MILITARY VETERANS RESOURCE CENTER

Columbus, OH   |  www.milvetsrc.org

Mission

We help veterans develop self-reliance and independence by providing access to the resources they need to successfully manage their lives.

Ruling year info

2003

Executive Director

Mr. Len Proper

Main address

PO Box 29611

Columbus, OH 43229 USA

Show more contact info

EIN

38-3649571

NTEE code info

Military/Veterans' Organizations (W30)

Employment Procurement Assistance and Job Training (J20)

Emergency Assistance (Food, Clothing, Cash) (P60)

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

SOURCE: Self-reported by organization

Many veterans return home carrying physical or mental scars of their service. Sometimes, they suffer in silence. Sometimes, the effects of their struggles do not surface until years later. When veterans suffer, their families also suffer. When veterans lives go off the rails, Military Veterans Resource Center is there to help them get back on track. We are not a "band-aid" organization. We rip off the band-aids, pick at the scabs and dig deep to help veterans discover the root cause of their struggles. We then help them develop a plan to develop self-reliance and regain the dignity they felt when they served our nation.

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?

Veterans Career Workshop

This hands-on workshop focuses on two key components of the job search:
1. Getting the interview
2. Acing the interview

Population(s) Served

We operate a food bank that provides emergency food assistance for veterans and their families while we help them address other self-reliance needs.

Population(s) Served

Free state and federal income tax filing assistance for veterans and active duty military personnel.

Population(s) Served

Where we work

Affiliations & memberships

Food Resource Bank - Implementing Member 2014

Our results

SOURCE: Self-reported by organization

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

Average wage of clients served (in dollars)

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

Veterans Career Workshop

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Number of participants who gain employment

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

Veterans Career Workshop

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Number of meals provided.

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

The Veterans Food Bank

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Number of Units of Assistance provided

This metric is no longer tracked.
Totals By Year
Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Number of new clients within the past 12 months

This metric is no longer tracked.
Totals By Year
Type of Metric

Output - describing our activities and reach

Direction of Success

Holding steady

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

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 began operation as an employment services agency for veterans, but soon recognized the barriers that were impeding the progress of veterans toward their career goals - physical/mental injuries, family problems, PTSD, financial or transportation issues, etc. We shifted our focus to help veterans identify and overcome the barriers to their career success and continued evolving to focus on helping veterans regain self-reliance and independence.

Our goal is to serve a minimum of 1,500 veterans each year, with a minimum placement rate of 20 percent. We also expect to provide a minimum of 20,000 meals to veterans each year through our food bank and provide at least 2,400 units of additional assistance.

We want veterans to be self-reliant - to have the strength and knowledge to take control of their lives. We provide coaches will be the veterans' "battle buddies" but we want the veteran to personally (1) identify the barriers to his/her success, (2) identify the resources needed to overcome the barriers and (3) access those resources.

We can't provide services if we can't meet with veterans. We facilitate this by
1. Going to where the veterans are - the VA, veterans service commissions, veterans posts, public labor exchanges, etc.
2. Providing reasons for veterans to come to our centers by providing workshops, classes and other activities that veterans have asked us to provide.
3. Reaching out to veterans through social media and event sponsorship.

Strengths
1. Annual income from donations of about $1 million.
2. We understand veterans because we are veterans.
3. We have the technical knowledge. Our staff has over 75 years experience in the workforce development arena.
4. We have close working relationships with other veterans service organizations.
5. We have close working relationships with social service agencies such as Volunteers of America, Goodwill and the Ohio Association of Foodbanks.
6. We have close working relationships with employers and employer organizations.

Future expected strengths
1. We are a member of the Mid-Ohio Foodbank, which would ensure we have adequate food supplies to meet the needs of our veteran community.
2. We provide employment and housing assistance for homeless and formerly incarcerated veterans.
2. We provide constant training for our coaches to improve their ability to communicate with and guide veterans during their transitions.

1. Over the past five years, we have enrolled between 1,000 and 1,800 new veterans each year. Since we began operations in 2000, we have served over 15,000 veterans.
2. For the past five years, we have had an average placement of over 250 each year.
3. The average wage at placement is about $17 per hour.
3. We currently average over fiive tons of food deliveries each month to veterans and their families.

Challenges
Our greatest challenge is getting younger vets to accept our services. The average age of the veterans we have served is about 45. Like many other veterans organizations, we have had difficulty at times in reaching younger veterans. We have responded by reaching out to families and providing service specifically for younger families - such as gift cards for school supplies and tickets to concerts that are popular with young veterans.

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 collecting feedback from the people you serve?

    SMS text surveys, Electronic surveys (by email, tablet, etc.), Paper surveys, Focus groups or interviews (by phone or in person), Case management notes,

  • 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,

  • What significant change resulted from feedback?

    Because of COVID-19, our clients - many of them older veterans - did not want to come to our offices. So we set up Zoom meetings with clients, established a policy of monthly phone calls or emails to every client. We also began using volunteers to deliver food boxes directly to veterans who were reluctant to leave their homes.

  • With whom is the organization sharing feedback?

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

  • 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, Staff find it hard to prioritize feedback collection and review due to lack of time,

Financials

MILITARY VETERANS RESOURCE CENTER
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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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  • 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.

MILITARY VETERANS RESOURCE CENTER

Board of directors
as of 10/19/2020
SOURCE: Self-reported by organization
Board chair

Joe Machado

US Army, retired

Term: 2020 - 2021

Jim West

Step CG

Rod Strata

Patriot Project

Jonathan Dowell

U. S. Navy (Ret)

Joe Machado

U. S. Army (Ret)

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 10/19/2020

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
Male, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Person with a disability

Race & ethnicity

No data

Gender identity

No data

 

No data

Sexual orientation

No data

Disability

No data

Equity strategies

Last updated: 10/19/2020

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 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 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 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 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.