BRONZE2023

HOPE REFORMED CHURCH

Joining God to bring Heaven...here!

aka Hope Church   |   Grand Haven, MI   |  www.hopegh.com

Mission

Joining God to bring Heaven...here!

Ruling year info

1986

President

Rev. Tim Taylor

Main address

14932 Mercury Dr

Grand Haven, MI 49417 USA

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EIN

38-2451996

NTEE code info

Professional Societies, Associations (X03)

IRS filing requirement

This organization is not required to file an annual return with the IRS because it is a church.

Communication

Programs and results

What we aim to solve

SOURCE: Self-reported by organization

We see divisions of people. People living on either ends of the spectrum caused by finances or education or race. We are working to bridge these gaps and help people to see the common ground in the middle.

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?

Food Ministry

Bringing Heaven here...one plate at a time through Feeding West Michigan food trucks...Blessings in a Backpack...Wednesday meals during the school year.

Population(s) Served
Families
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.

We are striving to see lives changed for the better. To see people that have been marginalized included. To see families that have been broken restored. To see people that are hungry be fed. To see people that have struggled in school to succeed. To see people that are outside of relationships be restored. To see people unwilling or unable to work get jobs.

We partner people strategically on either end of the societal spectrum providing opportunities of growth for everyone. In some circumstances this is done through programs that are offered such as our food trucks for people within our community. We are also intentionally taking people out of their comfort zones to see the needs of those around them.

We have seen the impact of intentional programing taking place. People on both ends of the spectrum have been willing to walk across the bridges that we have created to meet in the middle. Through various events and programs people have discovered how much they are truly alike instead of different. And also how both ends of the spectrum can help each other out as well.

We have witnessed growth in the impact we are having in our community both in perception and in raw numbers of lives that are being impacted. What's next? The goal is to expand our sphere of influence. Currently our reach of impact is limited to about 5 miles from our organization. We know that the needs in our community go further than we are currently serving so we are looking further north in particular to see how we can replicate this in other locations. We are also looking globally to see if the same can be done through continual service. We know this will again take considerable time and energy but it's worth it.

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.

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

    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

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

    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 act on the feedback we receive

  • What challenges does the organization face when collecting feedback?

    The people we serve tell us they find data collection burdensome, It is difficult to find the ongoing funding to support feedback collection, Staff find it hard to prioritize feedback collection and review due to lack of time, It is difficult to get honest feedback from the people we serve, It is difficult to identify actionable feedback

Financials

HOPE REFORMED CHURCH
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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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lock

Connect with nonprofit leaders

Subscribe

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.

HOPE REFORMED CHURCH

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

Rev. Tim Taylor

Hope Reformed Church

Term: 2007 -


Board co-chair

Bruce Reenders

Reenders Blueberries Farm

Dean Buntley

Tom Englesman

Ken Scarth

Bruce Reenders

Tim Taylor

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 1/14/2020
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
Male, 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: 05/18/2023

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 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.