The Facial Pain Association

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

Mission

The mission of TNA is to serve as an advocate for patients living with TN and related facial pain conditions by providing information, encouraging research and offering support.

Ruling year info

1991

Principal Officer

Allison Feldman

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, TNA 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, TNALERT, National and Regional Conferences); Research (Patient Registry and TNA Fellowship Program);and our website, www.endthepain.org, the number one resource on TN and related facial pain conditions.

Population(s) Served
Adults

Provide patient education and support through, nation wide network of support groups, interactive web sites, regional and national conferences, publications.

Population(s) Served
Adults

Where we work

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 collecting feedback from the people you serve?

    Electronic surveys (by email, tablet, etc.), Focus groups or interviews (by phone or in person), Case management notes, Constituent (client or resident, etc.) advisory committees, Suggestion box/email,

  • 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.

  • With whom is the organization sharing feedback?

    The people we serve, Our staff, Our board, Our funders,

  • How has asking for feedback from the people you serve changed your relationship?

    Having conducted a community survey in 2020, along with post- conference and webinar suveys, we have altered our programs to include more content on mental health and coping, and complementary health approaches.

  • 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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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 3/9/2022
SOURCE: Self-reported by organization
Board chair

David Meyers

No Affiliation

Term: 2019 - 2024

Richard Marschner

No Affiliation

Roger Levy

No Affiliation

Richard Baron

NO Affiliation

Tom Wasdin

No Affiliation

Claude Aldridge

No Affiliation

Jeffrey Bodington

No Affiliation

Art McHaffie

No Affiliation

Ramesh Babu

No Affiliation

Peter Jannetta

No Affiliation

Henry Gremillion

No Affiliation

Jean Raymond

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 09/08/2021

Who works and leads organizations that serve our diverse communities? GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.

Leadership

The organization's leader identifies as:

Race & ethnicity
White/Caucasian/European
Gender identity
Female, Not transgender (cisgender)
Sexual orientation
Decline to state
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.