WARRIOR BONFIRE PROJECT
PAIN SHARED IS PAIN DIVIDED, JOY SHARED IS JOY MULTIPLIED
Programs and results
What we aim to solve
Currently, a newly registered combat-wounded Purple Heart recipient must wait an average of four to five months before being placed on a retreat event due to a lack of retreat opportunities. This inability to respond quickly can negatively impact the mental and emotional status of those we serve. The perception of our lack of ability to support also increases their recognition of the lack of support from the civilian community.
Our programs
What are the organization's current programs, how do they measure success, and who do the programs serve?
Purple Heart Bonfire Trips
The trips are muliti day excursions that are designed to group Purple Heart Veterans to experience the camaraderie of the military brotherhood and encourage healing from the scars of war. The signature bonfire on each trip is an opportunity for them to respectfully honor their brothers that have fallen by retiring the American Flag in their name.
Jammin at the Bonfire
We gather local musicians to play a free concert once a month at a VA and encourage veterans to get up and play/sing along.
Bonfire Leader Program
Bonfire Ambassadors are those Purple Hearts that have attended our Bonfire Adventures and have identified to us that they want to help their military brothers that are struggling in various ways. It is our mission to save as many as possible from falling into hopeless despair in which they look to suicide as the answer for their pain. When we learn of a veteran that is struggling we will do everything in our power to help. The best people to hear their struggle are those that can fully understand the struggle. Those that have attempted suicide have a 40% chance of attempting it again. Our Ambassadors see this as a new way to serve their country and fellow service members.
Couples Program
Retreats designed exactly like our Bonfire retreats but with Purple Heart Couples
Spouses Bonfires
Retreat events designed exactly like our signature Bonfire retreat events but for the spouses of our Purple Heart members.
Where we work
Affiliations & memberships
Great Non Profits Top Rated Non Profit 2021
Great Non Profits Top Rated Non Profit 2023
Great Non Profits Top Rated Non Profit 2020
Great Non Profits Top Rated Non Profit 2019
Great Non Profits Top Rated Non Profit 2018
Great Non Profits Top Rated Non Profit 2017
Great Non Profits Top Rated Non Profit 2016
Great Non Profits Top Rated Non Profit 2015
External reviews
Photos
Videos
Our results
How does this organization measure their results? It's a hard question but an important one.
Total number of fields trips
This metric is no longer tracked.Totals By Year
Population(s) Served
Older adults, Multiracial people, Caregivers, Families, People with disabilities
Related Program
Purple Heart Bonfire Trips
Type of Metric
Output - describing our activities and reach
Direction of Success
Holding steady
Number of free participants on field trips
This metric is no longer tracked.Totals By Year
Related Program
Purple Heart Bonfire Trips
Type of Metric
Output - describing our activities and reach
Direction of Success
Holding steady
Total number of client suicides
This metric is no longer tracked.Totals By Year
Related Program
Purple Heart Bonfire Trips
Type of Metric
Outcome - describing the effects on people or issues
Direction of Success
Holding steady
Number of participants engaged in programs
This metric is no longer tracked.Totals By Year
Type of Metric
Output - describing our activities and reach
Direction of Success
Increasing
Context Notes
On going program support throughout the year
Number of participants who would recommend program to others
This metric is no longer tracked.Totals By Year
Related Program
Purple Heart Bonfire Trips
Type of Metric
Outcome - describing the effects on people or issues
Direction of Success
Holding steady
Goals & Strategy
Reports and documents
Download strategic planLearn about the organization's key goals, strategies, capabilities, and progress.
Charting impact
Four powerful questions that require reflection about what really matters - results.
What is the organization aiming to accomplish?
A WBP goal is to have enough opportunities in place at least six to nine months in advance to allow for immediate placement on an event when a new member registers for the program. Multiple financial obstacles impede our abilities to reach this goal. With proper funding, the following areas would create for the veteran greater trust in our team, program and overall civilian support. One, WBP would consistently have scheduled and funded events in place to provide an immediate commitment of support to the Veteran in need. Two, WBP would have the ability to secure air travel reservations at the moment the Veteran commits to attending the retreats. Three, WBP would be able to add additional programs to support spouse retreats to assist in reinforcing support for our Veteran members when at home.
What are the organization's key strategies for making this happen?
Actively developing and implementing a strategic fundraising campaign, by the Board of Directors, to address the financial needs of a five-year plan.
Increase grant application submissions by recruiting more volunteer grant writers.
Continue and increase rigorous efforts in building relationships with individuals within large corporations to acquire large annual donations.
Advertise the importance and need for recurring monthly donations.
Continue grassroots efforts to attract individual and community support for In-Kind donations of property usage, lodging, recreational activities and meals to support the additional retreat services.
Continue to work directly with other Veteran Care Organizations to supplement components of program services and combine resources to increase numbers of opportunities.
Recruit partner organizations and entities to organize and host fundraising events to benefit the Warrior Bonfire Program.
Continue development of our all-volunteer Operations Board to supplement the need for paid administrative positions.
Improve survey questions and increase touchpoints to gather additional data to track measurables of success.
What are the organization's capabilities for doing this?
A recently revamped and energized Board of Directors along with a newly developed Operations Board, the organization is actively implementing the planned strategies in all areas of fundraising, marketing, and community development.
What have they accomplished so far and what's next?
Following the strategic plan listed above, the organization has continued to increase service opportunities every year since the organization was founded in 2012. This is largely due to approaching retreat area businesses and individuals for In-Kind donations to support specific retreat events.
Board recruitment has been completed and the Board of Directors' committees, planning sessions, and involvement have increased and begun to produce results.
Additional fundraisers hosted by outside organizations of which the WBP organization benefits, have consistently been added to the calendar year.
Additional steps and efforts have been implemented to create and build confidence for the Veteran during their initial registration period. A volunteer mental health professional has joined our team to perform immediate initial phone contact with the registering veteran. This is followed by a gift offer of a toolbox of new tools shipped directly to the veteran through a partnership with another Veteran Care Organization whose services include providing toolboxes for combat-wounded veterans. These have been welcoming additions that instill trust and a feeling for the Veteran that we truly care and desire to serve them in return for their sacrifices.
How we listen
Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.
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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
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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 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 share the feedback we received with the people we serve, 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
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What challenges does the organization face when collecting feedback?
The people we serve tell us they find data collection burdensome
Financials
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Operations
The people, governance practices, and partners that make the organization tick.
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
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Connect with nonprofit leaders
SubscribeBuild 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.
WARRIOR BONFIRE PROJECT
Board of directorsas of 03/14/2024
Eric Zeek
Dell EMC
Term: 2019 - 2023
Dan Fordice
Fordice Construction Company
George Shepard
US Army Corps of Engineers
Allen Pugh
Patriot Motor Sports
Keestan Cole
Arceneaux Wilson & Cole LLC
Lloyd Munn
BXS Insurance
Dave Parker
Edward Jones Company
Renee Chapman
Active Duty Army Spouse & Founder Deploy Your Dress
Emily Fordice
Fordice Construction Company
Mike Foss
President
Helen Phillips
Vice President
Jeremy Rawls
Marketing
Kevin Brown
President Norwich Community Development Corp
Board leadership practices
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.
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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
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:
The organization's co-leader identifies as:
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: 03/14/2024GuideStar 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
- 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.
- We use a vetting process to identify vendors and partners that share our commitment to race equity.
- 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 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.