CAUCASIAN
(non Hispanic)
76%
AFRICAN
AMERICAN
23%
OTHER
(including Alaskan, American Indian,
Asian, and Hispanic)
1%
ethnicityage
< 5
10%
5 - 9
12%
10 - 14
18%
15 - 19
24%
20 - 34
18%
35 - 54
16%
> 55
2%
clinical change as measured by
standardized assessments
standardized
assessment-based change
IMPROVED / MAINTAINED
88%
DETERIORATED
12%
HIGHER
7%
restrictiveness of living
environment at discharge
as assessed by ROLES
(Restrictiveness of Living Environment Scale)
LOWER / SAME
93%
numbers served
FAMILY
BEHAVIORAL
HEALTH
3,170
AUTISM
1,060
EDUCATION
1,102
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< by the numbers >
A N N U A L R E P O RT 2 0 1 1A N N U A L R E P O RT 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 Services
project: Annual Report

3. 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 ]
champion
imagine
champion
imagine
championexperiencechampionexperiencechampion
imagine
experience
imagine
champion
imagine
championexperiencechampion
imagine
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 Survey
Business 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 Initiative
The 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
2011
JUNE
Officially transitioned
integration into divisions
2011
JANUARY
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: UPMC
project: Center for Inclusion Annual Report

4. inclusioin integration
In 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
CUstoMer
We are focused on ensuring
that our patients have
access to quality,culturally
competent health care and
information that encourages
healthy lifestyles.
CoMMUnity
Partnering with educational,
community, and supplier
organizations to promote
health careers and economic
development in the
communities where we live
and work.
CUltUre
We are creating an inclusive
environment that supports
employee engagement,
collaboration, and a healthy
workplace.
CoMPany
As an industry leader
committed to employing a
diverse workforce, we are
focused on recruiting,
developing, and retaining
our most important asset—
our people.
oUr 4C
strategy
AUGUST
Center for Inclusion
FEBRUARY
Physician Services and
Insurance Services Division
MAY
Corporate Services and International
Commercial Services Division
NOVEMBER
Hospital 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 Center
for 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 Street
Pittsburgh, PA 15219
1-800-533-UPMC (8762)
UPMC.com
© 2012 UPMCCode Number Inserted Here
UPMC is a $10 billion global health enterprise with more than
55,000 employees headquartered in Pittsburgh, Pa., and is
transforming health care by integrating more than 20 hospitals,
400 doctors’ offices and outpatient sites, a health insurance
services division, and international and commercial services.
Affiliated with the University of Pittsburgh Schools of the Health
Sciences, UPMC is redefining health care by using innovative
science, technology, and medicine to invent new models of
accountable, cost-efficient, and patient-centered care. For more
information on how UPMC is taking medicine from where it
is 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 Module
From 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
200
75
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: UPMC
project: Center for Inclusion Annual Report

5. 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
KoppersHoldingsInc.2013AnnualReport
KoppersHoldingsInc.2014AnnualReport
Building Strength Through
Diversity
A N N U A L R E P O R T
14Koppers Holdings Inc.
436 Seventh Avenue
Pittsburgh, PA 15219-1800
412 227 2001
www.koppers.com
client: Koppers
project: Annual Report Cover Series