Go to Top

About Disability Solutions


What We Do | Our Methodology | Team

What We Do

We deliver custom solutions in outreach, recruiting, talent management and compliance. Disability Solutions focuses on helping corporations tap new channels for qualified talent, manage culture change, leverage federal and state hiring incentives, respond to a changing regulatory environment, and strengthen their workforce through diversity.

Our Approach

Today, most employers are challenged with striking the right balance between meeting their federal and state compliance obligations, improving their competitive market position and simply having an impact.

Disability Solutions’ proven five-stage approach helps clients diversify their workforce and integrate employees with disabilities into their workforce.

Our flexibility and customized approach allows us to scale solutions to meet your requirements from rapid assessments and diagnostics to defining a disability/inclusion roadmap to full-scale program implementation — whatever your timing and strategy demands.

Our Methodology

Discover, Design Solutions, Build, Go Live!, Support

Whether you’re challenged with defining a disability and inclusion point of view, creating new opportunities in the workplace for people with disabilities, establishing a clear ROI, or promoting organizational acceptance and understanding, our model can flex to meet your needs.

1Discover Opportunities | Where are you today?

This initial phase of our approach involves the participation of executive leadership, HR (including Diversity and Talent Management), and key business stakeholders in a thoughtful inquiry process. This is designed to inform a clear understanding of an organization’s business goals – it’s objectives and priorities, talent gaps and recruiting strategies, operational imperatives and initiatives and employer brand. Throughout our process, we bring Disability Solutions best practices and innovation to inform the initiative and consider all possibilities.

              • Executive summary of business objectives
              • Change readiness results, raw data, summary of findings & recommendations
              • Summary of documentation audit findings & recommendations
              • Summary of systems findings & recommendations
              • Report of potential recruiting partners, key points of contact & employment statistics
              • Customized Return on Investment report including opportunities for financial training and hiring incentives & positive impact on turnover and productivity

2Design Solutions | Where do you want to be tomorrow?

In this phase we focus on designing solutions that help you achieve your strategic and operational goals in staffing, training, retention, compliance and engagement. We work with your project team to complete a comprehensive project plan that governs this and subsequent phases of the project. Our flexible approach allows us to design scalable solutions to meet local, regional or national requirements — from defining a disability/inclusion roadmap to full-scale program implementation — whatever your timing and strategy demands.  We also work with you to develop a plan to monitor & evaluate achievement of established goals, objectives & Return on Investment (ROI).

              • Statement of project scope, resources & time frame
              • Statement of key metrics & tools
              • Training plan & schedule
              • On-the-job (OJT) training model
              • Provider outreach plan
              • Single point-of-contact (SPOC) agreement template
              • Disability incentive process map

3Develop and Build | Build the partnerships, processes, tools and metrics you need

In this phase we help you build a qualified candidate pool by connecting you with local and national partners.  Leverage an extensive network of public and private organizations and associations nationally to help you attract top talent and increase awareness of your organization’s disability inclusion initiatives We work with your team to build on your current systems and processes, identify any potential barriers, and create workable solutions that enhance candidate quality and positive recruiting and hiring outcomes.

              • Final drafts presented to client stakeholders for review and sign-off
              • On the job training program developed to meet your staffing needs
              • Single point-of-contact (SPOC) agreement
              • Process map(s)
              • Job task analysis
              • How-to-guide
              • Disclosure language & survey template
              • Employee disclosure survey
              • New or newly modified system(s) or process(es) ready for sign off

4Deliver and Go Live | Communicate, recruit, hire and train

In this phase, programs are launched and monitored.  We support and advise you as you communicate organizational changes in policy, process and disclosure. Training curriculums are completed and Train-the-Trainer programs are rolled out. New or modified processes are implemented and tested.  These can include applicant tracking, pre-employment On-the-Job training (OJT) programs, to hiring, onboarding and disclosure.  New or modified processes for applying for and securing incentive funding are also rolled out.  We also work with you to begin to begin to monitor & evaluate achievement of established goals & Return on Investment (ROI) objectives.

              • Email messaging and language advisement
              • Qualified candidates for consideration
              • Presentation support
              • Collateral delivered
              • Training complete
              • Pre-post training assessment results
              • Support & assistance for process launch
              • How-to-guide/Process map delivered
              • Testing & sample reporting

5Evaluate and Support | Monitor, measure and grow

In this phase, we conduct an initial evaluation of the effectiveness of new or modified programs. We bring a suite of tools — both quantitative and qualitative — to measure turnover, retention, financial incentives as well as satisfaction and engagement of stakeholders and partners. These assessments may mean a solution course correction and a reprioritization and adjustment of the disability/inclusion roadmap. Ongoing support is also available for periodic training, post-hire support, on-demand consultation, compliance updates and partnership evaluations.

              • Goals & objectives status report
              • Short-term & long-term evaluation program
              • Executive summary of survey and team meeting results
              • Statement of work & contract for ongoing support



Disability Solutions was founded on the principle of bringing the most experienced disability inclusion consultants together to provide clients with one resource for experience, expertise and execution. We “come to the table” with a set of diverse experiences, backgrounds, skills and perspectives. Our consultants can work with you to develop and implement a strategic disability inclusion initiative for your company.

Kristine Foss, MA, SPHR, Managing Director

Kris leads the Disability Solutions team drawing from a combined 20 years of strategic leadership experience in human resources, workforce development, project management and sales and marketing. Kris has presented on a variety of human resources, workforce development and education and assessment topics at state and national conferences. During her career at Ability Beyond, Kris focused on workforce development, human resources and leadership initiatives including the development and implementation of the Pathways to Excellence Program, a career-path program that has gained national recognition for results in decreasing turnover and increasing employee engagement, receiving the Moving Mountains Award from the National Alliance of Direct Support Professionals in 2011. Kris has also served as an adjunct instructor for Post University teaching a course on lifetime learning designed to equip adult learners and active and veteran service men and women with tools and strategies to successfully navigate their degree programs.

Kris previously served as Director of Marketing and Sales Consultant for an educational publishing company working with school systems and state departments throughout the country on strategies and solutions for assessing knowledge and learning gaps and providing systems implementation support and consultation.

Kris serves on the Employer Advisory Board of The Bridge to Independence and Career Options (TBICO) in Connecticut, the National Advisory Board for the College of Direct Support and the National Editorial Board of the Frontline Initiative of the National Association of Direct Support Professionals, focused on employees working with individuals with disabilities, and is a member of the Connecticut Business Group on Health (CTBGH).

Kris received her undergraduate degree from Salve Regina University and her master’s degree in teaching from Sacred Heart University. In 2008, she earned a Senior Professional in Human Resources (SPHR) certification from the Society for Human Resource Management (SHRM). Kris and her husband and two children reside in New Milford, CT.


Julie Cook, Senior Consultant 


In her role as Director of Quality and Compliance, Julie works with our clients to first assess current outreach, hiring, and retention systems, policies, and processes that impact an organization’s ability to successfully engage and retain qualified jobseekers with disabilities and then develop recommendations for solutions based on the results.  

Julie’s experience in both the public, private, and compliance vendor environments gives her a unique perspective on the jobseeker to employee lifecycle. She uses this experience to focus on mapping and identifying touch points, barriers, and gaps in the talent engagement process, including within Applicant Tracking Systems (ATS) and RPO vendor infrastructure. The infrastructure analysis allows for strategic and tactical development of affirmative hiring initiatives that engage jobseekers with disabilities and systems for tracking key data and return on investment factors to measure project success.

Julie found her passion for disability and employment when she took over direction of a federal grant, known as the Medicaid Infrastructure Grant (MIG) in 2010. The MIG created infrastructure and removed barriers to increase employment for people with disabilities. Julie worked with the MIG leadership on the creation of a 5 year strategic plan for the State of Indiana to further increase employment outcomes for people with disabilities. The plan focused on four strategic areas that would create actual impact to systems; one of those goals is increased engagement in the business community.

Julie began her professional career in financial services, providing portfolio consultation, business development, & SEC compliance. She also credits 5 years of experience in retail management with giving her insight into the struggles that management encounters in the day to day balancing of business and workforce objectives and needs.

Julie regularly speaks at state and national conferences and provides training on compliance and disability inclusion to a variety of audiences. Julie has her undergraduate degree in Political Science and History from Indiana University. She lives in Columbus, Indiana with her partner, two children, and their dogs.


Kevin McCloskey, Director of Partnership Development

In his role developing talent sourcing partnerships for our clients, Kevin is responsible for establishing positive and sustainable relationships with federal, state, and local partners in order to meet and exceed our corporate clients’ goals in hiring and retaining a qualified workforce.   He works with local and regional workforce representatives, appropriate state departments, disability groups and municipalities to build qualified talent pipelines and leverage related hiring incentive programs.  


Kevin brings his experience in working with people with disabilities and designing successful outcomes-based programs to the Disability Solutions team. Before joining Disability Solutions, he managed a program for abused and neglected children and prior to that was the Coordinator of Events and Marketing for the Stamford, Connecticut Downtown Special Services District. Kevin applies his experience in managing successful programs and initiatives and his collaboration with the community to his partnership development role for our clients.

Kevin earned a Bachelor’s Degree from the University of Connecticut.


Keith Meadows, Hiring and Engagement Consultant

Keith MeadowsKeith Meadows serves as a hiring and engagement consultant for the Disability Solutions team.  Bringing over 12 years management experience in the private sector, Keith served as general manager for several different multi-million dollar units in the restaurant industry.  He is a proven business leader – turning high volume, high turnover work locations into high performing teams by developing people, partnerships and by creating career paths.  He draws on the success he experienced as an employer in meeting his workforce talent needs by engaging job seekers with a disability, including veterans with service-related disabilities to deliver strategic, outcomes based solutions to his clients. 

Keith graduated from Indiana University’s Kelley School of Business with a degree in Business Management and currently resides in Indianapolis, IN.


Brianne Lott, MRC, CRC, Hiring and Engagement Consultant

As a Hiring and Engagement Consultant, Brianne assists companies nationally in reaching their hiring goals and meeting OFCCP regulations related to updated 503 and 4212 regulations. Her current focus is analyzing companies’ hiring processes and policies, and developing recommendations to help recruit qualified candidates with disabilities. Previously she has overseen statewide projects in Indiana, assisting individuals working their way off disability and other benefits, managed an employment services program at a community mental health center, worked on corporate outreach/hiring initiatives for people with disabilities, and developed training curriculum for professionals in the disability and rehabilitation field.

Brianne graduated with Indiana University Southeast with a Bachelors in Psychology and Tech Tech University with a Masters in Rehabilitation Counseling.