Catholic Human Services

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Who We Are

Since its founding in 1972 by the Roman Catholic Diocese of Gaylord, Catholic Human Services has been committed to making a difference in the lives of the people in Northern Lower Michigan. We serve individuals and families regardless of faith, income, race, or ethnicity.

Catholic Human Services has grown over the years to 5 main offices and 16 satellite offices. We are highly recognized in the 21 counties of Northern Michigan for our outstanding work of providing hope-filled social, emotional and spiritual support to all people. We have been blessed over the years with a committed professional staff whose tenure has stabilized this agency.

We provide mental health, substance abuse, prevention, pregnancy counseling, open adoption, social services and senior services to over 26,000 people per year. We work in partnership with local, county, and state agencies to offer a wide range of services considered to be the "best practices" in the field.

Catholic Human Services is based administratively in Traverse City and has regional offices in Alpena, Gaylord and Cadillac. Each of the regional offices are the "hub" for services in many other community locations throughout the service area.
To see our notice of privacy practices, click on the link below.

Supported by the Michigan Office of Services to the Aging, Corporation for National and Community Service, United Way of Wexford County, United Way of Northwest Michigan, Charlevoix/Emmet United Way, Volunteer Referral Stations/Sites/Agencies & Local Grants

their clients oftentimes allow recipients to stay at home rather
than being institutionalized, resulting in major health care costsavings
for seniors, their families, and communities.

volunteers extend their love and wisdom and devote time and
attention to nurture an infant, a child, or a teenager who otherwise
might not receive heartfelt sharing and caring by lending a

April, May & June Statistics# of Volunteers: 86
# of Hours Served:18,692# of Organizations Served: 68# of Clients Served: 364
# of At-Risk Children Served: 428

Community Accomplishments and Impacts for April through June 2009
Senior Companion Program/Senior Helpling Hands Program
During this reporting period, thirty-four client telephone surveys were conducted and 88% reported that having a Senior Companion Volunteer has made their life much better and 12% percent reported somewhat better. Here is a sample of some client comments:
My Senior Companion takes me swimming, which gives me the chance for physical exercise I wouldnt have otherwise.
I lost my husband and life had been lonely until now, my Senior Companion has helped lift my spirits.
My Senior Companion is like a breath of fresh air. I look forward to her visit every week. The company she provides aids me in helpful matters an 87 year old, recovering from a stroke can only appreciate.

Foster Grandparent Program
Elementary school teachers, social workers and principles reported that eighty-seven percent of students assigned to a Foster Grandparent Volunteer showed a substantial improvement in reading and math. Here is a sample of some of the comments from school personnel on the impact of Foster Grandparent Volunteers.
Our Foster Grandparent is a remarkable man. He is extremely dedicated and cares about the students he interacts with. He helps out in our Academic Support Room and has made a profound difference.
Grandma has been a very valuable part of the classroom. She has helped low performing students excel and spent a lot of time with my high-level readers!

Filling the Service Gaps Created by Economic Woes
More than ever, the Senior Volunteer Programs serving Northwest Michigan are in demand. With community organizations and programs, reeling from a challenging economic climate and reductions in State funding, the Senior Companion and Foster Grandparent Programs are stepping up to assist organizations to fulfill their mission to the people they serve.

Some forty picnickers congregated at Interlochen State Park on August 15 to celebrate the agencys open adoption program. This was the second annual picnic since program supervisor Tom Bohnhorst took the helm in 2006.
Its great to see how the kids have grown and to catch up with old friends, Tom said. The picnic also gives new prospective adoptive couples a chance to hear first-hand accounts of others open adoption adventures and to forge lasting friendships. After all the good fellowship and good food, we all look forward to the third annual picnic next August.
Tom has begun a public relations campaign to heighten community awareness about our pregnancy counseling/adoption program. In July and August he provided in-service presentations to health department staffs covering 16 counties of northwestern Lower Michigan. Maternal support personnel can look to Catholic Human Services as an excellent referral for pregnant women who are facing unintended pregnancies and who may want to consider open adoption for their newborns.
We provide international home studies for local families who are working with distant international adoption agencies. In the past months, we have completed home studies for families planning to adopt from the Dominican Republic, Ethiopia, China, Lesotho, and Mongolia.
We will finalize seven domestic infant adoptions this fiscal year which has been our average in the past several years. But we continue to care more about the quality of our counseling and adoption services than the quantity served. With increased community awareness about our small but mighty program, and with the continually excellent services provided by Alpena social worker, Doree Kent, and on-call counselor, Abbie Nelson, we stand ready for a successful year to come.

You Survived a Layoff Now What?
Many professionals have felt the shock of layoffs during these difficult times including those who kept their jobs.
According to administrative staffing firm OfficeTeam (www.officeteam.com), employees who survive corporate downsizings often must manage heavier workloads and stay motivated while worrying that their jobs could be eliminated next.
Layoff survivors often experience guilt about being the ones who stay while also working in an environment marked by uncertainty, said OfficeTeam executive director Robert Hosking.
According to Hosking, professionals who are spared from layoffs should not pretend its business as usual, as company priorities may not be clear, and moral is affected. OfficeTeam offers these tips for rebounding after company layoffs:
1.Make yourself indispensable. Focus efforts on projects that help boost your firms bottom line. Take courses to learn skills that allow you to contribute in new ways.

2.Build visibility. In uncertain times, its important to be noticed for the right reasons. Volunteer for projects that no one wants to tackle or that fall outside your job description. Also provide periodic reports updating your supervisor on your achievements.

3.Adapt to change. Managers appreciate employees who can roll with the punches and maintain productivity when faced with adversity. Demonstrate your ability to stay positive, motivated, and focused on doing good work.
4.Conduct an audit of sorts. Evaluate current processes and offer suggestions for cutting costs or saving your company time or resources.

5.Avoid the rumor mill. While increased water cooler chatter is inevitable after layoffs, avoid contributing to the gossip, and dont believe everything you hear. If you have any questions, ask your manager but understand that he or she may not have all the answers.

6.Be generous with praise. After downsizing, employees may begin to doubt their abilities and question their future with the company. If you are a manager, you may not be in a position to make promises of job security, but you can offer positive feedback about a workers solid performance during challenging times.

7.Reach out. Offer assistance to those who have experienced a job loss by introducing them to your professional network and helping them with their job search.

8.Look out for yourself. Layoff survivors often experience increased workloads, which can lead to burnout. Talk to your manager about setting priorities, delegating projects or bringing in temporary professionals.
Questions to Consider
Its said that, silence is golden but that doesnt apply to layoffs and uncertain economy. Instead, difficult as it may be, step up and effectively hold crucial conversations such as the following:
-Ask long-timers about past practices How have layoffs been handled in the past? Is advance notice given? Are cutbacks across the board targeted? How are the decisions made?

-Assess your general risk levels How likely is a layoff in your division? Team? Department? If there are open forums with executives or other managers, these are great places to ask these questions.

-Assess your specific risk level - Find out where you stand individually with your manager or supervisor. What skills, job changes, projects, or other actions would make you less dispensable?

-Have a conversation with yourself What should YOU be doing now to prepare yourself to survive a layoff?