LIMITLESS VISTAS INC

The greatest opportunitycoincides with the greatest need.

aka LVI   |   New Orleans, LA   |  www.limitlessvistas.org

Mission

LVI's mission is to help at-risk young adults obtain the skills and knowledge to become gainfully employed in the environmental or conservation industries and establish life-long conservation skills and attitudes.

Ruling year info

2007

Board of Directors President

Patrick A Barnes

Executive Director

Sherry Callaway

Main address

1215 Prytania Street Suite 103

New Orleans, LA 70130 USA

Show more contact info

EIN

75-3213594

NTEE code info

Water Resource, Wetlands Conservation and Management (C32)

IRS filing requirement

This organization is required to file an IRS Form 990 or 990-EZ.

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Programs and results

What we aim to solve

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Our programs

SOURCE: Self-reported by organization

What are the organization's current programs, how do they measure success, and who do the programs serve?

Opportunity Youth Services Initiative

AmeriCorps program that offers training, living stipend and scholarships.

Population(s) Served
Young adults

The project, GulfCorps, will protect and restore critical habitat along the Gulf while creating jobs through Conservations Corps. These Corps are teams of young adults who do hands-on work to restore natural features and natural habitat on conservation lands.

Population(s) Served
Young adults
Unemployed people

This program will provide paid internships to local urban,
disconnected, predominantly minority youth to assist in the on-going restoration of the Bayou Sauvage National
Wildlife Refuge (NWR). The interns will develop the basic skills, knowledge and experience to pursue a career
and/or education in conservation and the ability to educate their community about the second largest urban wildlife
refuge in the US, located in their own back yard. This partnership will create and expand a connected conservation
community, a goal of the US Fish and Wildlife Urban Refuges.

Population(s) Served
Young adults
Unemployed people

This program was created to help build a skilled workforce in communities where EPA brownfields assessment and cleanup activities are taking place. Rather than seeing local jobs filled by contractors from distant cities, EPA created its environmental job training program to offer an opportunity for unemployed residents historically affected by environmental pollution, economic disinvestment and brownfields to gain the skills and
certifications needed to secure local cleanup work in their communities.

Population(s) Served
Economically disadvantaged people
Ethnic and racial groups

Where we work

How we listen

SOURCE: Self-reported by organization

Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.

done We demonstrated a willingness to learn more by reviewing resources about feedback practice.
done We shared information about our current feedback practices.

  • How is your organization using feedback from the people you serve?

    To identify and remedy poor client service experiences, To identify bright spots and enhance positive service experiences, To make fundamental changes to our programs and/or operations, To inform the development of new programs/projects, To identify where we are less inclusive or equitable across demographic groups, To strengthen relationships with the people we serve

  • Which of the following feedback practices does your organization routinely carry out?

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback

Financials

LIMITLESS VISTAS INC
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Operations

The people, governance practices, and partners that make the organization tick.

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Connect with nonprofit leaders

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  • Analyze a variety of pre-calculated financial metrics
  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

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LIMITLESS VISTAS INC

Board of directors
as of 02/25/2021
SOURCE: Self-reported by organization
Board chair

Patrick Barnes

BFA Environmental, Inc.

Term: 2006 -

Board leadership practices

SOURCE: Self-reported by organization

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.

  • Board orientation and education
    Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations? Yes
  • CEO oversight
    Has the board conducted a formal, written assessment of the chief executive within the past year ? Yes
  • Ethics and transparency
    Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes
  • Board composition
    Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
  • Board performance
    Has the board conducted a formal, written self-assessment of its performance within the past three years? Yes

Organizational demographics

SOURCE: Self-reported; last updated 1/6/2021
info Candid has made improvements to the race and ethnicity options.

Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.

Leadership

No data

The organization's co-leader identifies as:

Race & ethnicity
White/Caucasian/European
Gender identity
Female, Not transgender
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation

Disability

We do not display disability information for organizations with fewer than 15 staff.

Equity strategies

Last updated: 01/06/2021

GuideStar partnered with Equity in the Center - an organization that works to shift mindsets, practices, and systems to increase racial equity - to create this section. Learn more

Data
  • We review compensation data across the organization (and by staff levels) to identify disparities by race.
  • We ask team members to identify racial disparities in their programs and / or portfolios.
  • We analyze disaggregated data and root causes of race disparities that impact the organization's programs, portfolios, and the populations served.
  • We disaggregate data to adjust programming goals to keep pace with changing needs of the communities we support.
  • We employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
  • We disaggregate data by demographics, including race, in every policy and program measured.
  • We have long-term strategic plans and measurable goals for creating a culture such that one’s race identity has no influence on how they fare within the organization.
Policies and processes
  • We use a vetting process to identify vendors and partners that share our commitment to race equity.
  • We have a promotion process that anticipates and mitigates implicit and explicit biases about people of color serving in leadership positions.
  • We seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
  • We have community representation at the board level, either on the board itself or through a community advisory board.
  • We help senior leadership understand how to be inclusive leaders with learning approaches that emphasize reflection, iteration, and adaptability.
  • We measure and then disaggregate job satisfaction and retention data by race, function, level, and/or team.
  • We engage everyone, from the board to staff levels of the organization, in race equity work and ensure that individuals understand their roles in creating culture such that one’s race identity has no influence on how they fare within the organization.