Lane Tech Alumni Association Inc

Chicago, IL   |  http://www.lanetechalumni.org

Mission

To promote and support Lane Tech through the provision of meaningful programs, events, and services that connect alumni and students to one another, to the school, and to other groups or individuals whose mission aligns with the Lane Tech Alumni Association. We seek to cultivate a spirit of loyalty and life-long committment to our alma mater and camaraderie with fellow alumni.

Ruling year info

1986

President, Board of Directors

Michelle Weiner

Main address

3525 W Peterson Ave Ste 105

Chicago, IL 60659 USA

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EIN

36-3450898

NTEE code info

Alumni Associations (B84)

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?

LTAA Scholarship Program

Established in 1985, the LTAA Scholarship Program is our hallmark philanthropic initiative with a cumulative total of over $2,300,000 gifted over the lifespan of the program. In FY2020/21, $89,562 in scholarships were awarded to 24 graduating seniors, setting them on a path for success for at least their freshman year, and in some cases, for four years. 41% of the students at Lane Tech are from low or moderately low income families. Many are from immigrant families, single parent homes, first generation college freshman, and all have some level of financial need. LTAA scholarships are especially meaningful as they come from donors who are also graduates of Lane, or have given their gifts in honor of family members who were alumni or faculty. The LTAA solicits scholarship donors, designs and administers the programs, distributes funds and tracks the results.

Population(s) Served
Students
Young adults

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.
  • Who are the people you serve with your mission?

    Graduates, current students, faculty and administration of Lane Tech College Prep High School

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

    Electronic surveys (by email, tablet, etc.), Community meetings/Town halls, 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?

    After receiving more than one message from our oldest members referring to isolation and loneliness, we designed and are implementing a program called Varsity Coffee Hour for our most senior members to enjoy a planned social activity once per month.

  • With whom is the organization sharing feedback?

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

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

    A survey to all school stakeholders regarding an important but largely unknown alumnus has spurred a community effort to name our football field after Frederick "Fritz" Pollard, Class of 1912 and the first African American to play football for Brown University, to play in the Rose Bowl, for Professional Football and to coach professional football.

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

    We collect feedback from the people we serve at least annually, We take steps to get feedback from marginalized or under-represented people, We aim to collect feedback from as many people we serve as possible, 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?

    It is difficult to get the people we serve to respond to requests for feedback, Staff find it hard to prioritize feedback collection and review due to lack of time,

Financials

Lane Tech Alumni Association 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

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

Lane Tech Alumni Association Inc

Board of directors
as of 02/22/2022
SOURCE: Self-reported by organization
Board chair

Michelle Weiner

LINK Unlimited Scholars

Term: 2022 - 2024

Melissa Riordan Henry

Marie McJilton

James Ascot

Herbert Berg

Deidre Baumann

Stuart Eng

Fred Glure

Paul Gonley

James Guerin

Leslie Jackson

Luis Jimenez

Kim Kidd

Joseph Lawniczak

Avrom Litin

Jon Masunaga

Tod McElhaney

Maurel Samonte

Kevin Sheldon

Marion Synowiec

Joanna Perez

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 1/24/2022

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
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

No data

Equity strategies

Last updated: 01/24/2022

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 employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
  • 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 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 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.