PLATINUM2023

The Facial Pain Association

aka TNA - The Facial Pain Association   |   Suwanee, GA   |  www.facepain.org

Mission

The mission of Facial Pain Association is to provide support, education, and advocacy for people living with trigeminal neuralgia and other forms of neuropathic facial pain.

Ruling year info

1991

Chief Executive Officer

Melissa Baumbick

Main address

7778 McGinnis Ferry Road #256

Suwanee, GA 30024 USA

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Formerly known as

Trigeminal Neuralgia Association

EIN

22-3071645

NTEE code info

Neurology, Neuroscience (G96)

Neurology, Neuroscience (H96)

Alliance/Advocacy Organizations (G01)

IRS filing requirement

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

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Communication

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?

The Facial Pain Association

To achieve our goals, the FPA provides Support (support groups, telephone support contacts, 1.800#s, one-on-one patient support): Education (publications including brochures, books, CDs, DVDs, professional education, and professional outreach); Advocacy (newsletter, National and Regional Conferences); Research (Patient Registry);and our website, www.facepain.org, the number one resource on TN and related facial pain conditions.

Population(s) Served
Adults

Provide patient education and support through a nationwide network of support groups, interactive websites, regional and national conferences, publications.

Population(s) Served
Adults

Where we work

Our results

SOURCE: Self-reported by organization

How does this organization measure their results? It's a hard question but an important one.

Number of volunteers

This metric is no longer tracked.
Totals By Year
Related Program

The Facial Pain Association

Type of Metric

Input - describing resources we use

Direction of Success

Increasing

Context Notes

The FPA currently has 95 total volunteers, with some volunteers serving in more than one role—41 Support Group Leaders and Co-Leaders | 38 Peer Mentors | 15 Project Volunteers

Goals & Strategy

SOURCE: Self-reported by organization

Learn about the organization's key goals, strategies, capabilities, and progress.

Charting impact

Four powerful questions that require reflection about what really matters - results.

To create educated facial pain patients and caregivers who can actively participate and advocate for their healthcare.
To improve the lives of facial pain patients and caregivers by supplying a network of group and individual support.
To advocate for facial pain patients by carrying their voice to the medical professional and healthcare community.
To become an invaluable resources to researchers and the medical community striving to improve the lives of people affected by facial pain.

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 shared information about our current feedback practices.

  • Who are the people you serve with your mission?

    We serve people who are affected by neuropathic facial pain.

  • 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, To understand people's needs and how we can help them achieve their goals

  • What significant change resulted from feedback?

    We recently brought our popular support group programs and national conference virtual so that people in all locations, and those with disabilities could attend. All of our programs are now free or low-cost with scholarship provided so that no person is unable to attend FPA events if they cannot pay. In addition, we now offer our book free of cost for those who cannot pay.

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

    We collect feedback from the people we serve at least annually, We aim to collect feedback from as many people we serve as possible, We take steps to ensure people feel comfortable being honest with us, We look for patterns in feedback based on demographics (e.g., race, age, gender, etc.), We look for patterns in feedback based on people’s interactions with us (e.g., site, frequency of service, etc.), We engage the people who provide feedback in looking for ways we can improve in response, We act on the feedback we receive, We tell the people who gave us feedback how we acted on their feedback, We ask the people who gave us feedback how well they think we responded

  • What challenges does the organization face when collecting feedback?

    We don't have any major challenges to collecting feedback

Financials

The Facial Pain Association
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Operations

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

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lock

Connect with nonprofit leaders

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Build relationships with key people who manage and lead nonprofit organizations with GuideStar Pro. Try a low commitment monthly plan today.

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

Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.

The Facial Pain Association

Board of directors
as of 05/18/2023
SOURCE: Self-reported by organization
Board chair

David Meyers

No Affiliation

Term: 2019 - 2024

Jeffrey Bodington

No Affiliation

John Temple

No Affiliation

Anne Ciemnecki

No Affiliation

Melissa Anchan

No Affiliation

Ramesh Babu, MD

No Affiliation

Steve Fleming

No Affiliation

Jeffrey Fogel, MD

No Affiliation

Megan Hamilton

No Affiliation

Ally Kubik

No Affiliation

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 11/30/2022
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

The organization's leader identifies as:

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

Race & ethnicity

Gender identity

 

Sexual orientation

No data

Disability

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

Equity strategies

Last updated: 09/08/2021

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 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 seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
  • 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.