Last updated: October 8, 2026 Project: Digital Career Compass (DCC) expansion to 50 additional Californians with disabilities
Computer Technologies Program (CTP) seeks funding to expand our Digital Career Compass (DCC) vocational assessment to 50 additional Californians with disabilities. DCC is a comprehensive career assessment built on nearly 1,000 objective benchmarks. It evaluates skills, explores career options, and helps each participant set individualized goals. In our 2025 pilot, 95% of 38 evaluated participants rated DCC helpful and 89% reported gaining new insights into their career goals. This project brings that proven tool to 50 more people across California, delivered remotely through live, instructor-led sessions with full accessibility accommodations.
Only 24.5% of people with disabilities participate in the labor force, compared to 68.1% of people without disabilities (U.S. Bureau of Labor Statistics, 2024). Many people with disabilities want to work but do not know where to start. They are unsure what careers match their abilities, what training they need, or how to talk about their skills to employers. Without clear direction, they cycle through programs that do not fit or give up entirely. DCC addresses this directly by giving each person a concrete picture of their strengths and a realistic path forward. For people who are Deaf, disabled, or neurodivergent, having an assessment designed with accessibility in mind is not a luxury. It is the difference between being seen accurately and being overlooked.
DCC is already part of CTP's core service model. It is how we assess every new participant who needs direction. After the grant period, DCC assessments will continue as a standard part of our programming, funded through our ongoing Department of Rehabilitation contracts, private-pay assessments, and other grant support. This grant expands our capacity to serve 50 additional people. It does not create a program that disappears when the funding ends.
CTP's mission is to improve employment opportunities for people with disabilities through training in information technologies, self-marketing strategies, and advocacy. DCC sits at the front door of everything we do. Before someone starts training, they need to know which direction to go. DCC answers that question with real data instead of guesswork. Expanding DCC strengthens our entire service pipeline, from intake through training to job placement. It is not a side project. It is central to how CTP fulfills its mission.
We will reach potential participants through our existing networks: email to our contact list of past participants, DOR counselors, and community partners; social media posts on our active channels; direct outreach through disability service organizations across California; and our website. DOR counselors are a key channel since they refer clients who need vocational assessment. We will also share through partner newsletters and community bulletin boards. All outreach materials will be available in accessible formats.
Ability Central's mission is to ensure that people who are Deaf, disabled, and neurodivergent can communicate and access information. DCC embodies that mission. It is an assessment built to be fully accessible, delivered remotely with closed captioning and individualized accommodations, so that Deaf, disabled, and neurodivergent participants can engage completely. The assessment itself is about access to information: giving each person clear, accurate information about their own skills and career options, presented in a way they can use. CTP shares Ability Central's commitment to accessibility as a starting point, not an afterthought.
Activities to Achieve Goal: Each participant goes through intake, then completes the DCC assessment over two to three weeks. The assessment includes a skills evaluation across nearly 1,000 objective benchmarks, career exploration exercises, and a one-on-one results session where the participant and assessor review findings together and set individualized goals. All sessions are remote, live, and instructor-led via Zoom, with closed captioning and individualized accommodations. We will enroll participants on a rolling basis, averaging four to five new assessments per month over the 12-month project.
Measurements of Success: We will track enrollment and completion through intake sheets and assessment records. Each participant completes an end-of-assessment survey rating helpfulness and reporting whether they gained new career insights. Our benchmark, based on the 2025 pilot: at least 90% rate the assessment helpful and at least 85% report new career-goal insights.
Achievement Year: Year 1
Activities to Achieve Goal: The final session of every DCC assessment is a dedicated goal-setting meeting. The participant and assessor review the assessment results together, identify two to three realistic career directions, and map out concrete next steps, whether that is CTP training, outside education, or direct job search. Each participant leaves with a written individualized plan. We provide this for all 50 participants as part of the assessment process.
Measurements of Success: End-of-assessment survey includes the question: “Did this program help you clarify your career goals?” Our target is 90% answering yes, benchmarked against our 2025 pilot where 89% reported new career-goal insights. We will also track how many participants have a completed written plan on file.
Achievement Year: Year 1
Activities to Achieve Goal: After completing DCC, each participant meets with our admissions coordinator to discuss next steps. Those who are a fit for CTP training are enrolled directly. Others receive warm referrals to outside programs, DOR counselors, or community resources matched to their assessment results. We follow up with each participant at 90 days to check on their progress and offer additional support if needed. This covers all 50 participants.
Measurements of Success: We will track the number of participants who enroll in CTP training, enroll in outside education or training, or engage in active job search within 90 days of completing DCC. Target: at least 60% take a concrete next step. The 90-day follow-up survey captures employment status, training enrollment, and satisfaction.
Achievement Year: Year 1
Timeframe: Months 1-3 Detailed Activities: Launch outreach through email, social media, DOR counselor network, and partner organizations. Open enrollment and complete intake for the first 12 to 15 participants. Begin DCC assessments. Expected Outcomes: 12 to 15 participants enrolled and in assessment. Outreach channels tested and refined.
Timeframe: Month 6 Detailed Activities: Complete 25 DCC assessments. Review survey data from completed assessments against benchmarks (90% helpful, 85% career insights). Adjust outreach or delivery based on what the data shows. Continue rolling enrollment. Expected Outcomes: 25 assessments complete. Interim survey results confirm the model is working or flag needed adjustments.
Timeframe: Months 10-11 Detailed Activities: Complete the final DCC assessments. Conduct 90-day follow-up surveys with early completers to track next steps (training enrollment, employment, job search). Connect remaining participants to next-step resources. Expected Outcomes: 50 assessments complete. Follow-up data collected on early cohorts.
Timeframe: Month 12 Detailed Activities: Complete all 90-day follow-ups. Compile enrollment, completion, survey, and next-step data. Write and submit final report to Ability Central. Expected Outcomes: Final report submitted documenting all 50 participants, outcomes against targets, and lessons learned.
Alex Tabony, Executive Director (project oversight). CTP graduate, Class of 1999. BS Mechanical Engineering, University of Cincinnati. Has led CTP since 1999. Oversees all program delivery and grant compliance.
Devin O'Keefe, Admissions Coordinator (enrollment and intake). CTP graduate (2019). BA Journalism, San Francisco State University. Manages admissions screening, enrollment, and participant intake for all DCC assessments.
Carrie Moncrieffe, Director of Employment Services (employer partnerships and next-step connections). BS Mass Communication, Bemidji State University. Non-Profit Leadership certificate, University of Arizona. Supervises the transition from assessment to training or employment services.
CTP Instructional Staff (assessment delivery). Our assessors include CTP graduates with disabilities who bring lived experience to every assessment. All sessions are delivered by trained CTP staff.
Christine Tabony, Business and Finance Manager (financial management and reporting). Has managed CTP's finances since 1987. Oversees grant budgeting, expense tracking, and financial reporting.
This project involves collaboration with California Department of Rehabilitation (DOR) counselors across the state, who refer clients in need of vocational assessment. DOR has been CTP's primary referral partner for decades. We also work with community-based disability service organizations that refer participants and share outreach materials. These partners do not receive grant funds. Their role is referral and outreach.
Other Grants: CTP is also pursuing funding from the West Oakland Community Fund (Rose Foundation, $100,000, submitted October 2026), the Mitsubishi Electric America Foundation (due November 2026), and the CPUC Digital Divide Grant (due October 2026). These support separate projects and do not overlap with this DCC expansion.
% of Funds: 100% of this project's funds are requested from Ability Central.
Budget: [Upload completed Ability Central budget template]
CTP has been doing this work since 1974. We were the world's first computer-based workforce development program for people with disabilities, and 71% of our staff are program graduates themselves. DCC grew out of what we learned over 50 years: that people need clear direction before training can work. This grant would put that tool in the hands of 50 more Californians who need it. We are ready to start.