Developmental Disabilities Resource Board

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Developmental Disabilities Resource Board Through partnership and direct action,
the Developmental Disabilities Resource Board of St. Charles County.

Charles County
builds a community that strengthens and includes people with intellectual and developmental disabilities. The DDRB is a public taxing entity, commonly known as a "Senate Bill 40 Board" that enters into funding contracts with agencies that serve individuals with developmental disabilities in St. This public tax was established in 1977 when voters of St. Charles County approved to tax themselves up to sixteen cents per $100.00 of assessed property valuation to provide community based programs and supports for citizens with developmental disabilities. Funded services include: adult day programs, residential services, advocacy services, supported daycare, early intervention, family support, transitional programs, respite, sheltered workshop, adaptive equipment, supported employment and recreation. A nine member volunteer Board of Directors (the DDRB) appointed by the St. Charles County Executive sets the financial and administrative framework for the agency and hires and directs the Executive Director to conduct the everyday operations of the agency. The Board delegates administrative responsibilities and accountability to the Executive Director, while maintaining constant check of the agency to assure that actions are within the framework of Board established policies and procedures. In May of 2006, the DDRB began providing case management to individuals 18 years of age and older through an agreement with the Department of Mental Health Division of Developmental Disabilities. The DDRB currently provides case management services to individuals 18 years of age and older with active Medicaid, as well as ages 16 and 17 regardless of Medicaid status.

A workplace accommodation is a change or adjustment that helps remove a barrier so an employee can perform their job suc...
10/14/2026

A workplace accommodation is a change or adjustment that helps remove a barrier so an employee can perform their job successfully.

And accommodations don't always have to be complicated.

They might include written instructions, visual schedules, predictable routines, additional training during onboarding or another way of communicating information.

The best support depends on the individual employee and their needs.

Clear expectations, effective training and appropriate support can help employees with I/DD succeed and many of these practices can make workplaces better for everyone.

Thank you to our partner Community Living for the photo!

MYTH: People with I/DD are best suited for low-skill work.REALITY: There isn't one type of job that's right for people w...
10/13/2026

MYTH: People with I/DD are best suited for low-skill work.

REALITY: There isn't one type of job that's right for people with I/DD.

People with I/DD have different skills, interests, abilities and career goals, just like anyone else. Adults with I/DD are succeeding in a variety of industries when they have access to clear job expectations, accessible hiring practices and effective support.

The goal isn't to fit people with I/DD into a particular type of job. It's to create opportunities for people to contribute their individual skills and talents throughout the workforce.

Employers don't have to do it alone. DDRB funds local organizations that provide employment readiness, job training, supported employment and job-retention services.

Thank you to our partner Community Living for the photo!

Happy National Case Management Week! 💙💚This week, DDRB is proud to recognize and celebrate our dedicated Case Managers w...
10/13/2026

Happy National Case Management Week! 💙💚

This week, DDRB is proud to recognize and celebrate our dedicated Case Managers who make a meaningful difference in the lives of individuals and families throughout St. Charles County.

Every day, our Case Managers go above and beyond to connect individuals with resources, advocate for their needs, support their goals, and help create opportunities for greater independence and inclusion.

Their compassion, dedication, and commitment to those we serve do not go unnoticed!

To show our appreciation, we celebrated our incredible team with a few special gifts as a small thank-you for the tremendous impact they make every day.

To all Case Managers, thank you for the important work you do, the relationships you build, and the lives you positively impact. We appreciate you this week and always!

Workplace exclusion isn't always obvious.It can look like assuming someone isn't capable of a task without giving them a...
10/12/2026

Workplace exclusion isn't always obvious.

It can look like assuming someone isn't capable of a task without giving them an opportunity. It can mean leaving someone out of conversations or decisions that affect their work. Or it can happen when employees aren't given the communication or support they need to participate.
Inclusive workplaces challenge assumptions and focus on each person's abilities, strengths and individual support needs.

Everyone deserves the opportunity to demonstrate what they can contribute.

Thank you to our partner at Community Living for the photo!

Accessibility at work isn't limited to whether someone can physically enter the building.It can also mean:•Providing inf...
10/09/2026

Accessibility at work isn't limited to whether someone can physically enter the building.

It can also mean:
•Providing information in clear, accessible formats
•Giving employees clear instructions and expectations
•Making technology easier to navigate
•Offering flexibility when appropriate
•Creating accessible physical spaces
•Building a workplace culture where employees feel comfortable asking for support.

Accessibility is part of thoughtful workplace design. Small changes in communication, customer service or how an experience is structured can make a meaningful difference.

Thanks you BCI for the photo!

MYTH: Hiring someone with I/DD means making expensive workplace changes.REALITY: Many workplace accommodations are low-c...
10/08/2026

MYTH: Hiring someone with I/DD means making expensive workplace changes.

REALITY: Many workplace accommodations are low-cost or have no cost at all.

Support might include a written checklist instead of verbal-only instructions, a visual schedule, a predictable routine or additional training during onboarding.

According to Job Accommodation Network data cited in DDRB’s Myth vs. Reality article, 61% of employers providing cost information reported that their accommodations cost nothing, while another 33% reported a one-time expense with a median cost of $300.

Sometimes a small change can remove a significant barrier.

Thank you to our partner at BCI for the picture!

Read the full Myth vs. Reality article: https://www.ddrb.org/breaking-down-myths-about-hiring-adults-with-intellectual-and-developmental-disabilities-i-dd/

There’s a difference between being present in a workplace and truly being included.An accommodation can remove a barrier...
10/07/2026

There’s a difference between being present in a workplace and truly being included.

An accommodation can remove a barrier and give an employee what they need to participate successfully.

Inclusion goes further by creating an environment where people are respected, supported and given meaningful opportunities to contribute.

Ignoring someone’s needs doesn’t create equality. Creating accessible communication, clear expectations and appropriate supports helps employees participate as members of the team.

Inclusion is about making sure people have the opportunity to contribute and succeed.

Thank you to our partner at BCI for providing the picture!

MYTH: People with I/DD can’t handle the demands of a “real” job.REALITY: People with intellectual and developmental disa...
10/06/2026

MYTH: People with I/DD can’t handle the demands of a “real” job.

REALITY: People with intellectual and developmental disabilities can succeed in meaningful roles across the workforce when their skills are matched with the right opportunities and supports.

The barrier is often not ability. Job descriptions, interviewing, onboarding, training and workplace supports can all influence whether someone has an opportunity to demonstrate what they can do.

Inclusive employment starts by looking at a person’s skills and abilities, not assumptions about their disability.

Thank you to our partner BCI for providing the picture!

Read more in DDRB’s Myth vs. Reality article: https://www.ddrb.org/breaking-down-myths-about-hiring-adults-with-intellectual-and-developmental-disabilities-i-dd/

Workplace inclusion is about more than hiring someone with a disability.It means creating an environment where employees...
10/05/2026

Workplace inclusion is about more than hiring someone with a disability.

It means creating an environment where employees have meaningful roles, clear expectations, accessible communication, appropriate support and opportunities to contribute and grow.

Every employee brings their own skills, talents, perspectives and experiences to the workplace. Inclusive practices help create opportunities for people with I/DD to demonstrate those abilities and be part of the team.

And many practices that support employees with I/DD like clear communication and effective training can benefit everyone in the workplace.

Thanks to our partners at BCI for the pictures!

Address

1025 Country Club Road
St. Charles, MO
63303

Opening Hours

Monday 8am - 4:30pm
Tuesday 8am - 4:30pm
Wednesday 8am - 4:30pm
Thursday 8am - 4:30pm
Friday 8am - 4:30pm

Telephone

+16369393351

Website

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